Acknowledgement

Table of content

Introduction

Red sea in the business, capital and technology are more and more factors. Comparative advantage, the difference or the blue of the ocean is determined by knowledge, skill, experience, skill and attitudes of workers. Therefore an aspect of human resources is an essential component in the strategic plans. The journey of building human capital starts with recruiting. The main cause of human resource management is the right person to do the job. The success of the first stage, including the development, retention depends on the success of the first stage, including the development; retention depends on the success of the first stage. Wide variety of methods available for recruitment. Widely accepted and intelligent practice is to recruitment and train the attitude of the skill and knowledge. This command displays the details of an IT organization is Sri Lanka HSBC Bank located in Colombo 05. There are about 500 employees working in the organization at this time, more than 7 different departments of the organization. This documentation discusses the human resource practices, policies are used for the performance of the company, etc. his document also provides information on the use of IT by providing the organizational managers and offers suggestions and commendations for future improvements.

Task 01 Recruitment and selection is one of the critical success factors of an organization. By selecting any organization of your choice, explain the good and bad practices of the recruitment and selection procedure of the selected organization. You have to critically evaluate the process and provide recommendations for them to improve the process in the future.

About HSBC

HSBC officially opened its doors in Sri Lanka on Friday, July 1, 1892, just 27 years after its first offices were located in HongKong and Shanghai. The Hong Kong and Shanghai Banking Corporation Limited (formerly known as the Bank of Hong Kong and most recently HSBC) will maintain an international orientation from the beginning, while activities focusing on trade finance. During the early years of a branch network of HSBC and agencies worldwide. At the end of the century, Asia's branch network had expanded to Japan, Sri Lanka, Philippines, Singapore, Thailand, Myanmar and Vietnam.

History of the bank

HSBC in

1882, Reid and

Co. named Delmege - the

predecessor of

the

current Delmege Forsyth & Co. Ltd. as its office in Colombo. In 1884, the economy of the island was a major setback when the coffee plantations throughout the country were almost completely destroyed by the disease. After this, and the folds of the West Bank,once great, HSBC saw an opportunity for a corporate bank itself.

In early 1920 the bank bought and started building on land adjacent to the Bank of Madras. HSBC moved into its new home at 24, SirBaron Jayatilake Mawatha (even

today holds), an impressive landmark in architecture and Colombo's business world.

In the

good

and the

bad that

followed, HSBC Sri Lanka backed

companies. The

"Chetty crisis" that began in 1927, was so named because many employers were forced to Chettiar default on loans. While the impression was that foreign banks discriminated against Sri Lanka and free money in advance to local businesses, 50 percent of loans from HSBC in this period was the Indians and Sri Lanka.

Vision As a member of HSBC family which has been serving its millions of customers worldwide since 1865, to take our place among Turkeys most powerful, most profitable, most admired leader banks.

Mission Having regard to ethical values; to meet its customers financial needs in the fastest and most appropriate way, to continue innovative works in order to achieve: human resource with superior qualities, technological infrastructure and service packages.

Values 1. To exceed customer expectations in service quality. 2. To be a pioneer in the implementation of technologies those create distinction for its customers, employees and shareholders. 3. To keep its reliability at the utmost level with the contribution of its strong capital structure and liquid assets. 4. To make a positive contribution to the community 5. To respect meritocracy during hiring processes, improving knowledge and skills of its employees, creating the mostly preferred work environment.

Recruitment procedure of the organization There are some recruitment procedures of this organization like other organizations, those are:
y y y

News paper advertising Internet Other ways

Recruitment plan of the company (flow) 1. Advertising job opportunities 2. Collecting applications(CVs) 3. Short listing candidates 4. Interviewing 5. Appointing employees 6. Training employees

Main recruitment procedure

Considerate the recruitment

Make sure you understand the requirement very well. You should not only look at the technical requirements, but also treat the whole area and the status of the vacancy to understand. Why is there a vacancy? This is a new job or a replacement? As a substitute, what are the reasons former employees who left work or changed position or promoted?

Analyzing the position

After realizing the need, be sure to review the machine's environment and situation in which the job is open. Find out the size of the team has been working with him. For example, if the team size is 10 persons position, and if the owner has never worked in a team size can not be adjusted easily. Some people only fits with small teams and there are professionals who can only work in large teams. This is the case with leadership and management as well. If you try a person who led a team of 100 people and to bring a team of just five people, the possibility always exists that is not satisfied and not adapted to the environment to rent.

You should also check what kind of person the job title. Who is your sponsor, the attitude you have, and so on. In most cases, the study found that employees leave by his superior. In short, the supervisors the person who deals with it directly.

Selecting the right person

After

analyzing the

previous

two

steps,

now

is

the time above and

to

find the

right the

person. With technical

skills, match the

two criteria

then called for

interview. The salary is always an important criterion, so never forget to apply what he expects, which signed what the signs and what you can offer.

