Recruitment & Selection process of Enam Labels Limited
1.1 Statement of the problem
Human Resource Management is part of the organization that is concerned with the “people” dimension. HRM can be viewed in one of two ways. First, HRM is a staff, or support in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in producing organization’s goods and services. HRM is a function of every manager’s job. Whether or not one work in a “formal” HRM department, the facts remain that to effectively manage employees requires all managers to handle the activities.
Human Resource Planning helps determine the number and type of people an organization needs. Recruitment follows Human Resources Planning and goes hand in hand with the selection process by which organizations evaluate the suitability of the prospective Candidates for the job. Jon analysis and job design specify the tasks and duties of jobs and the qualifications expected from prospective job holders (Chart-1.1). The next logical step is to select the right number of people the right type to fill the jobs. Selection involves two broad groups of activities: (i) Recruitment and (ii) Selection.
Chart – 1.1: Recruitment and Selection Needs
Recruitment is the process of finding and attracting capable applicants for employment. Whereas Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.
An organization large or small, profit or service oriented, whether it is, the ultimate aim is to achieve organizational goal. This achievement can only be possible through skillful and effective management of manpower. Selection is a key component in the acquisition of human resources. Without a reliable and erective selection mechanism, a business can never flourish, especially in the present world of market economy, which is fiercely competitive. Usually after successful completion of recruitment, selection and induction process the new employee must be developed to better fit the job and the organization.
Enam Labels Ltd. is an International Joint Venture Company. Every year a lot of recruiting goes on in its Head Office. Enam Labels Ltd. has an enriched and skilled Human Resource Division. HRD through definite and systematic recruitment and selection procedure selects & trains up its manpower for achieving its ultimate goal. This study is important because we may find out what are the methods Enam Labels Ltd. can adopt for recruitment and selection and some recommendations for their better effect in future.
1.2 Objective of the Study
The main objective of this study is to understand the process of recruitment and selection of Enam Labels Limited and its impact. To achieve the main objective this study highlights some specific objectives that can be the following manner:
· To focus on theoretical knowledge in the field of Human Resource Management.
· To analyze Human Resource Practices and examine the recruitment and selection procedure of Enam Labels Limited.
· To assess and evaluate the existing recruitment and selection procedure of Enam Labels Limited with the standard
· To find out the shortcoming of existing recruitment and selection procedure of Enam Labels Limited.
· To summarize the recommendations of existing recruitment and selection procedure of HRD at Enam Labels Limited.
Methodology refers to the systematic method consisting of enunciating the problem, formulating a hypothesis, and collecting the facts or data, analyzing the facts and reaching certain conclusions either in the form of solutions towards the concerned problem or in certain generalizations for some theoretical formulation. It includes the process of gathering, recording and analyzing critical and relevant facts about any problem in any branch of human activity. It refers to critical searches into study and investigation of problem/ proposed course of action/hypothesis or a theory.
1.3.1 Sources of Data
The data and information of this report are collected from –
· Primary sources
· Secondary sources and
· Personal interview
The data were collected through personal interview and discussion. Two sets of questionnaires were prepared to carry out the study. The subject matters of the questionnaire were related to the objectives. It will then circulate among the key personnel of Enam Labels Ltd.
Annual Report, Brochure, Job Description, Apollo Hospital, Bangladesh, Policy, Slandered Operating Procedure (SOP), Booklet, Published Materials, Training Materials and web side of Enam Labels Ltd.
The interview sessions were conducted with some Junior Officer, Senior Officer an HR Manager of the company.
1.3.2 Data Processing
The data processing l involved two important steps. The first step was to categorize and the second step to allocate individual answers to them. The set of coding frames covering all the information was abstracted from the questionnaires. The purpose of coding was to classify the answers to a question into meaningful categories, so as to bring out their essential pattern. Once the data is edited and coded, they would be put together in some kinds of one-way and two-way tables and some other forms after the statistical analysis are made.
