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Assignment Part 1: Human Resource Management Strategy
Task 01
Student’s Role
Assume that you are the newly appointed Human Resource Manager of the organisation you work for and prepare a review for senior managers addressing the following points starting with the relevant organisation introduction.
Explain the importance of strategic human resource management in the organizations (AC 1.1)
Assess the purpose of strategic human resource management activities in the organisation on its way to grow as an organization (AC1.2)
Evaluate how contribution of strategic human resource management can assist the achievement of the organization’s objectives. (AC1.3)
 (Word limit : not less than 750)
Assignment Part 2 : Developing a Human Resource Plan
Assuming that you are working as the human resources manager at an organization which is growing (ideally take the organization you are currently employed in to consideration), address the following tasks:
Task 02
Develop a human resource plan for the selected organization clearly concentrating and expanding on the following points and in addition present your work verbally with use of a multimedia format:
2.1Analyze the business factors that underpin human resource planning in the organization selected by you (AC 2.1)
2.2 Assess the human resource requirements in a situation where organization is planning to add new branches to the organization (AC 2.2)
2.3 Develop a detailed human resources plan for the selected organization based on above sections (2.1 and 2.2) (AC 2.4)
2.4 Critically evaluate how the human resources plan presented by in the above section 2.3 can contribute to meeting the selected organization’s objectives (AC 2.4)
 (Word limit : not less than 750, Presentation 15-20 minutes)
Task 03As a human resource manager it is essential that you understand human resources policy requirements in the organization you have selected.

3.1 Explain why it is important to have human resource management policies in the organization you have selected (AC 3.1)
3.2 Statutory as well as other regulations play a major part in devising organizational human resources management policies. Analyze the impact of regulatory requirements on human resource policies in the organization when conducting operations (AC 3.2)
 (Word limit : not less than 750)
Assignment Part 3: Reviewing Human Resource Management
Select and organization of your choice (ideally the organization you are currently employed in), and address the following tasks.

Task 04
Assume that you are a human resources consultant who has been asked to review human resource management in the organization you have selected (ideally select the organization you are currently employed in). The senior human resource management seeking your help to improve the organization’s human resource management practices requested you to write a review on the same.
On your review you are required to:
Analyze the impact of the organizational structure of the selected organization on the management of human resources (AC4.1)
In the context of the organization selected by you, analyze the impact of the organizational culture on the management of human resources (AC 4.2)
Examine how the effectiveness of human resources management is monitored in the selected organization.(AC 4.3)
Make reasonable recommendations to improve the effectiveness of human resources management in the selected organization(AC 4.4)
  (Word limit : not less than 750)
IMPORTANT: General Guidance about Assessment Evidence
Primary and/or secondary research evidence findings must be appropriately referenced within the report and research evidence attached as annexes to the report.
The written report must be presented in a professional manner, with front page, contents page, page numbering, list of references and annexes.

The verbal presentation addressed on Task 02 must be supported by printouts of presentation slides/videos, presentation notes and/or audio recordings and a signed tutor witness statement.

Assessment Criteria – Pass
Outcome(s)/criteria Possible evidence Achieved Feedback
LO1: Understand the background to organizational strategic change
1.1- explain the importance of
strategic human resource
management in organisations AC1.1, learners need to explain the importance of strategic human resource
management and the need for adopting both a medium- and long-term perspective
in respect of human resource management Yes Satisfactorily explained.
Real example and justification would be advantageous
1.2- assess the purpose of strategic
human resource management
activities in an organisation AC 1.2 and 1.3, learners need to assess the purpose of strategic human resources management and evaluate how it contributes to organisational objectives….

