1.

EXECUTIVE SUMMARY:

This report focuses on the importance of human resource management and a

new recruitment & selection procedure introduced in Matrix Fashion, and finally
it also talks about a new employee training and development strategy for the
high performing workforce of the industry.

2. Introduction:

Human resource management is defined as “ series of activities which: first

enables working people and the organisation which uses their skills to agree
about the objectives and nature of their working relationship and, secondly,
ensures that the agreement is fulfilled.” (Torrington, 2002)

Reff: Derek Torrington, Laura Hall, Stephen Taylor (2008). Human Resource
Management. 7th ed : Pearson Education. 4.

Recruitment and Selection process

Recruitment comes first. It is a process of attracting people in an organization;

human resources are the most valuable assets. The successes and failures of the
organization are largely determined by the potential of its workforce and
managers

The Selection is eliminating or sorting of people. Selection tends to be negative

because it rejects a good portion of those who apply. The selection procedure
varies from company to company but it should meet the needs of the job.

Training and Development process

 Training and development refers to the imparting of specific skills, abilities and
knowledge to an employee. A general definition of training & development is “ it
is any attempt to improve current or future employee performance by increasing
an employee’s ability to perform through learning, usually by changing the
employee’s attitude or increasing his or her skills and knowledge.” ( K Aswathappa ,
2005)

Reff: K Aswathappa (2005). Human Resource And Personnel Management. 4th ed.
pune: Tata McGraw-Hill. 194.
2. RECRUITEMENT PROCESS AND STRATEGY:

After human resource planning it is necessary to develop the pool of job

candidates in accordance with a human resource plan this is known as ‘Recruitment’.
Recruitment is a method of locating, identifying, and attracting capable applicants.
General conditions of recruitment in Matrix Fashion are as follows:

General Conditions:

Recruitment is done through human resources Department.

An Applicant’s knowledge, skill and aptitude should relate to the position, Education,
Experience, Intelligence test, Interviews, References, Medical test.

Initially applicants may submit a hand written/typed application along with a legal
bio-data and 2 passport sized photograph to HR department.

They are required to fill the standard application from the Company Application.

Sources of Recruitment:

1. Current Matrix Fashion Employees (Employee Referrals)

2. Internal and external Advertisements

3. Data Bank

4. Employment Agencies and consultants

There are two kinds of recruitments Internal & External.

Internal Recruitment:

Internal recruitment is the promotion-form-within concept. If a position is vacant

management look into the organization for a capable employee to fill that position.

In Matrix Fashion internal recruitment is done for the managers of the higher grade
and directors. When a position is vacant, the HR department views the past
performance of the people working at lower levels than the vacant position and
chooses the right person who is promoted to that position. But for the internal
recruitment it is necessary that internal candidate has to be a confirm employees of
Matrix Fashion of who have completed a one year of service in their existing
designation. And these selected candidates are required to join the new position after
getting clearance from. Supervisor and will be on probation for a period of three
months. For the higher management level internal recruitment is used but if there is
no suitable candidate found in internal search then they go for the external
recruitment.

Maintenance of application data bank

Maintenance of application data bank is one of the important processes undertaken

here. Recruitment department receives hundreds of applications from different people
who are interested to join Matrix Fashion. These include both sought and unsought
applications. Application could be sent as response to vacancies announced or those
sent by candidates who send in the application for possible future vacancies. This data
bank helps to track the relevant applications whenever vacancy arises. This is
important because application is not sent only when vacancies arise but some are sent
in anticipation of some vacancy at future point in time.

Two major sources of data bank of applications are write-in applications and walk-
ins.

Write in

Applications either sought or unsought could be send by applicants through mail.

These applications are sorted and then are entered in to appropriate section of data
bank of applications.

Walk in
Some interested candidates might just walk in the recruitment department and hand
their application to employees in recruitment department. Such candidates may want
accretion that their application is reached to proper place. They might also like to get
some information about further possible vacancies.

External Recruitment:

When organization locates and attracts candidates outside the organization this is
knows as external recruitment. In Matrix Fashion, the line managers are required to
make a requisition form for the job in which they have to mention their need taking in
account the budget for establishment and salaries for the positions. Role profile for the
specified job is also prepared matching up the requirement and the grade of the job.
Training period is also specified on the requisition form. The line manager then sends
the requisition form and role profile to the functional director for his approval and
then it is forwarded to Human Resource Manager who confirms the availability of
budget. And after this process it is sent to the human resource director for the final
approval. After all these approvals line manager and Human Resource Manager work
side by side to prepare person specifications and advertisement of the job.

There are some guidelines about the external recruitment in Matrix Fashion:

 No candidate under age of eighteen can apply for the job.

 Candidates can’t apply for the job if their blood relations work in Matrix
Fashion.

 Heads are responsible for hiring procedures.

 Human resources jointly with the department heads decide the salary range.

 Minimum qualification must be a bachelor degree.

 Candidates are required to successfully complete any job related selection test
given to them.

3. SELECTION PROCESS:

 Initial Screening
 Completion of the Application Form
 Employment Test
 Comprehensive Interview
 Background Investigation
 Conditional job offer
 Medical/physical exam
 Permanent job offer
In Matrix Fashion after accumulation many applications line managers and Human
Resource Managers screen applications. The HR Department then issues call letters to
the short listed candidates for the interview. A two-member panel of HR and line
management conducts interviews focusing on functional skills and managerial skills.
After this interview is passed people applying for different jobs are tested in different
ways. The HR department is responsible for overall administration of the assessment
centre including training of the assessors. The HR department provides details of
remuneration package and terms and conditions of service. The HR department also
prepares appointment letter, service agreement and finalizes other documentation for
service record. Information regarding the qualifications and job description is
provided by the company to identify suitable candidates.

There is a restriction by the company that the Divisional/Department Head and HRM
department must agree before the final selection of the candidate. After selection the
candidate is required to complete a 3 month long probationary period. HRM
department prepares and delivers the Employment Letters to the employee and obtain
signature of him on a copy. Candidates rejected or kept on file are sent regret letters.
Matrix Fashion’s Hiring Committee constitutes following members for hiring on all
the levels: Respective Department Head of Human Resources.