Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)Md. Tanzirul Amin
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
The report identifies the current HR practices at John Keells in terms of recruitment and selection. More effective methods such as using mass media to advertise on available opportunities, a more suitable role specification document have been proposed to carry out the recruitment and selection processes smoothly. The training and development requirements at the organisation are identified next. Training programs and learning activities that are required to up build the career progression of the employees are recommended after a critical evaluation.
Staff motivation is an important component in the HR process. Hence the classical motivation theories are evaluated to reach a hybrid model which is more applicable to the culture at John Keells. The effective leadership skills that would generate staff motivation are highlighted in detail.
As the final section the possible change management challenges that would arise with the recommendations made for the HR practices at John Keells are identified with the methods to overcome them and carryout a successful change management process to restructure the HR practices at John Keells Group.
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)Md. Tanzirul Amin
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
The report identifies the current HR practices at John Keells in terms of recruitment and selection. More effective methods such as using mass media to advertise on available opportunities, a more suitable role specification document have been proposed to carry out the recruitment and selection processes smoothly. The training and development requirements at the organisation are identified next. Training programs and learning activities that are required to up build the career progression of the employees are recommended after a critical evaluation.
Staff motivation is an important component in the HR process. Hence the classical motivation theories are evaluated to reach a hybrid model which is more applicable to the culture at John Keells. The effective leadership skills that would generate staff motivation are highlighted in detail.
As the final section the possible change management challenges that would arise with the recommendations made for the HR practices at John Keells are identified with the methods to overcome them and carryout a successful change management process to restructure the HR practices at John Keells Group.
Human Resource Information System: A study on Telecommunication Industry of B...Masum Hussain
In today’s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of information system (IS) in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. The Human Resource Information System (HRIS) is a collection of men, tools, procedures and software to perform various business tasks at various levels in the organization. Many organizations have separate MIS departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. MIS has three basic levels: operational, middle management and top management where the information is passed from bottom to top. This report is an attempt to design an information system for Bangladesh telecommunication industry, which involves attendance capturing & recording system which will be used in monitoring the staff, control over the irregularities and reporting to the top management and show how it is useful in decision making. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management.
Today, the world has undergone massive changes: the Internet bubble has come and gone, and emerging countries such as China and India have become prominent global users and providers of ICT equipment and services. Struggling to emerge from the financial crisis, developed economies are striving to return to higher levels of growth and competitiveness while fighting stubbornly high unemployment rates, especially among their youth. Both emerging and developed economies are focusing on innovation, competing globally for talent, resources, and market shares. Information flows and networks have spread across borders in ways that could not be imagined before the onset of the Internet, the global adoption of mobile telephony and social networks, and the rapid growth of broadband. Business models have been redefined, the workplace has been redesigned and entire functions of society (education, health, security, privacy) are being rethought. Apart from these HRIS has various advantages and the most crucial is the employee retention as employees as themselves crucial for the organizations; it is also ratified by all that an HRIS blunt the edge of staff attrition by providing HR officers with the information they need.
Human Resource Information System: A study on Telecommunication Industry of B...Masum Hussain
In today’s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of information system (IS) in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. The Human Resource Information System (HRIS) is a collection of men, tools, procedures and software to perform various business tasks at various levels in the organization. Many organizations have separate MIS departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. MIS has three basic levels: operational, middle management and top management where the information is passed from bottom to top. This report is an attempt to design an information system for Bangladesh telecommunication industry, which involves attendance capturing & recording system which will be used in monitoring the staff, control over the irregularities and reporting to the top management and show how it is useful in decision making. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management.
Today, the world has undergone massive changes: the Internet bubble has come and gone, and emerging countries such as China and India have become prominent global users and providers of ICT equipment and services. Struggling to emerge from the financial crisis, developed economies are striving to return to higher levels of growth and competitiveness while fighting stubbornly high unemployment rates, especially among their youth. Both emerging and developed economies are focusing on innovation, competing globally for talent, resources, and market shares. Information flows and networks have spread across borders in ways that could not be imagined before the onset of the Internet, the global adoption of mobile telephony and social networks, and the rapid growth of broadband. Business models have been redefined, the workplace has been redesigned and entire functions of society (education, health, security, privacy) are being rethought. Apart from these HRIS has various advantages and the most crucial is the employee retention as employees as themselves crucial for the organizations; it is also ratified by all that an HRIS blunt the edge of staff attrition by providing HR officers with the information they need.
Internship in customer service department at everest bankAspak Miya
It is all about presentation of my friend Geeta Bhandari on be half of Everest Bank Limited.This presentation may help the BBA students of all universities for research on this bank.This presentation is only done for partial requirement to complete BBA program. I am uploading this presentation for helping the Management students to prepare presentation project with the permission of the author.
