INTERNSHIP REPORT ON

An Evaluation of Recruitment and Selaction Process

of Bangladesh Krishi Bank : A Study on Branch

Supervised By:-

Mohammad Shibli Shahriar

Associate Professor
Department of Innovation and Entrepreneurship
Faculty of Business & Entrepreneurship
Daffodil International University

Prepared by:-
Tangina Jaman
MBA
ID No. 152-14-1816
Major: Human Resource Managment
Department of Business Administration
Daffodil International University

Date of Submission: 02/01/2019

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 Letter of Transmittal

Date: 02/01/2019

Mohammad Shibli Shahriar

Associate Professor
Department of Innovation and Entrepreneurship
Faculty of Business & Entrepreneurship
Daffodil International University

Subject: Submission of Internship Report

Dear Sir,
I take pleasure in submitting the report on “An Evaluation of Recruitment and selection
Process of Bangladesh Krishi Bank” as a requirement of the MBA program of the Department
Business Administration for your consideration. I have completed the report in due time and met
all the proposed objectives. A part from the academic knowledge gained, this internship program
and preparation of report has given me the opportunity to understand the topic related
knowledge.

I have tried my best to make this report a comprehensive and informative one. I hope you will
appreciate my endeavor and find the report up to your expectation.

It has to be mentioned further that without your advice and cooperation it would not be possible
for me to complete this report. I shall be gratified to answer any sort of queries you think
necessary regarding this report.

Yours Sincerely,

Tangina Jaman
ID # 152-14-1816, MBA (HRM)
Department of Business Administration
Daffodil International University

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 Disclaimer

I, Tangina Jaman, am hereby declaring that the presented report of internship entitled “An
Evaluation of Recruitment and selection Process of Bangladesh Krishi Bank”uniquely prepared by
me after completion of three months‟ work experience in Bangladesh Krishi Bank
I also confirm that, the report prepared only for my academic requirement not for any other
purpose. It might not be used with the interest of opposite party of the organization.

----------------------------

Tangina Jaman
ID # 152-14-1816, MBA (HRM)
Department of Business Administration
Daffodil International University

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iii
 Approval Certificate

This is certify that Tangina Jaman, ID # 152-14-1816, MBA (HRM) is a regular student of
Department of Business Administration, Faculty of Business and Economics, Daffodil
International University. He has successfully completed his internship program at “Bangladesh
Krishi Bank” and has prepared this internship under my direct supervision. His assigned
internship topic is “An Evaluation of Recruitment Process of Bangladesh Krishi Bank”. I
think that the report is worthy of fulfilling the partial requirements of MBA program. I also
declare that the study has been prepared for academic purposes only and this paper may not be
used in actual market scenario.

I have gone through the report and found it a well written report. He has completed the report by
himself. I wish him every success in life.

Mohammad Shibli Shahriar

Associate Professor
Department of Innovation and Entrepreneurship
Faculty of Business & Entrepreneurship
Daffodil International University

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 Acknowledgment
In the name of Allah the beneficent the merciful. This paper would not have been possible
without the guidance and the help of several individuals who in one way or another contributed
and extended their valuable assistance in the preparation and completion of this study.

I started this internship report and finally it has been completed. However, the special thanks go
to my helpful supervisor, Mohammad Shibli Shahriar, Associate Professor, Department of
Innovation and Entrepreneurship . The supervision and support that he gave truly help the
progression and smoothness of the internship program. The co-operation is much indeed
appreciated.

I‟m grateful to all the senior officials of Bangladesh Krishi Bank who had created the
opportunity to get the practical knowledge. Besides, this internship program makes me realized
the value of working together as a team and as a new experience in working environment, which
challenges us every minute.

Last but not least I am also owed to each person who concerned inside and outside of
Bangladesh Krishi Bank in carrying out this report.

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 Abstract
“Recruitment and Selection Process” is a segment of Human Resource Management. As such I
have selected this topic to make it perfect. I have divided this report into several sub sections.
The objective of the report is to identify how theories and concepts are discussed in my
educational program can be practiced in the aspect of recruitment and selection process at a
marketing agency organization in Bangladesh.
As usual, primary data and secondary data were used to prepare this report. Primary data came
from my day to day observation and interviewing employees. Secondary data was collected by
Organization employee hand book, website, and relevant books. I tried to minimize to bias and
produce an unbiased report.
Bangladesh Krishi Bank Ltd. is one of the best marketing agencies in Bangladesh because of
their high performance driven. Although there are some limitation and lack of standard HR
system, their HR practices help them to achieve their goals. Hence, the management
development programs are introduced to update their employees. This report tried to look on
how and why recruitment and selection process have done. This report also shows my
observation on recruitment and selection process. This report provides some recommendation
which may help to improve their process.
Finally, the report allows focusing on theories and concepts used in BKB to relate with academic
purpose.

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 Table of Content

S.L. Chapters and Contents Page

Letter of Tran Transmittal i

Disclaimer ii

Approval Certificate iii

Acknowledgment iv

Abstract v

CHAPTER 1 (Introduction)

About BKB
1.1 Introduction 2

1.2 About Bangladesh Krishi Bank 2

1.3 Background of the study 2

1.4 Objectives of the Study 2

1.5 Methodology of the study 2-3

1.6 Scope of the study 3

1.7 Limitation of the study 3

CHAPTER 2 (About BKB)

2.1 Description of Bangladesh Krishi Bank 5-6

2.2 Objective of BKB 7

2.3 Management of BKB 7

2.4 BKB An Overview of BKB 8-12

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 CHAPTER 3 ( Selection and Recruitment Process of BKB)
Selection and Recruitment 13

Sources of recruitment 14-15

The Recruitment process of Krishi Bank LTd 16

Recruitment Sources and Methods 16-19

The recruitment process involves: Advertising the role 19

Writing an Advertisement 20-21

Type of person required 21-22

Overview of Selection Techniques 22-23

MENTORING / “buddy” system 24-25

Structured interviews 26-27

Chapter 4 (Finding,Recommendations, Conclusion)

