Chapter One: Introduction

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Nowadays, the world of business is instantaneously changing. As a part of an organization, HRM
must ready to deal with the changing effect of business environment. Continuous improvement
initiative contingent workforce changing skills requirement and workers collaboration are the issues
for envisage. Actually it’s a big challenge to provide support to any organization by providing
the best personnel in limited time. Recruitment is a process of attracting the potential people
towards the organization. And selection is a process by which try to nominate and then select the
best people for the organization.

1.1. Objective of the Study

There are two kinds of objectives of the report. They are:

 Broad Objective
 Specific Objectives

1.1.1 Broad Objective:

The broad objective of the study is to analyze the recruitment & selection process of VIP Industries
Bangladesh Private Limited.

1.1.2 Specific Objectives:

The specific objectives of this industrial tour report are:
1. To find out the different steps of recruitment and selection process of VIP Industries
Bangladesh Private Limited.

2. To analyze the different steps of recruitment and selection process of VIP Industries
Bangladesh Private Limited.

3. To evaluate the different steps of recruitment and selection process of VIP Industries
Bangladesh Private Limited.

4. To make some recommendation on the basis of problem VIP Industries Bangladesh

Private Limited.

1.2 Methodology of the study:

Although there were so many limitations, it was tried to use both the primary and secondary sources
of collecting information to make the report presentable with as less abstraction as possible.

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1.2.1 Sources of Information:

Secondary data

Data that were published before for some other reason can be collected using internal and external
sources.

i) Internal Secondary data: To furnish the report properly some papers has been collected form
the officials of VIP Industries Bangladesh Private Limited. Information from annual reports,
journals, newspapers and other published documents have been used. Besides other published
information about the organization, depth interview of the plant HR Officers and HR Managers
have also taken.

ii) External Secondary Data: For better interpretation some data has been collected from VIP
Industries website and internet browsing is also one source of external Secondary data.

1.3 Limitations of the Study.

Three are some limitations and these are:
 Lack of information: Adequate organizational information of VIP Industries
Bangladesh Private Limited is not available to access.

 Time constraints: The specified time is hardly enough to know all Human Resource
activities of the company.

 Restriction: Getting relevant papers and documents any be strictly.

1.4 Scope of the study

Defining the scope of the study is a broad aspect to be described. Still officials of VIP Industries
Bangladesh Private Limited helped me to prepare the report. On the other hand due to some
confidential resolutions there were difficulties to find out some information as well.

This report is prepared in a systematic way from selecting of the topic to final report preparation.

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Chapter Two: Company Overview

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VIP Industries is India's largest luggage Manufacturer company which manufactures luggage and
travel accessories. It is based in Mumbai, India and is the world’s third largest and Asia's largest
luggage maker. The company has more than 8,000 retail outlets across India and a network of
retailers in 50 countries. It acquired United Kingdom based luggage brand Carlton in 2004. The
history of the company goes back to the year 1971. Since then, the company has recorded a sale of
around 100 million pieces pieces of luggage worldwide. Formerly, the company was known by the
name Aristo Plast VIP Industries and it was incorporated in 1968. The Company consisted of two
wholly own subsidiary companies, namely Blow Plast Retail Limited V.I.P. Industries Bangladesh
Private Limited V.I.P. Industries BD Manufacturing Private Limited and V.I.P. Luggage BD Private
Limited. As on 31 March 2019 the company has 1 Indian and 4 overseas wholly owned Subsidiaries.
Over 50+ years, VIP has revolutionized the luggage and travel categories with continuous product
innovations, adherence to quality and international aesthetics. Along the way, VIP has evolved from
being a Travel Gear company to a Travel Wear pioneer. At the helm of this journey has been Mr.
Dilip G. Piramal, Chairman and Ms. Radhika Piramal, Executive Vice Chairperson. Under their
able leadership, VIP has grown from strength to strength. From a household name in India to
becoming a category.

