Selection Process 03

8/3/2019 Selection Process 03

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Madawa Wijerathne

ACKNOWLEDGEMENT


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At present our life is comes to some extent. We were strong academically and professionally.

There are number of persons and parties guide us, support us to take success of our life. This

opportunity I use to remember them.

As initially, I remember and express my gratitude to my parents. Their guidance keeps in mind at

each time. I also get this opportunity to express my deep sense to thanks our lecturers at National

Institute of Business Management who has always been my inspiration and a tower of strength

helping me to climb each step in my academic as well as my professional career and other all

academic lecturers in the academic staff for their blessing and guidance.

Thank you,

Yours faithful student,

Madawa Wijerathne.


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Contents

1. Abstract

2. Introduction3. Human Resource Management

4. Definitions of Recruitment

5. Introduction of Sri-Lanka Umbrella Industries(Rainco)

6. Background of Rainco

7. About Recruitment and Selection

8. Recruitment of Rainco

9. Barriers of Recruitment faced by Rainco

10. Selection Process

11. Reasons for rejection in the Interview(Rainco)

12. Evaluation of Rainco selection process13. Recommendation

14. Conclusion

15. Reference


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Abstract

The success or failure of an organization is largely depending on the caliber of the people

working therein. Without positive and creative contributions from people, organizations cannotprogress and prosper. In order to achieve the goals or the activities of an organization, therefore,

they need to recruit people with requisite skills, qualifications and experience.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job

at an organization or firm. Once the a firm received application by post or e-mail they will short

listed the application according to the job specification at the same time the applications which

are not match with the job specification will rejected then the short listed candidates will called

for the first interview conducted by the junior executive in human resource.

SL Umbrella Industries Rainco is one of the forwarded companies in umbrella industries. Which

has bound with vision, mission, goals, objectives, policies, procedures, etc all are created to

achieve either in near future or far future.

Rainco undertakes recruitment drives through notice board, paper advertisement and internet

recruitment in top jobs website. The Selection Procedure consists of a primary interview and

those who pass the first interview will send second Interview. That means once the rainco

received application by post or e-mail they will short listed the application according to the job

specification at the same time the applications which are not match with the job specification

will rejected then the short listed candidates will called for the first interview conducted by the

junior executive in human resource. In the first interview junior executive checks/make sure

about the applicants resume with the original one. If he satisfied with that he will send the

applicants for the final and second interview to the general manager he will select the candidates

by asking question.

Likewise Rainco is always selecting proper people for the right job at the right time..


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INTRODUCTION

The human resources are the most important assets of an organization. The success or failure of

an organization is largely dependent on the caliber of the people working therein. Without

positive and creative contributions from people, organizations cannot progress and prosper. In

order to achieve the goals or the activities of an organization, therefore, they need to recruit

people with requisite skills, qualifications and experience. While doing so, they have to keep the

present as well as the future requirements of the organization in mind.

Recruitment is distinct from Employment and Selection. Once the required number and kind of

human resources are determined, the management has to find the places where the required

human resources are/will be available and also find the means of attracting them towards the

organization before selecting suitable candidates for jobs. All this process is generally known as

recruitment. Some people use the term Recruitment for employment. These two are not one

and the same. Recruitment is only one of the steps in the entire employment process. Some

others use the term recruitment for selection.

These are not the same either. Technically speaking, the function of recruitment precedes the

selection function and it includes only finding, developing the sources of prospective employees

and attracting them to apply for jobs in an organization, whereas the selection is the process of

finding out the most suitable candidate to the job out of the candidates attracted (i.e.,

recruited).Formal definition of recruitment would give clear cut idea about the function of

recruitment.


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Human Resource Management

Human resource (or personal) management, is in the sense of getting things done through people.

It's an essential part of every manager's responsibilities, but many organizations find it

advantageous to establish a specialist division to provide an expert service dedicated to ensuring

that the human resource function is performed efficiently and that human needs are met and that

with the needs of the organization.