Yes Purpose has been Well assessed
1.3- evaluate the contribution of
strategic human resource management to the achievement of an organisation’s objective AC 1.2 and 1.3,..The link between corporate strategy and human resource management
strategy needs to be made clear to show their interrelationship and how the human
resource management strategy supports and contributes to organisational purposes. Yes Evaluation of contribution is satisfactory. Justification with real example would be advantageous
LO2 Understand issues relating to strategic change in an organization LO2 Understand issues relating to strategic change in an organization
2.1- analyse the business factors that
underpin human resource
planning in an organisation. AC2.1, learners need to analyse the business factors that dictate the need to
plan human resources by looking internally at the organisation’s requirements, as
well as considering the influence of external environmental factors. Yes Presented well using –
-multimedia format
Feedback given in person
2.2- assess the human resource
requirements in a given situation AC2.2, learners need to assess the human resource requirements for a specific
organisation in a specific situation. Learners can use their own organisation if
appropriate. Yes Presented well using –
-multimedia format
Feedback given in person
2.3 develop a human resources plan
for an organisation
AC 2.3 and 2.4, learners need to develop a human resources plan building on
the results of the work completed for AC2.2. The plan needs to be formulated using….

Yes Presented well using –
-multimedia format
Feedback given in person
2.4 resources plan can contribute to
meeting an organisation’s
objectives AC 2.3 and 2.4,..SMART (specific, achievable, measurable, realistic, and time-based) targets. The
plan needs to be critically evaluated to show how it can contribute to the achievement of organisational objectives.. Yes Presented well using –
-multimedia format
Feedback given in person
LO3 Be able to lead stakeholders in developing a strategy for change
LO3 Be able to lead stakeholders in developing a strategy for change
3.1 – explain the purpose of human
resource management policies in
organisations. AC 3.1 and 3.2, learners need to explain the purpose of human resource
management policies in organisations, showing how they comply with legal and
regulatory requirements…..
Yes Satisfactory explanation of purpose of policy.

Compliance of policy with the regulations can be developed
3.2- analyse the impact of regulatory
requirements on human resource
policies in an organisation AC 3.1 and 3.2, ….Organisational policies should be accessible and the
implications and impact of the policies on managing the human resource need to
drawn out through analysis. Yes Acceptable analysis of impact of regulations in alignment with the organisational policy.
Specific organisation’s policy should be considered
LO4 Be able to plan to implement models for ensuring ongoing change LO4 Be able to plan to implement models for ensuring ongoing change
4.1 – analyse the impact of an
organisational structure on the
management of human resources AC 4.1 and 4.2, learners need to analyse the impact of organisational structure
and culture on human resource management. Structure and culture need to be defined. Yes Satisfactory.
Needs to connect structure and culture to the selected organisation
4.2 – analyse the impact of an
organisational culture on the
management of human resources -Do- Yes Done well.

4.3-examine how the effectiveness of
human resources management is
monitored in an organisation
AC4.3, learners need to examine the monitoring of human resource
management in relation to contributing to organisational goals. Learners need to
identify performance indicators that might be used and how the effectiveness of
human resource management can be judged against these indicators. Yes Well approached.

4.4 make justified recommendations
to improve the effectiveness of
human resources management in
an organisation AC4.4,learners need to use their work from AC4.3 to recommend
improvements to human resource management, supported with justifications based on an analysis of a specific organisation in a specific situation. Yes Acceptable. Answer should be more specific. Recommendation can include to improve structure, culture, policy and etc
Assignment Feedback
Formative Feedback: Assessor to Student
Citation and referencing needs improvement. Latest up-to-date sources would be advantageous. All part of the work needs extension with relevant literature
Action Plan
Should read relevant up-to-date journals to improve the work quality
Additional reading is necessary to pass this hence recommended to read a lot.
Summative feedback
Overall assignment is acceptable for the module at postgraduate level. Recommended with additional reading for improvement on all aspects.
Feedback: Student to Assessor
Assessor signature HazeerDate Student signature
Date Table of Content
Introduction
Task 1
Explain the importance of strategic human resource management in People’s bank.

Assess the purpose of strategic human resource management activities in People’s on its way to grow as an organization.

Evaluate how contribution of strategic human resource management can assist the achievement of People’s bank objectives.

Task 2
2.1 Analyze the business factors that underpin human resource planning in the organization selected by you.

2.2 Assess the human resource requirements in a situation where organization is planning to add new branches to the organization.

2.3 Develop a detailed human resources plan for the selected organization based on above sections. (2.1 and 2.2)
2.4 Critically evaluate how the human resources plan presented by in the above sectioncan contribute to meeting the selected organization’s objectives.

