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1. 1
RECRUITMENT & SELECTION PROCESS OF
ACCESS ENGINEERING PLC.
A Project Report
Prepared By
K.R.Madushan
CC/17/SU/10/68
Certificate Course in Human Resources Management
October, 2017
INSTITUTE OF PERSONAL MANAGEMENT SRI LANKA (INC).

2. 2
ACKNOWLEDGEMENT
I have taken efforts in this project. However, it would have not been possible without
the kind support and help of many individuals and the relevant organization. I would
like to extend my sincere thanks to all of them.
I am highly indebted to the HR team of the Organization for their guidance and
constant supervision as well as for providing necessary information regarding the
project & also for their support in completing the project.
I would like to express my gratitude towards my parents, loved once & other member
in this Organization for their kind co-operation and encouragement which help me in
completion of this project. I would like to express my special gratitude and thanks to
industry persons for giving me such attention and time. My thanks and an
appreciation also goes to all my colleagues in developing the project and people who
have willingly helped me out with their abilities.

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Executive Summary
My project deals with “RECRUITMENT & SELECTION PROCESS” as carried out at Access
Engineering PLC. The objective of my study is to understand and analyze the existing
recruitment & selection process procedures in the Company. The HR professionals in
the service sector are now stressing on a systematic approach to recruitment &
selection process procedures for increasing the managerial effectiveness of its
professionals.
The first section in my report deals with a detailed company profile. It includes the
company‟s history, its activities and operations, etc. this section attempts to give
detailed background information about the company and the nature of its functioning.
The second section deals with defining recruitment & selection process procedures. In
this section, I have given a brief conceptual explanation of the topic. It contains the
definitions process and significance recruitment & selection process procedures.
The third section of my report deals with my observation about the process of
recruitment & selection process at Access Engineering PLC. This section also
contains my findings and conclusions.
I sincerely hope Access Engineering PLC. Finds my suggestions and
recommendations as some sort of a benefit in carrying out their activities more
efficiently.

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TABLE OF CONTENTS
 Corporate profile – Access Engineering PLC …………..05
 Objectives of the Organization …………..06
• Vision
• Mission
• Values
• Messages from the Chairman …………..07
• Growth …………..08-09
• Areas of Expertise & Awards …………..10-13
• Social Commitment …………..14
 Products & Services of the Organization …………..15
 Organizational Structure …………..16-18
 Objectives of Study …………..19
 Review of Literature
 Definition Recruitment
 Importance of Recruitment
 Recruitment Process
 Methods of Recruitment
 Definition of Selection
 Importance of Selection
 Selection Process of the Access Engineering PLC
 Types of Interviews & Selection tests
 Analysis/ Questionnaire …………..28
 Findings/Recommendation …………..29
 List of References …………..30
 Appendix …………..31-32
20-27

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Corporate Profile
Access Engineering PLC (AEL) boasts a prominent position in the construction industry
landscape in Sri Lanka, being the premier civil engineering firm listed in the Colombo Stock
Exchange. The Company, which was established in 2001, has a record of a large number of
completed construction and infrastructure projects behind it. Among these are, Bridges and
Flyovers, Roads and Highways, Harbors, Water Treatment Plants and Water Supply Projects,
Land Drainage and Irrigation Schemes and Telecommunication Infrastructure Projects.
AEL‟s strengths are not only in the physical execution of construction projects. With our
long-standing focus on value engineering our forte is advanced engineering solutions. We
maintain the highest professional standards at every stage of the project from planning, design
to execution. The Company is well-backward integrated with an island-wide network of
quarries, crusher plants, asphalt plants and concrete batching plants.
Its specialized machinery and equipment are at the cutting edge of technology. Our
unparalleled technical know-how with the quality of our human resources make us the
contractor of choice for most clients in the industry. The Company‟s permanent workforce
presently stands at over 2,500 of which managerial and professional staff account for over
150 and technical staff for about 400 employees.