1.3.3 Report Writing
The data were analyzed and prepared a descriptive report. The reports emphasized on all the related aspects in the perspective of the objectives of the Internship Report so that a clear picture by important indicators is presented with possible suggestions. The report was finalized after reviewing of the supervisor.
1.4 Limitations of the Study
It was a nice experience for me as an Intern at Enam Labels Limited. All the employee from top level to bottom level were very helpful.
Therefore I have faced some limitations for preparing this report. These are following –
· As an intern it was difficult for me collect information about the company’s internal policies.
· It was very difficult to collect the information from various personnel for their job constraint
· Since the officers and HR Manager had to respond to my questionnaire while they were busy were busy with their hectic work.
· Some of the officers were less interested to respond to my questionnaire
· Lack of availability of information and data, as in many cases updated data were not available
· To maintain company secrecy some information are not mentioned in this report
· Due to shortage of time it was not possible to pull all kind of information in this report
2.1 Company Profile of Enam Labels Ltd.
2.1.1 Company Name
Enam Labels Ltd.
2.1.2 Short History
Enam Labels Ltd. was established in the year of 1999. It is one of the leading 100% export oriented high quality garments Labels and printing items manufacturer and suppliers in Bangladesh. Company’s main aim is to produce world class standard labels and printing items to meet the requirements of our valued clients of Manufacturing units, Buying Houses, Foreign Buyers have liaison office in Bangladesh.
The motto of the organization is to offer most competitive price to our clients, maintain quality and ensure on time delivery. It is the trusted supplier of many Enam Labels Ltd known and reputed buying houses both local and foreign, factories, foreign buyers.
One of the major achievement of Enam Labels Ltd. is to have the Partnership with world renowned Manufacturer – Labelon, UK. Enam. Labels Ltd. has signed the MoU with Labelon, UK on the last 17 September 2010. Also achieved Partnership with DPJH on February 2011.
2.1.3 Board of Directors
|Md. Enamul Haque||Managing Director|
|Sarwat Shahnaj Haque||Director|
|Mr. Mujibul Haque Raju||Director|
Table: 2.1 : List of Board of Directors of Enam Labels Limited
2.1.4 Corporate Head Office
Enam Labels Ltd has its corporate office in the exclusive office premises named Simon Centre located at the heart of capital city, Gulshan-1, Dhaka. The corporate Head office is Enam Labels Ltd organized and equipped for coping up with the digital world. Some photo graphs of corporate head office of Enam Labels Ltd are following –
Figure: 2.1: Corporate Head office of Enam Labels Ltd
Location: The New Factory is located at 421/811, Mahona Joydevpur, Gazipur, Bangladesh. This location is just 35 km far from the capital city having 4 lanes wide road to go there. The communication is very easy.
Area of the factory: The new factory is located on 3.5 acrs area having 18000 sqft ground floor and 7000 sqft mezzanine. Also having 1600 sqft power generation and compressor building.
Expansion Scope: For further expansion the factory area contains huge unused space. Enam Labels Ltd has plan to expand the factory in other product line like Poly, Cartoon etc.
Figure: 2.2 : Factory of Enam Labels Ltd
Technological support in the Factory: For having uninterrupted power supply the factory has its own substation. Enam Labels Ltd also has a Network Tower to be connected globally with wireless Internet connection. [3 MBPS Internet Bandwidth; 1 MBPS data bandwidth with Corporate Office]
Enam Labels Ltd. has achieved some globally recognized certification. These are-
- Oeko-Rex Certification
- FSC Certification
- WRAP Certification
- SEDEX Certification.
2.1.7 Nominations & Brands
As recognition of the quality and servicesEnam Labels Ltd now has numbers of nominations:
Some major clients of Enam Labels Ltd are following
2.1.9 Production Management
Production process of Enam Labels Ltd is follows –
Chart: 2.1: Production management process of Enam Labels Ltd
2.1.10 Product Lines
· All kind of Woven Labels (Polyester Taffeta Woven Labels, Satin Woven Labels Facilities available: Cut Fold ( Heat Seal & Ultrasonic), End Fold , Center Fold, Mitre Fold, Manhattan Fold , Book Fold etc, Laser Die-Cutting, Starching & Adhesive Label.
