4.2.4.

Performance management
4.2.5. Benefits of Bank of Ceylon employee relations and employee engagement

-Strengths of HRM practices, Weaknesses of HRM practices and

recommendations
Table of Contents
Introduction......................................................................................................................................3
LO1 Explain the impact of the role of HRM in creating sustainable organizational performance
and contributing to business success...............................................................................................4
1.0. Human Resource Management.................................................................................................5
1.1. Specialist and Fundamental Areas of HRM.........................................................................6
1.1.1. Fundamental Areas............................................................................................................6
1.1.2. Specialist Areas.................................................................................................................8
1.2. Typical roles in HR and responsibility.....................................................................................8
1.3. Bank Of Ceylon........................................................................................................................9
1.4. The role of HRM and its contribution to creating sustainable performance..........................10
1.4.1. Role of HRM and the contribution to creating Sustainable Performance of Bank Of
Ceylon........................................................................................................................................11
1.5. The effects of the changing nature of organization on human resources skills and knowledge.
.......................................................................................................................................................11
1.6. HRM about the changing nature of the modern business organization for BOC...................12
LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve
business objectives.........................................................................................................................13
2.1. The recruitment and selection process of HRM.....................................................................13
2.1.1. The recruitment and selection process of Bank Of Ceylon to achieve business objectives.
.......................................................................................................................................................14
2.2. Retention process....................................................................................................................15
2.2.1. Retention process of Bank Of Ceylon.............................................................................16
2.3. The Importance of the Labor Market......................................................................................16
2.3.1. Use of HRM practices in Recruitment and Retention about the importance of the labor
market........................................................................................................................................17
2.4. Strengths and Weakness of HRM...........................................................................................17
2.4.1. Strengths and Weaknesses of HRM of BOC...................................................................18
2.5. Achieving sustainable organizational performance and business objectives of BOC............19
3.0. Examine how external and internal factors can affect HRM decision making in relation to
organizational development...........................................................................................................24
3.1. Introduction to the Bank Of Ceylon.......................................................................................24
3.2. What are the objectives of the HR function?..........................................................................25
3.3. Key roles and responsibilities of the HR Function.................................................................25
3.4. The Internal and External factors that affect HRM decision making to support organizational
development...................................................................................................................................25
3.5. How to affect external and internal factors Decision Making of Bank Of Ceylon................25
4.0. Apply HRM practices in a work-related context for improving sustainable organizational
performance...................................................................................................................................26
4.1.how the application of specific HRM practices in a work-related context can improve
sustainable organizational performance........................................................................................26
Conclusion.....................................................................................................................................27
References......................................................................................................................................28
Introduction
LO1 Explain the impact of the role of HRM in creating sustainable
organizational performance and contributing to business success.

Good morning, everyone!

I’m Kavidi Jayarangi Wickramasingha, a management trainee in HR department of Bank Of
Ceylon. The end of this presentation, you can get a idea of The impact of HRM in creating
sustainable organizational performance and contributing to business success.
This is My Presentation Content.

1.0. Human Resource Management

Introduction

The goal of Human Resource Management (HRM), A multidimensional organizational function,

is to efficiently manage and optimize an organization’s people capital. It includes a methodical
strategy to hiring, training, and keeping staff members, matching their competencies with the
objectives of the company. Recruitment, selection, training, performance management and
employee relations are all included in HRM activities. Creating a happy workplace that
encourages employee engagement and happiness is a critical component of Human Resource
Management. (coursera, 2019.Nov.29)

To ensure that all employees receive fair treatment and equal opportunities, HR professionals are
essential to developing and implementing policies and procedures that comply with employment
regulations. It also includes talent management, succession planning, and continuous learning
programs to improve the overall efficiency and flexibility of the workforce. Ultimately, HRM
plays a critical role in fostering organizational success by maximizing the productivity, growth,
and welfare of its human resources. (techtarget, 2023.Octomber)

Main functions and activities of HRM

-Select employees

-Training and development

-Performance management

-Working in partnership with functional areas

-Ethical issues

1.1. Specialist and Fundamental Areas of HRM

Human Resource Management (HRM) encompasses a broad range of functions, and

professionals in this field often specialize in various areas to contribute strategically to
organizational success. Two fundamental categories within HRM are specialist areas and
fundamental areas.

