HR Reportfinl

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Human Resource Managements

Assignment Number 01

Course Lecture: YMWGPK Udurawana

Company: Brandix intimate Apparels

Sri Lanka

Submission: April 2014

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Brandix

intimate

C

OMPARISON BETWEEN

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Table of Contents

Name Page No 1. List of figures ...4 2. List of tables ...4 3. Acknowledgment ...5 4. Executive Summary ...6 5. Introduction ...8

6. Objective of the Report ...9

7. Chapter 01 ...10 8. Chapter 02 ...30 9. Chapter 03 ...35 10. Conclusion ...41 11. Recommendations ...41 12. References ...42

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1.

List of figures:

Name Page No 1. Fig 01-HR Planning process ... page No. 12 2. Fig 02- Recruiting Activities ··· page No. 19 3. Fig 03-Recruitment Process ... page No.19 4. Fig 04- Selection process ... page No.24 5. Fig 05-Hiring process ... page No.26 6. Fig 06-Hierarchy of Brandix HR department ... Page No.30 7. Fig 07- selection process ... page No. 33

2.

List of Tables:

Name Page No

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Acknowledgment

We are indebted to lectures

YMWGPK Udurawana

Who have helped, inspired and given a

moral support and encouragement in

various ways, in completing this task.

We would like to pledge our gratitude and

deep obligation to Human Resource

manager, and the staff of human resource

department of Brandix intimate apparel

Anuradhapura for their continuous

inspiration and support to achieve this task.

Thanks to all again who support us.

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4. Executive summary:

This report provides an analysis of human resources and evaluation of difference between theory and the practice of HR in Brandix Lanka that are helped to develop an effective work force for the organization. That will give Brandix a sustainable competitive advantage and enable to build profitable long term relationship with their workforce.

It was identify that employees are the most influence and important stakeholder group on Brandix with using growth rate, turnover and labour market. Apart from that analysis of HR planning, recruiting, hiring and induction done and evaluated the changes of current practice and learnt theory.

The report draws attention to the fact that in 2013,2014, as well as 2015 human resource, the work force of Brandix was 775 in 2012. When it comes to 2013 it has increased as 1274. In 2014 there are only 500 people as employees. Further investigations reveal that this workforce has increased due to the growth and the cluster change.

After the investigation it was identified that Brandix have follow HR theories moderately. According to the theoretical view if they apply more theories in their practice the company will achieve greater position than current position.

If the company makes practice these it will succeed.

 When forecasting future demand they have only forecast the demand for one year. Acting in a competitive market environment they should have a great plan for foreseeable future.

o Company should maintain skill inventories and management inventories to have a proper understanding about their employees.

 Brandix should offer job description to their employees

 The company should maintain a job specification for each and every position inside the organization.

7 | P a g e  It is better if the company can prepare a HR requisition form when requesting

employees including job title, no of vacancies, permanent or not, when need, brief job description, salary rang etc.

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5. Introduction:

This report provides information obtained through analysis of how well Brandix apply HR theories in its practice.

The most important as well as the decisive factor of the organization is human beings. The existence of the organization largely depends on its labour resource. To have a great achievement from organization’s operations, definitely there should have a considerable development of employees in physically as well as mentally. Employees are just like the heart of the organization. Therefore, the organization should establish correct strategies and practices to influence the people or human resources who work for the organization. Considerable attention has been donated to the human resource planning since recent years. It helps organization to achieve its goals and objectives efficiency and effectively as the management planned.

By considering the importance of human resources organizations have appointed a separate manager to manage human resource in a very good manner who has a very clear knowledge about human resource management, skills and capabilities and so on. Those qualities of human resource manager are the fundamental factors of a good human resource management. Human resource management is the most important factor of the organization. It helps to determine future employee needs and trends. It is very important to acquire most appropriate employees for appropriate jobs at the appropriate time. Therefore it is very important to the organization to achieve its goals and objectives. As well as a good management of human resource decreases the cost of labour not only labor but also operational cost such as wastage and so on. The cost is decreased due to the improvement of employee skills and their motivation. As well as they are specialized in a separate field.

