Internship Report on

Human Resource Service Procedure on Executive Search,

An Exploratory Study on grow n excel

Exam Roll: 130454

 Internship Report on
Human Resource Service Procedure on Executive Search,
An Exploratory Study on grow n excel

Prepared for
Chairman Internship Placement Committee

Prepared By
Exam Roll: 130454
4th Year, 8th Semester
Batch Number: 22nd, BBA Program
Academic Session: 2012-13
Institute of Business Administration (IBA-JU)
Jahangirnagar University
Savar, Dhaka

Date: September 15, 2017

 Letter of Transmittal

September 15, 2017

Chairman
Internship Placement Committee
BBA Program
Institute of Business Administration
Jahangirnagar University.

Subject: Submission of Internship Report

Dear Sir,

With due respect and honor, I have much pleasure to present the report of the internship program
“Human Resource Procedure on Executive Search: An Exploratory Study on grow n excel”. I am
submitting this report as a part of my internship program in "grow n excel". This report is going to
provide valuable assistance to me in finding out the executive search or recruitment process. Working in
grow n excel was an inspiring experience for me.

I am happy to let you know that I have successfully completed my 3 months internship at "grow n
excel", under the supervision of Fatema Moriam Nisha, Manager, Business Operation, grow n excel. The
team members were very cordial and extended their hands within the limit of their authority.

Therefore, I need your kind attention to evaluate my report taking into consideration. Your kind
suggestion will encourage me to perform improved work in future.

Sincerely yours,

Exam Roll: 130454

Session: 2012-13
 Acknowledgement

At first I would like to thank Almighty for his blessings upon me to successfully complete this internship
report with the enthusiasm and strength needed.

Firstly I would like to thank Institute of Business Administration, Jahangirnagar University for
enlightening me over the period of my Bachelors in Business Administration.

I would like to thank Ms. Tahira Farzana, Lecturer, Institute Of Business Administration, Jahangirnagar
University for providing me the proper guidance to complete the whole internship report.

My gratitude goes to M. Zulfiquar Hussain, CEO and Lead Consultant of "grow n excel". I would like to
thank organizational supervisor Ms. Fatema Moriam Nisha, Manager, Business Operations, ‘grow n
excel’. Along with that I would like to show my thanks to all the team members of ‘grow n excel’.

Last but not least, I am fortunate to have had the guidance of all the faculties and mentors throughout my
4 years Bachelors of Business Administration program at Institute of Business Administration, which
helped me to shape my perception and understanding for facing the real world career challenges. It also
helped me to prepare a fruitful report.
Table of Contents

Introduction Part: 1..................................................................................................................1

1.1 Introduction: ............................................................................................................................................. 2
1.2 Objectives:................................................................................................................................................. 3
1.3 Scope: ........................................................................................................................................................ 3
1.4 Limitations of thestudy: ............................................................................................................................ 3
1.5 Methodology: ............................................................................................................................................ 4
1.5.1 Nature of thereport: ....................................................................................................................... 4
1.5.2 DataCollection: ............................................................................................................................. 4
Primary Data: ............................................................................................................................................ 4
Secondary Data: ........................................................................................................................................ 4
Data Collection Methods: ......................................................................................................................... 4

Company overview andAttractiveness .....................................................................................6

2.1 CompanyBackground: ............................................................................................................................... 7
2.3 Figure: OrganizationalHierarchy: ............................................................................................................ 10
2.4 SWOTAnalysis.......................................................................................................................................... 11
2.5 IndustryAttractiveness: ........................................................................................................................... 12
Supplier power: ....................................................................................................................................... 12
Buyer power:........................................................................................................................................... 13
Competitive rivalry: ................................................................................................................................ 13
Threat of substitution: ............................................................................................................................. 14
Threat of new entry: ................................................................................................................................ 14

Analysis on Selected Area Part: 3 ........................................................................................... 15