Collecting information

Many recruiters find it silly to basic information about candidates to collect. However, this is where they are a big mistake. Basic information such as place of birth, current

location, family background, marital status, hobbies, etc. make a big difference. These are the details that can help a recruiter find candidates with the current situation, their attitude, their hidden talents and skills and more. Interviewing I will not discuss the simple things to do when interviewing a candidate. Most recruiters or interviewers know what to check. But there are other factors to consider during the interview. These are not questions, but suggests that you can get during the interview.such as; Presentation management Performance management is the process of creating a work environment or environment in which people are enabled to perform to their fullest capabilities. Performance management is a work system that begins when a task is defined as necessary. It ends when an employee leaves the organization. Many writers and consultants use the term "performance

management" as a replacement for the traditional grading system. I encourage you to think of the term of this broader work system.

Fully, performance management is a holistic process, where many of the elements to the successful practice of managing people, especially the learning and development. However, for this reason it is complex and can be understood. This data sheet can not go into details, but provides an overview for readers to better understand the basic elements that are responsible for reading even more necessary.

Know and understand what is expected of them with the skills and ability to meet these expectations are based on the organization's ability to meet these expectations, feedback on their performance have the opportunity to discuss and help for individual development and team and objectives.

Strategic business objectives are the starting point for business and departmental objectives, followed by a performance agreement and development, leading to plans between individuals and managers with continuous monitoring and feedback, with the support formal evaluations.

Team action management market

Private sector (mid market) Organizational development

Public sector

Return on investment

Performance through people

Cashable savings and efficiencies

Why team action management? Working for the directors, we install a world class organizational development engine to:     Engage with the entire workforce Fully identify the issues and opportunities Create strategic advantage for the organization Deliver immediate, positive and tangible results

The organizational development engine consists of:  A series of four one-day developmental workshops for the top team  An open high response empowers all employees to be engaged; feeding into..  A transformation session

A performance management system includes the following actions.

y y y

Develop clear job descriptions. Select appropriate people with an appropriate selection process Negotiate requirements and accomplishment-based performance standards, outcomes, and measures.

y y y y

Provide effective orientation, education, and training. Provide on-going coaching and feedback. Conduct quarterly performance development discussions. Design effective compensation and recognition systems that reward people for their contributions.

y y

Provide promotional/career development opportunities for staff. Assist with exit interviews to understand WHY valued employees leave the organization.

Some forms of HSBC bank

Task 02 (i) Select two motivation theories out of the theories discuss in the class. Apply those two theories into the selected organizations situation. Explain how the organization can use selected motivation theories to motivate employees in the organization. (ii) Identify a situation where a change has implemented in the organization in the past. Critically analysis the way managers handled the change and provide your own suggestions to manage the change more effectively if you had to handle the situation
Employee motivation

One of the key issues facing human resources departments and experts on the topic of employee motivation. In the workplace, motivation is a key factor in getting the job. No matter how skilled workers in a particular department can be done, the objectives of the regulator at the desired level of success and current events, such as employee

motivation is the right place. As these key issues, the task of a human resources specialist or team of consultants is a bit complicated. That's because not all employees the same. While some have an autostart approach each task, other employees may also need an extra push in the right direction so that results can be expected.

Motivating theories in the organization

Fortunately, however, is the motivation of employees seems to working almost all cases where incentives are added to the mix. While fast-acting techniques that are known to motivate workers to the most needy among those who need a higher level of motivation to do the job, practice good governance and the production target of improving incentives is actually good advice for employees at all different levels of intrinsic motivation. Even natural hustler respond well to motivational techniques. In fact, many of these employees, unfortunately, often neglected in human resource departments more focused on people with lower levels of motivation. The result is a growing frustration among those who give their all, but end up feeling as if they are given the short end of the shift lever. Therefore, the best motivation is the policy of universal application. By creating a standard incentive-based system of rewards for job performance, employees as a whole, usually respond very well motivated high-level objectives.

How to prevent demotivation?

A manager's job is to motivate people. His job requires him to punish and punish people. This may be resentment in the minds of employees to create, which can affect the productivity of labor. Thereafter, the penalties and sanctions are used as a technique and no motivation. control

Make a friendly environment in the office

Subordinates should

be

treated

with dedication. The

manager must

remain courteous and maintain a distance with his stick. It is a difficult field to enter. The staff is the manager as their leader. They expect maturity, rationality and understanding from their superiors. Simple things like calling people by their names, talk about his family for a while or even a general inquiry into welfare, brings a sense of belonging. Small gestures of this kind to help build a cordial relationship.

Establish short term and achievable goals

Set modest targets. Establishment of an exaggeration creates a feeling of lack of performance from the very beginning. Goals should be such that employees seem feasible to reach. A goal a bit more challenging than expected.