2.1 Company Profile:

Type Public

 BSE: 507880
Traded as
 NSE: VIPIND

Industry Luggage

Founded 1971; 50 years ago.

Founder Dilip Piramal

Headquarters Mumbai, India.

Area served Worldwide

Key people  Dilip G. Piramal

(Chairman)
 Radhika Piramal
(MD).

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 Products  Baggage
 Suitcase
 Travel pack

Revenue ₹6,190.0 million (2020-2021)

Number of employees 5000

Parent DG Piramal Group

Subsidiaries  Skybags
 Carlton
 Caprese
 Aristocrat

Website www.vipindustries.co.in

Figure 1: Company Profile

Logo

2.2 Vision, Mission, Philosophy, Cultural Values & Core Objectives

2.2.1 Vision:

To be the global leaders in the travel production business. To manufacture and provide travel
utilities which are of high eminence, innovative and unique and enlighten our consumers to the joys
of travelling.
2.2.2 Mission:
Building enriching partnerships, pride of leadership and delightful experiences by adding a spark
of innovation to all that we do.
2.2.3 Philosophy
Building enriching partnerships, pride of leadership and delightful experiences through innovation
in all that we do.
2.2.4 Cultural Values
One of the best benefits of working at VIP is our culture. Our team is diverse and multi-cultural and
they know how to work hard while still having fun. As an organization, we mirror the changing

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times and adapt well. Our open door policy extends to our employees including ex-employees and
business partners and creates a 'One VIP community' feel.
Our Core Values bind us and keep us aligned, driving our common energies in creating value for
all our stakeholders - Shareholders, Community, Government, Customer and Employees.

2.2.5 Core objectives

 Maintain quality of the product to optimum level.

 With an aim to establishing can do culture, teamwork is what unites everybody in VIPIBPL

 Winning customers through loyalty by establishing culture of hearing rather than our
offering and thereby providing the best solution.

 Achieving excellence in process & technology

 Building a culture of cost consciousness & climate of trust

 Leveraging through competent people

2.3 VIP Industries Bangladesh Private Limited

Luggage maker VIP Industries today said it has incorporated a wholly-owned subsidiary in
Bangladesh to set up a luggage manufacturing plant. A wholly-owned subsidiary of the company
by the name VIP Industries Bangladesh Pvt. Ltd. has been incorporated on April 5, 2012 to set-up
luggage manufacturing plant in Bangladesh. VIP Industries said in a statement. The company,
however, did not share any financial details. Though the work of construction started in 2012 but
the pilot project started from November in 2013. This company situated at MEPZ (Mongla Export
Processing Zone), Mongla, Bagerhat accord only 22000sqm areas. It is a wholly Foreign Direct
Investment industry. The initial investment was about BDT 25 Corer. This company comes to
production in January 2014. It started with only a hundred employee but now there are about 400
employees works along with VIPIBPL. Basically they make backpack and ladies bags. Their
average production rate almost 80,000 bags per month.

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 Chapter Three:

Employee Recruitment and Selection Process at VIP Industries

Bangladesh Private Limited.

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3.1 Employee Recruitment and Selection

Any process for which an organization seeks applicants and attracts potential employees is called
recruitment; selection refers to the process by which an organization identifies those applicants with
the knowledge, skills, abilities, and other characteristics that will help it achieve its goals (DeCieri
& Karmer 2008, P30). The overall aim of the recruitment and the selection process is to obtain at
minimum cost the number and quality of employees required to satisfy the human resource needs
of the organization (Amstrong 2003, P395)
Employers try to select and recruit the right candidates. At the same time, job seekers gather
information about organizations and current job offerings, because they cannot gain complete
knowledge of all alternatives and their potential characteristics, they rely on imperfect signals
(Chan & Kuok 2011). It has been noticed that organizations that want to fill their vacancy very
quickly or who are unwilling to have recruitment process such as job analysis, are possibly less
discriminating in the quality and quantity of candidates (Carless 2007). While organizations who
put effort in to the process of recruitment turn on more search channels than organizations who do
not (Russo, Rietveld, Nijkamp & Gorte 2000). When the cost of a mistake in recruitment is high,
organizations are more discerning and the turnover of employees will increase (Chan & Kuok 2011)

3.2 Major Functions of VIPIBPL HR

Strategic Partner contributing to the quality and exponential growth of the company through
attracting, developing and retaining talent in a healthy work environment with ample opportunities
to learn, grow and excel.

