Recruitment & Selection Policy Tamplates

Jayasiri Pathiraje Manager Compliance Mirrai (Pvt) Ltd, Dip In (Mgt) HRM Special PQHRM Ipm, (SL) PgD in Labor Relation & HRM University of Colombo (Reading 2012/2013) Jp.pathiraje@gmail.com Compl_mirrai@sltnet.lk +94716686 810

Policy statement
The Recruitment and Selection Policy is designed to support managers in providing a fair, consistent and effective approach to the recruitment of all employees and to help managers deal with recruitment and selection effectively and consistently. All persons involve in recruitment process should make sure that the selection process will not discriminate on any grounds candidates . These are gender, marital status, family status, sexual orientation, religion, age, disability, race

1. 1.1.

Objective To identify and recruit Right employee with the optimum skills and aptitude required for operations. Operating Authorities HR Manager Front line managers Factory Manager Operating Procedure Given below are the procedures that will have to be followed while recruiting and all queries at variance with this policy are to be addressed to the factory HR head. And his / her decision is final.

2. 2.1. 2.2. 2.3. 3. 3.1.

3.2.

The supervisor to fill in the Manpower Requisition Form (MRF) (Annexure I) and gets it authorized by the Factory Manager and forward it to the respective Local HR. On receipt of the MRF the HR team is to check if the job description and specification match with any of the current Temporary Employee, Retrenched Workmen ,etc. If suitable candidate(s) is unavailable within the factory then the vacancy is to be filled by advertising, employees referrals, walk in interviews, campus recruitment or placement consultants. All potential candidates should be over and above the age of 18 years. According to Act of employment women ,young persons and children act 1956 No 47 The short listed candidates will be given an analytical test, a dexterity test, color blindness test and a technical training meant for experienced operators, and on successful completion they will be called for a personal interview and on clearing the interview, the candidate will be called for a salary fixation and after that the candidate is selected. Interview The organization aims to ensure an interview process that is free from discrimination. The interview panel will usually comprise a member of the HR team, a member of the management team, and other relevant persons as necessary. A gender-balanced interview panel will be provided where possible, but this may not always be feasible. The selection of persons who sit on the interview panel is at the discretion of the organization. All questions posed to the candidates will be consistent and will relate directly To the persons ability to do the job. Pre-employment Candidates may be requested to provide details of two previous employers for reference-checking. Once all the pre-employment assessments have been completed, a written offer of employment will be extended to the successful candidate, with full details of his or her conditions of employment. It is company policy that all such offers will include a six months of the probationary period, even when the successful candidate has been previously employed within the organization.

3.3.

3.4.

3.5.

3.6.

3.6.1

3.7.

On selection, an appointment letter is to be issued to the candidate(s). at the date of appointment . Appointment It is needed to submitted follows document at the appointment

 3.8

Letter of appointment signed by the HR Manager Standing order local language or employee Handbook A.B.H. Forms Bank account application form ( for Deposit Monthly salary )

For the juvenile workers ( 16 -18 of age ) Following conditions should be followed

Overtime should be restricted to 5 hours per month Employees are not engaged in night work Special register is maintained for them ( employee in 16-18 age) Special ID Card should be given provided to (employees in the range of 16-18)

3.9

Induction Every employee joining the company will subject to an induction program and induction program shall cover the following topics Wage Calculation & Salary Date OT Calculation Leave entitlement Disciplinary Procedure Grievance solving system Safety procedure

The induction program attendance sheet should be maintained

Authorized by Chairman