Finding, Recommendations, Conclusion 29

5.1 Finding 29

5.2 Recommendations 30

5.3 Conclusion 31

References 32

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 Chapter-01

About BKB

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1.1 INTRODUCTION
Bangladesh Krishi Bank, the largest specialized bank of the country, was established under the President
Order No. 27 of 1973 to finance climate-dependent uncertain and risky agriculture sector. Bangladesh
Krishi Bank (BKB) performs all sorts of banking activities including deposit, loan and foreign exchange
transactions. Nearly 335 out of its 1031 branches are online and through 361 automated branches it
delivers foreign remittance received from the expatriates of any country to their dear one‟s doorsteps
rapidly. It offers round the clock banking service in Dhaka, Chittagong, Sylhet, Khulna and Mymensingh
divisional city through its 06 ATM booths. Besides Bank‟s own ATM booths, BKB Debit Card can easily
be used to withdraw money from ATM booths of any bank and any Point Of Sales for shopping. Krishi
Bank‟s own mobile banking service named „Bangla Cash‟ is to commence very soon under Mobile
Financial Services (MFS). Bangladesh Krishi Bank is steps advanced in digitalization in order to offer
modern and up to the mark banking facilities

1.2 BACKGROUND OF THE STUDY

Internship program is a pre-requisite for acquiring MBA degree. Before completion of the
degree, a student must undergo the Internship program. As the classroom discussion alone
cannot make a student perfect in handling the real business situation, It is an opportunity for the
students to know about the real life situation and challenges through this program. Working in
Bangladesh Krishi Bank (BKB) gave me the opportunity to gather real life experience in
Recruitment and Selection Process.

1.3 OBJECTIVE OF THE STUDY

Board Objective –
To evaluate the Recruitment and Selection Process of Bangladesh Krishi Bank (BKB).
Specific Objectives-
i. To explore the Recruitment and Selection Process of Bangladesh Krishi Bank (BKB).
ii. To find out some problems of the recruitment and selection process of Bangladesh Krishi
Bank (BKB).
iii. To provide some recommendations to overcome problems of Bangladesh Krishi Bank
(BKB).

1.4 METHODOLOGY OF THE STUDY

To preparation the report, data has been collected from both primary and secondary sources. In-depth
interviews of some of the employees of the HR Division of the Organization have been conducted to
gather necessary information. Also, the Recruitment and Selection Policy of IMSL has been consulted in

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preparing this report. Moreover text books, internet, the annual report of IMSL etc. have been used to
collect information.
Data collection: The study requires systematic procedure from selection of the topic to final
report presentation. In this study, descriptive method was undertaken to gain insights &
understanding of the Bangladesh Krishi Bank (BKB). To perform the study data sources were
identified & collected, they were classified, analyzed, interpreted & presented in a systemic
manner & key points are find out. This overall process of methodology is given in below that has
been followed in the study.
Sources of data:
The data used to complete this report has been collected from the Primary sources & Secondary
sources.
Primary Sources:
 Discussion with officials of BKB.
 Exposure on different desk of the Office
 Conversation with Various Department Heads.
 Face to face conversation..
Secondary Sources:
 Web site of BKB (http://www.krishibank.org.bd)
 BKB Annual report 2016-2017.

1.5 SCOPE OF THE STUDY

The scope of this study is the recruitment and selection policy and processes of IMSL.

1.6 LIMITATIONS OF THE STUDY

The major limitations that I faced during my internship period and preparation of this report are
as follows:
 As the employees were busy with their own duty, they could give me little time for
consultation.
 As I am the employee of IMSL, I have to do some other activities which are not related to
this internship. So I had faced little difficulties.
 Time limitation for preparing the report.
 Published information is not up to date.

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 Chapter-02

About BKB

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2.1 DESCRIPTION OF BANGLADESH KRISHI BANK
Bangladesh Krishi Bank is a 100% government owned specialized Bank in Bangladesh. “Krishi”
means Agriculture. Since its inception Bangladesh Krishi Bank is financing in agricultural sector
remarkably. It also performs commercial banking. People working abroad can easily send money
through Taka Drawing Arrangement. The main occupation of the people of Bangladesh is
Agriculture. About 85% of the population depends on agriculture which contributes a significant
portion to GDP. Bangladesh Krishi Bank has been established under the Bangladesh Krishi Bank
order 1973 (President's Order No 27 of 1973).BKB is a Banking Company under the Banking
Company Act-1991. Its Head Office is located at Krishi Bank Bhaban, 83-85 Motijheel
Commercial Area, Dhaka-1000, Bangladesh. The main target of BKB is to provide credit
facilities to the farmers for the development of agriculture. The Bank is guided in accordance
with the policies and principles of the Government of the Peoples Republic of Bangladesh. BKB
has an authorized capital of Tk. 15,000 Million (Taka Fifteen thousand Million) only and paid up
capital of Tk. 9,000 Million (Taka Nine thousand Million) only which is fully paid by the
Government. The Bank started commercial functioning since 1977 to generate more loan able
fund from the idle rural and urban savings and invest them.The Bank operates its function
through its 987 branches except Rajshahi Division. It has 16 foreign exchange (Authorized
dealer) branches. In the field level the Bank has 9 Divisional, 29 Chief Regional and 24 Regional
offices for close supervision of the branch activities. It has also 63 field level audit offices of
which 9 at Divisional and 54 at Regional levels& it has 7 corporate branches in Khulna,
Chittagong, Agrabad, Sylhet, Karwan Bazar, Banani, Narayanganj. In the Head Office the Bank
has 4 Divisions headed by General Managers, 37 Departments and a Training Institute headed by
Deputy General Managers. Local Principal Office of BKB is headed by a General Manager. The
existing strength of Bank's manpower is 10444 against the approved strength of 15442 as on 30
June, 2015.The Bank has a Board of director comprising of 11 members. The Board is headed by
the Chairman. The Board Chairman is generally an experienced professional/ex-professional
who has wide acceptability and rapport. The Directors represent both public and private sectors
and are appointed by the Government. The Managing Director is the Chief Executive of the
Bank. He is appointed by the Government. The Bank has two posts of Deputy Managing
Directors and they are appointed by the Government. The Bank has 14 posts of General
Managers. They are also appointed by the Government. The characteristics and the evolution of