1. Job Analysis: Job analysis can be performed by trained & job analyzers determine some
important information are as identification of Key responsibility, number of equipment & material
used to perform the job, find out the qualification of each job, provided physical, social &
environment condition, work time mention for each duty etc.

2. Recruitment and Selection Recruiting the most suitable candidates and the right number
of people for optimal use of Human Resources of the Company .The executive are generally
selected by M.D. and/or executive director/ Head of the HR & Admin on proper enquiry about
academic qualification, practical experience age etc. basic and sometimes, on influence from kith
and kens. The organization advertises its requirements in the daily paper and sometimes in front

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of the factory gate. Then, take a written and viva exam from the selected applicants. Then
according to merit and quality, the appropriate applicants are appointed in the right post. Nepotism
is affected sometimes in selection process in the industry.
3. Training: Assessing employees’ training need and oversee the training and development
programs to build a skilled and superior workforce. Training is the act of increasing the knowledge
and skill of an employee for doing a particular job. The company emphasize on the job training
for the employees, personnel supervise a new appointed person. As a result the new person
becomes skill day by day. Sometimes a few special personnel are sent to abroad for higher training.

4. Promotion: Promotion is generally made on every calendar year. But sometimes, it is

promoted on exceptional progress and improvement of the worker and the some may be written
3/6 months substantially.

5. Labor welfare activities: The Company provides group insurance facilities for all the
employees of the organization. Therefore, it organizes annual picnic, sports for the recreation of
the employees.

6. Transport: The Company provides the employees transport facilities free of cost. Self-
transport is only to maintain security measure.

7. Security: Every accident cause physical pain to the sufferers and even makes him until to
resume his work. So, prevention of accidents is one of the important aspects of welfare measures
and as such adequate pre caution should be taken in this respect.

8. Relationship between management and workers: Management worker relationship is

well enough in this company. It provides good working environment& financial facilities for the
workers. That’s why, no dispute occur in this industry. However, if any dispute arise then it tries
to solve quickly.

9. Managing the Performance Appraisal: Managing the Performance Appraisal system for
measuring employees’ individual performance to reward accordingly.

10. Developing and documenting Policies: Developing and documenting Human Resources
policies beneficial to both the employee and Company.

11. Organization development: Designing, directing and managing a company-wide process

of organization development that addresses issues such as succession planning, rotation of job,
key employee identification and retention etc.

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12. Implementation: Coordinating and overseeing implementation of services, policies and
programs through the members of Human Resources Department and identifying opportunities for
improvement and resolves any discrepancies.

In this organization the absenteeism rate is poor and labor turnover is medium in every level of
this factory. But sometimes few workers are terminated for their misconduct. As a whole, it
could be considered that worker management relationship is well in this company.

The other functions are as follows:

 Ensure healthy and safety environment in the office and factory.

 Dealing with company related legal matters.
 Dealing with human resources development.
 To take disciplinary actions against workers and staffs for breaking company rules.
 Wages and salary administration and Management of legal compliance.
 Maintain personal files and records of workers and staffs.
 Arrange visa, work permit for foreign buyer’s representatives.
 Maintain vehicles of the company and security management.
 Arrange visa, work permit for training of the employee in foreign country.
 Manage the foreign canteen, officers & engineers’ canteen and workforce canteen.
 Work permit for casual & daily labors.
 Management of accommodation and entertainment.
 Granting emergency loans to the employees.
 Accidental compensation management.

