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MGT351: Human Resource Management
Section: 07
Report on: HRM Planning and Strategies
of
Submitted To:
Md. Al Amin [MLI]
Le...
1
HRM Planning and Strategies
Acknowledgement
Before we start presenting our research and report, we would like to say som...
2
HRM Planning and Strategies
Letter of Transmittal
April 18, 2018
To,
Md. Al-Amin
Lecturer, Department of Management
Scho...
3
HRM Planning and Strategies
Executive Summary
This report provides an analysis and evaluation of the structure and the d...
4
HRM Planning and Strategies
Table of Contents
Titles Page#
1. Introduction…………………………………………………………………………………… 05-06
1.1 Int...
5
HRM Planning and Strategies
1. Introduction
1.1 Introduction:
Human Resource Management is significant source of competi...
6
HRM Planning and Strategies
1.3 Background Information of Commercial Bank of Ceylon PLC:
Having set a benchmark in priva...
7
HRM Planning and Strategies
2. Description
2.1 SHRM:
Strategic Human Resource Management is an approach to manage human ...
8
HRM Planning and Strategies
ii. Customer Perspective: They use customer satisfaction, brand strength &
customer retentio...
9
HRM Planning and Strategies
2.2 HR Planning:
Human Resource Planning is a systematic process of forecasting both the pro...
10
HRM Planning and Strategies
2.3 Recruitment & Selection:
Recruitment process basically starts with the analysis of job ...
11
HRM Planning and Strategies
• Job experience (If applicable)
• Skills set such as MS Word, MS Excel etc.
• Participatio...
12
HRM Planning and Strategies
2.4 Training & Development:
Training is the process of teaching existing and new employees ...
13
HRM Planning and Strategies
• Orientation & Code of Conduct Training: These are the trainings for the new
employees so ...
14
HRM Planning and Strategies
2.5 Performance Appraisal:
Performance Appraisal is the process of evaluating of employee’s...
15
HRM Planning and Strategies
2.6 Benefits & Compensation:
The employees of Commercial Bank of Ceylon enjoy both monetary...
16
HRM Planning and Strategies
• Allowances for foreign employees: All necessary expense like home rental facility
and car...
17
HRM Planning and Strategies
3. Conclusion
3.1 Conclusions:
Throughout the whole report, functions of Human Resource Man...
18
HRM Planning and Strategies
3.3 Appendix:
Interview Questionnaire:
1. How do you forecast the number of people you need...
19
HRM Planning and Strategies
3.4 References:
Dessler, G. (2013) Human Resource Management (13 ed.). Pearson Education In...
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Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)

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.

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Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)

  1. 1. MGT351: Human Resource Management Section: 07 Report on: HRM Planning and Strategies of Submitted To: Md. Al Amin [MLI] Lecturer, Department of Management SBE-NSU Submitted By: ❖ Muntaka Tasnim Tabassum ❖ Abdullah Sawban ❖ Saharia Azmi Chowdhury ❖ Taysir Quadry ❖ Md. Tanzirul Amin MGT 351 Date of Submission: Wednesday, 18th April 2018
  2. 2. 1 HRM Planning and Strategies Acknowledgement Before we start presenting our research and report, we would like to say some few words of appreciation for the people who have been a part of this assignment right from its inception. The writing of the report was not an easy task. At first, we would like thanks to Almighty Allah for helping us finish the project and also give credit to all the group members. The success of the project is a result of the hard work and dedication of our team. We would also like to thank our course instructor Mr Md. Al-Amin sir who helped and guided us in making this report. Without his effort, knowledge, and energy, we couldn’t complete this project. Lastly, we are much obliged to Ms Irin Parvin, Assistant Manager (HR department), and Mr Md. Ashique Imtiaz, Sr. Executive Officer (HR department) of Commercial Bank of Ceylon PLC.
