Practical Process of RMG Industry

Workers Recruitment and Selection Policy and Procedure

Workers Recruitment and Selection Policy and Procedure

Recruitment & Selection Policy


There will be 4 sets of recruitment and selection policy and procedure, one that will be applicable for office and senior production staff, and one that would be applicable for junior production staff and one for workers. There would also be one for the support staff. To have a recruitment process that provides equal opportunity based on merit and is process based and to acquire high quality talent at the optimum cost. All organization require people in order to function and people need to be recruited from different kinds of educational background and skill sets, in order to meet the requirements of the company. Every company needs to have a policy to determine on what criteria a person is going to be recruited and their work procedures; therefore this recruitment and selection policy and procedure has been created.


Recruitment and Selection Policy and Procedure:


Recruitment and selection policy and procedure of office staff (junior & senior) and senior production management and some general policies applicable for all (ones in italics) :

  • The Director HR will ensure that irrespective of the department that the person works in, if it’s an office position or senior production management, the person has to be able to qualify for a certain level of English language skills, as well as general knowledge and mathematics, in order to establish a certain intellectual quality level for the organization.
  • That requisition for people will be provided to HR along with job specifications for the role
  • HR will search for candidates using personal connections, head hunting, advertising through media, and web portals
  • People who gave the requisition can also help by generating CVs from among their own acquaintances and references
  • CVs will be screened according to pre-set criteria and shortlisted people will be called in for further steps
  • All candidates will be interviewed and also examined through written examinations for those positions where the need for such examinations is considered a necessity
  • Multiple interviews can take place, but objective will be to dismiss a person or confirm someone within maximum 3 rounds of interfacing which will include salary discussions and everything
  • Reference checking needs to be done in a confidential manner which does not jeopardize a person’s current career position specially in cases where chances of hiring the person may be less
  • Relatives of existing staff can be hired but not in the same department and only if the person actually shows better potential as a candidate as compared to other candidates that contested for the position
  • Proof of salary can be asked for, for levels up to AGM/DGM, and for seniors, provided that it can be obtained and that it does not offend or discourage the candidate
  • Aim will be to hire a person by giving the least possible premium above his/her existing salary but also to conform to the salary bands that the company will have for its own staff of different levels. The company will not give a lower salary than the minimum of that band that the company has set, just because it may be able to do so through negotiation,
  • That the company will reveal all the information about timing, taxes, work responsibility and will answer any other questions that is relevant for the candidate before confirming employment
  • That the company will include all such information as well, in the offer letter which on signing becomes the effective appointment letter
  • A candidate’s probation period will be defined and he/she will be confirmed as to the maximum that he/she can receive as an increment on confirmation at the time of hiring
  • The company will not make any false promises to the candidate which the company may not be able to honor in time
  • The company will honor all its commitments made to a candidate at the time of joining and will provide such commitments in writing to the candidate
  • Only candidates above the rank of AGM, and Manager level candidates of strategic departments such as Merchandising will need the candidate to be interviewed by the MD himself
  • All other candidates can be hired by joint decision of the Division Head / Location Head and the Director HR, as long as the position falls within approved quota of number of people needed for a department and if the salary range falls within the approved salary range or the prevailing range for that designation
  • Only in case of adding people beyond approved quota and beyond approved or prevailing salary range, would the Division Head/Location Head and HR Director require approval from MD.
  • All those hired in this category will be explained all company policies that are applicable for them and will be put through an orientation program after joining
  • All people hired in this category must provide their necessary documents and will be given appointment/contract letters on company letterhead which will be legally binding for both parties, and employee file will be created and maintained in hardcopy and in the company software as well. They will be provided with company identification cards within 7 days of joining.
  • All those joining would be expected to join as full time staff, but some special positions can be created where part-time employees or consultants can be taken on board
  • No one will be forced to sign any legally binding bond for employment for a minimum period of time, but there will be a minimum notice period obligation for either party and that would have to be honored.

