Project Presentation IPM

8/3/2019 Project Presentation IPM

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A study on currentA study on current

recruitment process atrecruitment process at

ABC companyABC company

B.M.C Kariyawasam

PQHRM 39 - 21


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Introduction

Recruitment

Recruitment is the process of attracting prospective employees and stimulating

them for applying job in an organization.

Recruitment process

The recruitment and selection is the major function of the human

resource department and recruitment process is the first step towards creating

the competitive strength and the strategic advantage for the organizations.

Recruitment process involves a systematic procedure from sourcing thecandidates to arranging and conducting the interviews and requires many

resources and time.


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A general recruitment process is as follows:

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making


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Problem statement

ACME is a public quoted company and the leading flexible packaging

manufacturer in Sri Lanka, providing quality flexible packaging solutions for a

period spanning over 50 years..

Their customers include some of the largest multi national companiesoperating in Sri Lanka such as Unilever, Nestle Lanka, GlaxoSmith Kline and

Reckitt Benckiser, to name a few.

In this organization I have identified different type of issues in the recruitment

process

1.No proper job description

2.High recruitment cost

3.Poor quality applicants


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Objectives of the study

General objective

1. Introduce an effective and systematic recruitment

process to take the best talents.

Secondary objective

1. Study existing recruitment process.

2. To understand the drawbacks of the process.

3. To upgrade the process.


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Literature review

One of the main issues facing the development of the global companies has always

been to find the right balance between the local autonomy between subsidiaries and the

control of the corporate headquarters. , it related to how the company recruit and select

their staffs in their subsidiaries. In the present paper will concentrate on the internationalstaffing

Maral Muratbekova-Touron (2008)

People are your most important asset, is wrong. The right people are your

most important asset.

Lovelock and Wirtz (2007)

Other than ensuring that the workers are happy and motivated, the human

resource manager also acts as the bridge between the workers and the employees

and also is responsible for the hiring of workers, recruitment and selection.

(Muller,2009)


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Importance of the study

Without focusing the pattern of management, organization philosophy

highlights on achieving a surely where all employees can lead a richer and

fuller life. Every organization, therefore, strikes for greater productivity,elimination of wastes, lower costs and higher wages, so the industry needs a

stable and energetic labors force that can boast of production by increased

productivity. To achieve these objectives a good recruitment & selection

process is essential. By which industry strikes right number of persons and

right kind of persons at the right time and at right places through and the

planning period without hampering productivity.


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Top

Middle

Lower

10% = 2

10% = 3

10% =15

20

Methodology

Population and sample

PopulationThere are working around 200 employees with different type of

categories.

Sample size - 20

By using stratified sampling technique :

20

30

150


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Hypothesis

H1-There is a positive relationship between recruitment and job

description

H0-there is no positive relationship between recruitment and job

description


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Method of Data collection and data analysis

Data collection methods

Primary data Questionnaire,

In depth interview ,Opinion survey

Secondary data- Relevant records

Books

Diary and magazines


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Data analysis methods-

The analysis of data was done on the basis of unit, age and

number of years of experience and factors. Analysis was done using the

simple average method so that, finding of the survey was easily

comprehensible by all

Statistics technique (correlation), Graphs,

Pie charts,

tables

I have used structural interview schedule, questionnaire and

opinion survey for collection of data from primary source. Interviewschedules were used for workers clerical , category and questionnaires

were used for supervisory and executive cadre and opinion survey was

used to know the technology, perceptions, thoughts and reactions of the

executives, employees/workers and trade union members of the

organization.


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Time frame


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Thank You !


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FINDINGS

1. Under recruitment Procedures Requisition System is incorrect

because the

replacement does not require fresh approval, unless it is in place of

termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to

only a few levels.

5. Salary comparison is not justifies. Old employees are

demoralized by getting less

surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

8. Manpowers are recruited from private placement consultancy,

who are demanding high amount of fees, where as HRDDepartment is not fully utilised to recruit manpower by

advertisement.

9. Before recruitment cost benefit analysis is not done properly. It

causes manpower

surplus which makes loss in the industry.

10. Manpower is recruited from reliable source however efficiencydoes not reco nise.

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