Human Resource can be identified as the most important living resource that manager utilize to achieve goals and objectives. The quality of products, services or anything else is depending on human resources and the management of human resources. it gives a considerable contribution n for the success or failure of the organization as wee as the society. It should be noted that managing of employees is very difficult than other resources. Each and every manager is responsible of Human Resource Management.

9 | P a g e Therefore a good human resource plan should be planned by the responsible parties and design jobs appropriately. Then the most suitable employees should be recruited for the jobs at the most appropriate times. Training and development programs should be established in relevant periods. On the other hand the performances of employees should be measured to motivate employees. Then the management should consider about the movements of employees such as promotions, demotions, lay off, terminations, retirements and so on. These are mostly familiar with the organizational situations in separate periods.

Therefore, the organizational success or failure is largely depending on the human resource management because human being is the most decisional factor of the organization.

6. Objective of the Report

As the objective of this report

 analysis the human resource management theories

 Practice of HR theories in Brandix

 Identify the Gap between theory and practice

 Strategies to fill the gap

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7. Chapter 01

1.0. Theoretical basis of Human resource management

In this chapter we expected to describe an HR function which begins in Human resource planning until induction part.

1.1. Introduction to Human Resources Management

Human Resource Management is the efficient & effective utilization of human resources to achieve goals of an organization. Human Resource Management involves all management decisions & practices that directly affect or influence the people or human resources, who work for the organization.

Human Resource management should add a value or reduce or control the existing cost of the Organization.

Human Resource Management = Human + Resource + Management

Human Resources are the employees who are;

 Animate, Active, Living  Think, feel, react

 Ability to influence, innovative & organize  Make decisions

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Characteristics of HRM

 Focus on managing people  It exist within an organization

 It has policies, practices, and systems influencing employees  Mainly concerned with human relationships with organization  Traditionally called as personnel or personal management  It is human side of business administration

Generic purpose of HRM

Is Hiring most suitable person to the organization and keep that man in the organization It can be divide in to two parts as generate and retain. When considering this generating part there should be a sequence. In human resource generating those activities should be practice one by one as follows.

1. Human resource Planning 2. Job design 3. Job Analysis 4. Recruitment 5. Selection 6. Hiring 7. Induction

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1.2. Human Resource Planning

The process of scanning or forecasting about future trends for the human resource demand can be define as Human resource management.

1.2.0. Importance of HR Planning

1. To determine future employee needs

2. To utilize Human Resources more effectively & efficiency 3. To control employee cost

4. Develop talents of employees

5. To formulate & implement strategic plans

1.2.1. HR Planning process

Forecast future demand for HR

Estimate HR supply

Compare demand with supply

Develop strategies to be taken

Assess HRP effort

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1.2.1.i. Forecast future demand for HR

In human resource forecasting, it should consider what will happen to the organization in the future and how many employees and what type of employees may required for the future tasks.

This forecasting is a major task for an organization and many factors can be influence to the further human recourse demand. As per the nature of the product that the relevant organization produces the employee need will change. Not only the product but also the production method will affect the demand. If they use man made method demand will high and if they use machine made method the demand will low. Apart from above main factors following facts also influence the employee demand.

 Strategic plans of the organization  Employee movement

 External environment

Techniques of Forecast

Organizations can make use of various techniques for the demand forecasting as their preference. Company can forecast the demand arbitrary. That method called Informal method because it is not providing correct amount of employee need. One of the best methods to forecast is formal expert survey by using interviews, question for unit heads and management. Delphi method is also a fair technique that estimates human resource using special committee of skillful persons.

Other than these methods Unit forecasting and Extrapolation method (consider the trend of employee need) can be use for identify the demand of an organization.

1.2.1. ii. Estimating HR Supply

Human resource supply can identify in two ways.



Internal supply

14 | P a g e - Auditing current human resources

As this theory it identifies person’s skills, performance, activities, competencies, possibilities, and compare with the potential activities. Mainly can prepare 2 documents as skill Inventories and management inventories.

Successful audit help hr planner to decide employee movements and vacancies can fill through movements. At these incidents organization can use replacement charts and succession plan.

- Identifying & arranging possible replacement



External HR Supply

This is estimate with the people in the labour market who are employed at other organizations and unemployed persons.