Task 3
3.1 Explain why it is important to have human resource management policies in People’s Bank.

3.2 The impact of regulatory requirements on human resource policies in Peoples bank when conducting operations.

Task 4
4.1 Impact of the organizational structure of the People’s bank on the management of human resources.

Impact of the organizational culture on the management of human resources.

4.3 Examine how the effectiveness of human resources management is monitored in the organization.

Make reasonable recommendations to improve the effectiveness of human resources management in People’s bank.

References
Introduction
People’s bank is a licensed commercial bank that is consolidated under the Banking Act No. 30 of 1988; which has been over 54 years in the banking services. Incorporated as a Commercial Bank by the People’s Bank Act No. 29 of 1961 with an aim of channeling banking services into the rural economy. The bank has grown to be the 2nd largest in terms of assets and also has the largest network of branches in Sri Lanka.It also has the largest network of bank branches in Sri Lanka with the outlets currently increased to 740 and over 3000 ATMs all over the island catering to over 16 million customers (Peoplesbank.lk, 2017).

Having over 8300 employees, it serves to primary, secondary and tertiary sectors with a wide range of products. The bank has 3 subsidiaries under their name which are People’s Travels (Pvt) Ltd, People’s Leasing Finance PLC, and People’s Merchant Finance PLC (Peoplesbank.lk, 2017). Some of the products and services offered include personal banking, corporate banking, development banking, overseas customer services, and commercial banking and treasury services.

People’s bank main focus is on its Vision which is “To be recognized as Sri Lanka’s undisputed market leader for financial services.” Its Mission includes as “Providing financial services that contribute the quality of life and enterprise development. Empower and develop our human resources. Contribute to national economic development while being competitively profitable. Giving back to the societies while being sustainable in our business practices.”(Peoplesbank.lk, 2017)
Task 1
Explain the importance of strategic human resource management in People’s bank
One of the definitions of Strategic human resource management is’the linking of Human resource management with the strategic objectives for improving business performance and developing organizational cultures that promote innovation and flexibility’ (Dessler, 2003). The business function which is responsible to acquire, train, appraise and compensate the employees plays a major role in the firm’s success if its success and competitiveness depends on its employees.The term strategic is considered as developing, planning, organizing and creating certain tasks and plans in order to reach a specific outcome, so by incorporating it with the human resource department in which it involves recruitment and training if they are to strategically do so it will have a high chance of organizational success. It is one of the main functions in a business.
SHRM is important when a business crafts its company’s strategy which will be a framework that steer the design of HR activities which produces the employee behaviors and competencies resulting in helping the business implement its business strategy and realize its goals(Dessler, 2003). To exist together peacefully and furthermore in a commonly advantageous way with its host group, a well-fabricated human resource technique will enable an organization to have a decent relationship among its workers.Human Resource Management can be considered as the center of corporate strategy of the organization as it plays a very crucial role in different kinds of organizations(Sims, 2007). Strategic human resource management requires thinking ahead and making a good plan for an organization to address the needs of its employees and for the employees thus to address the organization’s needs.

Beer et al.’s (1984) model of HRM is ‘strategic integration’ which is a key feature in building up a close two-way relationship or “fit” between the inner HR strategy and the components of the external business strategy: ‘An organization’s HRM policies and practices must fit with its technique in its aggressive environment and with the quick business conditions that it faces’.Identifying an organization’s internal as well as external environment will allow them to single out the key factors that affect business performance and should include those factors in relation to human resources. Strategic human resource management decide the long term goals for the workforce; these goals are always based on organization’s business objectives that have to be met (Lee, 2013).

One of the core drivers of People’s bank is Human resource. People’s bank has a developmental approach which prepares workforce to address the growing challenges of the business.It focuses on the needs of their employees which develops and shapes the people and their skills to perform in a changing environment. People’s Bank has a stable HRM team to look over the areas (Peoplesbank.lk, 2017).