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the agricultural sector around the world are diverse and finance is a key issue in the evolution of
the agricultural sector. Agriculture is a key sector of the economy in many developing countries.
Strengthening this sector requires, amongst others, better accessibility to financial services.
Majority of people in developing countries live in rural areas and are involved in agriculture
activities. In these countries, agriculture is the pillar of the economy and the other sectors of
activity such as industry, commerce, and public and private 5 | P a g e

services largely depend on it. Agriculture first provides for families subsistence needs. Any
surplus generated provides cash income to cover other essential needs. The surplus is sold in the
market to meet domestic demand for food crops. Cash crops such as cotton, peanuts, coffee, tea,
jute, tobacco, vanilla and so on are mainly aimed at export markets. Raising livestock such as
poultry, goats, pigs and sheep whether for meat, milk, eggs, leather or as draft animals or for
religious or cultural rituals is also a major agricultural activity. Exported agricultural products
represent a major source of foreign currency for several countries. Jobs in the public sector and
jobs in commerce and other services are also largely dependent on the primary sector. In Mali,
for example, the cotton sector contributes significantly to export revenue, employs nearly 3.5
million individuals, and generates considerable income in rural areas which has made possible
investment in the physical and social infrastructure. Despite this major contribution from the
agricultural sector to the economy, the rural sector in developing countries only has modest
means to fulfill its task. Agricultural finance should be integrated as much as possible into an
overall development approach based on support for agricultural production, the marketing of
agricultural products, improvement in management capacity, protection of the environment and
risk management. The major occupation of the people of Bangladesh is "Krishi”. Krishi is a
Bengali word which means "Agriculture". About 85% of the population depends directly or two
specialized banks –namely: Bangladesh Krishi Bank (BKB) and Rajshahi Krishi Unnayan Bank
(RAKUB).But our main concern will be Bangladesh Krishi Bank (BKB)

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2.2 OBJECTIVE OF BKB:
The main objective of BKB is to provide credit facilities to the farmers for the development of
agriculture i.e. Animal Husbandry, Crop production, Fish culture etc, entrepreneurs engaged in
development of agro-based and cottage industries. They are continuously trying to provide
support for the advancement and development of the agricultural sector of the country. Firstly,
they are promoting savings, mostly from middle and lower middle class people by providing
them micro credit
Secondly, they are promoting investment in different sectors of agriculture, industry and trade by
providing either invest directly or advances loan to the investors.

2.3 MANAGEMENT OF BANGLADESH KRISHI BANK:

The Board of Directors is the top of Management, which is constituted in teams of the
Bangladesh Bank‟s Nationalization Order 1972. Management hierarchy of Krishi Bank is given
blow:
Board of Directors (BOD)
↓
Managing Director (MD)
↓
Deputy Managing Director (DMD)
↓
General Manager (GM)
↓
Deputy General Manager (DGM)
↓
Assistant General Manager (AGM)
↓
Senior Principal Officer (SPO)
↓
Principal Officer (PO)
↓
Officer

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2.4 AN OVERVIEW OF “BANGLADESH KRISHI BANK” (BKB)

BKB is providing credit facilities to the farmers for the development of agriculture and
entrepreneurs engaged in development of agro-based and cottage industries. BKB is guided in
accordance with the policies and principles of the Government of the People‟s Republic of
Bangladesh. BKB gives importance to accumulation of rural small savings through its branches.
Bangladesh Krishi bank offers different deposit banking facilities like Current Deposit Account,
Short Term Deposit Account, Savings Bank Account, Fixed Deposit Account and other Time
Deposits. The Bank provides loans and advances to different sectors, namely crop and fisheries,
agro based industry (which includes large and medium industry, small and cottage industry),
Poverty alleviation, retail business and services like transportation, communication, insurance,
working capital loan etc. BKB finances production of all the summer and winter crops,
horticulture and nursery etc. The Bank attaches importance to use scientific method and modern
technology in fish cultivation. It extends adequate credit support for excavation and re-
excavation of ponds, round the year cultivation of species, which have rapid growth, cultivation
of sweet water prawn and other fishes. The Bank makes use of expertise of the concerned
government agencies for bringing more ponds or water bodies under cultivation and increasing
productivity. As an agricultural country different types of crops and fruits are produced here. The
Bank also pays due importance to setting up agro-industries for preservation, processing and
marketing of agricultural produces having backward linkage with basic sub-sectors of crop,
fishery, livestock and forestation. Manufacturing and marketing of agricultural implements are
also encouraged. Moreover, there is enough scope for export of these items through processing
mechanism and value addition. Considering the needs of the target groups since late seventy‟s
BKB has been implementing a series of Micro-Credit programs out of which 10 programs have
recently been completed and 31 programs are in operation at present.
Crop Loan:
from Loan portfolio, 60% is earmarked for Crop financing. The rate of interest is 10%. It may
vary time to time. Both the landowner and sharecroppers are normally the target group for this
loan. Marginal farmers also take this loan.
• It is sanctioned on annual basis.
• Credit passbook is issued to each borrower.