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OBJECTIVES OF THE ORGANIZATION
Vision
Vision is to be the foremost Sri Lankan business enterprise in value engineering.
Mission
To meet the challenges in the development of multi-sector civil engineering projects,
providing innovative solutions whilst developing long-term progressive relationships
with all our stakeholders
.
Values
Truly Sri Lankan,
We are a truly Sri Lankan company and proud to contribute to national development
as a Leading renowned market brand by making a valuable contribution to society as
a responsible corporate citizen. We believe in transparency and fair dealing in all our
transactions with our customers, suppliers, stakeholders, the government and the
public at large. We strive to uphold our mission to always offer the best value to every
customer.

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MESSAGE FROM THE CHAIRMAN
Company Founder Mr.Sumal Perera
As the founder of Access Group, I had the privilege to witness the growth of Access
Engineering, which was a just reward for the dedication, commitment and
perseverance with which its management and staff pursued its business objectives.
Access engineering in a relatively short period has emerged as one of the most
dynamic and progressive business units in the Access Group of Companies. It is today
recognized and respected in Sri Lanka as a dynamic and reliable engineering company
in the forefront of the construction industry and infrastructure development in Sri
Lanka.
Though many reasons can be attributing to the growth of Access Engineering, it is my
firm belief and conviction that the main reason for its success is its people. Some of
the best available human resources in the country are available at Access Engineering
and their energy and adventurous spirit is the result of what it is today.
God Bless Access Engineering.
Mr.Sumal Perera
Chairman

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GROWTH
Access Engineering PLC is Established on 2001 starting from there Access
Engineering has the following wholly-owned subsidiaries: Access Realties (Private)
Limited, Access Realties 2 (Private) Limited, ARL Elevate (Private) Limited and
Horizon Holdings Ventures (Private) Limited.
Other subsidiaries are Sathosa Motors PLC, which is 84% owned by AEL, Access
Projects (Private) Limited which is 80% owned, Horizon Knowledge City Limited
(99.99% owned) and Harbour Village (Private) Limited (51% owned). AEL also has
50% joint ventures in Horizon Holdings (Private) Limited and Blue Star Realties
(Private) Limited. Our associate company, ZPMC Lanka Company (Private) Limited,
in which we have a 30% stake is a joint venture with Shanghai, Zhenhua Heavy
Industries Company Limited (ZPMC) of China, the world‟s largest container handling
equipment manufacturer.
Access Engineering has been bestowed with recognition as a „specialist contractor‟ by
the National Construction Association of Sri Lanka and as a „major contractor‟ by
Construction Industry Development Authority (CIDA), with the highest CIDA
grading across most number of disciplines of civil engineering. It is compliant to ISO
9001:2008, ISO 14001:2004 and OHSAS 18001:2007 accreditations for its quality,
environmental and health and safety management systems and is a signatory to the
UN Global Compact. AEL is also a TRACE Member in good standing.

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AREAS OF EXPERTISE & AWARDS
The pursuit of excellence ensures that Access Engineering PLC attracts the best and
brightest minds in Sri Lanka. Access Engineering PLC is always on the lookout to
strengthen its team in the following areas of expertise:
• Construction • Materials & Innovations
• Human Resources • Security
• Finance • Logistics & supply chain
• Audit • Transport
• Training & Development • Maintenance
• Marketing • Strategic Vision
• Sales & promotions • Product Design
• Information Technology (IT) • Specialized Service Portfolio
• Purchasing • International & Real States
•Engineering Designs • Geotechnical Services
•Piling •Quarry
•Plants
•Trenchless Drilling – HDD •Dredging
•Mechanical and Steel Fabrication Workshop
The streamlined and customer-friendly Access Engineering PLC is supported by an
efficient operation in their back offices. Access Engineering PLC is a large
organization that has successfully developed the matrix structure to support the
focused growth strategy to become a leading player in the corporate world. The
employee structure combines functional and product based divisions which are
headed by capable leaders who get the best out of their respective teams.
Access Engineering PLC is a leading entity in the field of excellence construction and
civil engineering. Access Engineering PLC‟s all-encompassing talent and skills and
its capacity to offer innovative solutions has strengthened Access Engineering PLC‟s