Peoples bank “empower and develop human resources so that they will care for and protect customers” that is one of their main missions. To continue improving the Human resource management processes the Board of Directors affirmed a New Human Resource policy in 2015 for the bank which includes standards and procedures for recruitment, promotions, compensations etc (Peoplesbank.lk, 2017).

Assess the purpose of strategic human resource management activities in People’s on its way to grow as an organization.

Armstrong (2008) states that in order to identify what an organization needs to do about its human resource management policies and practices currently and in the long run is the purpose of Human Resource strategies. The way in which people are managed could be one of, if not the most crucial factor in an organization. SHRM provides an interpretation on the way success factors or critical issues in relation to people can be addressed and strategic decisions are created that have a long term impact on the success of an organization.
The successful implementation of a company’s business strategy depends on its HR Strategy. Human capital of an organization managed in such a way achieving some type of competitive edge is all about SHRM. Having a committed workforce and a workforce that is highly trained and competent for the job combined achieves the competitive edge thus it is where in this direction does human resources becomes SHRM (Dhar, 2008).

The purpose of SHRM in an organization as its primary aim is to succeed effectively. Actualizing SHRM practices bears a connection to organizational performance which are macro-oriented, proactive and long term.Focusing on the alignment of human resources with the organization’s strategy in order to gain competitive advantage.(Dhar, 2008) “Because they are the most variable, and the least easy to understand and control of all management resources, effective utilization of human resources is likely to give organizations a significant competitive advantage. The human resource dimension must therefore be fully integrated into the strategic planning process” (Guest, 1987).
The different course of action an organization plans to pursue to achieve its aims refers to HR strategies and HR management supplies intelligence to compete that may be beneficial in the strategic planning process. The viability of an organization’s strategic options has a determining effect caused by the strengths and weaknesses of a company’s human resources. (Dhar, 2008).One of the seven principles of Ondrack and Nininger (1984) mentioned is ‘There is an overall purpose and human resource dimensions of that purpose are clear’.
People’s bank intensify their human resources in terms of both delivery and capacity which is reflected in a developmental approach to HR including setting up the workforce to address the growing challenges of the industry. The approach turns the spotlight internally on the workers and their needs.Creating and forming individuals people and their skills to perform in changing operational environment is an ongoing process. (Peoplesbank, 2017).Ms. P.S.J. Kurukulasooriya manages the Human Resources department of People’s Bank therefore all of the above requirements are maintained and done under her guidance leading into having good human capital relations among the workforce.

Evaluate how contribution of strategic human resource management can assist the achievement of People’s bank objectives.

SHRM includes 3 steps 1) Forecasting – Analyzing the organization’s internal and external environments which can attempt to anticipate future events that will have an effect on the organization’s and its needs. 2) Strategy formulation or strategic human resource planning incorporates driving the development of initiatives that are in accordance with the mission statement, strategic objectives, opportunities, threats, strengths and weaknesses of the organization. 3) Implementation – To support the organization’s overall strategy it involves putting together the HR plan into action with HR programmes (Dhar, 2008). This procedure thus helps People’s bank in reaching their objectives as they are able to do so in a well-planned manner.

It is the duty of HR to guarantee that workers are all around inspired, encouraged and dedicated to their work which would result in efficiency and maximizing their performances and in turn have a growth in the business. By using various motivational techniques such as promotion, an increase in their pay and benefits such as providing insurance, company vehicles etc., Human Resources can increase an individual employee’s performance effectively.For the said motivational factors to work they must be first tied to a goal. Human resource development strategies and needs assessment must be done by an organization in pursuit if its vision and mission. The two is focused on organizational and individuals needs which results in satisfaction leading to an enhanced productivity.(Riccucci, 2015)
The organizational strategy will include what performances level would be required, what and how they can be reached, the new skills and capabilities that will be needed, what changes could take place and answer for the required corporate culture to achieve the set goals and how the integration of operational activities aligning them with the new strategic aims and plans can be defined in the organizational strategy. Strategic development and oversight involves procedures such as defining the corporate strategy, develop and test business models and identify key performance indicators. Strategy formulation the HRM strategy come in to the play as taking a part of how does strategy turns into value after overall strategy formulation is made (Armstrong, 2008).