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Fisheries Loan:
BKB provides loan for excavation and re-excavation of ponds, development of marshy lands,
establishment of fish hatcheries and new projects.
Live Stock Loan:
BKB provides loan for Bullock, Milch Cow, Goatery, Beef fattening and other draft animals. It
is mainly Medium Term Loan. Under Livestock head BKB provides loans for Bullocks, Milch
cow, Goatery, and Beef Fattening job.
Objectives of the program:
• Create self-employment opportunity for poor and un-employed people.
• Meet national deficit of animal protein.
• Bring positive change through training.
• Ensure participation of bank officials in the program and increase their sense of duty and
consciousness.
Continuous Loan:
Continuous loan is given for processing, preservation and marketing of agricultural products as
cash credit/working capital loan on short term basis.
Agro Equipment & Farm Machinery Loan:
In order to meet up the changing demand of this sector, BKB offers credit facilities both for
production and marketing of different agricultural equipment and machinery including irrigation
8 equipment like LLP, HPTW, STW, DTW are eligible under the sector. Bangladesh Krishi
Bank presents loans for mechanizing cultivation and irrigation. BKB also patronize manufacture
and marketing of farm equipment. Besides the bank offers credit for poultry and dairy farms and
for export oriented food and fish processing plants.
Agro Processing Industries:
We have enough scope for export agro items through processing mechanism and value addition.
The agro based industries are – Poultry firm, Dairy firm, Food processing plant, Fish
freezing/Processing Industries etc. Reputed local businessmen and prospective foreign investors
are highly acceptable and encourage to the bank for establishment of any sorts of agro-
processing industries in Bangladesh. Project under joint venture as well as direct foreign
investors are specially taken care of.
Poultry farm: Poultry broiler farm, Poultry layer farm, Poultry (broiler/layer) hatchery.

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Poultry farm related/dependent project Dairy farm: Milk production, Milk collection, Milk
processing (ghee, butter, and pasteurized milk etc. production) and marketing.
Food processing project: Fruit based food preparation, processing, preservation & marketing,
Flour, bread & biscuit vermicelli, noodles, chips, chanachur, corn flakes, potato flakes, French
fry, popcorn, baby food, starch etc. Juice, jam, jelly, tomato ketchup, sauce, pickle etc.
production & marketing, Spices processing, Different type‟s oil mill, dal mill etc. Small
processing industry at farm level, Dehydrated fruit canning, packaging, preservation &
marketing Exportable items: Fish processing, Freezing plant, Dehydration plant (for dry fish
processing), Salting and Dehydration of Jew fish, Leather process & leather based products item.
Vegetables Import substitutes: Leather and Leather Goods, Fish net/net thread production,
Garments accessories (garments allied industry like washing plant, packaging etc.), Organic
fertilizer, mixed fertilizer, urea super granules etc. production & marketing, Insecticides
production, Bio-pesticide, neem based pesticide production.
Poverty alleviation Programs or Projects:
In consideration of the importance of Micro-Credit and with the objective of generating
employment as well as encouraging social development BKB has undertaken several Micro-
Credit programs of its own and also in collaboration with local and foreign agencies. The
programs have been designed to cover all segments of poor population whether skilled or
unskilled such as small and marginal farmers, landless laborers, destitute women, disabled,
unemployed youth and rural artisans etc. About 1417047 beneficiaries have been provided with
Tk. 14469.90 million since its inception (up to 30 September, 2009).
.
International Banking
Bangladesh Krishi Bank (BKB) has been engaged in Foreign Exchange Business since 1980. All
kinds of export, import, remittance and other sorts of foreign exchange business included
here.Import of capital machinery and raw materials for agro-processing industries and export of
agricultural products, foreign remittance & all sorts of foreign exchange transactions and
services are being provided by BKB.
Foreign Remittance
BKB plays an important role in the field of foreign remittances. Most of the BKB branches
located at the remote areas of rural Bangladesh. The Bangladeshi people working abroad and

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their relatives in the country maintain bank accounts with BKB branches. Bank has an
arrangement to allow Bangladeshi people working abroad to send their foreign currencies to their
relatives at home. Necessary steps have been taken to widen this sector so that the Bank can
serve more people and collect more remittances.
S.W.I.F.T.(Society for Worldwide Interbank Financial Telecommunication)
Bangladesh Krishi Bank is now a proud member of SWIFT. It is connected with modern
international financial tele communication system. L/C advising/transferring and quick transfers
of remittances as well as other financial correspondences have become very easy & speedy with
the installation of SWIFT. Bangladesh Krishi Bank's SWIFT BIC IS "BKBABDDH".
Dealing Room
BKB is actively operate treasury operation i.e. dealing room operation in its International
Department, Head Office, Dhaka to transact foreign currency trading in Inter Bank FC market
both at home and abroad
Foreign exchanges activities
BKB provides service to the travelers by endorsement of cash FC/TC in passports. BKB renders
Hajj services to the pilgrims which is 3rd highest in the banking sector. BKB deals in spot and
forward sale and purchase of foreign currency in local inter-bank market.

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 Chapter-03
Selection and Recruitment Process of
BKB

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3.1 SELECTION AND RECRUITMENT
Chapter 3 will provide more detail information about recruitment and selection process of Krishi
Bank ltd. In addition, some theoretical aspects of recruitment and selection process. Recruiting and
selection are important tools for any organization in order to produce quality goods and services.
Bangladesh Krishi Bank always emphasis on fair and standard recruitment and selection procedures in
order to produce quality service to its customers. Having good people in a team gives a competitive
advantage to a business. Employing the right person for the role will positively influence the performance
and productivity of the work team as a whole. Selecting the wrong person can result in lower
performance, higher operating costs.
Organizational productivity depends on its employees. They are the major element for any organization.
So manpower should tested properly and recruitment and selection offers different steps to the
organizations in order to select most capable candidate. Preparation required being successful before
recruiting and selecting; an employer should complete a job analysis, job description and person
specification. These documents will help to fully clarify the role as the employer sees it. A clear
description is important so it can be communicated to the potential employee. When an employee knows
what is expected of them they can assess whether or not the position is right for them. Knowing what is
expected allows the employer to select staff much more objectively, reducing the risk of failure in the
selection process. Recruitment and selection is also important in performance management, as illustrated
below, because performance expectations are shared at the start.
Employee Selection
Selection is the process of gathering information for the purpose of evaluating and deciding who should
be employed in the particular job. its a technique of choosing a new member of organization from
available candidates. It is a procedure of matching organizational requirements with the skills and
qualifications of people. Effective selection can be done only when there is effective matching. By
selecting best candidate for the recruited job, the organization will get the quality performance of
employees. Moreover, organization will face less of absenteeism and employee turnover problems. By
selecting right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates who apply for
the given job are tested.
Recruitment
Recruitment refers to the process of finding, attracting, screening, and selecting qualified people
for a job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by
an employment agency or a member of staff at the business or organization looking for recruits.

