HUMAN RESOURCE MANAGEMENT OF COLOURCON ROOFING TILES (PVT) LTD. Company Introduction Colourcon Roofing Tiles (Pvt) Ltd.

, a subsidiary of the Conmix Group based in Kandy, Sri Lanka established and begun manufacturing colour concrete roof tiles in 1999 under an advanced Technology Industry Program. It was a bold and innovative scheme for the first time in Sri Lanka and the whole of South Asia that roofing tiles are manufactured in a fully automated factory using the most advanced technology with stringent quality controls for above the industry norm. As of the beginning of 2013, Colourcon is completing 14 years of service in Sri Lanka and it has won 5 product awards from the Sri Lanka Institute of Architects with the first being an Excellence Award in 2000, the first year it was applied for. Azim Marikkar has been the chief executive of Colourcon since 1999, and the company employed approximately 12,500 people nationwide as of end of 2012. The companys roof tile distribution is conducted by its own distribution team as well as by licensed distributors in certain regions. Colourcon is an ISO 9001:2000 certified company. HR Introduction HR department of Colourcon follows the policies by the HR department of Conmix Group and they believe that the people are the greatest asset. They take great pride in acknowledging the contribution each one of them makes. They focus on People Development and for that they ensure: - Staff of Colourcon with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. - Create a collaborative and mutually supportive work environment that encourages people to grow. - Build a team of professionals who deliver expertise by participating in business decisions. - Develop Performance Management and reward systems underlying the Business strategy. HR Objectives - To look out for the well being of all employees of the company. - Provide leadership and direction to employees of the company. - Career Development planning for all employees of the company. - Ensure thorough training of nationwide employees.
MBA 5206 Mini Project A.K.M. Saheel MBA/004

- To provide individual employees with orientation on the company at the time of joining. - To provide employees with solutions to their problems. - Maintaining data records of all employees of Colourcon (Human Resources information System) to evaluate and retain those employees who are assets to the company. HR Policies - Friendly, conversant, flexible and congruent with business environment. Policies are legally compliant with clearly expressed processes for timely revisions and a framework in place to foster employee adherence. HRIS - Development of interactive web-site aligned with all HR sub-functions to facilitate communication between employee and organization through dialogue boxes and speedy availability of information. - Enhancing overall perception of HR, as with the help of HRIS the function of HR is changing direction and heading towards Relationship Building, in this all the links are being recreated and employees are given much more weight as compared to past. HR Planning HR plannings purpose is to determine what HRM requirements exist for current & future supplies & demands of workers. The organization ensures that they have the right number and kinds of people at the right place; this task is accomplished by regular recruitment and selection, performance evaluation, Promotions, Regular Training and development programs.

HR Functions of Colourcon Job Description: Company Name - Colourcon Job Title - Assistant HR Manager Job Code - 310 Salary - Rs. 45,000 Reporting Relationships: Assistant HR manager reports to HR Manager, and then he reports to the HR Secretary. Then all other HR people get information from the HR secretary.
MBA 5206 Mini Project A.K.M. Saheel MBA/004

Job Summary: Manage the HR activities of the department plans and develops the systems and procedures for recruiting. Supervise staff in accordance with companys policies and procedures. Hold responsible for coaching and training. Job Duties: HR managers major duties include assisting the HR activities, for instance if any recruiting procedure needs to be implemented then the HR manager is responsible for it. HR manager in Colourcon has to make some plans for a assigning duties to the employees Working Conditions: Working conditions are normal for an office environment. Work may require occasional weekend and/or evening work. Performance Standards: Colourcon expects from its employees specific performance expectations for each major duty and also expects certain behaviors like friendliness, helpfulness, courtesy, and punctuality. Job Specifications: In Colourcon, the minimum job requirement for a HR Manager is Master degree in HRM with relevant work experience, Employee Empowerment: The company is giving more stress on employee empowerment by giving them right to participate in decision making specially those decision which directly affect the employee themselves. Also the company gives the subordinates the right to work on the behalf of its supervisor in absence of him. Labour Relationship: The company is paying more attention to strengthen the relationship among employees by giving them equal opportunities to take advantage o f the firms incentives, because no biasness among employees is practiced in the firm which affects the good relations among employees.

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Recruitment: Colourcon employs through both formal and informal ways of recruitment. Departments tell their need to HR department. And then recruitment is done on the requirement by the project. All candidates send their CVs by post; they are then short listed and called. So those candidates then report at the Colourcon and from there they are sent to the HR Department for further interviews. Recently Colourcon has devised a new way of recruitment i.e. online Applications. They give Ads in leading newspaper and use some other mass media communication channels and then receive applications and CVs online. In this way huge paper work is reduced and recruitment process is improved in terms of efficiency and convenience with the use of technology. Sources of Recruitment: Colourcon uses both Internal and External Recruitment. But the priority is given to the internal if the employee has the capabilities, required by the management for working on that post. In Internal recruitment they ask for employee referrals. Any employee can refer any competent and potential person and if the referred person comes up to their expectations and hired, then the one who referred is rewarded with a bonus. In External environment the companys corporate Image matters a lot in a way that not only new candidates are attracted but also people who became a part of it in past. - Internal Methods Colourcon usually prefers Job Posting in which employees from within the organization are preferred but if the organization feels that the employee is not competent enough then they go for external methods. Such announcements are made through bulletin boards, memos and other internal sources. - External Methods Colourcon usually prefers advertising through newspapers and their official website for their recruitment purposes. They give an open invitation to everyone to apply, so people who are interested come and if they are capable enough they are hired. They dont prefer any specific universities or colleges to get the applicants, what matters are the potential talent and caliber of the person and his commitment to work. Last year a scheme is started in which a team of HR professionals visit different colleges and universities to recruit fresh and passionate candidates.