1.2.1. iii. Compare demand & supply

At this section it compares existing and potential situations. If there is a positive deviation it can be identify as surplus of employees, if there is negative deviation that can be called as shortage of employees.

Strategies for surplus

If there is a human resource surplus the company can use these techniques for reduce the gap.

 No further hiring (hiring freeze)  Cut off rewards

 Voluntary departure

 Early retirement programme  Temporary stoppage

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If there is a human resource shortage the company can use these techniques for reduce the gap.

 Overtime  Outsourcing

 Internship providing  Part time hiring  Capital substitution  Casual workers

1.2.1. iv. Assess HRP Effort

In this Assessing process should evaluate cost and benefits, and then determine it’s important on organizational goals. When hiring or firing the company should assess legal, suitable cost or benefits and take decisions.

Principles of HR Planning

1. It must link with strategic or organizational Planning 2. To be basic function

3. Participation

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1.3. Job design

A function of arranging task, duties & responsibilities in to an organizational unit for the purpose of accomplishing a certain objectives

Importance of job designing

 Efficiency  Effectiveness  Productivity  Satisfaction

 Health & development of employees

Techniques of Job Design

 Scientific techniques  Job enlargement  Job enrichment  Job rotation  Professional techniques  Group techniques  Ergonomics

Person/ Job fit

Without considering the person job is designed. It never changes. So we should hire a person who matches for the job.

Proper job design must maintain the person job fit  Then can change employee

 Change job characteristics

Job design elements

17 | P a g e These task oriented factors affect minimize the cost, time and increase the efficiency. At this using minimum things it helps to get maximum output .efficiency elements highlight the profit maximization as a major objective.

 Division of labour  Standardization  Specialization

2. Behavioral elements

These employee oriented factors effect to the human resource motivation and development.  Skill variety  Task identity  Task significance  Autonomy  Feedback

Equal opportunity with job designing

The situation there is no unfair discriminations when make use of employees against factors such as sex, ethnicity, social groups, disability, etc.

Diversity with job designing

This is a concept which explain that to recruit or retain employees from diverse demographic backgrounds such as sex, age, race, disability, personality and work style

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1.4. Job Analysis

Systematic investigation of jobs & job holder characteristics in order to create a collection of information that can be used to perform various HRM activities & functions. As the job analysis it provide in-depth explanation who should be the one to complete the job with potential employee.

Components of job analysis



Job description

A written statement of what the jobholder

- Actually does

- How he or she does, and

- Hat conditions the job is performed



Job specification

Specifies the key qualifications an individual needs to perform the job efficiently & effectively

Job Analysis Process

1. Acquire a general familiarity about firm 2. Identify job to be analyzed

3. Develop job analysis checklist 4. Collect data

5. Apply job analysis data (job description, job specification) 6. Evaluate

Problems of job analysis

 Employees fear  Resistance to change  Management limitations

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1.5. Recruitment

Recruitment is the process of finding and attracting suitable qualified people to apply for employment.

On the other hand that is a set of activities an enterprise uses to attract job candidates who have abilities & attitudes to help for achieving goals.

It can understand the recruitment activity in following process.

Figure 2: Recruiting Activities

Recruitment Process

Figure 3: Recruitment Process HR Planning

Job Designing

Job Analysis RECRUITMENT Selection

Rewards Management

Identify Job Vacancies

Determine Job Requirements

Select the Recruiting Method Prepare Job Applications

Implementation & Evaluation Consider factors affecting Recruiting

20 | P a g e Job vacancies can be identified through the human resource planning. This process consists with existing job vacancies and forecasted future vacancies. On the other hand vacancies can be identified through unit heads request. That’s because of a death or resign and recruitment. In an organization if there is a HR need they use HR requisition form for ask employees in formal way.

Many organizations tend to prepare the job application their own due to many advantages such as to include only essential information, easy to compare, reduce time consuming, easy to analysis and simple

To determine job requirements characteristics of proposed job as well as skills and competence of expected person is important.

Factors Affecting Recruiting

o Organizational policies o Cost and time

o Environment

o Workforce planning o Salary

o Employee market o Recruiting habits

Organization should consider recruiting more diverse workforce for the company as their benefits. According to that when recruiting above factors are important.