Recruitment & Selection Policy of junior production staff:


  • The approval for the positions will be taken along with salary range approval from the Director in charge of the location, and the Production Director, and then that will be approved by the Director HR. If the position is being newly created or if the salary falls above the approved or prevailing range, approval has to be taken from the MD.
  • The candidates for these positions are to be generated by the production management and admin of a factory from their own connections. These positions will not be searched for by HR nor advertised in any media, but HR can informally conduct head hunting amid other RMG manufacturing companies.
  • The candidates must be examined for the specific task that he/she is expected to perform, and will have to face interviews not only by the Division head of that specific division or department, but by the Head of the location and by the Head of the Production of that factory. Only if all of them agree to take the person on board, can the person be taken.
  • HR will do the background checking for these persons.
  • All those hired in this category will be explained all company policies that are applicable for them and will be put through an orientation program after joining
  • All people hired in this category must provide their necessary documents and will be given appointment/contract letters on company letterhead which will be legally binding for both parties, and employee file will be created and maintained in hardcopy and in the company software as well. They will be provided with company identification cards within 7 days of joining.
  • No one will be forced to sign any legally binding bond for employment for a minimum period of time, but there will be a minimum notice period obligation for either party and that would have to be honored.

Recruitment & Selection Policy of workers:

  • Those workers will be recruited or brought in for primary testing by production management persons using their own references.
  • HR and Admin will help by conducting publicity campaigns in locations from where workers can be recruited, but will not be responsible for generating candidates
  • Workers brought in for testing will be tested for their skill by Industrial Engineering division, for their efficiency levels
  • Medicals tests will be conducted by doctors at the factory to assess their medical condition and their age and it will be ensured that no underage persons are being taken in
  • Welfare and admin will ensure that all workers being hired go through these checks before they are admitted into the company
  • All people hired in this category must provide their necessary documents and will be given appointment/contract letters on company letterhead which will be legally binding for both parties, and employee file will be created and maintained in hardcopy and in the company software as well. They will be provided with company identification cards within 7 days of joining.
  • All those hired in this category will be explained all company policies that are applicable for them and will be put through an orientation program after joining, and they will be provided handbooks that will also make them aware of the laws that are applicable for them.
  • No one will be forced to sign any legally binding bond for employment for a minimum period of time, but there will be a minimum notice period obligation for either party and that would have to be honored.
  • No discrimination will be done based on race, religion, looks, color, and district of origin or gender, while making the selection or setting the salary. However, preference for some genders will be there for certain categories of tasks, due to need for physical strength and endurance and work timing, as mentioned in anti-discrimination recruitment and selection policy and procedure and that would not be considered discrimination.

Recruitment & Selection Policy of support staff:


  • Support staff includes, peons, cleaners, drivers, security personnel
  • As long as the quota for hiring that person is pre-approved, and as long as the salary falls within the prevailing range and/or the approved range for that designation, the candidate can be hired based on skill assessment conducted solely by the respective department head and in case of drivers, with additional approval of the person to whom the driver would be assigned, if the driver would be assigned for personal duty.
  • Director HR would have to be notified of their hiring before they get hired, and would have to approve their hiring before they can be hired, in any location.
  • All those hired in this category will be explained all company policies that are applicable for them and will be put through an orientation program after joining
  • All people hired in this category must provide their necessary documents and will be given appointment/contract letters on company letterhead which will be legally binding for both parties, and employee file will be created and maintained in hardcopy and in the company software as well. They will be provided with company identification cards within 7 days of joining
  • No one will be forced to sign any legally binding bond for employment for a minimum period of time, but there will be a minimum notice period obligation for either party and that would have to be honored.

Conclusion


Recruitment procedures of office staff (junior & senior) and senior production management:

  • Personal need will be identified by the concerned department.
  • Personnel Requisition Form will be filled out by the concerned department according to the instruction on the form.
  • Personnel Requisition Form will be placed to HR Department by the concerned department.
  • The requisition will be justified by HR Department along with concerned Dept. Head.
  • Recruitment and selection policy and procedure is very much essential for any apparel industry.

Engr. Kh. Mashiur Rahman Email: garmentspedia@gmail.com

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