The banking business consists of two most vital parts of the human capital which are training and development. Human capital is thesupply of skills that the Bank’s representativeshave.Employee skills development requires lots of investments by the Bank. Such investments in employees increase an individual’s productivity. That’s why the bank focuses on these heavily as it will result in a positive factor for the organization (Peoplesbank, 2017).
Task 2
Presentation

Task 3
3.1 Explain why it is important to have human resource management policies in People’s Bank.

Human resource management policies and practices may vary among different organizations yet the importance of human resource management remains undisputed till date as it acts as a guiding principle to run the organization. The quality of these policies contributes to the competitiveness of a country on the labor front (Dessler, 2013).Human resource management policies becomes prominent to an organization in numerous ways 1) communication between employees increases, 2) saves time in decision making due to existence of prudent policies, 3) streamlines recruitment process due to the already existing formal principles which helps in hiring and promotion. (Inc.com, 2017), as a main mission of peoples bank it is mentioned “we empower and develop our human resources, so that they will care for and protect our customers” while this statement demonstrates the importance of human resources to people bank the bank has reviewed its human resource policies in 2015 in order to in order to improve the human resource management process, further will examine few HR policies of peoples and the importance and relevance of them (Peoplesbank.lk, 2017).

Recruitment and selection policy – at people’s bank recruitment policies supports equal employment opportunities for every candidate, the recruitment process is aimed at meeting the needs of human resources both in terms of competencies and skills, as a policy peoples bank conduct a human resource mapping to identify the needs and the skill gap. (Peoplesbank.lk, 2017) the recruitment policy creates a balanced resource utilization without discriminations, peoples bank has a separate human resource and remuneration committee to stabilize the human resource relationships in the bank, such a policy will attract the right candidate to the organization, fair selection method will create trust and confidence towards the organization and the banks reputation will rise in turn(Bhoganadam and Rao, 2014).

Equal remuneration policy – peoples bank has always maintained nondiscrimination in its remuneration policy, the bank is equal in all terms despite what gender a person belongs to, as at date the ratio of the basic salary of both males and females remains equal (1:1), this policy aligns with the discrimination policy as well which also portrays fair treatment to both genders. The Remuneration depending on different job roles are based decided upon collective agreements, “Bank’s remuneration practices do not discriminate on the basis of race, gender or disability and employee category” (Peoplesbank.lk, 2017), this policy is important due to its impact on equality and employment rights. This creates less dissimilarities and increase commitment among employees.

Grievance handling policy – Peoples bank has this policy in order to let employees raise their concerns or grievances with their immediate supervisor and this policy is set up according to constitutional fundamental rights and human rights which are outlined by the United Nations conventions. (Peoplesbank.lk, 2017)the purpose of this structured grievance handling mechanism is to eliminate employee related issues and also it strengthens labor management relationships, increases productivity and every employee feels valued (Fitzpatrick, 2006).

Training and development policy – Training and development acts as a primary factor in enhancing the knowledge of every employee in the organization, at Peoples bank training and development is considered a key strategic requirement in considering the growth of the bank. Within the last financial year Peoples bank has 180846 hours of training in all internal, external and foreign training due to its importance of gathering knowledge about market trends and increasing employee performance (Peoplesbank.lk, 2017), having a training and development policy is important due its ability of creating employee satisfaction and acts as a medium of maintaining consistency among employees. Continuous training helps the employee to be up to date on industry growth trends and high access to new information (Smallbusiness.com, 2017).

Maternity policy and gratuity-, maternity policy governs the leave entitlement of employees, during the year 2015 -2016 566 employees were granted maternity leave and the return rate was 100%, while the gratuity policy is granted for employees joined after 1996 under the Act No. 12 of 1983 where half the gross salary in the year the employment was terminated will be granted for each year of service for those who has served for more than 5 years. (Peoplesbank.lk, 2017), these policies is to enable the employees foresee there future requirements, the gratuity contributes as a defined benefit for the employee and it is an obligation and employer shouldn’t withhold any amount dues for an employee on retirement (Kumar and Kumar, 2010).