HRM Defines;

Human Resource Management is the process of attracting, maintaining and developing human

resource in an organization in order to achieve organizational goals and objectives effectively

and efficiently

"People are our most valuable asset" is a clich which no member of any senior management

team would disagree with. Yet, the reality for many organizations is that their people remain.

under valued

under trained

under utilized

poorly motivated, and consequently

perform well below their true capability

The rate of change facing organizations has never been greater and organizations must absorb

and manage change at a much faster rate than in the past. In order to implement a successful

business strategy to face this challenge, organizations, large or small, must ensure that they have

the right people capable of delivering the strategy.


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The market place for talented, skilled people is competitive and expensive. Taking on new staff

can be disruptive to existing employees. Also, it takes time to develop 'cultural awareness',

product/ process/ organization knowledge and experience for new staff members.

As organizations vary in size, aims, functions, complexity, construction, the physical nature of

their product, and appeal as employers, so do the contributions of human resource management.

But, in most the ultimate aim of the function is to: "ensure that at all times the business is

correctly staffed by the right number of people with the skills relevant to the business needs",

that is, neither overstaffed nor understaffed in total or in respect of any one discipline or work

grade.

The main features in HRM

An emphasis on the strategic management of people which achieves fit or integration

between the business and the HR strategy.

A comprehensive and coherent approach to the provision of mutually supporting

employment policies and practices which is the development of integrated HR policies

and practices.

The important placed on gaining commitment to the organizations mission and values.

The treatment of people as assets rather than cost where human are regard as a source of

competitive advantage and as human capital to invested in through the provision of

learning and development opportunities.

The performance and delivery of HRM as a line management responsibility.

HRM Goals and Objectives


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The achievement of high levels of organizational performance

Help with the enhancement of motivation, commitment and job engagement as a means

of improving performance and retaining talent people

To achieve human capital advantage to the organization

To attracting and retaining high quality employees to the organization

To minimize or avoid labour turnover

To enhance productivity as a result of increased performance of employees

To create harmonious relationship with in employer and employee

DEFINITIONS OF RECRUITMENT

Recruitment is defined as, the process by which a job vacancy is identified and potential

employees are notified or as a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce. Edwin

B. Flippo defined recruitment as the process of searching for prospective employees and

stimulating them to apply for jobs in the organization. Recruitment is a linking function-

joining together those with jobs to fill and those seeking jobs. It is a joining process in that it

tries to bring together job seekers and employer with a view to encourage the former to apply for

a job with the latter.

In order to attract people for the jobs, the organization must communicate the position in such a

way that job seekers respond. To be cost effective, the recruitment process should attract

qualified applicants and provide enough information for unqualified persons to self-select

themselves out.

Thus, the recruitment process begins when new recruits are sought and ends when their

applications are submitted. The result is a pool of applicants from which new employees are

selected.


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INTRODUCTION OF SRI LANKAN UMBRELLA INDUSTRIES RAINCO

Global is changing life is a part of that environment change, its complex and challenging to

achieve the life. Achieving the life not only for a single person but also for an entire organization

success is beyond that, it is realized by SL Umbrella Industries Rainco.

SL Umbrella Industries Rainco is one of the forwarded companies in umbrella industries. Which

has bound with vision, mission, goals, objectives, policies, procedures, etc all are created to

achieve either in near future or far future.

There are branches along with SL Umbrella Industries Rainco in Kadugannawa, Danthure,

Mount Laviniaetc. Management plays a major role for fulfill the target of Rainco and so on

and it is one of the industries which over come all expectations of customers.

SL Umbrella Industries Rainco has good trained group of administration as well as staff. SL

Umbrella Industries Rainco always trying to be conversant with and modern techniques use

many new technologies to face organizational trends and fulfill customer satisfaction.

Sri Lanka Umbrella Industries is in the Umbrella, Mosquito & Raincoat industry since 1977 and

now have 3 production facilities in the Island, namely Kadugannawa, Mawanella and Dunture,

all managed by the sister company. As a policy factories are established as much as possible in

areas where un-employment is high even if first class infrastructure is not available.

The Head Office is conveniently located close to Colombo at No. 5, Postmasters Place, (Off

Templers Road), Mount-Lavania, where the whole marketing and distribution of their products

are done. It is the nerve centre of the company. Island-wide; distribution network enables them to

reach all major wholesalers and retailers in the country.


