Madawa Wijerathne

ACKNOWLEDGEMENT

At present our life is comes to some extent. We were strong academically and professionally. There are number of persons and parties guide us, support us to take success of our life. This opportunity I use to remember them. As initially, I remember and express my gratitude to my parents. Their guidance keeps in mind at each time. I also get this opportunity to express my deep sense to thanks our lecturers at National Institute of Business Management who has always been my inspiration and a tower of strength helping me to climb each step in my academic as well as my professional career and other all academic lecturers in the academic staff for their blessing and guidance. Thank you, Yours faithful student, Madawa Wijerathne.

Contents
1. Abstract 2. Introduction 3. Human Resource Management 4. Definitions of Recruitment 5. Introduction of Sri-Lanka Umbrella Industries(Rainco) 6. Background of Rainco 7. About Recruitment and Selection 8. Recruitment of Rainco 9. Barriers of Recruitment faced by Rainco 10. Selection Process 11. Reasons for rejection in the Interview(Rainco) 12. Evaluation of Rainco selection process 13. Recommendation 14. Conclusion 15. Reference

Abstract

The success or failure of an organization is largely depending on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. Once the a firm received application by post or e-mail they will short listed the application according to the job specification at the same time the applications which are not match with the job specification will rejected then the short listed candidates will called for the first interview conducted by the junior executive in human resource. SL Umbrella Industries Rainco is one of the forwarded companies in umbrella industries. Which has bound with vision, mission, goals, objectives, policies, procedures, etc all are created to achieve either in near future or far future. Rainco undertakes recruitment drives through notice board, paper advertisement and internet recruitment in top jobs website. The Selection Procedure consists of a primary interview and those who pass the first interview will send second Interview. That means once the rainco received application by post or e-mail they will short listed the application according to the job specification at the same time the applications which are not match with the job specification will rejected then the short listed candidates will called for the first interview conducted by the junior executive in human resource. In the first interview junior executive checks/make sure about the applicants resume with the original one. If he satisfied with that he will send the applicants for the final and second interview to the general manager he will select the candidates by asking question. Likewise Rainco is always selecting proper people for the right job at the right time..

INTRODUCTION

The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term Recruitment for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment.

Human Resource Management

Human resource (or personal) management, is in the sense of getting things done through people. It's an essential part of every manager's responsibilities, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently and that human needs are met and that with the needs of the organization.

HRM Defines; Human Resource Management is the process of attracting, maintaining and developing human resource in an organization in order to achieve organizational goals and objectives effectively and efficiently "People are our most valuable asset" is a clich which no member of any senior management team would disagree with. Yet, the reality for many organizations is that their people remain.

under valued under trained under utilized poorly motivated, and consequently perform well below their true capability

The rate of change facing organizations has never been greater and organizations must absorb and manage change at a much faster rate than in the past. In order to implement a successful business strategy to face this challenge, organizations, large or small, must ensure that they have the right people capable of delivering the strategy.

The market place for talented, skilled people is competitive and expensive. Taking on new staff can be disruptive to existing employees. Also, it takes time to develop 'cultural awareness', product/ process/ organization knowledge and experience for new staff members. As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. But, in most the ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs", that is, neither overstaffed nor understaffed in total or in respect of any one discipline or work grade.

The main features in HRM An emphasis on the strategic management of people which achieves fit or integration between the business and the HR strategy. A comprehensive and coherent approach to the provision of mutually supporting employment policies and practices which is the development of integrated HR policies and practices. The important placed on gaining commitment to the organizations mission and values. The treatment of people as assets rather than cost where human are regard as a source of competitive advantage and as human capital to invested in through the provision of learning and development opportunities. The performance and delivery of HRM as a line management responsibility.

HRM Goals and Objectives

The achievement of high levels of organizational performance Help with the enhancement of motivation, commitment and job engagement as a means of improving performance and retaining talent people To achieve human capital advantage to the organization To attracting and retaining high quality employees to the organization To minimize or avoid labour turnover To enhance productivity as a result of increased performance of employees To create harmonious relationship with in employer and employee

DEFINITIONS OF RECRUITMENT
Recruitment is defined as, the process by which a job vacancy is identified and potential employees are notified or as a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippo defined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment is a linking functionjoining together those with jobs to fill and those seeking jobs. It is a joining process in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out.

Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

INTRODUCTION OF SRI LANKAN UMBRELLA INDUSTRIES RAINCO

Global is changing life is a part of that environment change, its complex and challenging to achieve the life. Achieving the life not only for a single person but also for an entire organization success is beyond that, it is realized by SL Umbrella Industries Rainco. SL Umbrella Industries Rainco is one of the forwarded companies in umbrella industries. Which has bound with vision, mission, goals, objectives, policies, procedures, etc all are created to achieve either in near future or far future. There are branches along with SL Umbrella Industries Rainco in Kadugannawa, Danthure, Mount Laviniaetc. Management plays a major role for fulfill the target of Rainco and so on and it is one of the industries which over come all expectations of customers. SL Umbrella Industries Rainco has good trained group of administration as well as staff. SL Umbrella Industries Rainco always trying to be conversant with and modern techniques use many new technologies to face organizational trends and fulfill customer satisfaction. Sri Lanka Umbrella Industries is in the Umbrella, Mosquito & Raincoat industry since 1977 and now have 3 production facilities in the Island, namely Kadugannawa, Mawanella and Dunture, all managed by the sister company. As a policy factories are established as much as possible in areas where un-employment is high even if first class infrastructure is not available. The Head Office is conveniently located close to Colombo at No. 5, Postmasters Place, (Off Templers Road), Mount-Lavania, where the whole marketing and distribution of their products are done. It is the nerve centre of the company. Island-wide; distribution network enables them to reach all major wholesalers and retailers in the country.

Background of Rainco
A thing of success is a joy forever, is it rain or shine? Rainco serves to protect and care from the time you step outside, till the day ends, It also provides protection that goes without saying. Empowering an organization that endows the largest market share. Rainco continually strives to provide the best in quality, service and success to all its customers. In doing so as a company Rainco is notably a socially integrated and benevolently recognized organization providing employment to over 1000 people in Sri Lanka. Over the years the extensive efforts have ventured into various products and lured paths to expand into various markets overseas, presently also situate in India and china. The social culture in Rainco blossoms from the founder S.L.M Fawz, whose effort and empathy for the society ploughs significant enthusiasm to trust in the Rainco culture. Traditionally based in Sri Lanka, Rainco now ventures through various countries in the region, with solutions in the core business of imparting shelter to dcor as a whole entity. The production facilities of Rainco comprises of five state of the art factories located in the central hill country of Sri Lanka. Corporate culture cultivation on quality and people command the best practices within a workforce extending 1000 people to assert the most renowned Umbrella factory in the entire Asian Region. Rainco also boasts of the ISO certified mosquito net manufacturing plant in the South Asian Region. Rainco excels at the highest proceeding awards ceremonies to receive the most prestigious of recognitions from the local brand of the year internationally acclaimed ISO 9001:2000 systems certification. Rainco is specialised in providing protection, offers integrated solution protect against rain and shine. Rainco is a household brand for umbrellas, Mosquito Nets and Raincoats in the South Asian region. From its inception in 1977, the founder of Rainco has set a tradition of trust, values and quality in the industry. Spearheading from a small one roomed factory to 4 large manufacturing facilities

in the Sri Lankan hill country and from a workforce of 5 to over 1000, Rainco is undoubtedly of the most recognizable company. The strength of Rainco is its staff who are highly skilled, motivated and disciplined. The employer and employee relationship is extremely cordial. The Rainco family is healthy and gaining in strength day by day. The Rainco Family consists of over 1,000 employees who have contributed and are actively involved in establishing and achieving organizational goals. Rainco is one of the pioneers of the Umbrella and Mosquito Net Industry in Sri Lanka . Their goal is to create value through leadership in every market they operate as well as be loyal to their customers. They create value through sharing knowledge, innovation and best practice. They conduct there business based on enduring relationship, trust and perseverance. Rainco is also the No 1 in logo printed umbrellas. In addition to supplying to major local corporate, e also export custom made logo printed umbrellas to foreign markets like: Maldives, Sweden, United Kingdom, France, etc These umbrellas are custom designed to suite customer needs.

Vision To be a leading player in Protection, Care and Lifestyle products in the SAARC Region.

Mission We are in the business of providing protection, care, and lifestyle solutions to our customers and other key stake holders. In doing, we will build strong brands, be innovative and creative in all out activities, faster an enterpreneual culture, be totally committed to our employees and customers and strive to have a total quality focus in everything that we endeavor to do.

Core Values

Honesty and Integrity Transparency Work Discipline Freedom with accountability People focus (Employees) Customer focus and commitment Cordial stakeholder relationships Career development and learning Innovation and Creativity Willingness to change

Rainco Branded products, which are of a very high standard, have received the SLS 1207 quality Award. We are the only umbrella company, which is consistently improving the quality, where customer satisfaction at is at its peak. Receiving the ISO 9001:2000 system certification was a significant achievement for Rainco. We market our products Island-wide, adding value through sales, after sales service and providing total solutions to our customers needs. In order to optimize the supply chain quality they have a joint venture operation with, suppliers in India, and Taiwan. This enabled us to have good relationship with foreign sources and proving that they are spreading their wings always with a view to provide the best products for their clientele. Their future focus is to export our products and promote Rainco in the International market and expand our market World Wide.