3.2 The impact of regulatory requirements on human resource policies in Peoples bank when conducting operations.

Human resource law is associated with employment and labor laws, such governing policies guides the organization on proper human resource treatment while dealing with problems associated with HR professionals. HR regulatory requirements manage specific areas such as workplace safety, harassment, confidentiality, hiring and termination and avoiding discrimination. (Hg.org, 2017), Sri Lanka’s law reforms as well have put forward various guiding laws which is essential to be practiced by every organization by law, discussed below would be some impacts of these policies in peoples banks business operations.

The policy on termination of employment – This policy which is briefed under the Termination of employment of workman Act No 45 of 1971 governs an organization in enacting its termination policies, including the process of resignation, insights on the outstanding leaves, in case of employee retirement the policies to follow and the retirement age being fixed at 55 in Sri Lanka. The policy also governs the fair treatment on employee misconduct and dismissals. (HUMAN RESOURCE POLICIES & PROCEDURES MANUAL, 2011), it becomes mandatory by law for peoples bank to adhere to these policies, at Peoples bank where termination takes place at least a 3 months’ notice period is mandatory (Peoplesbank.lk, 2017).

Policy on Employee provident fund – EPF is another statutory requirement by law which is payable in respect to all the employees, this policy was established under the Act No. 15 of 1958 with the aim of securing a safe and steady future for the employees in the country, under the EPF policy the employer is bound to contribute 12% and the employee 8% from the salary being paid. (Epf.lk, 2017) this acts as a governing guideline for peoples bank HR policies in making provisions for EPF which benefits all employees at the bank.

Policy on employment of Women, Children and young – This act is on the basis of regulating the employment of women and children, the policy is established under the Act No 47 of 1956. Some important guidelines falling under the act would be 1) employment of woman at night will be a breach in the law if she was compelled to do so, 2) every employee should be 18 years and above in order to be recruited, 3) Children are able to take part in work at technical schools only if its approved and supervised by public authority. (EMPLOYMENT OF WOMEN, YOUNG PERSONS AND CHILDREN, 2017), these policies may vary depending on the type of industry and organization, peoples banks HR policies are aligned in accordance to these regulations, for example the 24 hour operating departments like the treasury, fraud and call center are not allowed to employ women at night.(Peoplesbank.lk, 2017).

Equal pay policy – This act governs the right to be paid equally depending on the job position, policy is established under the equal pay Act of 1970 which is a UK act but has relevance to the Sri Lankan context, (InBrief.co.uk, 2017) this regulation guides on rights on work place, non-discrimination and selection of profession, this act is more keen on gender equality and considers all person equal before the law, Every organization in the country including peoples bank has a great impact of this regulation in developing its recruitments styles, organization structure and remuneration policies, its essential that these laws are adhered to .one of the main values of peoples bank is to remain gender neutral in all its banking operations. (Peoplesbank.lk, 2017)
Task 4
4.1 Impact of the organizational structure of the People’s bank on the management of human resources.

Organizational structure may vary between one firm to another in the way of delegating authority, organizational structure is a system which consist different rules, regulations and policies on how certain tasks and responsibilities are been delegated and coordinated, a structure of an organization is the basis to decide the effective flow of information within the organization. (Investopedia, 2017)
-3048002148205Figure 1 – Peoples bank organizational structure (Peoplesbank.lk, 2017)
Looking at people’s bank organization structure it’s more likely for it to be using a top down organizational structure. This kind of organization arrangement runs on the vision of the top management. When considering the top down organizational structure it has its benefits such as offering the standard reliable service to its customers providing the same experience, (Smallbusiness.chron.com, 2017) further will analyze the impact this organizational structure has on human resource management at people’s bank, illustrated below is a model of people’s bank organizational structure which clearly indicates a hierarchical structure.