3.1 ExecutiveSearch: ..................................................................................................................................... 16
3.2 Executive Search Process andprocedure ................................................................................................ 17
Database search ....................................................................................................................................... 17
Networking and referrals ........................................................................................................................ 17
Submission and Interview ....................................................................................................................... 18
Feedback and Offer ................................................................................................................................. 18
Commencement and Retention ............................................................................................................... 19
3.3 Findings of ExecutiveSearch .................................................................................................................... 19
3.4 Actions to be taken forimprovement...................................................................................................... 20

Findings & Analysis Part: 4 ..................................................................................................... 22

4.1 Findings: .................................................................................................................................................. 23
4.2 Limitation of thestudy ............................................................................................................................. 23
4.3 Recommendation: ................................................................................................................................... 24
4.4 Conclusion: .............................................................................................................................................. 25
Bibliography: ................................................................................................................................................. 26
Executive Summary:

Human Resources and Management is one of the most growing and most promising sectors of this
country. Though it is already an established industry in most of the countries, Bangladesh still lacks
proper skilled manpower in this industry. As a part of the BBA program, I spent my internship period
of three months with "grow n excel", Human Resources and management consultancy firm, where I
observed and learned Human Resources practices and recruitment processes. “grow n excel" is engaged
in providing wide range of HR & Management consulting services. As they have in deep knowledge
and understanding of best in class HR practices, it helps them to successfully deliver customized
services to their clients. "grow n excel" has a strong value proposition in relation to assisting their
clients in searching right candidates. It does have in- depth understanding of employment market and
wide network. "grow n excel" also has knowledge and skills to identify right talent to meet its client’s
needs. It follows a systematic process to search candidates. Their team contains deep technical
experience of all elements of recruitment & selection. Again they can deliver the project within your
time scale- with a clear focus on client service and quality of advice.

This report basically provides information about the overall process and procedures of recruitment of
Human resources consultancy firm. The insights of recruitment processes and procedures have been
tried to be revealed while preparing this report. And few advices as recommendations have been
prescribed at the end of this report.

While preparing this report importance has been given to depict the real situation of recruitment
process and procedures of grow and excel. Again study on the finding is done to class out the major
aspects of recruitment system and to illustrate major interfaces.
Introduction Part: 1

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1.1 Introduction:

Human resource management is a function in organizations designed to maximize employee

performance in service of their employer’s strategic objectives. HR is primarily concerned with how
people are managed within organizations, focusing on policies and systems. HR departments and
units in organizations are typically responsible for a number of activities, including employee
recruitment, training and development, performance appraisal, and rewarding, managing pay and
benefit systems. HR is also concerned with industrial relations, that is, the balancing of organizational
practices with regulations arising from collective bargaining and governmental laws. It has four basic
functions: staffing, training and development, motivation and maintenance.

Nowadays, it has become very important for the organizations to attract, screen and select qualified
persons as the companies are aiming for profit and production maximizations and recruitment is the
process of attracting, screening and selecting the competent and skilled employees for the vacant
position. And I have chosen “Human Resource Procedure on Executive Search: An Exploratory Study
on grow n excel” as the topic of this report because I want to gather knowledge about the system and
practice that “grow n excel” uses to select and employ the capable candidates for the positions
available in the organization. Depending on the size and culture of the organization recruitment may be
undertaken in-house by managers, human resource generalists and recruitment specialists. I also want
to emphasize how recruitment process can be made better as well as cost-effective.

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1.2 Objectives:

The objectives of this study are:

 To identify the process and procedure of executive search in "grow n excel".

 To know how to communicate and maintain professionalism with the clients.

 To identify major constraints.

 To identify how the process and procedure of executive search can be improved.

 To identify that how the HRM academics things are directly involved practically in
organization.

1.3 Scope:

 This paper is prepared only based on the grow n excel related information. This paper does
not have any scope for other consulting firms

1.4 Limitations of the study:

 It was very difficult to provide more information as most of the information is

confidential; while preparing the report I was strictly told not to mention such
information.