(ErikvanVulpen, n.d.)

1.1.1. Fundamental Areas

Recruitment and Selection

A company's HR department is usually in charge of the process of reviewing resumes,

organizing and selecting the best applicants. Writing job descriptions to match qualifications to
available positions within a company or organization, and recruiting is another duty of HR
officers in charge of staffing. Human resources personnel prepare the new employee's
documentation, and provide other relevant materials related to the role they will enter after the
employee is hired. (wgu.edu, 2023)

Training and Development

Training is a procedure used by businesses to provide employees with the skills they need to
perform their current roles. It focuses on specific knowledge areas that employees must complete
to perform their daily responsibilities. Employee performance can be maintained at a high level
only if appropriate training is provided to expand their knowledge and hone their skills.
Employees benefit from training and development programs such as on-the-job training,
coaching or mentoring schemes, leadership workshops, and personal development classes as
staff members become familiar with the organization's culture, and, understand and perform
specific job duties. (wgu.edu, 2023)

Employee Relation

HR Technology and Analytics

Performance Management

Performance or talent management provides work settings where people are driven to become
actively involved in their workplace and generate better results, which in turn improves
employee engagement and productivity. Employers must prioritize increasing employee
engagement and competitiveness to maximize productivity and return on investment. In order to
achieve organizational goals, managers and staff must engage in a continual process of
communication and feedback to make sure that employees are doing well in their given
responsibilities and have the tools and training necessary to accomplish their jobs well.
Performance management is also important because it works as a supplement to employees’
annual performance reviews. For workers, continuous performance management is an indicator
that managers value their work and contributions. As part of a balanced company culture and to
promote employee retention, individuals should know that their managers take an interest in their
work. (wgu.edu, 2023)
1.1.2. Specialist Areas
Job analysis and Design

Legal and regulatory compliance

Strategic HR Planning

(Airmason, n.d.)

1.2. Typical roles in HR and responsibility

1.3. Bank Of Ceylon

This is small introduction of our company.

As the biggest and most established commercial bank in Sri Lanka, the Bank of Ceylon is
essential to the nation's financial system. Since its founding in 1939, it has grown to become a
pillar of the country's banking industry, offering a vast array of financial services to private
citizens, corporate clients, and governmental entities. The Bank of Ceylon, a state-owned
organization, has played a significant role in promoting financial inclusion and economic growth
in Sri Lanka. The bank has adjusted to the shifting dynamics of the financial industry with a vast
branch network and a dedication to innovation. It contributes considerably to Sri Lanka's
economic growth and stability by providing services like retail banking, corporate banking,
international banking, and electronic banking. In the financial industry, the Bank of Ceylon is
still well regarded for its dependability, honesty, and client service. (AnnualReport, 2019/09/19)

(wikipedia, 2023)

HRM Department of Bank Of Ceylon

The Bank of Ceylon's (BOC) Human Resource Management (HRM) Department is an essential
aspect of the organization, in charge of overseeing the bank's human resources and creating a
happy workplace. The HRM Department is in charge of several tasks about hiring, employee
relations, talent management, and organizational growth. (BOC, n.d.)
1.4. The role of HRM and its contribution to creating sustainable
performance
1.4.1. Role of HRM and the contribution to creating Sustainable Performance
of Bank Of Ceylon

1.5. The effects of the changing nature of organization on human

resources skills and knowledge.
1.6. HRM about the changing nature of the modern business
organization for BOC
LO2 Assess the contribution of HRM in recruiting and retaining
talent and skills to achieve business objectives

2.1. The recruitment and selection process of HRM

2.1.1. The recruitment and selection process of Bank Of Ceylon to
achieve business objectives.

Comparison of between BOC, Commercial Bank and

2.2. Retention process
2.2.1. Retention process of Bank Of Ceylon

2.3. The Importance of the Labor Market

2.3.1. Use of HRM practices in Recruitment and Retention about the
importance of the labor market

2.4. Strengths and Weakness of HRM

2.4.1. Strengths and Weaknesses of HRM of BOC

Comparison of between BOC and Commercial bank

2.5. Achieving sustainable organizational performance and business
objectives of BOC
The impact of effective Human Resource Management on creating sustainable organizational
performance and contributing to business success in BOC bank is sustainable.

