Detailed Analysis: Recruitment Process of ABC Complex, Kandy Branch

This report provides a comprehensive analysis of the recruitment process at the ABC Complex's Kandy Branch. It begins with an introduction to the organization, its vision, values, and objectives, followed by a review of relevant literature on recruitment processes. The methodology section outlines the use of primary and secondary data sources, including questionnaires and interviews, to gather information from employees. The analysis and interpretation of the data reveal employee perceptions of the recruitment policy, the sources used (internal and external), and their satisfaction levels. Key findings highlight the HR department's effectiveness, the clarity of the recruitment policy, the use of both internal and external sources, and the overall satisfaction of employees with the process. The report concludes with recommendations for improvement, such as incorporating feedback from candidates, leveraging social media, prioritizing internal recruitment, and considering campus recruitment. The appendix includes the survey questionnaire used in the study.

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RECRUITMENT PROCESS OF ABC COMPLEX
AT KANDY BRANCH
Ju l y , 2020

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TABLE OF CONTENTS
List of Illustrations
List of Tables
Acknowledgement Executive
Summary
1. INTRODUCTION
1.1Background of the organization
1.2Objectives of the organization
1.3Products or services and customers or market segment
2. OBJECTIVES OF THE STUDY AND METHODOLOGY
3. REVIEW OF LITERATURE
4. ANALYSIS
4.1Methodology
4.2Analysis and Interpretation of data
5. FINDINGS
6. RECOMMENDATIONS
Appendix – survey Questionnaire

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ACKNOWLEDGEMENT
I deem it a great privilege to thank all those people who helped me to complete this
project work. At first I desired my deepest sense of gratitude to my institute who
helped me to coordinate my report successfully.
Finally I am graceful to my family who helped me greatly to complete this project. In
addition I will mention my friends who also inspired and helped me to finish my work.

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EXECUTIVE SUMMARY
In every organization HR planning as an activity is necessary. It is a vital ingredient
for the organization in the long run. So they have to recruit the right kind of people,
at the right place and right time. So the organization can achieve its planned
objectives.
Recruitment process is searching for prospective employees and stimulating them to
apply for the job in the organization. There are two methods of doing recruiting as
internal recruiting and external recruiting. Different types of organizations and
different types of employment have different types of recruiting methods.
Hence this study focuses on recruitment process of the ABC COMPLEX at Kandy
Branch.
The data of the study was collected from the employees through questionnaires.
Analysis and interpretation of has been done by the statistical tools and presented
through tables and graphs.

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INTRODUCTION OF THE COMPANY
ABC COMPLEX is a most modern commercial and shopping complex at Sri Lanka.
The complex is designed with ultra modern features yet preserving iconic traditional
architecture.
ABC COMPLEX is stated in 12 years back in 2008 and now there are around 270
empl oy er s empl o yed . T he y d o in h ospit a l it y, m a ll oper a ti ons and r ent shops.
T he co mpl ex cont a ins s ever a l l ea ding banks , a f u ll y eq u ipped s uper m a rk et, a va r iet y o f
r est a u r ants , ent er t a inm ent z one, a w ell d esi gned s ta t e of the a r t foo d cou r t , book
st or es , fl o r is ts , cl ot h ing st or es, per f u m e st or es, A yu r ved a site and also stoles of
leading companies in Sri Lanka.
T he compl ex h a s fo u r teen el ev a t or s. In a dd i ti on 2000 t el eph one l ines, 3M W full time
back up power and ultra modern security system also add to uniqueness and
originality of the complex.
VISION
‘The most modern and innovating commercial and shopping complex in Sri Lanka’
VALUES
Fair to all employees
Cu s to m er ’s sa t is fa ct ion and d el ig h t
Superior quality of service

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OBJECTIVES OF THE STUDY
 To know the recruitment process followed by ABC Complex.
 To provide practical suggestions to the improvement of o r gani za t ion’s
per f or m ance.
 To know the perception of employees regarding recruitment process.
 To know if the right person is in the right position at the right time or
not.
 To know the recruitment process is fair to all or not.
 To know employees are satisfied about the recruitment process or not.