  3. 3. 2 HRM Planning and Strategies Letter of Transmittal April 18, 2018 To, Md. Al-Amin Lecturer, Department of Management School of Business & Economics, North South University Subject: Submission of the group report on HRM Planning and Strategies of Commercial Bank of Ceylon PLC. Dear Sir, It is indeed a great pleasure for us to be able to hand over our project report on HRM Planning and Strategies of Commercial Bank of Ceylon PLC. We tried our level best for preparing this report. The information of this report is mainly based on the interview with the Assistant Manager and Sr. Executive Officer of HR department of Commercial Bank of Ceylon PLC. Some other details and information were gathered from the internet, company website knowledge which has been acquired from the respective course. All of us gave our hundred-per cent efforts for making this report come together. We, fervently hope that you will find this report worth reading, and appreciate our hard work and excuse the minor errors, if any. Thank you for your cooperation. Sincerely, Muntaka Tasnim Tabassum Abdullah Sawban Saharia Azmi Chowdhury Taysir Quadry Md. Tanzirul Amin
  4. 4. 3 HRM Planning and Strategies Executive Summary This report provides an analysis and evaluation of the structure and the different work processes of the Human Resource Department of Commercial Bank of Ceylon PLC, Bangladesh. It includes the organization’s background information, culture of interpersonal relationship, current HR System, Implication of Strategic Human Resource Management & some recommendations. The first part of this report gives an insight about Commercial Bank of Ceylon PLC. Both primary and secondary data have been collected to complete this report. 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. Commercial Bank of Ceylon PLC’s employees are recruited by going through multiple steps starting from staff requisition and CV sourcing to written tests, interviews, viva and finally joining. The employees are trained through different training programs organized by the management. The bank offers basic monthly salaries to the organization’s employees along with other benefits in accordance with Bangladesh Labor Law & other banks salary structure. It offers performance bonus according to performance grades, two festival bonuses, gratuity for employees leaving the organization, and provident fund benefits for the retirees. Moreover, depending on designation employees get allowances, insurance, leaves, and loan facilities etc. Through the collected data, it has been found that the current HR System is doing well but it has more scopes to improve. 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.
  5. 5. 4 HRM Planning and Strategies Table of Contents Titles Page# 1. Introduction…………………………………………………………………………………… 05-06 1.1 Introduction 05 1.2 Methodology 05 1.3 Background Information 06 2. Description.......................................................................................... 07-16 2.1 SHRM 07 2.2 HR Planning 09 2.3 Recruitment & Selection 10 2.4 Training & Development 12 2.5 Performance Appraisal 14 2.6 Benefits and Compensation 15 3. Conclusion……………………………………………………………………………………… 17-18 3.1 Conclusion 17 3.2 Recommendations 17 3.3 Appendix 18 3.4 References 19
  6. 6. 5 HRM Planning and Strategies 1. Introduction 1.1 Introduction: Human Resource Management is significant source of competitive advantage and also plays key role in organizational strategies. Moreover, it has impact on organization’s workforce which eventually impact organization’s performance. HRM processes mainly get directly affected by some external forces such as economy, labor unions, legal environment etc. Firstly, in HRM, a job and the behaviors necessary to perform are defined through job analysis. Secondly, there are the types of orientation and training and development process. Thirdly, the strategies for retaining competent, high-performing employees; there are different ways to do so such as written essays, critical incidents, graphic rating scales, BARS, multi person comparisons, MBO, and 360-degree performance appraisals. Lastly, there are the contemporary issues in managing human resource; managers may manage downsizing through compensations or providing benefits to the employees. (zkjadoon, 2015) 1.2 Methodology: For our primary research, in order to find about the actual information related to Human Resource Management Department’s function of Commercial Bank Of Ceylon PLC, we conducted an interview with Ms Irin Parvin, Assistant Manager (HR department), and Mr Md. Ashique Imtiaz, Sr. Executive Officer (HR department) of Commercial Bank of Ceylon PLC. We have visited the main branch of the bank which is located in Gulshan-2, near Hadi Tower to observe how functions of the HR Dept. of the organization are carried out. For our secondary research, we visited websites authorized by Bangladesh government, website of Commercial Bank of Ceylon PLC, and several weblogs and web journals.