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1.5 Methodology:

1.5.1 Nature of the report:

It is an exploratory report. An exploratory research project is an attempt to set the groundwork that
will lead to future studies. It also determines, what is being observed might be explained by a
currently existing theory. Most often, exploratory research lays the initial groundwork for future
research.

1.5.2 Data Collection:

The internship report has been written on the basis of information collected from primary as well as
secondary sources.

Primary Data:

The primary data is collected through the questionnaire survey conducted with the employees of ‘grow
n excel’. Basic company information might be collected through discussions mainly with my
supervisor and the other employees.

Secondary Data:

For the organization part information is collected from company website, different published
articles, journal, and brochures.

Data Collection Methods:

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 It is not easy to understand everything about “grow n excel” main work, as there are different
services are given by them. So, gathering information about executive search some steps like,
personal interview which is consist of different question related to executive search portion,
database information, online website help and some instruction from my assigned supervisor.
Sample size:

Among the employees of grow n excel took in death interview of 5 employees, asked about
executive search related question.
Population size:
There are total number of people working at grows n excel is 23. For executive search they have
assigned only five people and they are responsible of the entire task.

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Company overview and attractiveness

Part: 2

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 2.1 Company Background:

Founded In • Dhaka,2007

Founded By • M Zulfiquar Hussain

• HR management and
Type of Firm
Consultancy firm

"grow n excel" is basically a human resource management and consultancy firm. It was established in
2007 with a mission to help individuals and organizations; "grow n excel" is engaged in providing wide
range of HR & Management consulting services. They have in depth knowledge and understanding of
best in class HR practices which help us to successfully deliver customized services to our clients. "grow
n excel" aspires to be the premier Human Resources & Management consultants in the country and is
strongly driven by its core values - Professionalism, Passion and Client focus. Considering the enormous
potential of our country and its transformation, together we all have a role to play in unleashing
individuals' potential and developing human capital. Towards this direction, "grow n excel" assists its
clients in enhancing organizational capabilities to meet tomorrow's challenge. "grow n excel" has a strong
and dedicated pool of resources with diverse background and insights to support our clients' needs
relentlessly. In addition, it also involves highly experienced professionals and industry experts to ensure
quality outcome. "grow n excel" constantly updates itself with best practices which we implement
pragmatically to match our clients expectation. It follows an inclusive project approach. M. Zulfiquar
Hussain is the CEO and Lead Consultant of "grow n excel". He has more than 12 years’ of experience as
Human Resources Director/Head of Human Resources in Citycell& Nestle. He was a key driver behind

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various change management initiatives in Citycell. Prior to joining in Citycell, he was the Human
Resources & Corporate Affairs Director of Nestle Bangladesh Ltd. (a fully owned subsidiary of Nestle
S.A. Switzerland) where he worked as Head of Human Resources for more than a decade. Mr. Hussain
set up the HR function at Nestle as well as played an important role in establishing Nestlé’s operation in
Bangladesh.

Vision of "grow n excel" says “To emerge as a top Human Resource and Management consultancy
service provider and become a consulting firm of choice in attaining a leadership position within the
industry.”

And the mission of "grow n excel" states the following:

 Provide quality service to organizations which respect & acknowledge the value of
Human Resource and their development.

 Aligning HR and business planning for clients.

 Integrating specialist advice, implement and maintain on-going service provision to deliver
seamless HR solutions for their clients.

 Proactively support organization's business strategy through a relentless focus on

organizational excellence, providing and retaining the right people to meet your business
needs.

 Ensure workplace leadership by building a community of exceptional professionals who,

individually and collectively, want to contribute to and be part of a high performance
organization.

 Assimilate talent, expertise and commitment into providing innovative HR solutions in

order to ensure growth and development of organizations and the people within
organizations; hence improving their clients' business performance.