When relating Peoples bank organizational structure to Weber’s Bureaucracy principles certain similarities could be identified.as the first principle he explains the organizational hierarchy, in relation to people bank the above organizational structure is based on the level of power and authority and the level of power and authority varies between job role and responsibilities, (ORGANIZATION THEORIES: FROM CLASSICAL PERSPECTIVE, 2016)
Impact on people’s bank human resource management – in relation to Webers theory in peoples bank every lower office is supervised and is being controlled by higher management, this structure would bring out positive as well as negative impacts, Employees could be under control and standard operations could be carried out, the organization is well focused on its strategic goals and every department in keen on meeting the daily targets due to supervision. Due to these organization structure employees tends to have low morale and is not capable to move flexibly within departments. (OccupyTheory, 2017)
Management by rules – for every employee their set of duties, roles and responsibilities are been clearly specified under this organizational structure, which makes training and development much easier for the employees. There also is a clear defined career progress structure on performance and values on the decision of the management. Human resource could benefit through job specialization due to the comprehensive knowledge on the job role. This can also have negative impacts due to lack of decision making and repetitive job role. (Tyrocity.com, 2017)
Employment based on technical qualifications – weber mentions under such an organizational structure candidates are selected on a highly competitive grounds, through certificates and competitive examinations. (ORGANIZATION THEORIES: FROM CLASSICAL PERSPECTIVE, 2016), people bank portrays similar recruitment styles by maintaining transparency and providing equal opportunity in on boarding skillful and competent employees. (Peoplesbank.lk, 2017), through this structure skillful individuals can be identified and potential leaders are developed and this certainly has a positive impact on managing human resources due the transparent and fair procedure.

Further analyzing the people’s bank organizational structure, a centralized organization structure can be seen. Where decision making and planning lies within the hands of the top management, due to centralized decision making peoples bank is led with proper coordination and leadership but to the in capabilities of this structure such as having inadequate control over decisions and vertical flow of communication the human resource tends to feel uninvolved (Surbhi, 2017) having identified the impact of the centralized structure peoples bank have taken initiatives to overcome them by trying to formulating practices related to decentralized structures, such as initiating open and free communication an having an efficient flow of information and creating a flexible working environment up to a certain extent through opening up zonal offices to strengthen decentralized administration to enhance better customer service and employee engagement. (Peoplesbank.lk, 2017)
4.2 Impact of the organizational culture on the management of human resources.

The corporate structure, the size of the employee base, the working environment atmosphere, and even the location and industry all involve organizational culture, and eventually impact HR policies.Organizational culture adapts additional time to keep up and cope with the dynamic changes and meet the differing requests of the organization in its journey for gaining competitive advantage in every one of its activities.Accordingly, a strong culture as noted by Richie (2000) is considered as a motivational instrument which elevates the organization to perform easily and guarantee achievement in all of its endeavors.

Employees are characterized as far as ethnic, religious and different elements of culture that are becoming increasingly diverse and it is impractical to oversee them by utilizing traditional local uniform approaches and practices(Koubek, 2004). Gordon and Cummins (1979) characterize organization culture as the drive that recognizes the contributions and efforts of the organizational members and gives comprehensive understanding of how and what to be accomplished, how objectives are interrelated, and how every employee could achieve objectives.

Organizational culture is the social paste that bonds individuals together and makes them feel part of the organizational experience. Employees are inspired to internalize the organization’s commanding culture because it satisfies their requirements for social identity. This social glue fills in as an approach to draw in new staff and hold best performers.The connection between organizational culture and HR practices can be clarified as, a point when the individual from the organization i.e. workers, comprehend and internalized the organizational culture which can be said as the way things are carried out, it will empower the employee to pick a strategy and behavior that fit with their identity and in addition with the primary routines of the organization activities.

Examine how the effectiveness of human resources management is monitored in the organization.

By having the vision and mission of the organization in mind one of the main goals of a human resource plan is identifying and meeting HR needs of the organization.Accomplishment of organizational objectives and goals through precise and systematic placing of HR is alluded to as Strategic human resource management (Wright, P. M., & McMahan, G. C, 1992). Efficiency, quality, administration, and turnover are all quantifiable and they are related with the way the functions are performed in an organization.Viability for organizations is regularly characterized as the degree to which objectives have been met.

