COM BANK -HR Assignment.docx
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This document provides an overview of the selection procedure used by Commercial Bank of Ceylon PLC to hire middle level managers. It describes the bank's profile and achievements. The selection process involves application evaluation, employment tests, interviews, background checks, and medical exams. Challenges include lack of a standard application format, tests not evaluating experience and skills, and potential biases in interviews. Suggestions are provided such as implementing a standard application, evaluating experience in tests, improving interview structure and environment, and handling potential biases in background checks. The conclusion emphasizes the importance of selecting right candidates for middle level roles to achieve organizational goals and avoid replacement costs.
COM BANK -HR Assignment.docx
- 1. Registration Number-FGS/MBM/2017/001 Registration Number-FGS/MBM/2017/001 Registration Number-FGS/MBM/2017/001 Registration Number-FGS/MBM/2017/001 Registration Number-FGS/MBM/2017/001 Master of Business Management of Marketing Human Resource Management Department of Marketing Management University of Kelaniya
- 2. Content Page Number Content 1 Executive Summary 2 Bank Profile 2-2 Human Resource Management 2-2 Recruitment & Selection 2-2 Selection Procedure 2-2 Challengers & Suggestions for Improvement 2-2 Conclusion 2-2
- 3. 1. Executive Summary Commercial Bank of Ceylon PLC is the largest private bank in Sri Lanka, and the only Sri Lankan bank listed in the world’s Top 1000 banks. It operates a network of 255 branches in Sri Lanka and a network of 657 ATMs. The bank has operations in Bangladesh, Maldives and Myanmar. It has been rated as the Best Bank in Sri Lanka by "Global Finance" for the 14th consecutive year and also as the Bank of the Year by "The Banker" Magazine on seven occasions. The following; provides a concise high level overview about the bank, its HR management, how the selection procedure for middle level managers affects long term sustainability of the bank and challenges of overcoming draw backs of selection procedure in the banking environment.
- 4. 2. Bank Profile Commercial Bank of Ceylon PLC Commercial Bank Of Ceylon Plc was incorporated in 1969 and has been licensed to operate as a Commercial Bank under the Banking Act No. 30 of 1988 from December 21, 1989. The gradually evolved to what it is today, standing as a one of the leading commercial banks in Sri Lanka with 255 branches and 657 ATMs. The bank has operations in Bangladesh, Maldives and Myanmar. It has been rated as the Best Bank in Sri Lanka by "Global Finance" for the 14th consecutive year and also as the Bank of the Year by "The Banker" Magazine on seven occasions. They are the first Sri Lankan bank to be listed amongst the ‘Top 1000 Banks in the World’ in 2008, is the only Sri Lankan bank to has been included in that prestigious group of banks consecutively for the past six years. Today, the bank stands in a very strong position in terms of assets, profits and no of employees. The bank’s business performance and employee contribution can be demonstrated as follows; Gross Income Total Employees Rs. 41.960 Bn 4,987 Assets Investment in training Rs. 341.515 Bn Rs. 107.9 Mn Profit per employee Rs. 4.0 Mn 3. Human Resource Management Human resource management (HR) is the management of human resources. Commonly referred to as the HR Department, it is designed to maximize employee performance in service of an employer's strategic objectives.HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding. HR also concerns itself with organizational change and industrial
- 5. relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. Human resources focuses on maximizing employee productivity. HR professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize on recruiting, training, employee-relations or benefits. Recruiting specialists find and hire top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as in cases involving harassment or discrimination. Someone in benefits develops compensation structures, family-leave programs, discounts and other benefits that employees can get. On the other side of the field are Human Resources Generalists or business partners. These human-resources professionals could work in all areas or be labor-relations representatives working with unionized employees.…. Human Resource management is of vital importance for bank management. Human resource recruitment involves evolving an appropriate planning process to move the bank from its particular human resource position to desire human resource position and placement of right of people at the right place at the right time. Human Resource Management is part of the organization that is concerned with the “people” dimension. HRM can be viewed in one of two ways. First, HRM is a staff, or support in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in providing services. HRM is a function of every manager’s job. Whether or not one work in a “formal” HRM department, the facts remain that to effectively manage employees requires all managers to handle the activities.
- 6. Human Resource Planning helps to determine the number and type of people an organization needs. Recruitment of middle level managers follows Human Resources Planning and goes hand in hand with the selection process by which organizations evaluate the suitability of the prospective Candidates for the job. Human Resource planning & Manpower Requisition Based on the HR Planning respective Branch /Division/Department Head informs HR on personnel requirement through manpower requisition form, after obtaining necessary approvals from the Regional Managers / Assistant General Manager. 4. Recruitment & Selection Recruitment is the process of finding and attracting capable applicants for employment. Whereas Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization An organization large or small, profit or service oriented, whether it is, the ultimate aim is to achieve organizational goal. This achievement can only be possible through skillful and effective management of manpower. Selection is a key component in the acquisition of human resources. Without a reliable and erective selection mechanism, a business can never flourish, especially in the present world of market economy, which is fiercely competitive. Usually after successful completion of recruitment, selection and introduction process the new employee must be developed to better fit the job and the organization. 5. Selection Procedure It is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job. The objective of selection process is to determine whether an applicant needs the qualification for a specific job and to choose the applicant who is most likely to perform in that job. The selection procedure is not a single act but it is essentially a series of methods or steps or stages by which additional information is secured about the applicant. At each stage, facts may come to light, which lead to the r ejection of the applicant. A procedure may be considered to a series of successive hurdles or barriers, which an applicant must cross.