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  Vision – Values Framework
 Organizational Diagnostics
 Employment Value Proposition
 Comprehensive HRProcesses
 HRAudit

 Executive Search
 Recruitment & Selection Services
 Organizational Restructuring
 Change Management

 Performance Management
 Talent management & Succession Planning
 Leadership Competency Model
 360 Degree Feedback

 Compensation Survey
 Compensation &Benefit Management
 Job Evaluation
 Employee Engagement Survey

 Compliance Assistance & Advisory Services

 HR Manual & Employee Code of Conduct
 Employee Communication
 Stakeholders Management &PR

 HR Operations Support &Outsourcing

 HRIS

2.2 Table: Services offered at “Grow n excel”

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 CEO and Lead
Consultant

Sr. HR Sr. HR
Associate Executive

HR
HRAssociate HRAssociate HRAssociate
Executive

HRTrainee

Intern

2.3 Figure: Organizational Hierarchy:

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2.4 SWOT Analysis

There are a few competitors of grow n excel in market. Moreover as popularity of HR consultancy
firms are growing day by day many firms are currently operating and more are entering. Each has
specialty in their unique field. For example, in the recruitment sector besides the two leading
consultancy firms, HR Kites, Enroute, Keystone, ZN consultants, Renaissance, People scape, Eduext,
Axis, Esom are also doing good.
Strengths of the organization

• Strong networking

• The best recruitment team

• Ability to forecast market demand

• Strong hold on mid and top level executive search

• Dedicated clients

• Strong brand name

Weakness of the organization

• Industry is new in market

• Lack of trust and relying completely in this service

• Lack of understanding about this service among the people

• Economic downturn resulting in loss projects in executive search

Opportunity of the organization

• growing demand of HR consultancy firms on a whole among potential job seekers

• More company now willing to outsource their HR activities than before

• More foreign companies are coming in Bangladesh creating more opportunities

• More graduates are willing to work in HR consultancy firms than before.

Threat of the organization

• Strong competition

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 • Unfavorable economic condition
• Clients unwillingness

2.5 Industry Attractiveness:

Porter’s five forces model is the standard process for measuring their market to definite any
company’s attractiveness to the market share & profitability.

Supplier power:

Supplier mainly defines how suppliers drive up the prices. This is driven by number of suppliers of
each key input,

 The uniqueness of the product or service:

grow n excel believes in outsourcing and do others job. This is kind of helping hand in terms of
recruiting people for MNCs and local companies. Services that are given by grow n excel is much
client oriented. This is a trust worthy work. But over the year companies started trusting this name. As
there are some other recruitment firms are available companies still prefers grow n excel. grow n excel,
has their own different and extra ordinary tools, for searching and execute people for other companies,
and they also maintain professionalism in terms choosing best matches for desired requirements by
clients.

 Keeping good relation

There are lots many recruiting firms are available but, people do trust grow n excel for searching the
best choice for their company. It is very important that, relation does matter. Because once they make a
deal with a company, defiantly they believe and satisfied with their work. grow n excel only targets on
those companies who can match with our requirement. So the overall controls do exist in terms of
serving the clients.

 The cost of switching from one to another

Companies prefer their security and confidentiality. There are always possibilities of revealing
confidential information in the market. So these big companies do not take a chance to deal with our

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company. As they have to share many things with us so cost of switching others could be huge.

Buyer power:

Here we define, how easy for the buyers or clients to drive prices down
 Number of buyers in the market:

There are few recruitment firms are available in the market. Switching them is not a good idea to
some extent. As far as, there is no confidentiality issue or security problem occurs. But the number of
buyers is huge, many MNC and local companies are there, who do not want to lose their time in
recruiting process, or some of them don’t have any in house recruitment sector. So they must have
come to us for their recruitment issue.

 Importance of each individual in our business:

If a company has all the deals with huge companies, then he doesn’t have to worry about losing or
hiring new clients. grow n excel have their huge client list also all they are searching for new business
through links also from those companies. We do care about clients; we also offer many gifts in return.