The department’s activities in the organization which is the contribution of the HR units provides effectiveness and efficiency and should be both measured.Building an effective Human Resources division is an intense task as it is about the entire change of the HR Processes, fabricating the reasonable relationship with the inner clients and concentrating on the principle results of Human Resources have to the organization.(Simplehrguide.com, 2017)
Human Resources Efficiency – A system that keeps a track of employee information, payroll and a department level such as staff headcounts, turnover as well as other details useful for planning purposes is the HRIS (Human Resource Information System). This is an automated system where HR staffers don’t require keeping a track on the business administration as this will help in doing so resulting in HR to participate more in managing the organization. (Jobscience, 2017)
Performance Indicators- A Key Performance Indicator (KPI) is a quantifiable value that exhibits how adequately an organization is accomplishing key business objectives. Organizations utilize KPIs to assess their success at achieving targets. There are many different types of KPIs depending on the industry and specific department that you want to keep a track and monitor. These departments would want to measure success in relation to the targets and goals set out. (Klipfolio.com, 2017)
Sample KPI table
Key result area Key Performance Indicator Weight of KPI’s Target Actual Score Final score
Recruitment Average time in recruiting employees Employee performance Training and development Training hours per employee % difference in the rate of productivity after training Performance and career management % of employees that fully execute their development plan % of employees that participate in career coaching programmes Employee retention and productivity % of employees that leave the organization in a given time period Profit per employee Source: (Antariksa, 2011)
Make reasonable recommendations to improve the effectiveness of human resources management in People’s bank.

As mentioned before Peoples bank is a well renowned state owned commercial bank in Sri Lanka, thus it’s essential the bank eliminates all the negative externalities and adjust accordingly in a way to overcome the challenges. By adjusting and implementing a few of the human resource management policies the bank could increase the effectiveness and the productivity of the employees. Upon analysis on peoples bank structure and HRM policies a few recommendations are mentioned below to increase the effectiveness.

Exerting pressure on employees to perform – while revenue is an important factor for the bank, the employee work pressure is an important aspect to be dealt with. Increase is such sales requirement could fade staff morale, to overcome this peoples bank should be more engaged with the employees and try to harness their skills, abilities and should try to reinforce the communication of organization values and strategies more openly among the employees. Senior management should be more involved and has to take in consideration the issues of the subordinates more seriously in order to build a strong dynamic human resource team. (Hodgkinson, 1987)
Training, development, stress management and feedback – Peoples bank should carry out training programs every interval to maintain the same staff engagement levels, through adequate training the bank could exclude employee stress, effective implementation of the grievance handling policy too can be considered as an effective tool to improve the management and employee relationship, (Peoplesbank.lk, 2017), as mentioned before on peoples banks policies more importance could be given to the remuneration policy and grievance handling policy, eg : industry salary increase was recorded at almost 10% on the last financial quarter but peoples bank salary increment remained at 7% which is one of the areas to develop in. (Peoplesbank.lk, 2017), fair distribution of salary and incentives will also act as a stress relief method, few other stress management methods would be 1) appreciating employees on their tasks and rewarding them, 2) developing employees emotional intelligence, 3) promoting and developing a healthy lifestyle for employees, 4) having constant job rotation. (Managementstudyguide.com, 2017)
Considering Peoples banks organization structure, it may have a few set back due to its mechanistic approach in operations, task 4.1 illustrated few short comings on the organization structure. Peoples bank should try to move out of the centralized structure to a more simplified adaptive culture with the globalization, technological aspect is a unique aspect for competitiveness, banks like HSBC, Sampath and HNB are reaching higher ends in technology, thus peoples bank should give room for the human resource to be more innovative and speculative through initiating flexible policies. Peoples bank should consider occupying more organic forms in certain areas and departments such as high adaptiveness, high job satisfaction, low centralization, through the reduction of stratification (status between the different levels in the organization) Peoples bank could enhance the effectiveness of its human resource management. (Lunenburg, 2012)
Audit checks can be carried out on a random basis to make sure that the HR practices are being followed and that the employees are satisfied. This will help to closely monitor the performance of employees and retain them for the organization’s betterment. In understanding the culture and how employees react and behave in the environment will give an insight to the HR department on how to best implement and create a surrounding which is comfortable by the organization and employees.

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