For over 100 years, Hirdaramani has been creating the future of apparel.

Today, we are a global

manufacturer providing integrated apparel design, production and distribution solutions to
premium international brands.

We don't just manufacture clothing, we partner with clients to deliver the finest garments to
discerning customers worldwide.

Introduction
A pioneering international clothing company is Hirdaramani. We offer premium worldwide
companies integrated solutions for clothes design, production, and supply chains. Our team of
experts works with clothing companies to bring cutting-edge items to their customers with a
strong emphasis on innovation, enduring connections, and regional agility.
Hirdaramani is a multinational company operating in the apparel, renewable energy, leisure,
retail, information technology, and financial services sectors, with a network of more than
55,000 colleagues spread across six countries.
At Hirdaramani, we act morally. We have always. Making wise judgments today will help
everyone in the long run. We got to where we are today because of our future-focused honesty,
and it will also ensure that we have a long-lasting constructive impact on the globe.

History
Hirdaramani has a long history of setting industry standards in the Sri Lankan clothing
manufacturing sector. The tradition started in the early 1900s when Parmanand Hirdaramani
opened the first Hirdaramani retail clothes store in Fort, Colombo, at the age of 16. We've
maintained our lead ever since. Entrepreneurs at heart, we continue to leverage our creative
thinking and vision to provide our partners with unique solutions, ensuring that as a team, we're
always one step ahead.

Recruitment
Identification, attraction, interviewing, selection, hiring, and onboarding of personnel are all
included in the recruitment process. To put it another way, it covers everything from identifying
a staffing requirement through meeting it.
Recruitment of Hirdaramani Company
• How they recruit employees

The Hirdaramani Company using some methods to attract best candidates for their company. Mostly
they do is Internal recruitment. Internal recruitment can be a massive time-saver because there isn’t a
protracted interview and onboarding process. The downside is that keeping everything close to home
can stymie new ideas, innovation and diversity. And also, they do External recruitment. It brings in new
ideas, a fresh approach and renewed energy. But it is a costly and time-consuming process. Candidates
have to be sourced, interviewed, assessed and verified before making a hiring decision. And they do
offer internships and apprenticeships is an excellent way to get to know the strengths of individuals and
can be considered to be a working interview. During the contact period, line and hiring managers can
evaluate the potential to identify interns and apprentices who can be upskilled and developed to fill
future roles. Future leaders have to start somewhere, and they will all be hired in an entry-level position
to begin with. Well managed internship and apprenticeship programs are fertile ground for recognizing
future talent and leaders.

• How HRM important for company

In Hirdaramani they have given the importance that should be there to HRM as other organizations. It's
clear that they are giving the necessary role to HRM. As a function it's a basic and vital within an
organization to direct organization towards the organizational goals. As an apparel sector Hirdaramani is
full of laborer. It means from human capital. As a result, there can be doubtful areas with regard to
personal and professional matters when doing the working process. Therefore, to make them solve and
get the support as it is, there should be HRM practices and strong HRM function to make deviations with
employees' matters and relationships.

• How they examine employees when they recruit

When it comes to selection, they are using aptitude tests such as basic knowledge with regard to sawing
and job-related subjects. They are not going with complex questionnaires or tests because of recruiting
rural and nearby area laborer. Therefore, most of them are not educated much. Then they are going
with easy and traditional tests with selection when it comes to tailors and supporting teams. As an
example, enter thread to needle correctly. But when it comes to managerial and upper positions they
have structured and standard selection tests and methodologies as recruiting educated and professional
people