· All kind of woven badges with back side interlined
· All kind of zipper pullers with padding inserted
· All kinds of Narrow Woven tapes (Polyester / Cotton): Twill Tapes, Elastic Tapes, Belt Tapes etc.
· All kinds of Smart Labels ( Security Tags, RFID Tags, UV Ink printing etc )
· All kinds of Paper printing (Hang Tag , Price Ticket , Photo inlay , Adhesive Stickers etc )
· All kinds of Barcode Printing ( Cudbear, AN -13, Code 128, PDF 417, OPT etc )
· Facilities available: Die-Cutting, Adhesive Sticker Printing etc.
2.2 Products of Enam Labels Ltd.
2.2.1 Printed products labels
· Food & Beverage Labels
- Apparel & Textile Labels
- Logistics Labels
- Pharmaceutical Labels
- Personal Care Labels
Figure : 2.3 : Printed products Labels
· Industrial & Chemical Labels
2.2.2 Printed Tags
· Printed paper Tags
- Blank Paper Tags
- Customized Paper Tags
- Jewllery Tags
- Multi part Tags
2.2.3 Barcode Labels: Printed / Blank
2.2.4 Barcode Ribbons
- Resin Ribbons
- Wax Resin Ribbons
2.2.5 Other Barcode Labels
2.3 Strengths of Enam Labels Ltd.
2.3.1 Technological support in the Factory
Enam Labels Ltd. has its own substation for having uninterrupted power supply in the factory. It also has a Network Tower to be connected globally with wireless Internet connection. [3 MBPS Internet Bandwidth; 1 MBPS data bandwidth with Corporate Office]
2.3.2 ERP Solutions
To cope with the fastest growing technological advanced world and to communicate globally within second for serving the customer, Enam Labels Ltd has ERP Solutions.
2.3.3 Globally recognized Certification
Enam Labels Ltd. has achieved some globally recognized certification. These are-
· Oeko-Rex Certification: Enam Labels Ltd. has already achieved world wide recognized certification name Oeko-Tex Certification. The slogan is ‘CONFIDENCE IN TEXTILES – Tested for harmful substances according to Oeko-Tex Standard 100’.
· FSC Certification: We have achieved the FSC certification
· WRAP Certification: Enam Labels Ltd. have achieved WRAP certification
· SEDEX Certification: Enam Labels Ltd. have achieved SEDEX certification
2.3.4 Complying with Local Labor Law
Enam Labels Ltd. is committed to comply the local labor law (Bangladesh Labor Law 2006) hundred percent in all areas like employment, employee rights, employee benefits, safety security etc.
2.3.5 Certification Complying the rules regulations of Compliance globally recognized
Enam Labels Ltd. has a global business network which is expanding rapidly. In this connection Enam Labels Ltd. is always committed to ensure the compliance related rules & regulation for smooth operations of the business as Enam Labels Ltd. as to keep the employee rights along with the rights of the society.
2.3.6 Quality Management System
Enam Labels Ltd. believes on Quality. It always tries to maintain the standard of quality at the highest possible extent. It tries to ensure quality from the raw materials to finished goods. It maintains quality in each and every steps of the production process. We have experts in quality. The total QMS of Enam Labels Ltd. can be shown by following chart –
2.3.7 Customer Care Management
Enam Labels Ltd. values customers. For ensuring 100% support to the customer it has competent and Enam Labels Ltd. organized Customer care department. Anyone can get any Information from any employee of customer care department.
2.3.8 Expert Human Resources
Our professional management team is qualified, experienced, dynamic and competent. We have renowned experts in different areas like production, market development, HR & OD from home and abroad.
2.3.9 Employee Rights
Enam Labels Ltd. always tries to keep the employee rights at highest possible extent. They value the employees as partner of the organization.