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3.2 SOURCES OF RECRUITMENT:
There have two major sources of recruitment those are internal soures recruitment and External
sources recruitment.
Organization can use both sources according to their needs .
Internal sources
When organization trying to fulfill their vacancies by their existing employees its called internal
source of recruitment example lower level employees promoted for higher managerial level by
succession Planning .
Advantage
Considerable savings can be made. Individuals with inside knowledge of how a business
operates will need shorter periods of training and time for 'fitting in'.
The organization is unlikely to be greatly 'disrupted' by someone who is used to working with
others in the organization.
Internal promotion acts as an incentive to all staff to work harder within the organization.
From the firm's point of view, the strengths and weaknesses of an insider will have been
assessed. There is always a risk attached to employing an outsider who may only be a success 'on
PAPER‟.
Disadvantages
It will have to replace the person who has been promoted
An insider may be less likely to make the essential criticisms required to get the company
working more effectively.
Promotion of one person in a company may upset someone else.
External Recruitment

When sources of recruitment

Advantages

External recruitment makes it possible to draw upon a wider range of talent, and provides the
opportunity to bring new experience and ideas in to the business.

Disadvantages

Disadvantages are that it is more costly and the company may end up with someone who proves
to be less effective in practice than they did on paper and in the interview situation.

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Organizations try to fulfill their vacancies by outsider candidates or employees it‟s called
external.

The General recruitment and selecting process

Find out vacancies

Job analysis

Attracting Filed

Short listing

Selection

Reception of application

Screening

Application Blank

Employment Test

Interview

Reference check

Medical examination

Hiring Decision

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3.3 THE RECRUITMENT PROCESS OF KRISHI BANK LTD.
To know the future demand of human resources, the HR division of Krishi Bank usually
provides all the other divisions and branches with a general form at the beginning of the year.
From the information collected from these forms, the HR division gets an estimate of the human
resource requirement for the year. No long term human resource forecasting is done in BKB. The
following table illustrates the number of branches of the bank and manpower in different years:
The recruitment goals of BKB are to attract and retain highly qualified human resources who
will perform best in their respective areas. The bank not only tries to attract well qualified
candidates but also tries to identify and recruit people who are really interested to work in the
bank for an acceptable period of time.
Types of Recruitment
BKB practices two types of recruitment
I. Yearly recruitment: this is done each year, according to the HR plan
II. Need-based recruitments: this is done when there is a sudden vacancy

3.4 RECRUITMENT SOURCES AND METHODS

The external sources are:
Different universities Competitors and other organizations Unsolicited applicants.Recruiting will
be handled by the HR Division and the overall planning for this will be done based on the
Annual Manpower Plan. However, the respective business department/function requiring the
profiles should have the responsibility and mandate to short-list the candidates. The skill based
recruitment will be done for entry level positions.

Therefore, the plan for campus recruitment will have to tie up with the placement season of
various universities that are targeted for recruitment. The HR Division needs to identify a set of
campuses based on the courses conducted there, any past experience of candidates from these
campuses and the emerging requirements of the bank. The HR Division will need to take a
decision regarding the source of external recruitment.

Selection Process
The different steps if the selection process is described below in detail:

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i. Receipt of Applications
This is the first selection hurdle to join BKB. Candidates either send their CVs in application for
a specific vacancy, or they send unsolicited CVs for any suitable position. The HR division
collects job applications against each job vacancy. In case of newspaper advertisements, the
applicants are given at least 3 weeks to apply. After a specific period, each and every job is
closed for applying. Now-a-days applicants are asked to fill-up online application forms.
ii. Sorting out of Applications
The next step is the short listing of CVs. Usually the HR division is engaged in the short listing.
But the HR division may delegate this step to the respective divisions (for which the selection is
being carried out) to save time. To recruit experienced bankers, CVs may be sorted out from the
collection of unsolicited CVs received. Or, another possibility is to find out experienced and
competent bankers in other banks. Once potential candidates are thus found out, they are
contacted and called for interviews.
iii. Informing Candidates
After the applications are sorted out and a preliminary list is prepared, the candidates are
informed and are called for a written exam (for entry level positions) or an interview (for
experienced banker for mid level or senior level positions). For written tests, the bank issues
admit cards through courier services seven to ten days prior to the exam.
iv. Written test
The employment test is generally an aptitude test which measures the candidates‟ verbal ability,
numerical ability, reasoning ability etc. The HR division contacts IBA/BIBM to design and
conduct the recruitment tests on behalf of the bank. The HR division provides them with the
desired academic qualification and the name of the vacant posts to construct the question paper
for the test.
v. Performance Appraisal, Future Fund and Gratuity
Get a competitive salary with a wide range of fringe benefits. In order to sustain the employee
performance in the job employee of the organization provide different facilities for modern life
house rent allowances, medical allowances, transportations allowances, house utility bills. The
Bank also gives various festive bonuses as well as other bonuses like performance bonuses,
security bonuses etc. According to Annual Confederation Report (ACR) officers also give
different cash awards and special increments. Promotion of employee is very regular like other