Competitive rivalry:

Here we measure number of capability of our competitors. It can be define as:

 Offer equally attractive products and services

Though there are different consulting firms are available in market but grow n excel is one of the
popular one. As grow n excel serves not only the executive search but also other facilities, as per as
clients requirements, like payroll, reference checking, apparel talent, consulting, training, performance
management and many more. You can find a combination of huge work at grow n excel. These kinds
of facilities are rare in consultancy firms, as you need huge parts of resources for doing it in
professional way. Not only the services but also the relation wise, as grow n excel is working for many
years and people do believe on their professionalism.

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Threat of substitution:

grow n excel is a consultancy firm, they are actually doing outsourcing for other big companies. People
want alternative way to complete their extra work which needs time. Clients came to our company for
getting relief from these kind lengthy works (head hunting or executive search). But threat for grow n
excel is, if any company has their own in house recruitment section then they won’t come to us for
help.

Threat of new entry:

As mentioned earlier, there are some well-known companies are there who are involved in this kind of
HR recruitment work. You need your link higher to compete in the market. We have our own
database system where we search for perfect employees for the repudiated organizations.
As clients have different criteria for an employee or position, you need huge aspiration to fulfill those
requirements. All of sudden people are not allow opening this kind of business. Because trust is the
main thing, big companies do not trust easily in unwanted people. So threat of new entry is there but
not that much, which can easily grab the market.

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Analysis on Selected Area Part: 3

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 3.1 Executive Search:

I went through each and every single step of Recruitment process at "grow n excel" as I was assigned
by my supervisor to work with the recruitment process and procedures followed by "grow n excel".
Their recruitment process and procedures are very systematic and sequential. I helped the firm in each
single step starting from employee search to commencement and feedback.

Tasks which I had performed during my internship are mentioned below:

 First of all, I started with mapping.

 Then, I was assigned to work in executive search project along with my supervisor. In the
project we had to recruit for the position of Chief Financial Officer (CFO) for "Unilever
Bangladesh".

I searched the CVs which match the criteria and requirements of such a position and then my
supervisor short listed the CVs and shared the job opportunities with them over phone.

 After this project I was included in another project of executive search. It was for total 60
recruitment for the positions of Senior Executive, Assistant Manager and Manager at "Base
Technology'" in the Marketing Department.

Also here, I searched the CVs in the online database. Then my supervisor short listed the CVs
and this time I shared the job opportunity by communicating over the phone.

 After communicating with all the candidates, we arranged an interview and I coordinated
everything outside the interview board both at "grow n excel" and Base Technology Head
Office.

 I have worked to recruit some contractual positions for the Accenture.

 My last project is to find out CV‟s for different multinational and local companies.

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In this project I solely collected all the CVs for each position and communicated with the candidates
which were short listed by my supervisor.

3.2 Executive Search Process and Procedure

 Database Search
 Networking and referrals
 Processing of applicants
 Submission and interview
 Feedback and offer
 Commencement and Retention

Database search
A database search is the basic offering of a recruitment business to a hiring company; this consists of
using a company in house or online database to source a candidate who matched the criteria the user
inputs. "grow n excel" has its own database to search potential candidates for the positions offered.
Over the previous years that "grow n excel" has spent in recruitment to develop an extensive database
of high quality candidates at all levels. Database of "grow n excel" is organized by fields, records and
files. This is a collection of programs that enables organization to enter, organize, and select data in
database.

Networking and referrals

One of the main sources of candidates in "grow n excel" is through extensive networks within
professional bodies. These networks also include sporting and social groups both real and internet
based. "grow n excel" also uses social media to advertise and recruit new employees: for example,
posting job vacancies on websites or using smart phones to attract interest from specific target
audiences. But employees are often unaware that their social networking pages are being used by
employers as part of a screening process before offering interviews.

"grow n excel" has had lots of networking events and had some excellent conversations with corporate
giants. Networking is done with a sincere desire to stay in touch. And this process is helping "grow n
excel" to build a strong corporate network as well as the referrals. Also they maintain long term

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business relationships to get deals and contact of people.