  7. 7. 6 HRM Planning and Strategies 1.3 Background Information of Commercial Bank of Ceylon PLC: Having set a benchmark in private sector banking in Sri Lanka, CBC PLC has set standards, created an identity and forged an unsurpassable trend. Powered by state-of-the-art technology and driven by a team of highly motivated, dynamic individuals Commercial Bank Of Ceylon PLC has become one of the leaders in private banking in Sri Lanka.. Having made a distinctive mark in Sri Lankan banking history, Commercial Bank stands out for its superlative service and technological superiority. Commercial Bank Of Ceylon PLC is a multinational bank, rooted from Sri Lanka, which has been operating in Bangladesh since 2003. It provides Banking facilities to individuals and businesses. For individuals, it offers Savings, Deposits, Cards, Current Accounts, and Loans Services. For businesses, it offers Corporate Banking, SME Banking Services & Treasury. The bank has 11 branches and around 220 employees currently in Bangladesh (Company Overview of Commercial Bank, 2018). Over the period of last 15 years of operation in Bangladesh, Commercial Bank Of Ceylon PLC has expanded its branch network to 11 branches, 2 specialized OBU sections in Dhaka (Gulshan) and Chittagong (CEPZ) and 6 SME centres in Bangsal Road (Dhaka), Progati Sharani (Dhaka), Shantinagar (Dhaka), Tongi (Dhaka), Jubilee Road (Chittagong) and CDA Avenue (Chittagong). It also has 1 Card Centre in Dhanmondi (Dhaka), 3 offsite ATMs,which are in Dhaka, Narsingdi & Sylhet. Unique products and services, superior service quality and efficient and customized solutions to the requirements of corporate and personal banking customers are hallmarks of the successful stride of CBC in Bangladesh. (www.combank.net/bdweb) Vision of Commercial Bank Of Ceylon PLC: "To be the Bank of Excellence in Service and Commitments" Mission of Commercial Bank Of Ceylon PLC: "To deliver optimum value to: Customers, Employees, Shareholders and the Nation, while ensuring good Corporate Governance."
  8. 8. 7 HRM Planning and Strategies 2. Description 2.1 SHRM: Strategic Human Resource Management is an approach to manage human resource which supports long term business goals and outcomes with a strategic framework. It typically includes basic human resource components such as hiring, training, payroll, and also involves working with employees in a cooperative manner to accelerate retention, improve the quality of the skills of the employees and lastly maximize the mutual benefit of both the employees and the employer. CBC PLC developed a Strategic HR plan of HR initiatives to achieve and promote the behaviours, culture and competencies needed to achieve organizational goals. The strategic planning process begins with four critical questions: • Where are we now? (Assess the current situation.) • Where do we want to be? (Envision and articulate a desired future.) • How do we get there? (Formulate and implement a strategy and strategic objectives.) • How will we know if we are on track toward our intended destination? (Establish a mechanism to evaluate progress.) Then they align the HR function to the organization's business strategy. The HR alignment process is often driven by workforce composition issues. When the HR strategic planning team has fully evaluated the current situation, CBC PLC considers what the ideal future would look like from an organizational perspective. The question "Where do we want to be?" can be answered and clearly articulated by creating statements of vision, mission and values. A vision statement provides a description of what an organization wants to become or hopes to accomplish in the future. CBC PLC uses 4 different perspectives such as: i. Financial Perspective: Use of revenue, expense, net income & cash flow measures.
