Beruflich Dokumente
Kultur Dokumente
MGT 2233
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Brandix
intimate
COMPARISON BETWEEN
THEORY AND PRACTICE OF HR
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Table of Contents
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1. List of figures:
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2. List of Tables:
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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.
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.
The company should maintain a job specification for each and every position inside
the organization.
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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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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.
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.
Make decisions
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Characteristics of HRM
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Estimate HR supply
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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.
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.
Internal supply
It can estimate through following
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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.
External HR Supply
This is estimate with the people in the labour market who are employed at other
organizations and unemployed persons.
Voluntary departure
Temporary stoppage
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Overtime
Outsourcing
Internship providing
Capital substitution
Casual workers
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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Efficiency
Effectiveness
Productivity
Satisfaction
Scientific techniques
Job enlargement
Job enrichment
Job rotation
Professional techniques
Group techniques
Ergonomics
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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
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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
Employees fear
Resistance to change
Management limitations
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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
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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.
Organization should consider recruiting more diverse workforce for the company as their
benefits. According to that when recruiting above factors are important.
New workforce
The disables
Stress
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When recruiting new persons there are two methods can be followed by the organization
according to their policies.
1
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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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.
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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Selection Process
Evalution of applications
Test
Interview
Background investigation
Medical test
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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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Hiring Process
Preparation appointment letter
Notification to appointees
Follow up
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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
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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 Manager
HR In charge
Assistant 1
Assistant 2
Training Instructor
Nurse
Administration Officer
Recorder
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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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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.
Medical testing
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
Theory
In
Practice
business
world
normally use
Pyramid
also
especially on HR Department
Middle,
and
Lower
Level.
uses
same
hierarchy
employees 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
responsibilities
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Planning
HR planning is a process,
forecasting to HR assess.
annual
budget
also
they
as
forecasting
level
of
labor
supply.
When
arise
the
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Job
Design
and Analysis
Same
manner
relatively
& responsibilities in to an
the
purpose
of
accomplishing a certain
allow to
objectives.
tasks.
Relatively
Among
perform relative
the
job
design
scientific,
enlargement, enrichment
are
used
by
organizations. As well as
division
standalizaton
job
of
labor,
and
analysis
as it is a necessary thing in
description
and
job
specification.
They
do
not
offer
description
and
description
relatively
job
employee
job
analysis.
Recruitment
Normally
process
there
for
is
recruiting
with
selecting
simultaneously.
recruiting
the
suitable
method
implementation
to
and
evaluation.
In
recruitment
theoretical
basis
identifying
the
job
requirements,
consider
affecting
the
factors
recruiting
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External policies.
Important
part
recruitment
Advertisements
of
task
is
under
recruitment policy.
Open
ended advertisements.
idea
ended
about
advertisement
Close
ended
advertisement policy.
parties
they
use
employees
and
advertising.
When
recruiting
members
they
use
staff
paper
advertisements.
to
preferred
staff.
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Selection
select
the
most
has
appropriate person.
Selection
process
selection
process.
is
1. Application
own
calling
and interview
2. IQ
employer.
3. Work Study
4. Selection
method
like
as
Interview,Test,
Investigation etc.
Hiring
Brandix
Ltd
issues
engagement
selected
firm.
Selection
process
employee.
to
the
They
period.
is
letter
to
the
employment
contract
by
the
Sri
Lankan
government.
Induction
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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.
The company should maintain a job specification for each and every position inside
the organization.
When training employees Brandix could use job rotation, and job enlargement
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8. List of References
Books:
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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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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