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INDIVIDUAL ASSIGNMENT

Registration No: DMIS 14210

Name: Ahamed Nabeel Ikram

Recruitment & Selection Process of Powernet (pvt) Ltd Sri Lanka

Module: Human Resource Management


Instructor: Ms Pavithra Wickramasuriya
Submission: 26th of April, 2015

Diploma in Management Information systems


National Institute of Business Management

POWERNET (Pvt) Ltd.

Table of Content
Index

Page

Acknowledgment

Company Overview

The Structure of Human Resource Department Powernet (pvt) Ltd

Recruitment and Selection Process

Recruitment as a Strategic Imperative

The Employee recruitment and selection process - Powernet (Pvt) Ltd

Recruitment procedures of Powernet (Pvt) Ltd

Compensation Management

Compensation

Rewarding system

Salary

Probation

Weakness in Recruitment and selection process

Observations and suggestions

Recommendations

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List of Abbreviations

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POWERNET (Pvt) Ltd.

Acknowledgment
My heartfelt gratitude goes out to our module Instructor Ms. Pavithra wikramasuriya for
providing with relevant information and guiding us throughout the module.
My sincere thanks go to
Mr. Ranjith Head of the Department of Human Resource Division Of Powernet (Pvt) Ltd for the
support and the guidance provided to make this project a success.

Company Overview
Powernet (Pvt) Ltd is poised for Information Technology challenge of the new world, from
design to implementation, maintenance. This one stop solution approach is what distinguishes us
as a leader in the infrastructure cabling market.

Powernet (Pvt) Ltd is a 100% Sri Lankan company based in Colombo with business focus to
cover the entire country with an annual turnover of around 65 Million. As an established
organization with a permanent staff of 90 and contractual staff of 50 at our disposal, we forge
ahead with dynamic plans to broaden our market presence. We aim to give our customers more
products and provide the easiest and most integrated access to our broad based cabling solutions.
Just as we are dynamically pursuing our ambition, your needs will always be looked after as we
embrace this new optimism and grow together as one.
As a developing country Sri Lanka today is focused on an IT enabled community to strike
shoulders with the rest of the world. To support this endeavor we deliver a wide range of
Products and Services to benefit the customer requirements.

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The Structure of Human Resource Department - Powernet (Pvt) Limited


HR
Manager

Assistant to
HR
Manager

Assistant to
HR
Manager

HR Helper

Recruitment and Selection Process


Recruitment as a Strategic Imperative
Recruitment is a form of business competition. Just as corporations complete to develop,
manufacture, and market the best product or service, so they must also complete to identify,
attract, and hire the most qualified people. Recruitment is a business and it is big business. It
demands serious attention from management, for any business strategy will falter without the
talent to execute it. Certainly, the range of recruitment needs is broad. A small manufacturer in a
well-populated rural area faces recruitment challenges that are far different from those of a high
technology firm operating in global markets

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The Employee Recruitment and Selection Process - Powernet (Pvt) Ltd

Job Analysis

Specification of
people/task
requirements of jobs

Human Resource
Specification

Specification of Human
Resources Requirements

Recruitment

A Pool of qualified
candidates

Initial Screening

A Smaller Pool of
qualified candidates

Selection

New Employees

Orientation

Understanding of
Company /
Departmental Policies,
Procedures and benefits

Placement

Optimal match of
employee talents with
Organizational needs

Training

Competence to perform
present or future job
requirements

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Recruitment Procedures of Powernet (Pvt) Ltd

Major sources of potential job candidates are:


Newspaper Adds
Internal Search Advertisement
Employees referrals (Permanent Employees of Powernet (pvt) Ltd.
Types of recruitment:
Permanent recruitment.
Daily wages.
Contract Basis.

The candidates are selected on the basis of:


Interview by HR manager
Interview by concerned department head
Final interview by MD/Director
Check list for newly hire employees:

Application
Original Resume
Copies of academic certificates
Birth certificated copy
Four number of photographs (passport size)
National Identity card copy
Interview evaluation form and test result
Two references with complete name, address, designation and contact number.

Compensation Management
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Compensation
At a broad level, and organizational reward system includes anything and employee values and
desires that an employer is able and willing to offer in exchange for employee contribution. More
specifically, the reward system includes both financial and nonfinancial Rewards. Financial
rewards include direct payments (e.g. salary) plus indirect payments in the form of employee
benefits. Compensation program also manage in the time office. Salaries are paid to the daily
wages, contract and permanent employees according to their designation. Salaries and plus
benefits also provide to the employees.
Reward System
Financial
1. Direct payments
2. Bonus
3. Overtime
Non-financial
1.
2.
3.
4.
5.

Petrol + Maintenance
Protection Program
Accommodation
Utilities bills
Vehicles

Salary
Salary of all the workers permanent and temporary (Daily Wages) is prepared in time office with
the help of attendance register. Salary of permanent employee is prepared at the last of month
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and the salary of daily wages workers twice a month. The increment is made when a worker
complete one year in service. Following deductions are made for preparation of salary. The
increment is made when a worker complete one year in-service. Following deductions are made
for preparation of salary.

Probation Period
In Powernet (Pvt) Ltd the probation period of new employees three to six months in the
probation period employee works routine wise. There is no leave granted during the probation
period. In the probation period employee efficiency and effectiveness has been check the
permanent recruitment depends on the efficiency and effectiveness of the employee. The
probation period is necessary for the newly hire employee it is the basis for permanent employee
if the probation period of the employee is satisfactory the employee will be hire permanently if
the probation is not satisfactory level then the employee will be dismiss. During the probation
period the salary will be given to the selected candidate the salary will be start from the first
month

Weaknesses in Recruitment & Selection Process


1. Recruitment policies have been developed but not implement.
2. New employees salary is more than old employees.
3. One person handles all the recruitment procedure of the Powernet (Pvt) Ltd which may
be burden for him.
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4. HRM Department of Powernet (Pvt) Ltd is not working professionally. Only two to three
persons are handling all the work.

Observations and Suggestions


1. The selection process through which candidates pass is very slow & time consuming pass
is very slow and time consuming. Candidate have to sit day long waiting for management
approval to start test & then. There is service of interviews which have no time table. It is
generally three four days patience test & troublesome for candidates from other cities or
already doing jobs.
2. Computer & job related aptitude test should also be made part of selection tests to have
better job personality fit.
3. Formal training is conducted but that is due to ISO department not with the
planning/efforts of HR department.
4. Performance appraisal has only once but it was a useless exercise because its results were
not used in future planning or changes. Performance appraisal should be conducted:
To know development & training needs of employees.
To get performance feedback.
Anticipate direction for future performance
To change/ compensation system
There is not idea of planned career development in Powernet (Pvt) Ltd. Career development can
be in term of job rotation, transfer & promotion. It improves the organization's ability to attract
of retain talented people, anticipating change & helping employees to learn new skills and
improve utilization of a personal abilities. Motivation is the willingness to exert high level of
effort to reach organizational goals.

Recommendations
1. In Powernet (Pvt) Ltd Human Resource Department must expand the strength of its
2.
3.
4.
5.
6.

employees.
Assess current Human Resource standards & generate human resources inventory.
Assess future Human Resources needs by organizations strategies & future programs.
To know development & training needs of employees.
Anticipate direction for future performance
Formal training conduct with the planning/efforts of Department.

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7. Perform all the functions of Human Resource Department more efficiently and effectively.

List of Abbreviations

HRM

Human Resource Management

PVT

Private

Ltd

Limited

IT

Information Technology

MD

Managing Director

Thank you .

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