 Consider an old workers  New workforce

 Recruiting single parent

 Recruiting minorities and women  The disables

 Consider the astrology  Stress

21 | P a g e When recruiting new persons there are two methods can be followed by the organization according to their policies.

1 Internal recruitment policy 2 External recruitment policy

Internal recruitment policy

Fill vacancies within the organization itself.

Advantages:

o Create employee moral o Workers career development o Employee motivation

o Cheaper cost o Effective LMR

Disadvantages:

o Prevent new knowledge o Employee conflict o Avoids new BLOOD o Retains OLD BLOOD o Inbreeding

When recruiting internally, following methods can be used. o Simple word of mouth to preferred staff

o Intranet

o Use skill inventories on need o Use management inventories o Job posting and bidding o Succession plan

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External recruitment policy

The method of procuring candidates to fill vacancies outside the organization. Methods of recruiting

o Employee’s referrals o Pre applicant

o Past employee

o Educational institution o Executive search firms o Special event recruiting

o Internship and collage recruiting o Advertising

As well as electronic recruiting methods also can be used such as,

o Home pages – attract employment applications via their own web pages. o Job boards – collection of internet sites.(monster.com,careerbuider.com) o Virtual job fairs – a fully online job fair similar to typical job fair.

In addition to these methods, following methods can be used. o Applicant tracking systems

o Application of service provider o Candidates’ caveats

o Internships o Walk-ins

o Customers as candidates o telecommuters

There are several types of recruitment sources. o School placement

o Employee referrals o Temp services o Advertisements o Employment agencies

23 | P a g e o Internal searches

A common method of recruiting is advertising via TV, radios, banners, newspapers. It consumes a high cost but attract a large number of job seekers. The advertisements can be done in two types.

1. Closed advertisements

In here there is no reveal about company and use 3rd party to recruit. There is neither canvassing nor public relation. But competitive advantages are received while attracting suitable persons.

2. Open advertisements

Reveals all the details of the firm and this method consume a high cost. But it attracts more persons as well as high public relations.

Implementation and Evolution

Take decisions on above steps are implemented those are involved to individuals apply to vacancies and application receive to the firm. Following measures can be used for evaluation.

o Number of applicants on decided time o The cost for one applicant

o Performance of recruited person o Number of application received

Overtime facilities, outsourcing, empowerments can be used instead of recruitment.

1.6. Selection

This is the process of making the choice of the most appropriate person from applicants recruited to fill the relevant vacancy. The selected man should be more suitable as well as most qualified.

Importance of selection

o To reduce conflicts

o Get the right person on right job o Feeling of good employer

24 | P a g e o To increase the reputation

o Act as a cost effective way

o To improve employee and organizational performance But sometimes the organizations might fail in selection process.

o Resources waste on other process o Job performance gets down o Damage for firm’s reputation o Conflicts may high

o Grievances may increase o Cost for new selection

Selection Process

Evalution of applications

Test

Interview

Background investigation

Medical test

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Selection Methods

o Interview o Test o Background investigation o Assesment centers o Evalution of applications

Interview

Interviews can be done in several ways. Such as individually, panel interview, structured interview, unstructured interview, mixes interview, problem solving interview, stress interview. Interview errors can be seen as the major disadvantage.

Employee Test

o Intelligence test o Achievement test o Aptitude test o Personality test

o Mind Style Questionnaires (MSQ)

Background Investigation

o Check references o Past employment o Behaviors o Academic o Finance

Medical Test

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1.7. Hiring and Induction

Hiring

This is the process of appointing the selected candidate to the post which is vacant. This is normally vested in the top management of the firm.

Hiring Process

Preparation appointment letter

Notification to appointees

Follow up

Appoint from waiting list

Enter in to the employment contract

Figure 5: Hiring process

Preparation of Appointment Letter

This consists with post, tasks, special terms, conditions, allowances and benefits. There are two types of appointment letters.

1 Detailed Appointment letter 2 One Page Letter

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Notification to Appointees

o Done by authorized person o Registered post

o Appreciate other applicant o Reasons for over qualified

Follow Up

o Can applicant receive the notifications o Check accept and rejection

o Give a reasonable time to response with acceptance o

Into Contract

When applicant accepts the letter with his signing employee contract occurs.

