Done by- Md. Amran Hossain MBM at university of Kelaniya - Sri Lanka BBA at Lincoln university - Malaysia

1. Selection of middle level
managers/officers
COMMERCIAL BANK LTD.
By Md. Amran Hossain, Comilla, BD.
BBA( Malaysia, MBM-Reading UOK, Sri Lanka.)

2. ABOUT COMMERCIAL BANK
• Commercial Bank Of Ceylon Plc was incorporated in 1969
• 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.
• Rated as the Best Bank in Sri Lanka by "Global Finance" for the 14th
consecutive year
• Bank of the Year by "The Banker" Magazine on seven occasions.
• first Sri Lankan bank to be listed amongst the ‘Top 1000 Banks in the
World’ in 2008,

3. Human Resource Management
• What is Human Resource Management
• HR is a product of the human relations movement of the early 20th century
• Human resources focuses on maximizing employee productivity.
• Why HR importance
• Placement of right of people at the right place at the right time.
• Ensure people do their best
• Effective training
• Avoid unfair labor practices

4. Recruitment & Selection
• Recruitment process

5. Steps in the selection process
• Application Evaluation
• Employment Tests
• Selection Interview
• Back Ground Investigation
• Medical or Physical Examination
• Checking Reference
• Final Approval

6. • Application Evaluation
• This is essentially to check whether the candidate fulfills the minimum
qualification
• Employment Tests
• Intelligence tests
• Aptitude Test
• Proficiency Test

7. • Selection Interview
• 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
• Back Ground Investigation
• This is used to find out background of an applicant or back ground
information of an applicant
• Character, Academic history, Finance and Employment history

8. • 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
• 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

9. • 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.

10. Challenges and Suggestions for Improvement
• Application Evaluation
• Effective employee selection involves matching the requirements of a job to
the skills of job applicants. The Application should provide full information
• Currently the bank doesn’t have a specific application format and applicants
apply through their own CV formats
• We here suggest implementing a proper application format for the bank.

11. • 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
• 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
• 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 t
• he employee’s experience, attitude and team management skills.

12. • Selection Interview
• It involves a face-to-face conversation between the employer and the candidate, the
selector asks a job related and general questions
• Individual Interviews
• Group Interviews
Suggest below methods to continue to select 2nd layer employers rather thand above
two.
• Structured Interviews
• Unstructured Interviews
• Mixed Interviews
• Problem Solving Interviews
• Stress Interviews
o

13. oIt is a time consuming and expensive device
o it can test only the personality of the candidate and not his skill for the job
o the interviewer may not be an expert and may fill to extract all relevant
information from the candidate
o the personal judgment or bias of the interviewer may make the result of the
interviews inaccurate

14. • 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
• Education Reports
• 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

15. Conclusion
• 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

16. Conte.
• 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.

17. •Thank you