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Background of Rainco

A thing of success is a joy forever, is it rain or shine? Rainco serves to protect and care from the

time you step outside, till the day ends, It also provides protection that goes without saying.

Empowering an organization that endows the largest market share. Rainco continually strives to

provide the best in quality, service and success to all its customers. In doing so as a company

Rainco is notably a socially integrated and benevolently recognized organization providing

employment to over 1000 people in Sri Lanka. Over the years the extensive efforts have ventured

into various products and lured paths to expand into various markets overseas, presently also

situate in India and china.

The social culture in Rainco blossoms from the founder S.L.M Fawz, whose effort and empathy

for the society ploughs significant enthusiasm to trust in the Rainco culture. Traditionally based

in Sri Lanka, Rainco now ventures through various countries in the region, with solutions in the

core business of imparting shelter to dcor as a whole entity.

The production facilities of Rainco comprises of five state of the art factories located in the

central hill country of Sri Lanka. Corporate culture cultivation on quality and people command

the best practices within a workforce extending 1000 people to assert the most renowned

Umbrella factory in the entire Asian Region. Rainco also boasts of the ISO certified mosquito net

manufacturing plant in the South Asian Region. Rainco excels at the highest proceeding awards

ceremonies to receive the most prestigious of recognitions from the local brand of the year

internationally acclaimed ISO 9001:2000 systems certification.

Rainco is specialised in providing protection, offers integrated solution protect against rain andshine. Rainco is a household brand for umbrellas, Mosquito Nets and Raincoats in the South

Asian region.

From its inception in 1977, the founder of Rainco has set a tradition of trust, values and quality

in the industry. Spearheading from a small one roomed factory to 4 large manufacturing facilities


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in the Sri Lankan hill country and from a workforce of 5 to over 1000, Rainco is undoubtedly of

the most recognizable company.

The strength of Rainco is its staff who are highly skilled, motivated and disciplined. The

employer and employee relationship is extremely cordial. The Rainco family is healthy and

gaining in strength day by day. The Rainco Family consists of over 1,000 employees who have

contributed and are actively involved in establishing and achieving organizational goals.

Rainco is one of the pioneers of the Umbrella and Mosquito Net Industry in Sri Lanka . Their

goal is to create value through leadership in every market they operate as well as be loyal to their

customers. They create value through sharing knowledge, innovation and best practice. They

conduct there business based on enduring relationship, trust and perseverance.

Rainco is also the No 1 in logo printed umbrellas. In addition to supplying to major local

corporate, e also export custom made logo printed umbrellas to foreign markets like: Maldives,

Sweden, United Kingdom, France, etc These umbrellas are custom designed to suite customer

needs.

Vision

To be a leading player in Protection, Care and Lifestyle products in the SAARC Region.

Mission

We are in the business of providing protection, care, and lifestyle solutions to our customers and

other key stake holders. In doing, we will build strong brands, be innovative and creative in all

out activities, faster an enterpreneual culture, be totally committed to our employees and

customers and strive to have a total quality focus in everything that we endeavor to do.


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Core Values

Honesty and Integrity

Transparency

Work Discipline

Freedom with accountability

People focus (Employees)

Customer focus and commitment

Cordial stakeholder relationships

Career development and learning

Innovation and Creativity

Willingness to change

Rainco Branded products, which are of a very high standard, have received the SLS 1207quality Award. We are the only umbrella company, which is consistently improving the

quality, where customer satisfaction at is at its peak. Receiving the ISO 9001:2000 system

certification was a significant achievement for Rainco. We market our products Island-wide,

adding value through sales, after sales service and providing total solutions to our customers

needs.

In order to optimize the supply chain quality they have a joint venture operation with,

suppliers in India, and Taiwan. This enabled us to have good relationship with foreign

sources and proving that they are spreading their wings always with a view to provide the

best products for their clientele. Their future focus is to export our products and promote

Rainco in the International market and expand our market World Wide.