2.3.10 Corporate Social Responsibilities
Enam Labels Ltd. believes on Corporate Social Responsibility, they always try to do something for the development of the nation as Enam Labels Ltd..
2.4 Exclusive Machineries Enam Labels Ltd.
2.5 Contact Address of Enam Labels Ltd.
59, Circle Gardens
London, SW 19 3JT, UK
Mob: +44 07863105015
Simon Centre, House # 4/A, 2nd Floor,
Road # 22 , Gulshan – 1,
Dhaka – 1212, Bangladesh.
Tel # + 88 02 8818411, 8818412
Fax: + 88 02 8818410
THEORETICAL OF HRM
3.1 Human Resource Management
Human Resource Management is the part of the organization that is concerned with the ‘people’ dimension. Human Resource Management deals with the people working in the organization. It is a process of acquisition, development, motivation, and maintenance of human resources of an organization.
3.1.1 Definition of Human Resource Management
Human Resource Management is a management function that assists managers to recruit, select, train and develop members of an organization for achieving the goal effectively.
Many authors and specialists define HRM in many ways:
Dale Yoder hasdefined; Human Resource Management is the provision of leadership and direction of people in their working or employment relationship.
Ricky W. Griffin hasdefined; Human Resource Management is the set of organizational activities directed at attracting, developing and maintaining an effective work force.
According to Gray Dessler, The policies and practices one needs to carry out the ‘People’ or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising.
Prof. Ataur Rahman has defined Human Resource Management as a set of activities which include acquisition, development, motivation maintenance and utilization of manpower for the purpose of effective and timely achievement of organizational goals.
Finally, Human Resource Management is the set of activities reaching to procuring, developing, maintaining and utilizing a group of people for the proper functioning of organization activities and achievement of goals.
3.2 Characteristics of Human Resource Management
There are several features of Human Resources Management. These characteristics pinpoint the nature of human resource management starting from acquisition to utilization of human sources which are briefly discussed below:
- Development of well – conceived policy: The first feature of Human Resources Management is to develop a well-accepted policy for the organization. The purpose is to practice Human Resource Management activities in a better way.
- Development of harmonious or cordial relations: Development of harmonious relation is aimed to achieve goal, for the fulfillment of the functions. All barriers to cordial relations should be removed.
- Establishing a chain of command: Human Resource Management must establish a chain of command without which discipline cannot be maintained. These include unity of command, unity of direction and scalar chain.
- Awareness of own nature of services: This is the fourth characteristics of Human Resources Management. By creating awareness promotion policy can be established; training policy can be implemented and other policy can be made well understood.
- Must be good communicating and effective leader: Human Resource Management must communicate and give proper guidance to the employees. Thus company policies and decisions can be properly interpreted and practiced.
Finally, with these features and characteristics discussed above can pinpoint about the nature of Human Resource Management.
3.3 Importance of Human Resource Management
There are some points of importance of Human Resource Management in the industrial organization. Importance of Human Resource Management can be explained with these points. If all these things are properly managed, we can say that there is an importance of Human Resource Management. However, these points are briefly discussed below:
- Policy formulation: Importance of Human Resource Management can be understood if it can formulate human resource policies properly. It is the wisdom of Human Resource Managers.
- Policy Execution: Efficient Human Resource Management executes all human resource policies in accordance with goals and objectives for the achievement of which these were formulated.
- Review of employee needs: Human Resources Management reviews employees needs hopes and aspirations time to time an regularly.
- Utilization of human resources: It’s a very tough function. Efficient human resource management can successfully utilize efforts and sincerities of employees. And thus, organization objectives can be achieved and all functions can be properly performed.
- Social welfare development: Employees are social beings. There have various needs and demands and deserve to be mitigated. Social welfare can enhance the involvement of employees which had to the satisfaction of top management.
- Effective trade unionism: Trade unionism industrial disputes, conflict and all other hazards can be handled appropriately and peacefully by efficient Human Resource Management.
- Overall development of organization: Ultimate, the overall development of an organization can be contributed by effective Human Resource Management because employees are properly utilized and managed by Human Resource Management.