Sri Lanka Umbrella Industries is the bench mark for umbrellas and mosquito nets in the South Asian region

A manufacturing & distribution organization dealing in a wide range of personnel care, Home utility and decorative range of products. Producing Rainco Umbrellas, Mosquito Nets and Raincoats, with an employee base of over 1200 in the south Asian region and a range of products which are brand leaders, they cater to a wide corporate, retail and household client base. Rainco Group is a truly Sri Lankan Manufacturing & distribution organization dealing in a wide range of personnel care, Home utility and decorative range of products. With an employee base of over 900, and a range of products which are brand leaders, we cater to a wide corporate, retail and household client base. The Rainco group in addition to manufacturing umbrellas mosquito nets, raincoats, indoor & outdoor blinds, awnings, and tents also represents several international agencies namely permanent, Osmo, Citel, and Recar lasso, From specialty fabrics to wood care products. Their Head office is based off Mount Lavinia and Colombo-5 manufacturing plants spread island wide. They are continuing to expand there product portfolio and business lines

About Recruitment & Selection

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, niche agencies which specialize in a particular area of staffing, or employer branding strategy and internal recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

Internal recruitment Under pressure to reduce costs, both large- and medium-sized employers tend to undertake their own internal recruitment, using their human resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations. In addition to coordinating with the agencies mentioned above, internal recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups. Some large employers choose to outsource all or some of their recruitment process(recruitment process outsourcing) however a much more common approach is for employers to introduce referral schemes where employees are encouraged to source new staff from within their own network.

1) Job analysis The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description ensures the recruitment effort starts off on a proper track for success. Job analysis defines the duties and human requirements of the companys jobs. The next step is to recruit and select employees.

We can envision the recruitment and selection process as a series of steps 1) Decide the positions to fill, through personnel planning and forecasting. 2) Build a pool of candidates or these jobs, by recruiting internal or external candidates. 3) Have candidates complete application forms and perhaps undergo initial screening interviews. 4) Use selection tools like tests, background investigations, and physical exams to identify viable candidates. 5) Decide who to make an offer to, by having the supervisor and perhaps others interview the candidates.

2) Sourcing Sourcing involves Advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and Recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for socalled passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened. 3) Screening and selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through rsums, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

On boarding "On boarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment.

On boarding is included in the recruitment process for retention purposes. Many companies have on boarding campaigns in hopes to retain top talent that is new to the company; campaigns may last anywhere from 1 week to 6 months.

Internet recruitment and websites Such sites have two main features: job boards and a rsum/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online).

Planning and forecasting: Employment personnel planning: The process of deciding what positions the firm will have to fill, and how to fill them. The recruitment and selection process starts with employment or personnel planning. This is the process of deciding what positions the firm will have to fill, and how to fill them. Personnel planning embrace all future positions, from maintenance clerk to CEO. However, most firms call the process of deciding how to fill executive jobs succession planning. Employment planning should flow from the firms strategic plans. Plans to enter new business build new plants or reduce costs all influence the types of positions the firm will need to fill (or eliminate).

Recruitment of rainco
Rainco undertakes recruitment drives through notice board, paper advertisement and internet recruitment in top jobs website. The Selection Procedure consists of a primary interview and those who pass the first interview will send second Interview. First interview and second interview will occur on different days.

Qualifications It depends on the position and role recruited. For example, Staffs, workers, technicians, Accountant Experienced workers may be supervisors or O/L qualified people select for workers ,A/L qualified people select for office staffs postgraduates if recruited for technical roles, . Rainco periodically advertises in the newspapers for the positions and roles available. Within rainco, the intranet will have announcements about the various positions and requirements. The rainco and top jobs web site also lists the jobs. One can also upload ones resume there. Age limit When recruiting workers and staffs they expect the candidate who has over 25 years of age. For middle level positions they expect candidate who has over 35 years of age.

Barriers of recruitment faced by Rainco

Every organization faces some barriers during the recruitment process. H R professionals of Rainco are not apart from that. The biggest challenge such professionals face is to source or recruit the best people or potential candidate for the organization. While asking them several questions about barriers about recruitment they have pointed out some factors which are stated below. The major challenges faced by the HR department of Rainco in recruitment are:

Lack of motivation: Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

Adaptability to globalization: The HR professionals of Rainco are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. So sometime it becomes little bit difficult for the HR department to align themselves with the frequent change taking place around the world.

