HR Reportfinl

MGT 2233 Human Resource Management

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pages

Human Resource Managements

Assignment Number 01 Course Lecture: YMWGPK Udurawana

Company: Brandix intimate Apparels

Sri Lanka

Submission: April 2014

Rajarata University of Sri Lanka


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Brandix

intimate

COMPARISON BETWEEN THEORY AND PRACTICE OF HR


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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

13. Annex 01- Company background ......................................................43


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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

1. Table 01-Comparision of HR Theory and Practices .......... page No. 35


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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.


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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.

When training employees Brandix could use job rotation, and job enlargement


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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 organizations 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.


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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

Suggestions


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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

Value increase with time


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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

Retain part has no any sequence or steps to follow.


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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

Figure 1 : HRP Process


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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

It can estimate through following


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- Auditing current human resources

As this theory it identifies persons 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

Formal out placement


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Strategies for shortage

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 its

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

4. Benefits are to be greater than costs


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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

1. Efficiency elements


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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

Over emphasis on present worker


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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


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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. Thats 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


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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 Employees 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


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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


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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 firms 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

Figure 4: Selection Process


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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

The informal investigation of applicant physical and mental fit for the job.


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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

o Individual process


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2) Socialization

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 doesnt offer job description to the labour

and they dont 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


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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 dont 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


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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.


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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.


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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


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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


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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.

Table 1: Comparison of HR Theory and practice


41 | P a g e

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.

When training employees Brandix could use job rotation, and job enlargement


42 | P a g e

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).


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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.


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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

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