3.4 Objectives of Human Resource Management
Following of objectives are important which can be discussed in short. With the fulfillment of these objectives Human Resource Management can become successful:
- To help the organization reach its goals
- To develop efficiency and skills of employees
- To ensure effective utilization and maximum development of human resources
· To achieve and maintain high morale among employees
- To ensure respect for human beings. To identify and satisfy the needs of individuals
- To ensure reconciliation of individual goals with those of the organization
- To provide the organization with well-trained and well-motivated employees
- To increase to the fullest the employee’s job satisfaction and self-actualization
· To attract good people
· To enhance employee’s capabilities to perform the present job
- To develop overall personality of each employee in its multidimensional aspect
· For proper use of Human Resources
· Co-ordination among different sections of the organization
· To develop working conditions In the organization
· To be ethically and socially responsive to the needs of society
- To inculcate the sense of team spirit, team work and inter-team collaboration
3.5 Nature of Human Resource Management
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
- It is pervasive in nature as it is present in all enterprises
- Its focus is on results rather than on rules
- It tries to help employees develop their potential fully
- It encourages employees to give their best to the organization
- It is all about people at work, both as individuals and groups
- It tries to put people on assigned jobs in order to produce good results
- It helps an organization meet its goals in the future by providing for competent and well-motivated employees
- It tries to build and maintain cordial relations between people working at various levels in the organization
- It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc
3.6 Principles of Human Resource Management
A principle is a basic statement of truth explaining cause and effect relationship between two or more variables every subject is guided by its principles.
- Complete individual: Deal with people as complete individuals consider employee as a whole person.
- Worthwhile: Make people feel worthwhile and related. People are the most valuable asset of the organization.
- Social Capital: People ought to be considered as social capital capable of development.
- Growth opportunity: Provides opportunities for growth within the organization.
- Group interest: Group interest predominance over individual interests.
- Personal program: Enam Labels Limited the personnel program. It must be sold. This follows because employees will learn by themselves or others if management does not teach them.
3.7 Scope of Human Resource Management
The scope of HRM is, indeed, very vast and wide. It includes all activities starting from manpower planning till employee leaves the organization. According, the scope of HRM consists of acquisition, development, maintenance/retention, and control of human resources in the organization.
3.8 Function of Human Resource Management
The definition of HRM is based on what managers do. The function performed by managers is common to all organizations. The functions performed by the human resource management can broadly be classified into two categories:
- Managerial function
- Operative functions.
3.8.1 MANAGERIAL FUNCTIONS
Planning: Planning is a predetermined course of actions.
Organizing: Organizing is a process by which the structure and allocation of jobs are determined.
Staffing: This is a process by which managers select, train, promote and retire their subordinates.
Directing/Leading: Directing is the process of activating group efforts to achieve desired goals.
Controlling: It is process of setting standards for performance, checking to see how actual performance compares with these set standards, and taking corrective actions as needed.
3.8.2 OPERATIVE FUNCTIONS
The operative, also called, service functions are those which are relevant to specific department. These functions vary from department to department to department depending on the nature of the department viewed from this standpoint, to ensuring right people to right jobs at right times. These functions include procurement, development, compensation, and maintenance functions of HRM
Procurement: It involves procuring the right kind of people in appropriate number to be placed in the organization. It consists of activities such as manpower planning, recruitment, selecting, and placement and induction orientation of new employees.
Development: Activities meant to improve the knowledge, skills, aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. Functions may comprise training to employees, executive training to develop managers, organization development to strike a better fit between organizational climate/culture and employee.
Compensation: Compensation function involves determination of wages and salaries matching with contribution made by employees to organizational goals. It consists of activities such as job evaluation, wage and salary administration bonus, incentives.
Maintenance: It is concerned with protecting and promoting employees while at work. For this purpose, various benefits such as housing, medical, educational, transport facilities, etc to the employees. Several social security measures such as provided fund, pension, gratuity, insurance, etc. are also arranged.