  9. 9. 8 HRM Planning and Strategies ii. Customer Perspective: They use customer satisfaction, brand strength & customer retention. iii. Internal Process Perspective: In this term, they use resource allocation & cycle time. iv. Learning/Growth Perspective: For the learning perspective they use employee satisfaction, employee skill, and employee turnover & employee education. In order to achieve strategic goals of the organization and to satisfy the bank’s Mission, Vision along with maximizing mutual benefit and develop human resource management, Commercial Bank Of Ceylon PLC’s HR Dept. has adapted the following policies (www.combank.net): • Ensure a fair and consistent wage policy • Manage talent effectively to maximize the employee’s potential • Staff training and development • Retain the bank’s position as ‘most preferred’ employer
  10. 10. 9 HRM Planning and Strategies 2.2 HR Planning: Human Resource Planning is a systematic process of forecasting both the prospective demand for and supply of manpower and employment of skills with the objectives of the organization. HR planning involves anticipating need for labour and supply of labour. Planning the programs is important to ensure that the organization will have the right mix of employees and skills when and where they are needed. Commercial Bank of Ceylon is very careful in their HR planning. They generally use trend analysis. They set a goal first and after that they plan for the recruitment. For this they need to find out how many positions they need and the amount of people they need. They generally recruit through: I. Requirement/need basis: They analyze the need of the employee. They recruit their employee based on their needs. II. Performance basis: They also recruit through performance basis. They also recruit employees from the intern students based on their performance. Internal and External Candidates: CBC PLC recruits their candidate from both internal and external sources. For top managers they use internal recruitment and they follow personnel replacement chart .By this they can easily get the current performance of employee and chances of their portability. For the mid-level candidates they use manual system to track employee qualification and also they use Intranets and bulletin boards. For external recruitment process they use BDjobs website and sometimes the national daily newspapers. Centralized recruitment: CBC PLC follows the centralized recruitment system. They make their recruitments decision centrally. Since, it is cost and time efficient; they have fewer amount of branches compared to other banks so this decreases redundancy.
  11. 11. 10 HRM Planning and Strategies 2.3 Recruitment & Selection: Recruitment process basically starts with the analysis of job description and job specification for a specific job. Job analysis and job specification ideally provide the information about the job title, location, salary scale, skill & knowledge a candidate must have. Respective head of the department prepare the job description basically and send it to the HR dept. Employment sources: Human resource department of CBC PLC decides how to fill the vacant position, whether through internally or externally. Internal sources: Recruitment from internal sources are usually done when recruiting for a new project, mid-level and top-level positions. For top level positions they use internal source. Advertisements are posted on intranet and also on bulletin boards of CBC PLC. They also recruit top positions through evaluation basis promotions. External sources: CBC PLC recruits from external sources for entry-level positions and also for some positions which require certain technical expertise and experience which the employees in their talent pool do not have. Advertisements are posted online at: www.bdjobs.com and sometimes in the national daily newspapers. Employment Type: CBC PLC hires only in permanent & probationary position. The bank do not hire for any part-time jobs. At times, it hires consultants. Application Calling: Job applications against each vacant position are collected by HR department. Candidates can not appear for more than 1 interview within 1 year and probationary employees are also not allowed to apply for interview for any other position. After one year of probationary period, interns can apply for a fixed position. Selection Process: the steps HR Dept. of CBC PLC follows for selecting a candidate are, Sorting and listing of Applications: HR department of the bank collects and compiles applications after closing the job advertisement. The applications are profiled against the given job advertisement and then HR department assesses the applications for further screening. Short listing criteria include: • Academic qualification • Relevant degrees
  12. 12. 11 HRM Planning and Strategies • Job experience (If applicable) • Skills set such as MS Word, MS Excel etc. • Participation in Extra Co-curricular activities Entrance exam (Written test): The applicants that meet the above criteria are then called for a written test. No matter whatever the position is, each of the applicants has to go through this written test and gain satisfactory marks to be eligible for the next step. The written test consists of 200 marks; there are 100 marks for maths & 100 marks for English (Essay-50, Letter-25, and Case Study-25). Through this test, the applicants’ analytical ability and skills on English are tested. Interview (Viva): The applicants that successfully pass the written test are then called for interview with a board. The board consists of Head of HR & other Dept. Heads. The board tests the applicants’ adaptability to work environment, stress endurance, confidence, execution style etc. Medical exam and Police verification report submission: The applicants who pass the above tests are considered to be eligible for the job primarily. However, they are asked to submit a medical test report and a police verification report in order to make sure that they are physically fit for the job & do not have any unethical history. On-Board: If the applicant passes all the above mentioned tests, he/she is put into probationary period for 18 months which is considered as training period also. Joining: After these 18 months of probationary period ends, the applicant is called for another interview where job-related questions are asked. Upon passing of this test he/she is finally appointed as officer. If failed in this test, the applicant is put into probationary period again for another 6 months or 12 months.
