Powder coatings at vertex solutions

Table of Contents Acknowledgement 2 Introduction 3

Introduction

The purpose of this report is to investigate the human resource management of powder coatings with specific attention given to powder coating on Medium Density Fiberboards (MDF).

The company (Vertex Solutions) currently carries out powder coatings on steel items. It is now in the process of diversifying into the powder coatings of Aluminium. However, it is the opinion of the management that Powder coatings on wood may bring about a significant amount of revenue in the future.

Powder coating is by far the most important method of steel finishing in the world today. It has a great amount of economical as well as environmental advantages which makes it the most preferred choice of finishing currently available. At the moment the majority of powder coating is done on steel based products, such as mild steel, aluminium, and steel alloys.

However when looking to the future, with the advancements in coating equipment and low temperature curing powders the possibility of powder coating on MDF may provide the company
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with a unique opportunity to further its presence in the powder coating industry.

What is Powder Coating?

Powder coating is a type of coating that is applied as a freeflowing, dry powder. The main difference between a conventional liquid paint and a powder coating is that the powder coating does not require a solvent to keep the binder and filler parts in a liquid suspension form. The coating is typically applied electrostatically and is then cured under heat to allow it to flow and form a "skin". The powder may be a thermoplastic or a thermoset polymer. It is usually used to create a hard finish that is tougher than conventional paint.

beneficial relationships with them you will improve your business success. You can do this,

Set up partner relationships that balance short-term gains with long-term considerations Share your expertise and resources with these partners Establish clear and open communication with your partners Share information and future plans with your partners

Engage in joint development and improvement activities with your suppliers

Structure of company Vertex Solutions consists of 15 permanent employees and also hired whenever its needed according to amount of work to be done.

The importance of manpower (human resource) planning to organzation To ensure the firm is employing people with the right skills at the right time Can identity the national and local changes in the population (e.g analysis by numbers, ages, gender and skills) An analysis of the current internal labor supply Consideration of any proposed development in the companys organzation ,location and structure Labor turnover and recruitment

Can plan expected training needs for existing and anticipated recruitment
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 Estimating future demand for labour

Four main aspects involved in manpower planning Auditing the current manpower in the company, its strength and weaknesses, age distributions, experience and training levels etc Forecasting the demand for requirement and supply of labor in terms of number, type and quality of people the organization should employ to meet goals of the organization. Planning personnel policies to recruit, and for training and staff development and to fill the gap of workforce requirements. Controling by measuring and evaluating the effective utilization of manpower and its contribution towards accomplishment of business objectives

Recruitment and selection This is a major part of the work of the human resources department at vertex solutions. Selection and appointment of the right person to the right job at the right time is crucial to the success of the organization and its a major activity of the personnel management division. The process of recruitment and appointment can be divided into three stages 1 Analyzing the requirements of the organization 2 recruitment attracting a field of suitable applicants 3 Selection choosing the best candidate for the job(post)

Stage 1

vacancy exists either replacement or new creation

Stage 2

Job analysis Leads to the detailing of a job description and a persons specifications

Stage 3

Attraction A field of applicants choice of appropriate

method Stage 4 short listing Sorting out of candidates by comparing applications with requirements stated in the person specification. Stage 5 selection By interview or by tests Stage 6 employment to the offer and acceptance of

Successful candidate. Stage 7 Induction Introducing of the new recent to the organization

Attracting candidates There are to basic ways of finding applicants thats internal and external Internal recruitment In this the job can be advertised through the staff notice board or bulletin or by giving the particular job to the suitable person. There are certain benefits in internal recruitment some of them are indicated below The candidates strength and weaknesses are already known

The person appointed will be familiar with the firms work environment, need not get adjusted as a new comer

Internal promotions are good for the staff morale It is cheap and quicker than external recruitment Reduced recruitment costs Disadvantages in internal recruitment
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 Restricted choice sometime might lead to unsuitable selection

Internal recruitment might cause jealousy and resentment among people who were overlooked

The organization may not get new views or ideas If ethnic group is not represented in a work force it may lead to criticism Benefits of external recruitment The benefits and disadvantages of external recruitment are basically the opposite of those of internal recruitment Benefits provides new blood or new thinking Candidate who is worthwhile can be recruited Can recruit persons from universities and other agencies which are really suitable Knowledge wise it could be all right to recruit dynamic candidates External recruitment The possible methods of recruiting persons from outside the organization can be detailed out in the following manner Personal recommendation from employees friends and business contacts. This is cheaper and they can expect
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their recommended candidates to be worthwhile and it limits procedure to be carried out Unsolicited applications keeps suitable applications on file until post becomes vacant. Schools, colleges and universities- personal contacts with the institutions to select the suitable candidates Recruitment agencies and consultants usually this method is used for temporary employees like casual workers, secretaries and drivers. For senior management- executive search or hunt approach to get them employed. Professional journals ex- vacancies are published in weekly magazines like Marketing, and economist magazines etc.

Local and National News papers In sri lanka these advertisement appear in popular newspapers

Government institutions like technical colleges Higher Technology, institution and from recognized vocational institutes. Display boards can also be used to advertise vacancies outside their premises, such as windows or on special display boards.

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Once the Vertexs human resource provision has been decided and the need for new recruits established it is necessary to find a method of attracting suitable candidates. The person responsible for recruiting candidates (personal manager) should draw up a job description. In a small firm (business) such as a corner bread shop the owner may simply decide the type of employee and the number he needs and he will not be bothered to draw up a detailed job specification. Larger organizations may set out a formal written job description as written job description as written details will be needed in order to attract and interview applicants.

Selection methods Generally selection is through interviews

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This is method most commonly used in selection. They are easy to arrange. But has to be done careful planning of interviews. In this they depend very much upon personal impressions. Many capable candidate get excited and sometimes do badly Interviewers can evaluate the applicants personally In face to face interviews the applicants gets the opportunity of understanding the work place and environment In this mostly the personality is observed.

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