It is important to note that the managerial and operative functions of HRM are performed in conjunction with each other in an organization, be large or small organization.
3.9 Recruitment of Human Resources
Human resources are the most valuable asset of a company. Previously the company owner treats its people as worker or employee. Now it has been changes. Modern management treats its people as resources. The company must acquire qualified and effective persons to ensure the continued operation of the organization. So, the success of any company almost depends on its human resources.
3.9.1 Definition of Recruitment
Recruitmentis the process of accumulation of human resources for the vacant positions of the organization.
According to David A. DeCenzo and Stephen P. Robbins, “Recruitment is the process of discovering potential candidates for actual and anticipated organizational vacancies.”
Edwin B. Flippo has defined, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”
From the above definition we can say that, Recruitment is the process of finding and attraction capable applicants for employment. The process begins when new recruit are sought and ends when their application are submitted. The result is a pool of applicants which new employees are selected. The quality of an organization’s human resources depends on the quality of its recruits.
3.9.2 Sources of Recruitment in Bangladesh
Generally there are five sources of recruitment in Bangladesh. These are as follows:
- Internal Sources: An excellent source of information is the current employee who may know someone who would be qualified and interested in the open position. This source of information is very low cost, yet can yield a number of good prospects.
- External Sources:
§ Employment agencies
§ Professional organizations
§ Educational institutes
§ Unsolicited or Casual applicants
- Employee referrals:
§ Recommendation from the current employees
§ Appropriate for hard to fill positions
- Alternative to recruitment:
§ Employee leasing
§ Temporary help services
§ Independent contractors
- Cyberspace recruiting:
3.9.3 Recruitment Model
3.10 Selection & Interview of Human Resources
The second step of Recruitment and Selection Process is Selection. It is the process of choosing the suitable person among the total number of applicants.
3.10.1 Definition of Selection
M.J. Jucious has defined,“The selection procedure is the system of functions and devices adopted in a given company for purpose of ascertaining whether or not candidate process the qualifications called for by a specific job.
Dale Yoder has defined, “Selection is the process by which candidates for employment are divided into two classes those who will be offered employment and those who will not.
3.10.2 Inputs and challenges to HR Selection
The selection process relies on three helpful inputs. These are;
1. Job Analysis
2. Human Resources Plan
The input job analysis yields the description of the jobs, the human specifications and the performance standards each job requires. Another input, HR plans identify likely job openings and allow selection to proceed in a logical & proactive manner. The last input, recruits form a pool of applicants from which employees are selected. Other challenges to the selection process limit the actions of HR specialists and line managers. Thus selection process is influenced by these inputs challenges and HR activities (orientation, training, development, compensation, career planning etc.) are highly dependent on selection process.
3.10.3 Process of Selection
3.10.4 Different types of Interview
· Individual interview: Individual interview is one-to-one interviews between the applicants and the interviewer.
· Group interview: There are two variation of group interview. One variation is to have applicants meet with two or more interviewers, allowing all the interviewers to evaluate the individual on the same questions and answers. Another major variation is to have two or more applicants be interviewed together by one or more interviewers.
· Unstructured interviews: An unstructured interview allows employment specialists to develop questions as the interview proceeds. The interviewer goes into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s skills or background.
· Structured interviews: Structured, or directive, interviews rely on a predetermined set of questions. The questions are developed before the interview begins and are asked of every applicant.
· Mixed interviews: Interviewers typically use a blend of structured and unstructured questions. The structured questions provide a base of information that allows comparisons between candidates; the unstructured questions make the interview more conversational and permit greater insights into the unique differences between applicants.
· Behavioral interviewing: Behavioral interviewing focuses on a problem or a hypothetical situation that the applicant is asked to solve. Often these are hypothetical situations, and the applicant is asked what should be done. Both the answer and the approach are evaluated.
- Stress interviews: Stress interviews attempt to learn how the applicant will respond to job pressures. The interview consists of a series of harsh questions asked in rapid-fire succession and in an unfriendly manner. Since stressful situations are usually only part if the job, this technique should be used in connection with other interview formats. Even then negative reactions are likely among those who are not hired.