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3.3 HR Planning & Talent Acquisition (Recruitment & Selection)

3.3.1 The right people in the right place at the right time

While the goal is to provide the best candidate for the Company’s needs, it is also important that
we place people in the right positions at the right time. This requires us to emphasize on the
efficiency of our hiring and staffing processes even as we continue to look for ways to create
efficiencies in our hiring methodologies. We also recognize the need to use further analytics in
our recruitment efforts to enable us to understand our workforce needs, levels and the
effectiveness of our recruitment strategies. The purpose of VIPIBPL’s merit-based recruitment
and selection process is to ensure that vacancies are filled by the most competent incumbents.
VIPIBPL provides equal employment opportunities to all applicants without bias to race, religion,
gender, age, disability or any other criteria permissible by the statutory laws of the country.
Recruitment and selection is based solely on job-related criteria. The recruitment and selection
process is consistently applied and promotes fairness, diversity and transparency. The process
complies with all state laws, regulations and policies.

3.3.2 Recruitment process

The recruitment process of VIPIBPL is very clear and up to the mark. When recruitment process
starts, at first the HR gives an online advertisement at bdjobs.com website and they give the
advertisement in the daily newspapers also. And receives application via e-mail and postal. After
the dead line exceeds, VIPIBPL called for an interview for the listed candidates, after interview
selected candidates asked for medical test. If the selected candidates found fit in the medical test
the management committee recruit him/her for the job.

VIPIBPL gives equal opportunity for all the applicants, regardless of race, religion, origin, sex,
age, disability or political affiliation/influence. Recruitment and selection are done solely based
on job- related criteria. In VIPIBPL merit based recruitment is done through following steps:

 Recruitment proposal

 Collection of CV

 Selection of CV

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  Processing for interview

 Organizing written test, presentation etc.

 Interview

 Finalization of recruitment.
VIPIBPL Conducts two forms of recruitment namely internal recruitment and external
recruitment. When a position is created, VIPIBPL first tries to fill up the position internally.
Is there is no suitable candidates internally found than the organization goes for external
recruitment. VIPIBPL uses both internal and external sources. The choice of source somewhat
depends on the employment level and/ or location of the position/job.

For example, for upper management positions employee referral are used extensively.

3.3.3 Recruitment Approval

If the organogram/manpower planning is approved by the Managing Director or his

designated then the recruitments from the G1 to G5 should not need approval other than the
recruitment board members. It is the responsibilities of the HOD to make their own
organogram and manpower planning in the beginning of the fiscal year and make it approved
from Managing Director or his designated in consultation with HR.

3.3.4 Selection process

VIPIBPL has a variety of different assessment methods in the selection process. VIPIBPL
first determines the steps that need to be applied in the selection process. Implementation of
these steps requires creation of a selection sequence, which is an orderly flow of people
through the stages of applicant, candidates, finalist, and offer receiver. Guidelines regarding
employee assessment of VIPIBPL are as follows:

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3.3.4.1 Selection of CV:
CV-Screening procedure:
Position Preliminary Screening Final Screening

Concerned HRD officer

Concerned Officer of
Non-Management Position
Concerned Department/ Division
HRD Department

Management Trainee/ Assistant Concerned Officer of Concerned HRD officer

Manager HRD Department/

Concerned Department/ Division
Division

Concerned Officer of Head of Department

HRD Department/
For Above Assistant Manager
Division
Position Head of HRD

Figure 2: CV-Screening Procedure

3.3.5 Processing for Interview:

 Fixation of time with the concerned Interviewers

 Fixation of Interviewing time & Venue

 Issue Interview Letter/ Contact over the phone.

3.3.6 Recruitment Assessment Sheet

Figure 3: Recruitment Assessment Sheet

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3.3.7 Interview:

Position Preliminary Final

Non-Management Cadre

Probationary Officer
Head of HRD
Executive officer
Head of HRD &
Sr. Executive Officer Department/ Division Head

Concerned Departmental
Deputy Managing Director
Head
Management trainee and
above positions General Managers
Head of HRD
Head of HRD

Figure 4: Interview Procedure

The Primary Interview members should submit their evaluation score sheet to the HR Manager
immediately after the interview.