Referral and networking programs have been very successful in recruiting talent into organizations,
especially in sectors where the labor market is tight. Referral programs seem to show clear productivity
and early-turnover advantages. They seem to attract more productive employees. But too often,
companies just worry about getting the people in the first place, not thinking about long-term
implications for the organization. But Firms get lots of advantages from networking and referral
programs. And "grow n excel" gets the following benefits through networking and referrals:

 Time efficacy: There are clearly huge savings for employers using free, electronic
channels for recruitment. It helps to reach more potential recruits quickly - social
networking sites have huge audiences. Also it takes less time as the team is expert at
doing the job at a very short period of time.

 Less bureaucracy: New generations of employees are using social media to job hunt by
making direct contact with potential employers and HR and recruitment officers, often
bypassing traditional recruitment processes.

 Increased productivity: Again well-managed referral programs can increase

productivity and reduce turnover. So the firm has the opportunity with the increasing
level of productivity and reducing rate of employee turnover.

This trend - referred to as the 'death of the gatekeeper' - means that employees can be
better informed about possible employers and more creative about how they promote
themselves.

Submission and Interview

When candidates are shortlisted are for submission, the firm sends their summary report and the
candidates CV. Candidate summary report contains candidate’s names, their ages, Educations and
qualifications. It also shows the client about the applicant’s work of experience and the subject they
are skilled in.

Feedback and Offer

After the interview is completed, "grow n excel" takes and gives feedback to both parties. At this stage
the firm ensures that all the appropriate documentations including references have been finalized and

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made available for its client. Then if an offer is made "grow n excel" communicates the offer on client’s
behalf and then manages the process so that its client gets the best possible outcome.

Commencement and Retention

When the candidate commences the role "grow n excel" as a consultant will keep in touch with its
client and new employee to ensure that both parties are meeting their obligations. The firm will
continue to stay in touch until the candidate has successfully completed their probation period. Again
"grow n excel" assists its client in developing retention strategies to retain their new staff member.

3.3 Findings of Executive Search

 Maturity in the market:

It takes a lot of time to gain the advantages or benefits in the market line for an organization.
And "grow n excel" is working in this sector for 6 to 7 years. So it’s not fresh but also not
matured enough in HR consultancy market. And being not matured enough in the market has
become a major constraint for "grow n excel".

 Lack of trust:
Lack of trust is also working as a constraint for this firm. Today’s market is not that trustworthy
that it used to be. It becomes a weakness for the firm when another firm loses its trust to rely on
it.

 Lack of understanding about this service among the people:

People these days don’t have enough knowledge about human resources consultancy firms and
this has become a threat/constraint for "grow n excel". People have lack of understanding about
services related to human resources and pay little attention to these firms.

 Economic downturn resulting in loss projects in executive search:

Economic downturn has become a constraint for Human resources consultancy firm "grow n
excel". As an economic downturn is going on "grow n excel" is not being able to do its business
smoothly which is a major constraint for this HR consultancy firm. The firm on the other hand is
not being able to have higher rate of return on its investment as a result of economic downturn.

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  Strong competition in the market:

As mentioned earlier that there is a strong competition existed among the HR consultancy firm
it’s becoming very difficult for "grow n excel" to get the ultimate profit from the market which is
a major concern as well as a constraint for the company.

 Immense Responsibility:
All the organization maintain some limitation for giving responsibility to their intern but
grow n excel didn’t maintain this limitation they believe that all of their employee are same
so the tasks they given to the HR executive are remain same for the intern.

3.4 Actions to be taken for improvement

Operationally "grow n excel" is running smoothly under the sole proprietorship and labor law of
Bangladesh So far the company has not faced any legal issues so far. Strategically the problem of
"grow n excel" is, it is one of the very few HR firms of this country. Getting aware by the market is the
main challenge. The branding of "grow n excel" has been done now and just the acceptance among
people is necessary. Therefore "grow n excel" needs to attract better candidates for their clients by:

 Arrangement of strategic management system for better evaluation:

"grow n excel" should strategically manage its business. The firm should make a SWOT (Strength,
weakness, Opportunity and Threat) and PETLEL analysis to compare its current status with other
firms involved in the same business. This analysis will also help the firm to forecast the future
steps to be taken to improve its recruitment process.

