• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>European Business & Management >Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners
【24h】

Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners

机译：孟加拉国私营商业银行的招聘和选拔策略与实践：人力资源从业人员的证据

获取原文
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Effective organizational performances rely on the proper allocation of human resources in different functional areas. Proper recruitment and selection procedure helps an organization to allocate right type of qualified employees in the proper job position for ensuring organizational effectiveness. The banking sector is playing a crucial role in the economic advancement of Bangladesh through generating job opportunities and recruiting huge number of candidates in each year. Different researchers have projected different sources, methods, models and theories in light of designing effective recruitment and selection program. However, there is no analytical study on recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh till date. The aim of the study is to fill the gap with identifying mostly used recruiting sources, selection methods, developing a selection model for the entry-level position along with identifying perceived major barriers and strategies for maintaining the effectiveness of recruitment and selection practices. Both qualitative and quantitative approaches have been followed to complete this study. Data have been collected from both primary and secondary sources. Primary data have been collected from Human Resource practitioners of 14 private commercial banks through using a wellstructured questionnaire with the inclusion of both open-ended and close-ended questions. Statistical analysis software SPSS- 20 version has been used for quantitative analysis. Major findings of the study are maximum banks have different preference level for using recruitment sources and selection methods. They follow different selection procedure for the entry-level vacant positions. There are also notable commonalties in using job analysis, some recruitment sources and selection methods, assigning primary and final hiring decision responsibilities to Human Resource Managers and line managers, perceiving major challenges and adopting strategies for effective recruitment and selection functions. An attempt has been made to develop a comprehensive selection model for the entry-level position. Finally, some recommendations have been provided in this paper which will be beneficial for banks, human resources practicing organizations and for future research.
机译：有效的组织绩效取决于在不同职能领域中人力资源的正确分配。正确的招聘和选拔程序可帮助组织在合适的工作岗位上分配合适类型的合格员工，以确保组织的有效性。通过每年创造就业机会并招募大量候选人，银行业在孟加拉国的经济发展中发挥着至关重要的作用。根据设计有效的招聘和选拔计划，不同的研究人员对不同的来源，方法，模型和理论进行了预测。但是，迄今为止，尚无关于孟加拉国私营商业银行的招聘和选拔策略及做法的分析研究。这项研究的目的是填补空白，确定最常用的招聘来源，甄选方法，为入门级职位开发甄选模型，并确定感知到的主要障碍和维持招聘和甄选实践有效性的策略。定性和定量方法均已遵循以完成本研究。已从主要和次要来源收集数据。通过使用结构合理的问卷（包括开放式和封闭式问题），从14家私营商业银行的人力资源从业人员那里收集了主要数据。统计分析软件SPSS-20版本已用于定量分析。该研究的主要发现是，最大的银行在使用招聘资源和选择方法方面有不同的偏好水平。他们针对入门级空缺职位采用不同的选择程序。在使用工作分析，一些招聘来源和甄选方法，将主要和最终的招聘决策责任分配给人力资源经理和直属经理，感知重大挑战并采取有效的招聘和甄选职能策略方面，还有一些共同点。已经尝试开发入门级职位的综合选择模型。最后，本文提供了一些建议，这些建议将对银行，人力资源从业组织和未来研究有益。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号