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recognizes commercial banks. Employees also get facilities of future fund, gratuity and annuity.
Appraisal in this bank always provides according to the employees respective performances
other than any prejudice. General Future Fund There is a fund which governed by same rules of
Government employees fund rules. All payment employees keep a certain amount of money on
the fund. Gratuity Every confirmed and full time employee who has rendered three year
continual service in the Bank or more, a gratuity become a two months basic salary for each
completed year of service.
vi. Records and Service
The record service shall be maintained separately for each employee. An employee may inspect
his service book once in a year in the presence of the authorized office and after such inspection,
he shall put his signature with date indicating that the entries are correct and complete. If an
employee in course of his inspection discovers any inaccuracy or omission in the service book,
he may point it out in writing to the authorized officer within 15 days of the inspection.
vii. Working Condition
The offices of Bank situated in the heart of the city, generally in commercial surroundings.
Offices are centrally air conditioned and well decorated with modern furniture and sophisticated
technical Banking equipment. With the advancement of technology, officers of the bank is now
become paperless; most of the banking tasks are recorded are accomplished here with strong
internet and cell phones. The interior of the office looks glorious. Employees do their task in a
safe and healthy environment.
Loan Facilities Employees of this organization enjoy various loan facilities like House building
loan, car loan etc. under some schemes. Employees are in the higher post enjoy more amounts of
loan facilities. Performance Bonus and Other Bonus Employees according to their performance
and their position in the higher key get bonuses. Each year their basic salary increases in
according to the inflation and market condition. As well as employees get festive bonus.
Viii. Allowances
Employees get house rent allowance; convenience allowance, lunch allowance, medical
allowance, entertainment allowance etc. Employees also get transfer allowance, visiting bill for
work purpose visit, remuneration for special performances, bonuses etc. Employees receive
allowance for doing extra duty for working more than 21 days in a similar or higher post.

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ix. Medical Facilities and Health Insurance
Officers of the bank enjoy health insurance policy. The bank pays the premium before starting
their jobs as probationary officer. They should be certified from the banks recognized medical
center as fit for successful performance. Staff welfare fund has been created for securing the
employs accidental loss.
x. Employee Feedback
We have asked several employees about their satisfaction with the salary and other benefits.
They all are satisfied with the regular promotion system of the bank and their basic pay is more
or less similar with the other commercial Bank in the Market. According to our observation and
their commitment they are satisfied with the certain passion and their salaries

3.5THE RECRUITMENT PROCESS INVOLVES: ADVERTISING

THE ROLE
Selling the job to potential applicants.
Advertising the job
BKB Advertising is the shop window that attracts a possible candidate to find out more about the
job. It should provide enough information to make the job sound appealing and encourage a
potential applicant to take action.
Types of advertising
Traditionally, advertising has been done through the local newspaper or rural media. Other forms
of advertising may include:
 Word of mouth through friends and associates
 Referrals from other team members
 Direct approaches to a potential applicant
 Job sections on websites such as www.bdjobs.com
 Internet job search sites
 Signs on notice boards at local businesses (supermarkets, farm supply stores etc)
 Agencies such as Work and Income or Student Job Search

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3.6 WRITING AN ADVERTISEMENT
Newspaper advertising is the most frequent form of recruitment; therefore this fact sheet will
focus on that process.
Components of a Good Advertisement
There is clear confirmation that qualified applicants are less likely to reply to vaguely worded or
ill defined advertisements, whereas unsuitable applicants are more likely to apply. A common
advertising format is as follows: Advert Title
Sales pitch
Job title and property Description of the job
Type of person required Contact details and closing Date.
i. Title
The advert title may either be the job title or an eye-catching phrase. Other eye-catchers such as
graphics or pictures (your farm logo) may also be added.
ii. Job title and property description
The job title and property description tell the applicant what the position is and provides a
context for the role by describing the location, size and facilities available on the farm
iii. Description of the job
This section describes the appropriate responsibility areas, tasks or duties for the role. This can
be taken almost directly from the job description previously constructed.
iv. Job specification
A job specification goes beyond a mere description - in addition, it highlights the mental and
physical attributes required of the job holder. For example, a job specification for a trainee
manager's post in a retail store included the following:
'Managers at all levels would be expected to show responsibility. The company is looking for
people who are tough and talented. They should have a flair for business; know how to sell, and
to work in a team. Job analysis, description, and specification can provide useful information to a
business in addition to serving as recruitment instruments. For example, staff appraisal is a
means of monitoring staff performance and is a feature of promotion in modern companies. In
some companies, for example, employees and their immediate line managers discuss personal
goals and targets for the coming time period (e.g. the next six months). The appraisal will then
involve a review of performance during the previous six months, and setting new targets. Job

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details can serve as a useful basis for establishing dialogue and targets. Job descriptions can be
used as reference points for arbitrating in disputes as to 'who does what' in a business. Selection
involves procedures to identify the most appropriate candidates to fill posts. An effective
selection procedure will therefore take into consideration the following: keeping the costs of
selection down making sure that the skills and qualities being sought have been identified,
developing a process for identifying them in candidates making sure that the candidates selected,
will want the job, and will stay with the company. Keeping the costs of selection down will
involve such factors as holding the interviews in a location, which is accessible to the
interviewing panel, and to those being interviewed. The interviewing panel must have available
to them all the necessary documentations, such as application forms available to study before the
interviews take place. A short list must be made up of suitable candidates, so that the interviews
do not have to take place a second time, with new job advertisements being placed.
The skills required should have been identified through the process of job analysis, description
and specification. It is important then to identify ways of testing whether candidates meet these
requirements. Testing this out may involve:
interviewing candidatesasking them to get involved in simulated work scenarios asking them to
provide samples of previous work

3.7 TYPE OF PERSON REQUIRED

In the person specification we may have identify some special characteristics like knowledge,
skills or experience required in the person who fills the role. Any that are critical to the business
should be detailed in this section. However, we need to be careful to avoid any characteristics
that do not directly affect performance of the role, as this is discrimination.
Sales point:
Advertising should sell the job by highlighting the opportunities the role provides. These
opportunities may include:
Learning and growth opportunities (professional and personal development) The team on the
farm
Quality of accommodation Training provided Recreational opportunities Proximity to town
Time off
Leave provisions
Undesirable consequences of poor recruitment