 Involve more skilled and experienced employees for better output:

The firm should procure more internal employees who are experienced and skilled enough to
support the firm in its strong competition and who have prior experience about recruitment. From
the first day, the firm should restate that their participation on this “team” is not only necessary, but
beneficial to the overall production and success of the business. Employees that have a clear
understanding of their role and contribution tend to be more motivated and happy in their job. So
the management of the firm should involve in making its employees understand their role and

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 contribution to the firm.

 Enrich networking system with the firms in relevant field:

"grow n excel" as a human resources consultancy firm should make good connections and
linkups with other consultancy firms. This will help the firm in its recruitment process. These
connections and linkups will help the firm to grow up.

 Positive work environment:

The management of the firm should also believe in creating a positive work environment for the
existing employees. So that the recruitment team can feel motivated and work hard for the success
of the firm.

 Updated database to recruit personnel:

The firm should always keep checking its employee database. And it should make sure that the
database used to recruit employees contains updated and recent resume of employees.

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Findings & Analysis Part: 4

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4.1 Findings:

In these three months journey I have learnt many practical things about carrier life. Many new things
like; job environment, task, responsibility, deadlines, reporting to senior, respect and many more. But
the main thing about “grow n excel” what I’ve found so far are:

 Professionalism is their main toll of any work

 They are very serious about maintaining deadlines and fulfilling requirements of clients
 Maintaining good relationship with the clients.
 They have their personal database and website, which help them to search executives for
MNC‟s & LLC‟s. They also use Bd jobs as their database.
 They are transparent about their work related issues with clients and made their all deals with
ISO certified or legal way.
 Seniors are very friendly with junior employees and interns.
 Every departmental team of grow n excel is responsible about their work, each
department consist of 3 to 4 person at arrow.
 Every department has their own supervisor and they follow up each work personally.
 The CEO is very concern about his employees; every week, he follows up working progress.
 When at the time of immense work pressure other departments help them to finish the job as
they believe that grow n excel’s image is the main thing rather than competing with each
other.

4.2 Limitation of the study

There were some limitations for conducting the study. The major limitations faced are:

 It is a HRM project and people generally hesitate to give honest information in disclosing
these confidential issues about their HR policies and practices.

 Getting feedback from clients is impossible to some extent. They maintain secrecy about their
recruitment process.

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  Again the presence of "grow n excel" is not that big in the context of number of
employees which is a major shortcoming for a HRM research.

 As the HR consultancy firms are competitive to each other, they are not interested to
share information as they think it will be used against them later.

 Managing data was challenging, as they are no interested to share information with
anyone. As the industry is still growing.

4.3 Recommendation:

The followings are recommendations for the firm:

 The networking system must be increased, because it is an essential thing for any
recruitment organization. Connection with job market and new employee pool makes a
recruiter eligible for collecting more qualified CV‟s for any particular organization.
Number of employees in grow n excel is only 23, so it is tough to keep all the connection
up to mark. So they must increases employee number, as well as their networking system.

 The firm should be more vigilant while taking and implementing the actions to
remove or minimize the constraints /challenges.

 Resources are not enough for working; try to increase it more in terms of getting
positive output.

 They must increase their database system. Today’s job market is much tougher than
before. So in this competitive era, they must enrich their database system with more
talent pool.

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4.4 Conclusion:

Among many HR consultancy firm, “grow n excel” is one of the well-known and repudiated
organization. This firm has achieved recognition in HR industry of Bangladesh. Their experienced
recruiting panel is able to recruit for their clients in a very short period of time. They work with
almost every major companies of FMCG, TELCO, RMG & Textile industries. They are creating
space for MNC‟s & LLC‟s to take their service and experience the new way of recruiting talented
people for their organization.

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