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Sri Lanka Umbrella Industries is the bench mark for umbrellas and mosquito nets in the

South Asian region

A manufacturing & distribution organization dealing in a wide range of personnel care,

Home utility and decorative range of products. Producing Rainco Umbrellas, Mosquito Nets

and Raincoats, with an employee base of over 1200 in the south Asian region and a range of

products which are brand leaders, they cater to a wide corporate, retail and household client

base.

Rainco Group is a truly Sri Lankan Manufacturing & distribution organization dealing in a

wide range of personnel care, Home utility and decorative range of products.

With an employee base of over 900, and a range of products which are brand leaders, we

cater to a wide corporate, retail and household client base. The Rainco group in addition to

manufacturing umbrellas mosquito nets, raincoats, indoor & outdoor blinds, awnings, and

tents also represents several international agencies namely permanent, Osmo, Citel, and

Recar lasso,

From specialty fabrics to wood care products. Their Head office is based off Mount Lavinia and

Colombo-5 manufacturing plants spread island wide. They are continuing to expand there

product portfolio and business lines


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About Recruitment & Selection

Recruitment refers to the process of attracting, screening, and selecting qualified people for a jobat an organization or firm. For some components of the recruitment process, mid- and large-size

organizations often retain professional recruiters or outsource some of the process to recruitment

agencies. The recruitment industry has five main types of agencies: employment agencies,recruitment websites and job search engines, "headhunters" for executive and professional

recruitment, niche agencies which specialize in a particular area of staffing, or employer

branding strategy and internal recruitment. The stages in recruitment include sourcing candidatesby advertising or other methods, and screening and selecting potential candidates using tests orinterviews.

Internal recruitment

Under pressure to reduce costs, both large- and medium-sized employers tend to undertake their

own internal recruitment, using their human resources department, front-line hiring managersand recruitment personnel who handle targeted functions and populations. In addition to

coordinating with the agencies mentioned above, internal recruiters may advertise job vacancies on their own

websites, coordinate internal employee referrals, work with external associations, trade groups.

Some large employers choose to outsource all or some of their recruitment process(recruitment

process outsourcing) however a much more common approach is for employers to introduce referral schemes

where employees are encouraged to source new staff from within their own network.

1) Job analysis

The proper start to a recruitment effort is to perform a job analysis, to document the actual or

intended requirement of the job to be performed. This information is captured in a jobdescription and provides the recruitment effort with the boundaries and objectives of thesearch. Oftentimes a company will have job descriptions that represent a historical collection

of tasks performed in the past. These job descriptions need to be reviewed or updated prior to

a recruitment effort to reflect present day requirements. Starting recruitment with an accurate

job analysis and job description ensures the recruitment effort starts off on a proper track forsuccess. Job analysis defines the duties and human requirements of the companys jobs. The

next step is to recruit and select employees.


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We can envision the recruitment and selection process as a series of steps

1) Decide the positions to fill, through personnel planning and forecasting.

2) Build a pool of candidates or these jobs, by recruiting internal or external candidates.

3) Have candidates complete application forms and perhaps undergo initial screeninginterviews.

4) Use selection tools like tests, background investigations, and physical exams to identify

viable candidates.

5) Decide who to make an offer to, by having the supervisor and perhaps others interview the candidates.

2) Sourcing

Sourcing involves

Advertising, a common part of the recruiting process, often encompassing multiple media, such

as the Internet, general newspapers, job ad newspapers, professional publications, window

advertisements, job centers, and campus graduate recruitment programs; and

Recruiting research, which is the proactive identification of relevant talent who may not respond

to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then

be contacted to solicit interest, obtain a resume/CV, and be screened.

3) Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing,

and computer skills. Qualifications may be shown through rsums, job applications,interviews, educational or professional experience, the testimony of references, or in-house

testing, such as for software knowledge, typing skills, numeracy, and literacy, through

psychological tests or employment testing. Other resume screening criteria may include

length of service, job titles and length of time at a job. In some countries, employers arelegally mandated to provide equal opportunity in hiring. Business management software is

used by many recruitment agencies to automate the testing process. Many recruiters and

agencies are using an applicant tracking system to perform many of the filtering tasks, along

with software tools for psychometric testing.