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reputation as a professional and highly capable organization that consistently
benchmarks the local & global construction and civil engineering.
The company‟s various divisions offer valuable support to enhance professionalism
and efficiency across the value chain.
Employees are well trained at Access Engineering PLC and equipped with
competitive skills, thus rendering the company chain as one of the most preferred
employers in the country with numerous awards. Some of the prestigious awards won
by Access Engineering PLC are,
Some of award the won by Access Engineering PLC,
• NATTIONAL BUSINESS EXCELLENCE AWARD 2013 the National Chamber
of Commerce, Sri Lanka
• BEST CORPORATE CITIZEN SUSTAINABILITY AWARD 2013 the Ceylon
Chamber of Commerce

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 People Development Award organized by SLITAD – Silver Award
 „Gold Award for Construction Companies‟ Annual Report Awards 2013
Institute of Chartered Accountants of Sri Lanka

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• Ranked as one of Sri Lanka‟s Top 200 brands in the Brands Annual 2007 to 2016
 Chartered Accountants Annual Report Awards 2017 – Construction
Companies – Gold Award
 People Development Awards - Gold Award 2017
 Best Corporate Citizen Sustainability Award 2017 - Less than Rs.15bn
Turnover - Winner
 Best Corporate Citizen Sustainability Award 2017 - Sector Winner -
Construction
 Best Corporate Citizen Sustainability Award 2017 - Category Award
Winner of Corporate Environmental Management
 Best Corporate Citizen Sustainability Award 2017 - Ten Best Corporate
Citizens
 Best Corporate Citizen Sustainability Award 2017 - Merit Certificate
Winner - Best Projects Sustainability

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SOCIAL COMMITMENT
As a household name and the preferred construction brand of the nation, Access
Engineering PLC has forged an enduring relationship with its customers and the
community. To maintain and deepen this bond, Access Engineering PLC remains
steeped in community service on an ongoing basis, offering help to benefit the society
in which it operates.
Although the company prefers to work silently behind the scenes in its social
endeavors, some of its more recent corporate social responsibility initiatives are:
• ACCESS ENGINEERING SPONSORS UNIVERSITY OF COLOMBO STAT
DAY 2013
•WORLD WATER DAY 2016
•ACCESS ENGINEERING PARTICIPATES AT THE COUNTRY‟S PREMIER
TECHNOLOGY FOCUSED EXHIBITION
•ACCESS ENGINEERING SUCCESSFULLY COMPLETES ANNUAL E-WASTE
COLLECTION DRIVE – DAILY FT – JANUARY 26, 2018

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PRODUCTS & SERVICES OF THE ORGANIZATION
Access Engineering PLC has a wide range of services, which are defined upon their
extensive experience and strong Research and Development carried out on products
through the feedback furnished by customers. The Team of Engineers is on hand to
position them as trend-setters and to forecast future needs and wants.
Products & Services Portfolio is as follows,
*refer next page

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ORGANIZATIONAL STRUCTURE
As a construction organization, the employees are at the heart of their business
success. The company has established a professional training program that trains the
labor staff to be on par with international labor standards. Access Engineering PLC
has allocated a substantial budget for training and development of human resources,
even inviting special consultants in Construction & HRM to conduct training
workshops for its staff. A well-equipped auditorium has been set up to accommodate
all the latest training needs for its employees where refresher courses are held at
regular intervals to ensure that the customer care at Access Engineering PLC is
consistently high quality. (out-bound-workshops-included)
A clearly defined career progression structure inspires the staff to give of their best.
Innovative performance reward mechanisms further strengthen the staff commitment
to realizing their full potential, while sports days and other recreational events
encourage a lasting bond amongst the staff. The employees express a sense of deep
pride to be working for the leading construction brand in the country.
Organization Structure & Employee Hierarchy as Followed,
*Refer the next page