3.3.8 Finalization of Recruitment

 Finalization of candidate by the final review committee.

 Head of Human resource will fix up the salary grade of the selected candidates based
on their professional qualification & experience in related fields.

As in this system help them to choose the intelligent and fresh talented employee. So the company
has to follow and take step to get the process as early as possible.

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3.4 VIPIBPL Recruitment & Selection Process at a Glance

Step 1: Recruitment Need Assessment and memo generate.

Step 2: CV Collection: By Advertisement (Printing or Web), Open Source, Internal Recruitment,

and Collect from the Existing Market.

Step 3: Slotting of CV’s for required position.

Step 4: First Interview and/or written test

Step 5: Second Interview

Step 6: Credit check of the primary selected candidate.

Step 7: Final negotiation with the candidate

Step 8: Approval memo for the selected candidate.

Step 9: Provide the Letter of Joining. Submit for management approval.

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Chapter Four: Findings and Recommendations

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4.1 Findings

 VIPIBPL Company has modern developed HR policies and strategies they needs to be keen to
implement these policies in the organization.
 VIPIBPL recruits the higher management from its parent company country (India)
 VIPIBPL recruits the non-management staff from host country (Bangladesh)
 VIPIBPL has a variety of different assessment methods in the selection process.
 VIPIBPL Conducts two forms of recruitment namely internal recruitment and external
recruitment.
 VIPIBPL gives equal opportunity for all the applicants, regardless of race, religion, origin, sex,
age, disability or political affiliation/influence.
 Recruitment and selection are done solely based on job- related criteria.

4.2 Recommendations

 Proper people should be placed at proper places and nepotism and favoritism at the time of
employment must be avoided for every organization to gain high profit. If the right people are
assigned in the right job, they may be more efficient and they are able to doing the things right
and doing the right things. Thus it should recruit appropriate and right people by adopting fair
recruitment process.
 Management needs to communicate their vision, mission to their employee. They can give
opportunity to their employee in decision making it can be a game changing fact.
 All the sections of ‘Bangladesh Labour Code-2006’ should be practiced at every level of the
organization. If this is happened employee turnover may be reduced dramatically and by this
way organization may be able to run its operation effectively and efficiently.
 The responsibility of HR department should be very transparent to all. HR people should also
have very positive attitude to people. HR & Admin department should do their daily activities
smoothly. So it will be helpful to get better feedback from the workers.
 Whatever, recommendations are advanced, there implementation will depend upon the honest
and sincere appears of employee, owners and management, side by side, the government
should provide active support in policy matters as well as day to day functioning. The group
already possesses a very strong foothold in the industrial arenas and contributes a lot to the
national.

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List of Figures Names

Figure Number Name of the Figures Page Number

Figure 1 Company Profile 05
Figure 2 CV-Screening Procedure 14
Figure 3 Recruitment Assessment Sheet 14
Figure 4 Interview Procedure 15

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 References
 Official website of VIP Ind. Ltd.www.vipbags.com.

 Face to face interview with Head Of HR and Concerned HR Officers, VIP Industries

Bangladesh Private Limited.

 Dessler G 2005, Human Resource Management, 10th Edition, Pearson Prentice Hall, United

States.

 Human Resource & Personnel Management Text & cases K Aswasthappa 4th edition,2011.

 Dessler G 2005, Human Resource Management, 10th Edition, Pearson Prentice Hall, United

States.

 Paul, Nirmal Chandra ‘Bangladesh Labour Code-2006’

 Human Resource & Personnel Management Text & cases K Aswasthappa 4th edition,2011.

 Barney, J.B., & Wright, P.M. (1998). On becoming a strategic partner: The role of human

resources in gaining competitive advantage. Human Resource Management, 37(1), 31.

 Beer, M., Cannon, M.D., Baron, J.N., & Dailey, P.R.(2004). Promise and peril in

implementing pay-for-performance. Human Resource Management, 43, 3-20.

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