On boarding

"On boarding" is a term which describes the process of helping new employees become

productive members of an organization. A well-planned introduction helps new employees

become fully operational quickly and is often integrated with a new company and environment.


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On boarding is included in the recruitment process for retention purposes. Many companies have

on boarding campaigns in hopes to retain top talent that is new to the company; campaigns may

last anywhere from 1 week to 6 months.

Internet recruitment and websites

Such sites have two main features:

job boards and a rsum/curriculum vitae (CV) database. Job boards allow member companies to post job

vacancies. Alternatively, candidates can upload a rsum to be included in searches by member

companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, therecruitment website has evolved to encompass end-to-end recruitment. Websites capture

candidate details and then pool them in client accessed candidate management interfaces (also

online).

Planning and forecasting:

Employment personnel planning: The process of deciding what positions the firm will have to

fill, and how to fill them. The recruitment and selection process starts with employment or

personnel planning. This is the process of deciding what positions the firm will have to fill, andhow to fill them. Personnel planning embrace all future positions, from maintenance clerk to

CEO. However, most firms call the process of deciding how to fill executive jobs succession

planning. Employment planning should flow from the firms strategic plans. Plans to enter new

business build new plants or reduce costs all influence the types of positions the firm will need tofill (or eliminate).


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Recruitment of rainco

Rainco undertakes recruitment drives through notice board, paper advertisement and internet

recruitment in top jobs website. The Selection Procedure consists of a primary interview andthose who pass the first interview will send second Interview.

First interview and second interview will occur on different days.

Qualifications

It depends on the position and role recruited. For example, Staffs, workers, technicians,

Accountant

Experienced workers may be supervisors or O/L qualified people select for workers ,A/L

qualified people select for office staffs postgraduates if recruited for technical roles, . Rainco

periodically advertises in the newspapers for the positions and roles available. Within rainco, theintranet will have announcements about the various positions and requirements. The rainco and

top jobs web site also lists the jobs. One can also upload ones resume there.

Age limit

When recruiting workers and staffs they expect the candidate who has over 25 years of age.

For middle level positions they expect candidate who has over 35 years of age.


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Barriers of recruitment faced by Rainco

Every organization faces some barriers during the recruitment process. H R professionals of

Rainco are not apart from that. The biggest challenge such professionals face is to source orrecruit the best people or potential candidate for the organization. While asking them several

ques tions about barri ers abou t recru itment they have pointed out some factors which are

stated below. The major challenges faced by the HR department of Rainco in recruitment are:

Lack of motivation:

Recruitment is considered to be a thankless job. Even if the organization is achieving results, HRdepartment or professionals are not thanked for recruiting the right employees and performers.

Adaptability to globalization:

The HR professionals of Rainco are expected and required to keep in tune with the changing

times, i.e. the changes taking place across the globe. So sometime it becomes little bit difficult

for the HR department to align themselves with the frequent change taking place around theworld.

Process analysis:

The immediacy and speed of the recruitment process are the main concerns of the HR in

recruitment . The process should be f lexible, adapt ive and responsive to theimmediate requirements . The recrui tment process should also be cost effective.

Strategic prioritization:

The emerging new systems are both an opportunity as well as a challenge for the HR

professionals. Therefore, they have to review the staffing needs and prioritizing the tasks to meet

the changes in the market which has become a challenge for the recruitment professionals ofRainco.


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Selection process

Rainco never conduct the written test when selecting the candidates for the positions. The

process includes short listing based on certain eligibility.

Once the rainco received application by post or e-mail they will short listed the application

according to the job specification at the same time the applications which are not match with the

job specification will rejected then the short listed candidates will called for the first interviewconducted by the junior executive in human resource. In the first interview junior executive

checks/make sure about the applicants resume with the original one. If he satisfied with that hewill send the applicants for the final and second interview to the general manager he will selectthe candidates by asking question.

Application for the job

Interested applicants can apply through Rainco recruitment portal. Rainco also advertiseavailable positions on their Web site, top jobs website and newspapers .