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Poor recruitment choices (i.e., poor person-job fit) can have a range of undesirable consequences
for the organization and the worker including:
Higher rates of turnover
 Reduced performance effectiveness
 Lowered job satisfaction
 Reduced work motivation.
Effective Recruitment Steps
Three steps to develop an effective recruitment process are:
Step 1: Ensure an up-to-date job description which contains information related to:
 Specific tasks and activities required for a job
 The knowledge, skills and abilities required for effective performance by the job
incumbent.
Step 2: Develop an effective recruitment strategy which considers:
 Appropriate sources of recruitment (i.e., advertisements, personal referrals, employment
agencies, direct applications).
 Appropriate recruiters (e.g., supervisor or co-worker).
Step 3: Evaluate the recruitment strategy to determine its efficacy:
 Conduct a cost-benefit t analysis in terms of the number of applicants referred,
interviewed, selected, and hired
Compare the effectiveness of applicants hired from various sources.

3.8 OVERVIEW OF SELECTION TECHNIQUES

Evidence-based best practice for three of the most commonly used selection techniques is
i. Outlined below:
Curriculum Vitas / Resumes and written Applications
A curriculum vitae (CV) / resume provide valuable information relating to a person‟s
professional qualifications and experience. All information in the CV should be verified where
appropriate (e.g., asking applicants to explain gaps in employment history). Requesting job
applicants to address specific selection criteria (i.e., essential and desirable) can improve the
efficiency of reviewing CVs.

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ii. Conducting Interviews
Structured interviews are recommended. A structured interview involves asking each candidate
the same set of questions and assessing their responses on the basis of pre-determined criteria.
Questions and assessment criteria should be based on accurate, updated job descriptions. It is
also helpful to develop criteria to categories responses (e.g., as excellent, good, average and
unsatisfactory). An interview panel consisting of a representative selection of people may also be
helpful.
Two common types of structured interview questions are:
1. Situational questions which ask candidates about hypothetical scenarios that may be
encountered in the job and how they would respond in that situation.
2. Experienced-based questions which focus on specific examples of the candidate‟s prior work
experiences and their responses to past situations that are relevant to the job in question.
iii. Reference checks
Referees are useful for identifying past employment problems and clarifying the accuracy of
information presented in an interview or CV. Only a small percentage of all reference checks are
negative, therefore, it is often difficult to differentiate between candidates on the basis of
reference checks alone.
iv. Introduction and orientation of new workers
An effective induction helps new workers understand their role and where they “fit” within the
organization. It also equips them with the tools they need to perform their work role. Two useful
induction tools are:
1. Induction manual / kits which may contain:
• An induction checklist
• Organizational philosophy / ethics / history
• Strategic values of the organization
• An organizational chart / structure
• An employment manual on policies and procedures
• An orientation to the workplace (including parking and safety issues)
• Information about episodes of care, the duty system, supervision, staff meetings, etc.

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3.9 MENTORING / “BUDDY” SYSTEM
New workers can be paired with experienced workers from a similar area to “show them the
ropes”. Alternatively, a more formal / structured mentoring system can be a useful induction
strategy in which new workers are paired with a mentor who can assist them with their ongoing
professional development.
Employer CV
When people apply for a job the employee may provide, the employer, with a CV outlining their
vision, values, strengths and weaknesses, work history and references to check their story out.
Providing them with a CV and the farm can aid the recruitment process by providing potential
employees with details, the farm system and how they will fit in. The CV could be emailed or
sent out to potential employees with a copy of the job description. In turn, helping potential
employees self-select whether they would suit the job, long before have to go through the
interview and selection process. An employer CV doesn‟t need to be exhaustive. Have a think
about the key information that could let potential employees know or ask other staff members
what they would have like to have known.
What could include
Key contact details
Details of own history as an employer
The type of training, skills and experience employer has Details about what past employees have
gone on to do Referees from both current and past employees.
Information packs
As part of the sales pitch, employers sometimes send out information packs to people making
enquiries. Information packs are designed to provide more detail about a job than can be
included in an advertisement, as well as help to sell the job. A pack may contain things like a job
description, a copy of your employer CV, performance checklist and description of farm policy
as well as more detail on the sales pitches. The one issue surrounding distribution of information
packs is timing. They need to be with the applicant immediately to keep the process rolling and
therefore must be ready in advance. Using e-mail to distribute this information can help speed up
the process.

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Phone or written replies
Written replies can be in a number of formats. The most common being the completion of an
application form or the preparation of a CV. Preparation of a CV can be a barrier to people
applying for the job. Compilation is time consuming, and especially for lower level jobs, can put
people off applying. This can be overcome to some extent by using an application form which
requires set questions to be answered. Preparing an application form and getting each applicant
to complete it at the start of the recruitment process has many benefits:
The same information is supplied by each applicant, making comparison easier It allows to ask
questions which are not comfortable asking people face-to-face People filling them out must
declare they are doing so honestly
It can be a means to testing if applicants can read and write Providing a phone number is the
quickest way to get in touch with job applicants. However, this requires a higher level of
organization on behalf of the employer. A template with phone interview questions should be
kept handy to the phone so all applicants can be asked the same question. It may also be a barrier
to potential applicants if they can never get in touch with the
Advertiser. To avoid this, employers should indicate times for applicants to call and make sure
they are ready to answer the phone. An answer phone also helps avoid this problem.
A formal record of application is desirable and should cover off information such as referees and
work history to provide evidence in case of misrepresentation of fact by a job applicant. This
information may be gathered by way of CV application form or employer notes.
Size Double column advertisements with borders stand out better than single column run-on
advertisements and are more likely to attract responses.
Cost
Advertising in the newspaper is the normal approach for many farm positions. Following the
above guidelines will be more expensive than may have historically been the case. However,
need to remember that taking time to screen out unsuitable applicants is an expense, as is having
to re- advertise if there are no suitable applicants.
Acknowledging applicants
Where CVs are requested, it is polite to acknowledge their receipt with an email, letter or a
phone call