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OBJECTIVE OF STUDY
 To understand the internal and external Recruitment process in the
organization.
 To identify areas where there can be scope for improvement
 To give suitable recommendation to streamline the hiring process
 To develop practical knowledge with theoretical aspects
 To know about the importance of Recruitment and Selection
 To find out better process of Recruitment
 To know about the role of Recruitment

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RECRUITMENT
“The art of choosing men is not nearly difficult as the art of enabling those one has
chosen to attain their full worth”
Definition of Recruitment
Recruiting is the process of attracting, interviewing & welcoming new blood to the
organization. It‟s a process of discovering potential applicants for the correct job. The
recruitment process is managed by the recruitment strategy. Finding the right person
for the right job at the right time is a must in a recruiting process.
The recruitment is not just external and the internal recruitment has a vast impact on
the performance of the company and increases the satisfaction of employees. The
recruitment is the essential part of building the competitive advantage. The profile of
the ideal candidate has to be aligned with the corporate culture and corporate values.
The profile has to support enhancing the organizational capability.
The recruitment is one of the best opportunities to enrich the organization, and it is
the way to build the learning organization. HR Recruiter has to be skilled to identify
the right profile of the best candidate. The recruitment is the most sensitive HR
process. The competition on the job market is tough, and the company has to be
winning the best talents. The recruitment has to be smart.

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Importance of Recruitment
 Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave
the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of its
workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants
Recruitment Process
Recruitment process involves a systematic procedure from sourcing the candidates to
arraigning and conducting the interviews and requires many resources and time.
Recruitment process is the first step towards creating the competitive strength and the
strategic advantage for the organizations. A general recruitment process is as follows:
1. HR Planning
This is the first step in the process and the accuracy of the HR planning has a
bearing on the whole process. HR planning is the process determining HR
requirements and the means for meeting these requirements in order to carry
out the integrated plans of the organization.

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2. Identify the HR Need
When the accurate timely HR Planning is done the job vacancies or the HR
requirement is made known. The recruitment process begins with the human
resource department receiving requisitions for recruitment from any
department of the company. These contain:
 Posts to be filled
 Number of persons
 Duties to be performed
 Qualifications required
3. Job Description & Job Specification
JD is a list of job duties, responsibilities, reporting relationships, working
conditions & supervisory responsibilities. JS is a list of a job‟s human
requirements such as education, skills, personality. Proper & updated JD‟s &
JS‟s will be quite useful in advertising and this in turn will give the applicant a
better understanding of the vacancy they apply for.
4. Decision to Recruit
At this stage Recruitment policy has to be made use of. All vacancies at all
levels should be advertised. There will be no word of mouth requirement as
this can lead to indirect discrimination.

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5. Method of Recruitment
Internal & External (Will be explained down below)
6. Implement the Recruitment Program
Once the method of recruitment is decided and agreed upon it should be
implemented.
7. Evaluate the Recruitment program
It‟s a must to evaluate the process to assess the validity or the suitability of the
method used. The cost effectiveness is also a major factor to be considered.
 No. of applications received
 No. of relevant and quality applications received is also important

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Methods of Recruitment
There are two methods of recruitment they are Internal & External recruitment.
Internal Recruitment is when existing employees are used to fill the vacancies and
External Recruitment is when outside applicants are requited.
Internal Recruitment
Definition: The Internal Sources of Recruitment mean hiring people from within
the organization. In other words, seeking applicants for the job positions from those
who are currently employed with the firm.
In any organization, following are the most common internal sources of recruitment:

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External Recruitment
Definition: The External Sources of Recruitment mean hiring people from outside
the organization. In other words, seeking applicants from those who are external to
the organization.
There are several methods for external recruiting. The firm must carefully analyze the
vacant positions and then use the method which best fulfills the requirement.
Following are the different types of external sources of recruitment:

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Selection
Definition: The Selection is the process of choosing the most suitable candidate for
the vacant position in the organization. In other words, selection means weeding out
unsuitable applicants and selecting those individuals with prerequisite qualifications
and capabilities to fill the jobs in the organization.
Importance of selection process
 Performance – your performance always depends to a greater degree on your
subordinates
 Cost - When companies make a bad hire, they pay to train and orient a person
who ultimately may cause more harm than good if he performs poorly and
negatively affects the workplace. The costs to replace a bad hire are
astronomical in many industries.
 Legal Implications - Any misalignment between the job and selection criteria
could open the door for a candidate to claim discrimination.

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Selection Process of the Access Engineering PLC
Types of Interviews & Selections tests
 Preliminary Interview
 Employment/ Selection Test
Personality Tests
Intelligent Tests
Simulations
 Diagnostic Interview
 Structured Interviews (Directive)
 Unstructured Interviews (Non-Directive)
 Panel Interviews/Board Interviews

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Analysis/ Questionnaire
I collected data by questionnaire method .I asked some questions regarding
safety among ten employees in this Access Engineering PLC. There are.
1) Do you know about your company recruitment & selection policy?
2) Does management provide sufficient information about your employment?
3) Do you have received proper training?
4) Do you know details about compensation, salaries, and other beneficial
things?
5) Do employer gives the employees best care in working time?
6) Do you have stress about your employment in working time?
7) Do you satisfy about your company recruitment and selection policy?
Analysis
According to these questions employees give answers. These answers can display
from a chart.
95
3.2
0
10
20
30
40
50
60
70
80
90
100
Y E S N O
ANSWERS
Answers

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Findings (Key Issues)
 This organization not checks every references of the employees when them
getting recruited.
 Some employees not work their intended performance in working time. So this
organization has not proper system of disciplinary rules of recruitment &
selection.
 This organization not provide training program for employee management.
 Some employees not inform their problems to the top management. So this
organization has communication barriers due to lack of poor recruitment
process.
Recommendation
1. Improve candidate engagement
 Establish a timeline for the hiring process
 Follow up with candidates in a timely manner
 Communicate expectations.
 Communicate all decisions to candidates.
 Make a good impression
 Survey or gather feedback from the candidates
2. Manage candidate relationships
3. Use more effective selection methods
4. Measure effectiveness
5. Enhance recruiter/HR and hiring manager relations

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References
Books
 Opatha, H.H.N.D.P –Human Resource Management, 1st Edition
 CCHRM Hand Book
 Access Engineering PLC Annual Reports
 Access Engineering PLC Web Sites
Websites
 https://businessjargons.com/internal-sources-recruitment.html
 https://businessjargons.com/external-sources-recruitment.html
 https://businessjargons.com/selection.html
 http://smallbusiness.chron.com/human-resource-selection-process-
important-14399.html
 https://www.yourerc.com/blog/post/6-Ways-to-Improve-Your-Hiring-
Process.aspx

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Appendix
Questionnaire for Employees
This Questionnaire will be given to you to complete the final project on the CCHRM
course. In this way, I hereby certify that the confidentiality of the information you
provide and the real value for it.
01. Age Limit
20 – 27
28 – 34
35 – 41
42 – 48
49 – 55
02. Gender
Female
Male
03. Civil Status
Married
Un-married
04. Designations
Manager
Executive
Engineer
Laubor
05. Do you know about your company recruitment & selection policy?
Yes
No
06. Does management provide sufficient information about your employment?
Yes No

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07. Do you have received proper training?
Yes No
08. Do you know details about compensation, salaries, and other beneficial
things?
Yes
No
09. Do employer gives the employees best care in working time?
Yes
No
10. Do you have stress about your employment in working time?
Yes
No
11. Do you satisfy about your company recruitment and selection policy?
Yes
No
Thank you for your support for giving accurate information.