  13. 13. 12 HRM Planning and Strategies 2.4 Training & Development: Training is the process of teaching existing and new employees the basic skills they need to perform their jobs. Commercial Bank of Ceylon PLC trains its employees at different phases according to the needs in order to develop the expertise level and experience curve of the employees and also to benefit the organization from it. The bank focuses on off-the-job training rather than on-the-job training. Training for probationer: Other than MTOs, the bank follows off-the-job training method to train its probationary employees. CBC PLC has an in-house training centre for the new employees, which is located at the Gulshan branch. Usually, first 18 months of the probationary period is considered as training period. The in-house training session usually takes place around 4 to 6.30 pm. Training for permanent employees: The training program for the permanent employees is a bit different. The program depends on the designation of the employees, the needs and so on. So the training is given on- ➢ Skills Development ➢ Profitability ➢ Timeliness ➢ Business Continuity Policy ➢ Loan Policy ➢ Anti-Money Laundering ➢ Regulatory Issue (Audit) ➢ Deposit ➢ SME Lending ➢ Foreign Exchange Policy ➢ Credit Proposal ➢ Credit Risk Management ➢ Green Banking etc. Trainers are happened to be experts of the banking sectors. They are hired from Bangladesh Bank or professionals. Sometimes experts might come from Colombo (Sri Lanka, the parent country of the bank) as well. Often executive coaches are hired. The training programs are mostly local based. Overseas trainings are very rare in this bank.
  14. 14. 13 HRM Planning and Strategies • Orientation & Code of Conduct Training: These are the trainings for the new employees so that they can get introduced themselves to the other employees of this bank. The new employees come to know about the rules, regulations and policies of the bank through the orientation session. • Training on Corporate Culture: The employees (usually freshman) are given idea about the corporate culture of CBC PLC through this method. They are notified about the formal dress code for males which implies on Sunday to Thursday. There is no fixed dress code for female employees but it has to be decent and modest according to Bangladesh’s local values and customs. • Off-the-job Training: These training sessions are mostly organized at the Bangladesh Institute of Bank Management (BIBM) at Mirpur, the sessions may include: seminars, short courses, professional degrees etc. Usually, CBC PLC encourages their permanent employees and new executives to take such trainings.
  15. 15. 14 HRM Planning and Strategies 2.5 Performance Appraisal: Performance Appraisal is the process of evaluating of employee’s work and rewarding accordingly. Performance appraisal is primarily used for promotion decisions and salary-raise of employees. Appraisal process also helps to identify the employee’s strengths and weakness and decide on training and development of employee. It’s an useful tool for career planning and human resource management. Commercial Bank of Ceylon PLC also uses performance appraisal to evaluate their employees. They evaluate the performance of the employees twice a year. The CBC PLC reporting immediate supervisor and country manager used this performance appraisal to evaluate employees every 6 month. Process of Performance Appraisal: The process of performance appraisal of Commercial Bank of Ceylon PLC - For appraising the performance of individual employees, individual documents and report card are used. After every six months, supervisor and country manager analyse the individual goals and performance with the standards and company’s mission, and then give the final review. Feedback: Based on the final review, feedbacks are given to the employee on his or her performance in order to correct any deficiencies and to create increased opportunities. CBC PLC generally provides two-way feedbacks. CBC PLC uses 360 degree feedback system to evaluate the performance of the employees. 360 degree feedback means employee receives feedback from peers, bosses or supervisors, subordinates, internal and external customers. Another feedback is given by line managers and Country manager to maintain the goal and perfection of the workflow in relation with the overall company motives and future goals. Country Manager Supervisor Employee