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Strategies for Recruitment: Recruitment process is likewise the same but minutely varies in the organization depending upon the ranks. In recruitment Colourcon keeps certain things in front such as; - what the person was getting (in terms of salary) prior to Coloucons job - whether the person is polished enough to adjust in their environment - whether he or she has the required technical skills or the required qualification for that specific job In Colourcon they surely see qualifications but they prefer a person with required skills, aptitudes, experience and capabilities. Selection: In Colourcon, selection criteria is based on numerous factors such as education, health, background and previous experience. Selection process: 1. The Application The employment application is candidates first chance to present his qualifications to the Organization. As such, it is extremely critical for his/her continued participation in the examination process. Before beginning, one has to review thoroughly what the Job Announcement specifies as the requirements to qualify for the position. Candidate must meet these criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application. Most entries on the form are self-explanatory, but a few pointers on filling it out may help 2. Written Exams Written exams are usually obtained from one of several test construction firms available to them. These tests are designed to determine level of technical and/or analytical abilities associated with the particular position for which candidate had applied. The test which is conducted in Colourcon selection purpose is TEST OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates whereas, some people are selected on the basis of experience. 3. Performance Exams Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to actually perform them. These tests are scheduled through the Human Resources Department office, with notification in writing of the date, time,
MBA 5206 Mini Project A.K.M. Saheel MBA/004

location and duration of the test. Instructions will be given on the tasks to be completed and then asked to complete them. Individuals with considerable relevant experience will conduct the evaluations. Safety, quality of work, adaptability, performance under stress, etc. are evaluated. 4. Specialized Testing Some positions will require specialized testing, such as technical skills, agility and communication skills etc. These tests are scheduled just as like other tests. 5. The Panel Interview The results of this component of the exam process will be used to determine if candidate should be included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental Selection Interview. This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement). Typically, previous test results are used only to qualify you for participation in the Panel Interview. The Panel is comprised of qualified individuals, which may or may not be employees of the City. Normally, the panel will consist of three evaluators. These individuals will evaluate responses to a variety of job-related questions over the scheduled time period. 6. The Selection Interview Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may interview anyone on the list, since all persons referred to the department are qualified. The Department Head will be looking for the candidate with the best qualifications for their particular position. The candidate selected to fill the vacancy will undergo a medical examination, drug screen, background investigation, and a probationary period before attaining permanent employment status. Training & Development: Colourcon has trained and developed many of its senior and fast track managers and supervisors. For lower and technical staff the organization have a complete training calendar for the year, if organization thinks and feel that an employee requires training to update his knowledge about the field, he just have to report the HR department and he will be listed for the next training program.

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On-the-job Training: As compared to other competitive organizations the training program of Colourcon is quite different. It provides full opportunity to its employee to develop themselves and also train them according to the requirements of their job. In return they will be greatest asset for their organization. The employee is being trained in many ways while they are on job. These are formal training opportunities that Colourcon offers to employees either internally or externally. A trainer, facilitator and/or subject matter expert are brought into the organization to provide the training session or an employee are be sent to one of these learning opportunities during work time. These training opportunities are provided in the form of seminars, classroom training courses and workshops. Performance Appraisal: The jobs are evaluated on yearly basis under 360o method; the competent employees are rewarded in shape of promotions, bonus, increments and annual holidays and promotion. The results of an appraisal can be used to identify areas for further development of the employee. The organization also uses different questionnaires, which consist of numerous questions about the behavior of the employee, and then on the basis of these answers personality of the employee is judged. When evaluation is made the unsatisfactory performers are given warning. The employee after warning is put under observation, for some period of time and if the employees performance is still unsatisfied then are demoted or fired. Compensation & Benefits: 1. Promotion Promotion is direct shift only to the next level from the current grade, the employees performance is evaluated and if his performance is above average he is given promotion. Colourcon promotes only those candidates who are experienced and eligible for that particular vacancy. 2. Increments The company decides at the end of the financial year, according to its financial condition, whether increments should be given or not. 3. Free transport Colourcon provides free transport to local employee. 4. Medical facility
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Colourcon provides free medical facility to workers depending upon the position/rank of the employee. 5. House loans They give the facility of house loan only to deserving individual. The loan approval depends upon the post of the employee. 6. Overtime payment Overtime payment is paid for only those workers who are working more than their working hours mostly overtime payment is given to low level staff.

Recommendations 1- They should develop such system in their HR department that no ethical issues can be raised. 2- The employees should participate in all the activities of the department. 3- They should choose plan in such a way that when there is a need of recruitment the proper candidate must be available. 4- The factor of favoritism must be eliminated from the department of HR. 5- They should hold meetings of the HR employees more frequently for eliminating any misunderstanding. Reference www.conmix.lk Mr. Azim Marikkar, CEO of Colourcon

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Mini Project A.K.M. Saheel MBA/004