Steps of Selection Process

If we see the steps follow by the Rainco during selection process then it is found that the

Selection steps are as below shown by the diagram

Step1 first interview

Step2 second interview

Step3 selection

Regarding Interview


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The Interview is of Purely HR Based. In the first interview there will be one interviewer who is

junior executive of human resource and in the final and second interview will be made by

General Manager.

Tell me about yourself?

What are Ur Strengths and Weakness?

Why do you want to join in rainco? What does u know about us?

Why should we hire you? What can u do for us if you are selected?

What are your strengths and Weakness?

And some more questions like this,

And questions based on your Interests and Hobbies.

Reasons for Rejection in the Interview (Rainco)

1. Poor attitude. Many candidates come across as arrogant. While employers can afford to

be self-centered, candidates cannot.

2. An appearance. Many candidates do not consider their appearance as much as they

should.

First impressions are quickly made in the first three to five minutes

3. Lack of research. It's obvious when candidates haven't learned about the job, company or

industry prior to the interview. Visit the library or use the Internet to research the

company, and then talk with friends, peers and other professionals about the opportunity

before each meeting.

4. Not having questions to ask. Asking questions shows your interest in the company and

the position. Prepare a list of intelligent questions in advance

5. . Relying too much on resumes. Employees hire people, not paper. Although a resume

can list qualifications and skills, it's the interview dialogue that will portray you as a

committed, responsive team player

6. Not relating skills to employers' needs

7. Handling salary issues ineptly. Candidates often ask about salary and benefit packagestoo early.


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Evaluation of rainco selection process

Rainco believes that they offer candidates a strong company reputation and high-quality

benefits and learning opportunities.

Rainco offer a positive culture and learning environment and thus has more satisfied employeesand are more successful at retaining them.

Rainco use resumes and applications as part of their selection process.

Applicant testing and assessment are not used in selection systems.

Rainco utilizes less internal resources when recruiting both internal and external candidates.

Rainco gives more priority for experience applicants

It gives emphasis on developing its own HR resources providing training another facilities.


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Recommendations

Effective recruitment and selection process can give an organization a competitive

edge over its competitors by saving both time and cost. Rainco recruits major part of itsemployee form external source, especially form Newspaper Ads and internet which

cost them much. However, we have recommended some ideas that might help them to improve

their recruitment and selection process:

Outsourcing firm:

The company may draw required personnel from

Outsourcing firms The outsourcing firms help the organization by the initial screening of the

candidates according to the needs of the organization and creating a suitable pool of talent for thefinal selection by the organization as per their needs.

Poaching/Raiding:

Buying talent

(Rather than developing it) is the latest method being followed by the organizations today

Poaching Means employing a competent and experienced person already working with anotherreputed company in the same or different industry; the organization might be a competitor in the

industry. A company can attract talent from another firm by offering attractive pay packages and

other terms and conditions, better than the current.

Selection test:

If they use selection test in the selection process they can identified candidates intelligent and

abilities.

They must use different types of interviews for better result


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They must post a reply the applicants who is not select for the interview

.

Conclusion

The globalization of business is forcing managers to struggle with complex issues as they seek

to gain or sustain a competitive advantage. Rainco is one of the large Companies inSrilanka.

They sat is fied with outstanding recruitment and selection pract ices in eachsuccessful employee hired. So, their hires are better fits in their work g. Theyal so sh ar e va lu es , tr ai ts an d be ha vi or s th at ar e highly regarded for success in the

organization. They reach the qualified applicants th rough the use of modern rec rui ting

channels. Traditionally, employers have focused on assessment methods that are highlycorrelated to the content of the job, hence most able to predict ability to perform the required

duties and tasks.

However, organizations have come to realize that success of the candidate hinges on more than

j u s t t h e a b i l i t y t o c a r r y o u t t a s k s a n d d u t i e s w e l l . T h e f o u n d a t i o no f s u p e r i o r performance l ies in the synergy created by a close fi t with the work

and with t h e o r g a n iz a t i o n s c u l t u re . N o p r o c e ss i s c o m p l et e w i t h ou t a n

ev al ua ti on of i ts success

Selection Process 03

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