  16. 16. 15 HRM Planning and Strategies 2.6 Benefits & Compensation: The employees of Commercial Bank of Ceylon enjoy both monetary and non-monetary benefits provided by the organization. • Festival Bonus: Employees get basic salary of 1 month as bonus on each Eid festivals. • Performance Bonus: Depending on solely performance, employees get basic salary of 1/2/3 month yearly as performance bonus. The performances of the employees are evaluated semi-annually. • Provident Fund: Permanent employees who work for a certain time period are eligible to receive provident fund. CBC PLC’s policy for this fund is - Basic’s 10% as in own contribution + Basic’s 10% as in Company’s Contribution The provident fund is run by Trustee Board. To be eligible to get the provident fund’s money to the fullest, an employee must have to work for more than 5 years for the bank. No. of years served Percentage of employers’ contribution 5 years+ 100% 4 years 80% 3 years 60% 2 years 20% Less than 2 years No Provident Fund • Gratuity: Employees who have worked more than 5 years get gratuity at the time of their retirement. CBC PLC adds 1 year basic salary for every performing year to its employees who are eligible to receive gratuity. • Sick leave: CBC PLC follows the rule of “Bangladesh Labor law 2006” regarding sick leave. Each of the employees gets 14 days sick leave a year with full payment. (Laws of Bangladesh, 2010) • Maternity leave: Mothers who conceive babies are entitled to enjoy 6 months maternity leave which is 8 weeks a year (60 days) according to Bangladesh Labor Law. (Laws of Bangladesh, 2010)
  17. 17. 16 HRM Planning and Strategies • Allowances for foreign employees: All necessary expense like home rental facility and car facility are paid from the bank when foreign employees come to work for a country other than their own. • Medical facility: In case of major operation, the bank gives either a percentage or a lump-sum of 50,000 BDT to pay for hospital bill. • Group Insurance: All the employees of CBC PLC enjoy health and life insurance from ALICO Life Insurance Company. • Vacation facility: Each employee of CBC PLC enjoys 30 days yearly (2.5 days per month) vacation without holidays each year with full payments.
  18. 18. 17 HRM Planning and Strategies 3. Conclusion 3.1 Conclusions: 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. 3.2 Recommendations: Through findings, It has been seen that current HR system of Commercial Bank Of Ceylon PLC is doing good but It can improve the HR Policies to get the best output from the employees. The salary structure should be more competitive. The retirement age in this bank is 57 years which is 59 years in other banks in the industry. Currently gratuity is 1 gross salary for every performing year which the bank should double. Staff interest rate for home, car, and personal loans should be reduced. Car allowance should be started from assistant manager instead of manager. To evaluate the employees they should start integrated quantitative measures.
  19. 19. 18 HRM Planning and Strategies 3.3 Appendix: Interview Questionnaire: 1. How do you forecast the number of people you need to hire? 2. Do you have any fixed vacant positions? How do you fill those out? • Trend Analysis: Do you investigate the past activities? • Ratio Analysis: Do you identify some specific factors which may affect each other • Scatter Plot: Do you use any kind of graphical representation to find out the data? 3. Do you prefer external or internal recruitment? Would you go for external recruitment for the higher positions of the company? 4. What are the sources you use while recruiting externally? (job sites, agencies, referrals etc.) 5. Do you think it is possible to reach older candidates through internet? 6. How do you fill out the new empty positions if you promote internally? 7. What are the sources for job posting in case of internal recruitment? (e.g. intranet, bulletin boards, rehire old employees) 8. Do all the branches recruit employees individually? 9. Please discuss the process by which Commercial Bank of Ceylon plans to recruit its top executives. What are the various methods used to collect the relative job description? 10. How do you select the right candidates for your organization? Please explain 11. How do you investigate the background and verify the information provided by the candidates? 12. Do you prepare set of predetermined questions before interviewing people? 13. What sort of questions do you ask them: Work related hypothetical situation or based on past incidents 14. How do you identify whether training is required? What are the costs associated with training? 15. Is there any connection between the training session and the actual job environment? 16. How does Commercial Bank of Ceylon aims to train it’s existing and new employees?
  20. 20. 19 HRM Planning and Strategies 3.4 References: Dessler, G. (2013) Human Resource Management (13 ed.). Pearson Education Inc. Laws of Bangladesh (2010) Retrieved from: http://bdlaws.minlaw.gov.bd/index.php Zkjadoon (2015) What are the Functions of Human Resource Management. Retrieved from: http://www.businessstudynotes.com/hrm/human-resource-management/what-are-the- functions-of-human-resource-management/ Company Overview of Commercial Bank (2018) Retrieved from: https://www.bloomberg.com/research/stocks/private/snapshot.asp?privcapid=2566670 34 Website links: https://www.combank.net http://www.combank.net/bdweb https://www.bb.org.bd/ https://www.bibm.org.bd/ http://www.sec.gov.bd/ Thank you!

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