First ever holistic survey of Indian Banks with respect to their perspectives on Payments as a business. 29 private sector and public sector banks were surveyed.
This is the slightly modified version of the report submitted by me to the college in partial fulfillment of the requirement of Bachelor in Business Administration course. I had submitted the same final report to Jenu mam of Mega bank as well. I tried to be as original as possible while writing this report. I want to acknowledge everyone from whom I knowingly or unknowingly burrowed ideas and images.
While traditional banks contend with inflexible legacy IT systems, the transformational ones deploy Agile methods to significantly reduce their time to value and make the organization more flexible as a whole.
Transformation is difficult and digital transformation is even harder.
An Empirical Study on Service-oriented E-Banking Solutions of Sonali Bank Lim...Nure Junnatul Mostazir
E-banking introduces all the forms of banking services and transactions performed through electronic means. SBL has launched several e-banking products and services include Internet Banking, E-Commerce, ATM, POS, SWIFT, RTGS, etc.
Allied Bank Management Information System - Allied Bank MISFaHaD .H. NooR
Allied Bank MIS - UCP - MIS is short for management information system or management information services.
Management information system, or MIS, broadly refers to a computer-based system that provides managers with the tools to organize, evaluate and efficiently manage departments within an organization. In order to provide past, present and prediction information, a management information system can include software that helps in decision making, data resources such as databases, the hardware resources of a system, decision support systems, people management and project management applications, and any computerized processes that enable the department to run efficiently
The role of the management information system (MIS) manager is to focus on the organization's information and technology systems. The MIS manager typically analyzes business problems and then designs and maintains computer applications to solve the organization's problems.
eSewa is Nepal-based company
mainly focused on electronic
payment system It is one of the
major service provided by
f1soft.com which is the well-known name for safer and easier way to pay online.
1. RECRUITMENT & SELECTION PROCEDURE
OF THE
SAMPATH BANK (PLC)
A Project Report
Prepared By
H.M.N.P. Karunarathna
CCHRM 8SA/06/41
Course: Certificate Course in Human Resource Management
August 2010
INSTITUTE OF PERSONNEL MANAGEMENT SRI LANKA
IPM
www.ipmlk.org
2. Content
Acknowledgement………………………………………………………………3
Executive Summary……………………………………………………………..4
1. IRODUCTION
1.1 Background of the organization …………………………………5-7
1.2 Objective of the organization ……………………………………8
1.3 Services & customers or Market segment………………………..9-16
1.4 Organization Structure……………………………………………17
2. OBJECTIVES OF STUDY…………………………………………………..18
3. REVIEW OF LITERATURE………………………………………………19-33
4. ANALYSIS
4.1 Methodology………………………………………………………34
4.2 Analysis ………………………………………………………….35-42
5. FINDINGS ……………………………………………………………………43
6. RECOMMENDATIONS……………………………………………………..44
Appendix 1…………………………………………………45
Appendix 2…………………..……………………………..46
Appendix 3…………………………………………………47
7. List of References……………………………………………………………...48
2
3. Acknowledgement
This page represents how many people have contributed to the final document in
numerous ways. And many have shared their wealthy knowledge with me to complete
my project in successfully.
There are few individuals who have influenced, supported and encouraged me in the
effort whom I think deserve special recognition.
First of all I should be very grateful to thanks Mr. Dillon Gomez who gave me a great
knowledge and encourage me about the Project Report and examination of CCHRM. And
my sincere gratitude goes to Miss. Hansika Thisera who employed of SAMPATH BANK,
sharing her wealthy knowledge of their business & guides me to study into a more
purposeful manner. Also I should very thankful to my uncle, Mr. Keerthithilaka gave me
a lot of advices to complete this project.
Especially I am thankful to all my lechers of IPM who shared wealthy knowledge and
experiences in the field of HRM. And also I should thanks to my parents, my sister and
my brother of giving me a great support and encourage me to complete this project as this
level.
3
4. Executive Summary
Recruitment and selection is one of the most important activities in Human Resource
Planning. And the decision of Recruitment and selection will effect to the overall
activities in any company. The implications of recruiting, not fairly can be serious. You
may not get the most suitable person for the job and the cost of recruiting again if you
make the wrong recruitment decisions can be considerable.
This process should start with having a sound Human Resource Planning of the
organization. There through process called demand and supply forecasting, it estimates
the number and type of employees needed to carry out successfully the overall objectives
of the organization.
Recruitment should be focused on seeking and attracting only qualified candidates.