- 7. These are indented as screens and they are designed to eliminate an unqualified applicant at any point in this process. That technique is known as the successive hurdle technique. Not all selection process includes all these hurdles. The complexity of process usually increases with the level and responsibility of the position to be fulfilled. A well-organized selection procedure should be designed to select sustainable candidates for various jobs. Each step in the selection process should help in getting more and more information about the candidate. There is no idle selection procedure appropriate for all cases. Steps in the selection process I. Application Evaluation II. Employment Tests III. Selection Interview IV. Back Ground Investigation V. Medical or Physical Examination VI. Checking Reference VII. Final Approval I. Application Evaluation This is essentially to check whether the candidate fulfills the minimum qualification. Based on the provided information in the Application /CV they scrutinized applications. After the scrutiny more suitable candidates among the applicants are short-listed for written tests and others are rejected. II.Employment Tests The short listed candidates are asked to appear for written or other tests. Tests have become popular screening devices. The main types of tests are Intelligence tests Aptitude Test Proficiency Test
- 8. III. Selection Interview It involves a face-to-face conversation between the employer and the candidate, the selector asks a job related and general questions. The way in which a candidate responds to the question is evaluated. The objectives of the interview are as following; To find out the candidate’s overall suitability for the job To cross-check the information obtained through application and tests To give an accurate picture of the job and the company Interview is the most widely used step in employee selection. However, interview suffers from several drawbacks. Further errors of interviewer can be listed as flows; Halo effect Personal prejudice Overemphasis on one criteria Lack of rapport Pseudo-scientific premises Leading Questions Interviewer domination IV. Back Ground Investigation This is used to find out background of an applicant or back ground information of an applicant. It includes Character and Academic history, Finance and Employment history and etc. V. Medical or Physical Examination Candidates who are found suitable after interview are called for physical examination. A Panel of doctors to insure that they are healthy and physically fit for the job does a medical check-up of such candidates. A proper medical examination will also ensure that the candidates selected do not suffer from any serious desirous which may create problems in future. VI. Checking Reference Generally, every candidate if required to state in the application form, the name and address of at least two responsible persons who know him. The reference may not give their Frank opinion unless promises made that in all information will be kept strictly confidential. Moreover the information given by them may be biased in the form of candidate.
- 9. VII. Final Approval The candidates who are found suitable after the medical check-up and background Investigation is formally appointed by issuing appointment letter to them. They are asked to join duty by the specified date. No selection procedure is foolproof and the best way judge a person is by observing him working on the job. Candidate who gives satisfactory during the probationary period are made permanent. 6. Challenges and Suggestions for Improvement I. Application Evaluation Effective employee selection involves matching the requirements of a job to the skills of job applicants. The Application should provide full information about their age, qualification, experience and family background. Currently the bank doesn’t have a specific application format and applicants apply through their own CV formats. Therefore, it is difficult to collect all required information from the candidates. We here suggest implementing a proper application format for the bank. Then it will be an easy process of application evaluation since it contains the required full information. II. Employment Tests This is one of the methods to find out whether the applicants have required knowledge, skills and proficiency to do the job in an expected manner. Features of a good test Validity-test should measure what is needed to measure Reliability-Consistency of data (Free from errors/free from bias) Practicability-Test can be applied practically The bank also uses employment tests mainly to evaluate applicant’s knowledge, intelligence, experience and language proficiency. This gives an insight about the candidate’s skills and bank can select right employees for the positions. When selecting employees for middle level positions, the bank should identify the candidates with right experience, attitude and who’s having team management skills. Employment test doesn’t evaluate the employee’s experience, attitude and team management skills.
- 10. III. Selection Interview It involves a face-to-face conversation between the employer and the candidate, the selector asks a job related and general questions. The way in which a candidate responds to the question is evaluated. Base on the number of interviewers, interviews can be divided in to two categories; Individual Interviews Group Interviews Depending on the nature of the questions asked in the interview, it can be divided in to flowing categories. Structured Interviews Unstructured Interviews Mixed Interviews Problem Solving Interviews Stress Interviews It is a time consuming and expensive device. Secondly, it can test only the personality of the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias of the interviewer may make the result of the interviews inaccurate. Interview should be properly conducted in a proper physical environment. The interview room should be free from noise and interruptions. The environment should be confident and quite. People generally talk freely and frankly when there is privacy and comfort. Therefore, candidates should be put at ease. The interviewer should pay full attention to what the candidates have to say. IV. Back Ground Investigation This is used to find out background of an applicant or back ground information of an applicant. Sources to obtain information can be identified as flows; Character certificates Police Reports V. Education Reports
- 11. Employment history reports Bank details A few things to be flowed to handle background investigations properly; Information must be treated in a confidential manner Avoid getting information from political people Use more than one source to get information Acknowledge the used sources to get information A bank, mainly concentrates as a service provider and the staff have to deal with customer’s funds mainly deposits with trust. Therefore, background investigation gives an insight about candidates profile based on past data. But, sometimes people can change with the situations and background information can be biased. 7. Conclusion
- 12. Selection could be identified as a process of rejection as it rejects more applicants and selects only a few numbers of applicants to fill the vacancy. The main objective of selection is to get a right person to the right job. If the organization is unable to fulfill the main objective of selection, there may be unfavorable consequences such as; Associated cost to replace the correct person again Grievances and disputes in future Cultural conflicts Expected performance cannot be achieved by the organization Finally organization cannot archive it’s goals. Selecting middle level manager/ officer plays a significant role of any service oriented organization such as banks. Therefore, bank should implement proper selection procedure to evaluate candidates who fits for the relevant roles.