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3.10 STRUCTURED INTERVIEWS
Structured interviews ask all candidates the same questions and set the same tasks. This ensures
that the same information is gathered from all candidates and allows for a more objective
comparison between applicants.
Practical work tests Practical work tests ask an employee to demonstrate their competence. An
example may be inviting an applicant to complete a feed budget .Reference checks help to
establish how a candidate has performed in the past. Both written and verbal references can be
falsified, so information gained should be double-checked in another way. Role play
Role play puts a person in a situation and asks them to act out how they would deal with it. This
technique is especially useful to assess interpersonal and team skills.
Personality tests
Personality tests are good for understanding people and how they can be managed, but they are
not good predictors of how a person will perform. If the job is described appropriately and the
selection criteria are appropriate, the „right‟ personality for the job is likely to be selected
Notifying applicants of an interviewThe applicants selected for an interview should be phoned to
ensure they are still interested in the job and then offered an interview. This phone call should
ideally be followed up in writing with details of the time, place and expected activities to be
carried out at the interview and the expected duration so the applicant can plan their day.
Interviewing
One or two interviews
Some thought should be given to whether or not a second interview stage will be used. If a
second interview is to be used the objective of the first interview is to identify two to three
people to move through to the next stage. This allows for shorter interviews. If there will not be a
second interview, sufficient time must be allowed to conduct the interview and give the
candidate a full tour of the farm and accommodation. Accommodation and the farm sheep and
beef should be shown on the first interview as they are often deciding points for a candidate.
Who should be involved in the interview: Using two people to conduct the interview is a good
idea as they will both take different points from it. It is necessary to make sure roles of the
interviewers are clearly defined. Where possible, the direct manager of the job applicant should
be involved.

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Training Fresh workers in a firm are usually given an induction programmed in which they meet
other workers and are shown the skills they must learn. Generally, the first few days at work will
simply involve observation, with an experienced worker showing the 'new hand' the ropes. Many
large firms will have a detailed training scheme, which is done on an 'in-house' basis. This is
particularly true of larger public companies such as bank.

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 Chapter-04
Findings, Recommendations
and Conclusions

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4.1 FINDINGS
1. Regret letters are not sent to the candidates who are not selected after joining of the finally
selected candidates.

2. BKB does not always check references properly, which may lead to a grave problem for the
organization.

3. BKB‟s HR planning can be made more effective if it is revised more often according to the
change in this fast moving industry.

4. Statistical measures such as correlation analysis and regression analysis are not applied to
predict and analyze the recruitment and selection requirements more precisely.

5. Quantitative methods are not practiced in determining utility in recruitment and selection.
There is no feedback system established to find out the efficiency of the system and correct its
drawbacks.

6, There is no advancement procedure for lower staff members. The lower staff should be trained
about the operations of the bank.

7. There are effective training centers of Bangladesh Krishi Bank. The problem with Training
and Development is that it is not available for all the staff members.

8. Although BKB is a very good employer of talent professionals at different branches, however
it was observed that there were some departments in the bank lacked the number of professional
in it that resulted in efficiencies in that department.

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4.2 RECOMMENDATIONS
1. HR division should also communicate with unsuccessful candidates. At least, they can
send an email on applicants‟ account..
2. BKB must check references properly for avoiding future problem.
3. Statistical measures such as correlation analysis and regression analysis should be applied
to predict and analyze the recruitment and selection requirements more precisely
4. Quantitative methods need to be practiced in determining utility in recruitment and
selection. There is also need feedback system established to find out the efficiency of the
system and correct its drawbacks
5. There is need to advancement procedure for lower staff members. The lower staff should
be trained about the operations of the bank.
6. The Training and Development should be available for all staff members.
7. There should improved some departments in the bank for remove the lacking of the
number of professional in it that resulted in efficiencies in that department.
8. Providing amenities like separate room for different departments is also necessary.

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4.3 CONCLUSION

BKB is the agency in control of the all Consumer Engagement activities. It is a service
marketing company, to provide the finest and best marketing service for their clients‟ like-
BATB, ROBI, One Bank, P&G etc. Profit and loss alone cannot measure the success of BKB.
The success of BKB mostly lies in its friendly and helping working environment. Moreover, as
an employee of BKB, I must say that it has very friendly, learning and helping working
environment that the employees are most inspiring of. It also ensures a safely for female
employees.
The success of BKB depends mostly in the quality of service rendered to the clients. Quality of
service depends on the competence and the quality of the employees of the organization.
Therefore, the management of BKB has to be careful in recruiting the right person for each job.
As we have seen, the recruitment and selection process of BKB has rooms for improvement.
Although the process they have been adopting so far has been somewhat effective, to adapt to the
change with time, the process should be revised and streamlined.
The company begins its journey with lots of hopes and goals, so we can say that keep working
and try to improve the limitation in operations and HR divisions.

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3.4 REFERENCES

1. Annual Report, Bangladesh Krishi Bank, .

2. The Recruitment and Selection Policy of Bangladesh Krishi Bank.
3. Several Officer Orders of Bangladesh Krishi Bank.
4. Internet Sources are following.
5. http://en.wikipedia.org/wiki/Agriculture_in_Banglades
6. http://www.reportbd.com/articles/29/1/Banking-Sector-in-Bangladesh/Page1.html
7. http://www.asiatradehub.com/bangladesh/banks.asp http://www.krishibank.org.b
8. http://www.papercamp.com/essay/40783/Krishi-Bank
9. http://www.papercamp.com/essay/40783/Krishi-Bank www.ccsenet.org/ijbm1

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