3.10.5 Tests Types for selecting candidate in Bangladesh context
In order to select people, following tests are conducted in different organizations both public and private in Bangladesh.
3.10.6 Induction, Placement and Follow-up
The final step in the selection process is the induction or placement of the accepted applicant on the job. It is the act of introducing a new employee to a job. In’ short, induction means introduction of new employee in the company. A good induction program has three parts:
1. Introductory information given informally or in-group sessions in the Human Recourse Department
2. Further information given by the new employee’s Supervisor in the Department about Departmental facilities and requires and
3. A follow-up interview several weeks after employee has been on the job.
3.10.7 Ten steps in the induction procedure:
· Greet the new employee cordially.
· Display personal interest in him.
· Review his/her terms of employment.
· Explain any additional privileges.
· Show him around.
· Explain the part he will play.
· Introduce him to his/her co-workers.
· Explain carefully his/her duties.
· Introduce him to persons who can assist or instruct.
· Follow up carefully.
RECRUMENT & SELECTION PROCES OF ENAM LABELS LTD.
4.1 Recruitment process of Enam Labels Ltd.
Recruitment is the process of finding and attraction capable applicants for employment. Enam Labels Limited always wants to recruit the right people with combination of skills and resources in the right place. Because ENAM LABELS LIMITED believes that in order to achieve the organizational goal effectively there must be a need of skilled human resources. ENAM LABELS LIMITED always believes in Equal Employment color, region, race, age, national origin or any other factor. The Company always wants to recruit the best and suitable human resources in the vacant position. The person who can face the global challenges and always concentrate to achieve the Company’s vision, mission, and goals always gets preference.
4.1.1 Recruitment policy of Enam Labels Limited
To achieve the organizational goal effectively ENAM LABELS LIMITED’s Top Management has develop a “Recruitment Policy”. In accordance with the Recruitment Policy there have some guidelines. The guidelines of the policy are as follows:
- Ensure the right people in the right place.
- Combination of skills and resources is a must.
- Policy is based on EEO.
- No discrimination against the applicant on the basis of sex, color, region, race, age, national origin or any other factor.
- Company’s policy is always loyal to the Local law.
- No one who is below 18 years of age can be hired as an employee for Enam Labels Limited on regular, contract or temporary status.
- The person who is serving in any other companies whether temporary or permanent under any circumstances in any capacity is never recruited.
- That functional heads determines suitable qualification for any post.
- Absolute confidentiality in HR Recruitment Policy must maintain.
4.1.2 Recruitment sources of Enam Labels Ltd
Enam Labels Limited usually uses three types of recruitment sources, internal source and external source.
Firstly employees can be recruited from the internal source. Management is usually preferred to recruit known and experienced employees from within the organization. In the following ways ENAM LABELS LIMITED recruitment from the internal source may take place with the approval of the Top Level Management. This can be happed by following ways –
· Up Gradation
· Temporary Assignment
· Additional Assignment
There are also some external sources of human resources recruitment uses by ENAM LABELS LIMITED. These are as follows:
· Advertisement in the Daily Newspaper – (The newspaper that are widely circulated)
· Employee agencies (Public agencies, Private employment agencies)
· Professional organizations (Account associations, Labor unions, Management associations)
Employee Referrals / Recommendation:
Recommendation from the current employees about any person.
4.1.3. Steps in Recruitment at Enam Labels Limited
There are various steps followed by Enam Labels Limited to recruit skilled and qualified employees for the achievement of objectives. The steps are as follows:
- Assessment of the job:
The following things are to be assessed for a job:
· Whether the work is difficult or not.
· Whether experience is required or not.
· What are the qualities needed for the work to be done?
· When the work will be started?
- Requisition of Recruitment:
The concerned Department Head raise the requisition of recruitment through the prescribed Recruitment Requisition Form with required information and after that forward it to the Human Resources Department. The Human Resources Department than complete its formality and return it to the concern depa