HR Practices in Brandix Company
We identified that there is an HR department in Brandix Company. According to the HR manager it is a supporting department of the whole organization. It manages all other departments such as sawing, stores, cutting, quality controlling, packing, work study and maintenance. All other departments are customers of the HR department of Brandix.
Current hierarchy of Brandix HR department
Figure 6: hierarchy of Brandix HR Department HR Manager
HR In charge
Assistant 1 Assistant 2
Training Instructor
Administration Officer Nurse
Recorder
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Human resource Planning
These all positions of HR department that mention above should responsible for the each and every HR activity in Brandix Company.
In Brandix company the process of scanning or forecasting about the future trends for the human resource demand, they use pre prepared accounting budget. Generally they determine future employee need 4% of labour turnover for a month.
In the preparation of the budget they unit forecast method .Afterwards they estimate HR supply by using internal supply as well as external supply.
They always plan human resources inside the budget therefore no deviations can be seen under supply and labour demand. The budgeted amount is 43, but existing amount is 35.As it is they never exceed the budgeted amount.
If the Brandix face any shortage of employees according to the situation they apply strategies such as OT, casual workers and outsourcing.
HR department of Brandix maintain personal fills for each and every employee in their organization.
They have no idea about the sufficiency of labour face for the forthcoming 5 years due to the prepare budget only for one year. They consider other necessities due to the situational aspect.
Anuradhapura Brandix staff does not predict or investigate about the long term demand because the top management provides all decisions for the branch.
In the other hand they have no clear records and analysis about left employees due to death marriage or other reasons.
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Job Design and analysis
Brandix has defined their jobs with relevant duties, tasks and responsibilities. Responsibilities are flow down as the job position.
Brandix expected to increase the efficiency, as well as increasing the corporation and productivity from the job. To increasing efficiency they use Division of labour, standardization and specialization. Brandix use some behavioral elements such as skill variety.
They never change tasks of one employee in time to time. but they tent to increase employees responsibilities according to seniority and experience.
When considering Brandix HR department they doesn’t offer job description to the labour and they don’t maintain employee description inside the organization.
When designing jobs they have divided the job into small parts and executed to various persons and get specification of task (cutting, sowing, and packing). Most of jobs in this apparel company have created for group .people can perform it individually but it result for collective job. eg sawing a shirt
Before hiring company take in to consideration about applicants characteristics.
Recruitment
After identifying the job vacancy, they determine the job requirements and consider the factors affecting recruiting such as cost, time and policies. Brandix uses fixed job application form and select the recruiting method. Finally they evaluate the process.
According to above process, after identifying the job vacancy and requirement Brandix consider factors affecting recruiting such as cost and time, company situation, their workforce plan, salary, nature of the employee market not only that but also they have a habit to use internal recruiting policy. As it is they spread simple word of mouth to preferred staff. Mostly they tend to advertize their vacancies via intranet
33 | P a g e This organization mainly focuses on younger workforce.
When they need to recruit external parties they use various strategies such as distribute leaflets near the fair premises, use pre applicant, past employees and advertizing.
Brandix advertise using open ended advertising .they don’t have any idea about close ended advertising.
As the last step Brandix evaluate the process by using number of applicants on decided time, cost per one applicant, and performance of recruited person.
Selection
Brandix Ltd considers selection as a very important part of their human resource management process. They issue an application to fill. Below mentioned their process of selecting employees to their organization.
Application calling and interview
Medical testing
Intelligent Questionnaire (IQ)
Work study
Selection Figure 7: Selection Process
34 | P a g e Firstly they call applications for the vacant job. Then they arrange an interview for the applicants. They consider about the educational level, family background and so on at the interview. Then after they request medical reports from the selected group through the applicants to check the physical level of them. After that they select more healthy persons to the job. They do not care about the applicants who do not have healthy life as well as their target is recruiting young people for their labor force. After the medical test the selected applicants are given an Intelligent Questionnaire (IQ). And then another group of labor is selected. Then they are given a separate time period to work before selecting. It may be one day, twelve hours likewise. Then they decide who is the most appropriate person to the vacancy. It should be noted that they are using special back ground investigation methods.
They are conducting intranet system and they maintain a data base about their employees such as fired due to their mistakes. When they call applications they consider about that data base. As well as they ask from the competitors in the same field.
Hiring
This is the process of appointing selected person to the vacancy. Brandix Ltd issues a engagement letter to the selected employee. They include all the information regarding the job for that. They take 6 months from the employee as the probation period.
The company gives 7 days of casual leave and 14 days of annual leaves according to the rules and regulations provided by the Sri Lankan government.
Induction
They use several tricks to induct the selected person to the organization. At the first day they show departments to the employee and introduce the company environment. In every Friday they arrange a separate program to evaluate qualities, as a work study. They are not given over time payments.
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