HR
Implement
the
recruitment
Job analysis
Choose the methods
and resources of
recruitment
Decision to recruit
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REVIEW OF LITERATURE
Recruitment is a process of searching for prospective employees and stimulating them
into apply for the job in the organization.
R ecr u i tm ent pr ocess ,
• HR Planning – this is the first step in recruitment process.
• Identify HR requirements/job vacancies – when the HR
planning is done, the vacancy is identified it the responsibility
to the sourcing manager to ascertain whether the position is
required or not permanent or temporary, full or part time, etc.
• Job analysis – this is a process of identifying and
det er m ining t he d u ti es, r esponsibil i t ies , ski ll s o f a specif ic job.
Pr oper JD and JS w i ll m ak e t he pr ocess ea si er , smoother
and specific. JD and JS will give quite easy to
Identify HR
requirements/
job
Evaluate
the
recruitmen

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advertising and helps to the applicant to get better
understanding about the job.
• Decision to recruit – at this stage the recruitment policy must
be made use of.
• Choose the resources and methods of recruitment – internal
and external sources.
• Implement the recruitment program – after method of
recruitment decided and agreed then, it should be implemented.
• Evaluate the recruitment program – evaluate the process
is required. Cost - effectiveness is major factor to consi der .
(N o. of appl icant s, no . o f q u a l it y appl icant s received.)
The source of recruitment can be broadly categorized into internal and external
sources.
Internal sources –
Pr o m ot ions, t r ansf er s, int erna l a dver t is em ent s, f r eel ance to fu ll t im e empl o yee, r et ir ed
empl oy ee m a de f r ee l ance or pa r t ti m e w ork er s, empl o yee r eferr a l s , H R I S , j ob
post ing, ci r cu l a r s.
Adva nt a ges,
• Reduce time to hire
• Cost effective
• Better employee relationship
• Boost the morale of the workforce
Di sa d va nta g es,
• Leave gap in existing workforce

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• Missing out the talent available externally
• Less competition
External sources –
N ew s paper a dver t is em ent , m a g a zines, interns h ips , event r ecr u it ing , j ob f a ir s , w a lk in
appl i cants , job ana l ys is , etc.
Adva nt a ges,
• Increased chances
• Better competitions
• Finding innovating employees
• Ideas from other industries
• Generation of creative ideas
Di sa d va nta g es,
• Time consuming
• High costs
• Agencies are not trusted
• Legal risks
• Higher risks
• Frustration among employees
Recruitment in ABC complex,
ABC complex is a large shopping mall; they rent shops but them doing
r ecr u it m ent onl y f or m a ll oper a ti ons a s secu r i ty off i cer s, enginee r s, I T exe cu t ive s,
m ana ger s and fo r t he co mpl ex foo d and b a vo u r a ger s secti on a s head chef to trainee
waiter positions.
T he so u r ces of r ecr u it m ent in AB C compl ex,

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Inter na l s ou r ces ,
• Promotions
• Referrals of employee
Ext er na l so u r ces,
• Internet
• News paper articles
• Walk in applicants

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ANALYSIS
METHODOLOGY
Primary as well as secondary sources were used for collection of data.
Primary data,
• Questionnaire
• Interview
• Discussion
• Books
Involves the collection of data that not already exist this can be through
nu m er o u s fo r m s, incl u ding quest i onn a ir es and tel eph one int er view among
others.
S econd a r y s ou r ces ,
• Books
• Internet (web site)
• News articles
• Magazines
S econda r y invo l ves the su mm a r y, co ll ect ion and/ o r synthe si s is o f
ex is ting r esea r ch r a ther th an pr im a r y r esea r ch , w he r e da t a a r e
collected from.
Que st ionna i r e,
A set o f pr int ed or w r itt en quest i ons w it h a ch o ice of answ er s, devi sed fo r t he purpose
of survey or statistic study. 10 respondents were randomly selected and their
responses were used for the statistical testing.

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DATA ANALYSIS AND INTERPRETATION
 Employee knowledge about recruitment policy.
 Recruitment policy is clearly stated. a.)
Highly satisfied
b.) Satisfied c.)
No option d.)
Dissatisfied
Options a b c d Total
Responses 10 0 0 0 10
Percentage 100% 0% 0% 0% 100%
Interpretation – it was found that 100% of employees are highly satisfied about the
recruitment policy in the ABC Complex and the recruitment policy is clearly stated.
 Sources used in recruitment process