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1. EXECUTIVE SUMMARY:

This report focuses on the importance of human resource management and anew recruitment & selection procedure introduced in Matrix Fashion, and finallyit also talks about a new employee training and development strategy for thehigh 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 ResourceManagement. 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 andmanagers

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, abilitiesandknowledge to an employee. A general definition of training & development is it is anyattempt to improve current or future employee performance by increasingan employee sability to perform through learning, usually by changing theemployee s attitude or increasinghis or her skills and knowledge . ( KAswathappa,2005)

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

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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 Applicants 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

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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 . Theseinclude 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.

W rite 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.

W alk 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

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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 approvaland 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:

y N o candidate under age of eighteen can apply for the job.

y Candidates cant apply for the job if their blood relations work in MatrixFashion.

y Heads are responsible for hiring procedures.

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

y Minimum qualification must be a bachelor degree.

y Candidates are required to successfully complete any job related selection testgiven to them.

3 . SELECTION PROCESS:

y Initial Screeningy Completion of the Application Formy Employment Testy Comprehensive Interviewy Background Investigationy Conditional job offer y Medical/physical examy P ermanent 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

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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 Fashions Hiring Committee constitutes following members for hiring on all

the levels: Respective Department Head of Human Resources.