Employee Induction

The systematical and formal way of introducing new employees to the organizations and its tasks. It can be formal (systematic, planned attempt) or informal (not planned and it is ad hoc).

Types of Induction

o Organizational induction (vision, mission, goal) o Department induction (task, objectives)

o Job induction (duty, responsibility) o Human induction (all person)

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Importance of Induction

o Reducing the cost and inconvenience. o Work hard

o Cultural shock o Reality shock

o Strong labor management relationship o Reduced tardiness, absenteeism, turnover o Speeding up socialization and loyalty.

Induction Process

o Preparation (what information, how give, time period) o Conduct

o Evaluation

Principles of Induction

o Meeting of business needs o Customer focus

o Involvement of senior management o Direct relevance of information

o Higher involvement of immediate supervisor o Consider of human side induction

o Gradual induction

Induction and Socialization

1) Induction o Short term

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o Long term

o Organizational process o Bound with culture and value

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8. Chapter 02

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

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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9. Chapter 03

Comparison between theory and practice

Key Point Theory Practice

Hierarchy  In business world normally use Pyramid Hierarchy Method and it is showed three major parts which are Top, Middle, and Lower Level.

 All the departments are mostly included in Middle Level management in which HR Department is a very important department.  Considering HR Department, there is a hierarchy and it can be divided following positions. - HR Manager - HR In charge - Administration Officer - Medical Officer

 Positions stated above have responsibilities according each posts

 According to the explanation of theory column BRANDIX also uses same hierarchy especially on HR Department and also they consider giving welfare facilities for every employees mostly.

36 | P a g e Planning  HR planning is a process,

implement from demand forecasting to HR assess.

 Brandix forecasts their future labor demand using their annual budget also they consider 4% of labor turnover rate for it, as a additional factor and the unit forecast use as a forecasting method.The quantity which is decided from budget is a maximum level of labor supply.

 Brandix estimates HR supply by using internal supply as well as external supply

 As they decide maximum limit of labor supply, there may not arise surplus of labor supply but labor shortage will arise. When arise the shortage, it has many method to use and Brandix follows OT relicenses, out sourcing, casual working etc.

37 | P a g e Job Design

and Analysis

 Job Design is a function of arranging task, duties & responsibilities in to an organizational unit for the purpose of accomplishing a certain objectives. Relatively that various technics such as scientific, enlargement, enrichment are used by organizations. As well as efficiency and behavior elements are used.

 Generally the firms use two job analysis components such as job description and job specification.

 Same manner relatively

theory brandix arrange task, duties & responsibilities for their employees. Often using technics are not happen but allow to perform relative tasks.

 Among the job design

elements they often consider about efficiency. They use several strategies such as division of labor, standalizaton and specialization for it.

 As well as they consider about behavior of employees as it is a necessary thing in relation to employee. They use skill variety for it.

 They do not offer job description and employee description relatively job analysis.

Recruitment  Normally there is a process for recruiting task and it is started from selecting the suitable recruiting method to implementation and evaluation.

 In recruitment task

mainly use two policies which are Internal and

 Brandix is implemented their own recruitment policy going with theoretical basis simultaneously.

 Steps of recruitment process are identifying the job vacancy, determine the job requirements, consider the factors affecting recruiting select the recruiting method

38 | P a g e External policies.

 Important part of

recruitment task is Advertisements under which there are two types and those are Open ended advertisements and Close ended advertisements.

evaluate the process

 They mainly use internal recruitment policy as their recruitment policy.

 They mainly consider about Open ended advertisement policy. They have not any idea about Close ended advertisement policy.

 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 advertising.

 When recruiting staff

members they use paper advertisements.

 They spread simple word of mouth to preferred staff. Mostly they tend to advertise their vacancies via intranet  They evaluate the process by

using number of applicants on decided time, cost per one applicant, and performance of recruited person

39 | P a g e Selection  This process organization

are select the most appropriate person.

 Selection process is

started from evaluations of applications and ended with selecting suitable employer.

 There are few selection method like as Interview,Test,

Investigation etc.

 According to theory Brandix has their own selection process.