Irrespective of whether the job filled has been in existence or else newly created. Its
requirements must be defined as precisely as possible for recruiting to be effective. It is
difficult to recruit successfully if the jobs to be filled are vaguely defined. For this
purpose job analysis provides information about the nature and requirements for specific
jobs. It is important to understand the relationship between human resource planning, job
analysis, and recruitment and selection process. Here the consideration must be given to
find any prospective employee could be promoting within the organization to take up
those positions. If and external recruitment a job advertisement must put forward to
attract suitable and potential candidates to apply for the job. Applicants must be screened
for the interview purpose and tested to find out his/her knowledge, skills and attitude for
the job. The most potential candidate should be chosen and an offer of employment
made. If that is accepted, the remaining candidates must to be discarded.
A successful recruitment policy also should outline with the new employee being helped
to settle in to the job as soon and smoothly as possible (Induction). He or she must be
4
5. regularly appraised to find out the standard of work and performance rate is maintained.
This project is all about that recruitment and selection process.
1. INTRODUCTION
1.1 Background of the Organization
1987 The bank was Originally incorporated as Investment and Credit Bank Limited.
Whilst Mr. N U Jayawardena became the Chairman of the Bank, Mr. Janaka De Silva
was appointed the General Manager. The registered office was at No 55, D R
Wijewardena Mawatha, Colombo 10, Sri Lanka. The Bank was ceremonially opened for
business, supported by High Technology, on 15th May 1987 following the soft opening
on 25th March 1987. Bank became popularly known by the name, Sampath and
accordingly the name of the Bank was changed. By the end of the 1st year, the Bank
employed 94 staff members comprising all executives. A net profit of Rs. 4.863 Mn. was
recorded in 1987. Following are some of the products/innovations that were introduced to
the Industry by the Bank.
• A cheque guarantee card.
• A saving account with checking facilities.
• Extended banking hours till 3.00 p.m. for the first time in the
country.
The first Bank in Sri Lanka to operate a multi-point network of automated teller
machines. The new concept of Personal Banking Unit (PBU) was introduced and units
were opened in the busy areas of the capital. Uni-Banking System was introduced to the
country for the fist time in Sri Lanka. In 1997 The bank's Head Quarters moved to the
new building in the financial district .
In 2003 Sampath Bank became the first in Sri-Lanka to introduce "One day clearing" for
all cheques drawn on any Sampath Bank Brach, collected by any Commercial Bank in the
island & presented through Sri Lanka Automated Clearing House (SLACH). The first
ever Cheque Imaging & Truncating (CIT) site in Sri Lanka was launched by Sampath
Bank in 2004. In 2005 Union Bank of Colombo Ltd become as Associate of Sampath
5
6. Bank with another investment of Rs.105 Mn thus increases Sampath Bank’s shareholding
to 24.60%.
6
7. Subsidiary Company
Name of the Company
Holding %
Nature of Business
Sampath Centre Ltd
94.20
Renting of Commercial
Property
Sampath Surakum Ltd
100.00
Primary Dealer in
Government Securities
S C Securities (Pvt) Ltd.
51.00
Stock Broking
Sampath Leasing &
Factoring Ltd.
100.00
Leasing & Factoring
Sampath Trade Services
(Hong Kong) Ltd
100.00
Documentary Collection
and Documentary Credit
Sampath Information
Technology Solutions Ltd.
100.00
Developing Software
Solutions and Maintenance
of Hardware
7
8. 1.2 Objectives of the organization
Vision
"The Growing Force
in Sri Lankan Financial Services"
8
9. 1.3 Services of the Organization
SAMPATH ATM & DEBIT CARDS
TEENS Sampath Bank brings you a
"unique" savings account.
When you deposit your jewellery in a
SET Plus gold depository, we open a
Sampath SET Family Card, the latest value SET Plus account with the value of
addition to the SET card, would allow their your gold, making it accessible to
immediate family members to use you from your SET card.
supplementary cards against the main card
holder’s account.
9
10. TERM DEPOSIT ACCOUNT
A Debit card (plastic card with a magnetic
stripe, which could be used at Automated
Teller Machines, which could be used at
(ATMs) and Point Of Sale (POS) terminals
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m manner. computer. the Internet & at Sampath Bank
a easyBanking Centres.
t
u All registered and new students To all students who are eligible
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.
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a
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i additions.
Chose Recruiting Select the
HR It is a facility that allows customers to carry out inquiries Sampath Mobile Cash enables A/C holders to
n
send money instantly to any person having a
All registered
and banking transactions through a
All registered
.
students Welcome New
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follow SLIM / MBA are follow the coures in IIT. are eligible phone. the coures in
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Employee Selection
Retirements programme. RIC.
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