A strategic HRM approach that aligns with the bank’s goal, fosters employee engagement. And
ensures talent development plays a pivotal role. By investing in Human capital, BOC can
enhance productivity, adaptability, and overall organizational resilience, ultimately driving
sustainable success in the dynamic banking Industry.
This is my references list, which I used to obtain information for this Presentation.
Now, this is time for the Q&A session.

This is the end of my presentation. I hope you got a clear understanding of my presentation.
Thank you.
Section B

An individual review report, annual HR analysis of the

Bank Of Ceylon.

W.M.K.J. Wickramasingha
E- 211015
HND Business – 2023/25
3.0. Examine how external and internal factors can affect HRM
decision making in relation to organizational development
3.1. Introduction to the Bank Of Ceylon
The Bank of Ceylon, which was founded in 1939, is the biggest and oldest state-owned
commercial bank in Sri Lanka and is essential to the country's financial system. With a vast
domestic and international branch network, the Bank of Ceylon has emerged as a key player in
the nation's economic growth. It provides a wide range of banking services and products, such as
trade financing, electronic banking solutions, retail and corporate banking, and treasury
operations. The Bank of Ceylon, which is renowned for its dependability and moral behavior, is
an exemplar of confidence and quality in the banking sector and makes a substantial contribution
to Sri Lanka's financial stability and economic growth.

Bank of Ceylon is a fully state-owned bank, and the Country’s leading licensed commercial
bank, with 23% of the industry's loans and advances and 23% of deposits in 2022. Being a
Domestic Systemically Important Bank (D-SIB), BoC is deeply ingrained in the socio-economic
landscape of Sri Lanka and has played a pivotal role in driving financial empowerment and
economic growth of the Country for more than 80 years.

BOC has an extensive presence throughout Sri Lanka, while also operating three branches in
India, the Maldives and Seychelles, and a fully-owned subsidiary in London, United Kingdom.

Vision - To be the nation’s preferred bank with a strong global presence providing customer-
centric innovative financial solutions.

Mission – To provide highly efficient, customer-focused, technologically sophisticated, resilient,

and innovative financial services to the Nation with global access, empowering employees and
enhancing value to the stakeholder.

Values – In achieving our vision to be the Nation’s preferred bank with a strong global presence,
providing customer-centric innovative financial solutions we are committed to upholding our
five core values as follows,

Being customer-centric
 Respecting all forms of diversity

Committing to high level of ethics, governance and professionalism

Focusing towards agility and innovation

Being accountable for all our actions

3.2. What are the objectives of the HR function?

3.3. Key roles and responsibilities of the HR Function

3.4. The Internal and External factors that affect HRM decision
making to support organizational development.
Internal
External
the key external and internal factors that affect HRM decision making, using relevant
organizational examples to illustrate how they support organizational development
key factors affecting HRM decision making to make valid recommendations

3.5. How to affect external and internal factors Decision Making of

Bank Of Ceylon.
4.0. Apply HRM practices in a work-related context for improving
sustainable organizational performance.
4.1.how the application of specific HRM practices in a work-related
context can improve sustainable organizational performance.
Job analysis, recruitment and selection, training and development, performance management
Explain the benefits of employee relations and employee engagement of your company selected
strengths and weaknesses of HRM practices to make recommendations for improving sustainable
organizational performance
-Strengths of HRM practices, Weaknesses of HRM practices and recommendations
Conclusion
References
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AnnualReport, 2022. BOC. [Online]
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[Accessed December 2023].
wgu.edu, 2023. [Online]
Available at: https://www.wgu.edu/blog/7-key-areas-human-resources-every-
organization2302.html
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[Accessed 10 01 2023].