 There are few steps;

1. Application calling and interview

2. IQ

3. Work Study 4. Selection

Hiring  Hiring is the process of appointing the selected candidate to the post which is vacant. This is normally vested in the top management 0f the firm.

 Selection process is

started from preparation appointment letter and it is ended with entering in to the employment contract

 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

40 | P a g e 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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10. Conclusion

Brandix intimate appeal is a company which is in growing stage. As the comparison Human Resource management theories with the Brandix practice it was identified that they have apply theories moderately.

11. Recommendations

In the light of these conclusions, we recommend that Brandix should be

made use of much more theories in their HR practice.

 When forecasting future demand they have only forecast the demand for one year. Acting in a competitive market environment they should have a great plan for foreseeable future.

 Company should maintain skill inventories and management inventories to have a proper understanding about their employees.

 Brandix should offer job description to their employees

 The company should maintain a job specification for each and every position inside the organization.

 It is better if the company can prepare a HR requisition form when requesting employees including job title, no of vacancies, permanent or not, when need, brief job description, salary rang etc.

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8. List of References

Books:

 John Bratton, Jeffrey Gold, Human Resource Management: Theory and Practice, Lawrence Erlbaum, 1999

 Richard Johnston, a practicing HR Manager, quoted in Brantton,J.(1992) Japanization at work, London; Macmillan,P.171

 Tichy N .M, Fombrun,C.J.and Devanna, M.A. (1982), ‘strategic Human

resource management’ Sloan management review,Vol.23,No 4. Websites:  http://www.brandix.lk/  http://www.ask.com  http://www.investopedia.com Personal communication:

• Mr. Roil. , 2014.00. Discussion company nature and practices of Human Recourses management. [Conversation], (personal communication, 17.03. 2014).

43 | P a g e Annex 01: Company background

The Brandix Group is the largest exporter of apparel in Sri Lanka.The has 36 Groups all over the Country. As the holding company of the Brandix Group of companies, it is engaged in developing, manufacturing and marketing end-to-end apparel solutions to global fashion super brands. A peek into an exclusive portfolio reveals Victoria's Secret, Gap, Lands' End, Lane Bryant and Marks and Spencer, amongst other excellent company. The company specializes in casual bottoms, intimate and active wear woven and knitted fabrics and a host of apparel industry accessories. Mr.Srihan Perera is the CEO of Brandix Lanka pvt (Ltd).The management consist with 5 General managers. Mr.Saliya Selhewa is the General Manger of Anuradhapura branch. Brandix Sri-lanka is a growing and leading company in Sri-lanka. There are nearly 500 employees in Anuradhapura branch including 35 staff members, 475 works and 4 managers. Anuradhapura branch started in 2010.In the year 2012 there was 775 employees. In 2013 there were 1274 employees in the company. There are several departments in the company. Some of them are Accountant Department, Purchasing Department, Production Department, IT Department and etc. All of these departments work together to success their scope.

To be THE inspired solution for branded clothing is the vision of Brandix. They mention that Integrity, Teamwork, Customer Service, Learning & Development, Ownership &

Commitment as their values.

The main purpose of the placement of these factories in rural areas is because the limitedness of labour force and the high demand. Due to the many problems of the labour force they are now moving rural areas to find employees at a low cost. Although it was a big issue Brandix manages their existing labour force very well. Currently the company pleased to deliver accelerated growth in the industry.

44 | P a g e Registration Numbers Name

MGT/10/11/010 A.M.N.P.Aththanayaka MGT/10/11/023 G.S.A. Chandrakumara MGT/10/11/039 E.M.S.D.De Seram MGT/10/11/072 A.L,C.P.Gunathilaka MGT/10/11/073 K.V.GM.H.Gunathilaka MGT/10/11/113 K.P.N.W.Kumara MGT/10/11/116 P.G.P.S.Kumara MGT/10/11/196 G.G.S.P.Rathnasiri MGT/10/11/221 W.G.R.N.Senanayaka MGT/10/11/254 U.S.N.Udawaththa MGT/10/11/284 W.A.R.S.N.Wijerathna MGT/10/11/304 P.C.W.Kostha MGT/10/11/318 P.M.D.Narayana MGT/10/11/332 L.S.H.N.T.Lakshan MGT/ TH/10/11/14 W.P.T.Lakshaika