Process analysis: The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization: The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, they have to review the staffing needs and prioritizing the tasks to meet the changes in the market which has become a challenge for the recruitment professionals of Rainco.

Selection process
Rainco never conduct the written test when selecting the candidates for the positions. The process includes short listing based on certain eligibility. Once the rainco received application by post or e-mail they will short listed the application according to the job specification at the same time the applications which are not match with the job specification will rejected then the short listed candidates will called for the first interview conducted by the junior executive in human resource. In the first interview junior executive checks/make sure about the applicants resume with the original one. If he satisfied with that he will send the applicants for the final and second interview to the general manager he will select the candidates by asking question.

Application for the job Interested applicants can apply through Rainco recruitment portal. Rainco also advertise available positions on their Web site, top jobs website and newspapers .

Steps of Selection Process If we see the steps follow by the Rainco during selection process then it is found that the Selection steps are as below shown by the diagram Step1 Step2 Step3 first interview second interview selection

Regarding Interview

The Interview is of Purely HR Based. In the first interview there will be one interviewer who is junior executive of human resource and in the final and second interview will be made by General Manager. Tell me about yourself? What are Ur Strengths and Weakness? Why do you want to join in rainco? What does u know about us? Why should we hire you? What can u do for us if you are selected? What are your strengths and Weakness? And some more questions like this, And questions based on your Interests and Hobbies.

Reasons for Rejection in the Interview (Rainco)

1. Poor attitude. Many candidates come across as arrogant. While employers can afford to be self-centered, candidates cannot.
2. An appearance. Many candidates do not consider their appearance as much as they

should. First impressions are quickly made in the first three to five minutes
3. Lack of research. It's obvious when candidates haven't learned about the job, company or

industry prior to the interview. Visit the library or use the Internet to research the company, and then talk with friends, peers and other professionals about the opportunity before each meeting. 4. Not having questions to ask. Asking questions shows your interest in the company and the position. Prepare a list of intelligent questions in advance 5. . Relying too much on resumes. Employees hire people, not paper. Although a resume can list qualifications and skills, it's the interview dialogue that will portray you as a committed, responsive team player 6. Not relating skills to employers' needs 7. Handling salary issues ineptly. Candidates often ask about salary and benefit packages too early.

Evaluation of rainco selection process

Rainco believes that they offer candidates a strong company reputation and high-quality benefits and learning opportunities.

Rainco offer a positive culture and learning environment and thus has more satisfied employees and are more successful at retaining them.

Rainco use resumes and applications as part of their selection process.

Applicant testing and assessment are not used in selection systems.

Rainco utilizes less internal resources when recruiting both internal and external candidates.

Rainco gives more priority for experience applicants

It gives emphasis on developing its own HR resources providing training another facilities.

Recommendations
Effective recruitment and selection process can give an organization a competitive edge over its competitors by saving both time and cost. Rainco recruits major part of its employee form external source, especially form Newspaper Ads and internet which cost them much. However, we have recommended some ideas that might help them to improve their recruitment and selection process:

Outsourcing firm: The company may draw required personnel from Outsourcing firms The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization as per their needs.

Poaching/Raiding: Buying talent (Rather than developing it) is the latest method being followed by the organizations today Poaching Means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current.

Selection test:

If they use selection test in the selection process they can identified candidates intelligent and abilities.

They must use different types of interviews for better result

They must post a reply the applicants who is not select for the interview

Conclusion
The globalization of business is forcing managers to struggle with complex issues as they seek to gain or sustain a competitive advantage. Rainco is one of the large Companies in Srilanka. They satisfied with outstanding recruitment and selection practices in each successful employee hired. So, their hires are better f i t s i n t h e i r w o r k g . T h e y a l s o s h a r e v a l u e s , t r a i t s a n d b e h a v i o r s t h a t a r e highly regarded for success in the organization. They reach the qualified applicants through the use of modern recruiting channels. Traditionally, employers have focused on assessment methods that are highly correlated to the content of the job, hence most able to predict ability to perform the required duties and tasks. However, organizations have come to realize that success of the candidate hinges on more than just the ability to carry out tasks and duties well. The foundation o f s u p e r i o r performance lies in the synergy created by a close fit with the work and with t h e o r g a n i z a t i o n s c u l t u r e . N o p r o c e s s i s c o m p l e t e w i t h o u t a n e v a l u a t i o n o f i t s success