Human Resource Management

MGT 2233

Human Resource Managements

Assignment Number 01
Course Lecture: YMWGPK Udurawana

Company: Brandix intimate Apparels

Sri Lanka
Submission: April 2014 pages
Rajarata University of Sri Lanka

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Brandix
intimate

Human Resource Management

COMPARISON BETWEEN
THEORY AND PRACTICE OF HR

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Human Resource Management

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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Human Resource Management

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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Human Resource Management

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.

HR Planning
Job Designing
Job Analysis

RECRUITMENT

Selection

Rewards Management
Figure 2: Recruiting Activities

Recruitment Process
Identify Job Vacancies

Determine Job Requirements

Consider factors affecting Recruiting

Prepare Job Applications

Select the Recruiting Method

Implementation & Evaluation

Figure 3: Recruitment Process
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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

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

HR Manager

HR In charge

Assistant 1

Assistant 2

Training Instructor

Nurse

Administration Officer

Recorder

Figure 6: hierarchy of Brandix HR Department

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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
Hierarchy

Theory

In

Practice

business

world

normally use

Pyramid

According to the explanation

of theory column BRANDIX

Hierarchy Method and it

also

is showed three major

especially on HR Department

parts which are Top,

and also they consider giving

Middle,

welfare facilities for every

and

Lower

Level.

uses

same

hierarchy

employees mostly.

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

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Planning

HR planning is a process,

Brandix forecasts their future

implement from demand

labor demand using their

forecasting to HR assess.

annual

budget

also

they

consider 4% of labor turnover

rate for it, as a additional
factor and the unit forecast
use

as

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

Same

manner

relatively

of arranging task, duties

theory brandix arrange task,

& responsibilities in to an

duties & responsibilities for

organizational unit for

their employees. Often using

the

technics are not happen but

purpose

of

accomplishing a certain

allow to

objectives.

tasks.

Relatively

that various technics such

as

Among

perform relative

the

job

design

scientific,

elements they often consider

enlargement, enrichment

about efficiency. They use

are

several strategies such as

used

by

organizations. As well as

division

efficiency and behavior

standalizaton

elements are used.

specialization for it.

Generally the firms use

two

job

of

labor,
and

As well as they consider

analysis

about behavior of employees

components such as job

as it is a necessary thing in

description

relation to employee. They

and

job

specification.

use skill variety for it.

They

do

not

offer

description

and

description

relatively

job

employee
job

analysis.
Recruitment

Normally
process

there
for

is

recruiting

Brandix is implemented their

own recruitment policy going

task and it is started from

with

selecting

simultaneously.

recruiting

the

suitable

method

implementation

to
and

evaluation.

In

recruitment

theoretical

basis

Steps of recruitment process

are

identifying

the

job

vacancy, determine the job

task

requirements,

consider

affecting

the

mainly use two policies

factors

recruiting

which are Internal and

select the recruiting method

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External policies.

Important

evaluate the process

part

recruitment
Advertisements

of

task

is

recruitment policy as their

under

which there are two types

They mainly use internal

recruitment policy.

They mainly consider about

and those are Open ended

Open

advertisements and Close

policy. They have not any

ended advertisements.

idea

ended

about

advertisement

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

members

they

use

staff
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

has

appropriate person.

Selection

process

According to theory Brandix

their

selection

process.
is

There are few steps;

started from evaluations

1. Application

of applications and ended

own

calling

and interview

with selecting suitable

2. IQ

employer.

3. Work Study

There are few selection

4. Selection

method

like

as

Interview,Test,
Investigation etc.
Hiring

Hiring is the process of

Brandix

Ltd

issues

appointing the selected

engagement

candidate to the post

selected

which is vacant. This is

include all the information

normally vested in the

regarding the job for that.

top management 0f the

They take 6 months from the

firm.

employee as the probation

Selection

process

employee.

to

the
They

period.

is

started from preparation

letter

The company gives 7 days of

appointment letter and it

casual leave and 14 days of

is ended with entering in

annual leaves according to the

to

rules and regulations provided

the

employment

contract

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
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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

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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.

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

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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).

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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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