HSBC use Maslows Hierarchy of needs theory to develop the skills of the organization staff

Maslows Hierarchy of needs

The basis of Abraham Maslow's hierarchy of needs theory is that people are motivated by the needs that are still unsatisfied, and that certain factors must be met to reduce the high should be recognized as one unsatisfied. Maslow identified general categories of needs(survival, physiological, love, security and value) that must be met for someone to act selflessly. These needs were identified as "lack of need." Although they are motivated to satisfy these needs, progress toward growth and, ultimately, self-realization. It is a normal and healthy part of life to try to meet those needs. While on the other hand, can prevent this satisfaction to the person sick or badly. As a result, the motivation for the right job, it is important that the leaders of the current need for the active person to understand the motivation of employees. Thus, the model of Maslow's pyramid suggests that basically, the lower needs, such as physiological and safety needs must be met to a higher level to pursue along the lines of self-motivators. As shown in the following tree diagram, also known as "Maslow's pyramid of needs" after a need is convinced that as a motivator is stopped and the next higher grade should begin to encourage

Types of evaluation

Evaluation is the systematic determination of merit, the value and importance of something or someone criteria in a set of rules. Evaluation is not an event, but provides information for planning, as well as any updates or revisions may be necessary in a literacy program.

Evaluation Method I chose Employee Motivation

I trust my staff. I arrive at the office on time and do not leave early. I feel comfortable with the office surrounding Our manager is very kind Employees in this organization are friendly I expect the same levels of accuracy in my own work as my employees.

[ ] Yes [ ] Yes [ ] Yes [ ] Yes [ ] Yes [ ] Yes

[ ] No [ ] No [ ] No [ ] No [ ] No [ ] No

I do not blame others. I take responsibility for my part in mistakes.

[ ] Yes

[ ] No

I do not gossip waste time in office hours. I ensure that staff have the training they require. I participate in training to improve my own skills and competencies.

[ ] Yes [ ] Yes [ ] Yes

[ ] No [ ] No [ ] No

I do not teach. Instead I lead, share, encourage and stimulate team members to grow, develop and learn.

[ ] Yes

[ ] No

Employees are aware of the Information systems for handling discontent and feel encouraged to use it to address problems.

[ ] Yes

[ ] No

Conclusion In this question, I have a series of questionnaires and interviews with the question and I went to the organization. I plane to do with these documents with the factor of motivation and organization, as it is done by identifying the organization. In my study, I asked about the motivation of the organization of what is going on with the work organization or the organization that provides more to benefits for employees and to officials of the good such as

organization trying

motivate

people. As is

provide services

car, medical etc ... That's why the staff proud of the work of the organization and have a good reputation in the community. For employees to feel better

insurable work of the organization.

Task 03 Generate a staff evaluation from to be used at the performance appraisal to ensure fair and transparent evaluation of the staff members. Staff evaluation form

Staff Evaluation
From the Open Files of: Contributed by:

Staff Evaluation
Name:___________________________________________________ Date:________________ Position:_________________________________________________ Rating Scale: Performance is clearly outstanding in all phases of the position. The person's achievements and contributions greatly exceed expectations, standards and requirements. The person consistently performs at a higher level than the 4 Above Average job requires. Performance is satisfactory. The person meets job 3 Average requirements and expectations. 2 Below Average Performance is adequate. The person meets most of the job requirements and expectations but needs improvement. 1 Unsatisfactory The person's performance does not meet job requirements or expectations. Improvement is essential. 5 Superior

Rating Performance Areas ______ 1. Job Knowledge: Possesses overall knowledge of job; knows duties and responsibilities; seeks additional information and/or training to enhance ability to perform job expectations and sharpen skills and abilities. Comments: Organization: Ability to establish schedule of tasks, to prioritize jobs, to accomplish work in a timely fashion and to utilize time in an efficient manner; records and work space are well-ordered. Comments: Dependability: Reliability in performance of assigned tasks within allotted time; demonstrates conscientious work behavior; infrequent absences and plans for completion/coverage of job responsibilities when absent.

______ 2.

______ 3.

Comments: ______ 4. Initiative: Self motivating; resourceful and creative in job performance; strives to develop improved ways of achieving job expectations; willingness to lead and accept more responsibility when needed. Comments: ______ Decision Making: Uses logic, good judgment and common sense in job 5. performance and in relating to others Comments: ______ 6. Adaptability: Ability to learn and adjust to new ideas and procedures and be flexible in work behavior. Comments: ______ 7. Responsiveness: Shows interest in job; friendly and cooperative with coworkers and members of congregation; accepts tasks willingly; works in a professional manner. Comments: ______ 8. Communication: Ability to develop effective work relationships; capacity to express ideas clearly; attention to informing staff and church leaders/membership concerning job activities; maintains confidentiality. Comments: ______ 9. Quality of Work: Works accurately, neatly and with attention to detail; work is of an acceptable standard. Comments: 10. Productivity: Ability to produce a sufficient quantity of work, to work ______ efficiently, and to plan and organize tasks and time. Comments: Overall Performance Level (average of the ten "Performance Areas" rated): __________

Last Year's Goals:

Goal #1 Activities to meet goal:

a. b. c. Progress/status of completion: Goal #2 Activities to meet goal: a. b. c. Progress/status of completion: Goal #2 Activities to meet goal: a. b.

c. Progress/status of completion:

Next Year's Goals:

Goal #1 Activities to meet goal:

a. b. c. Goal to be achieved by: ______________________________________ (date) Goal #2 Activities to meet goal: a. b. c. Goal to be achieved by: ______________________________________ (date) Goal #2 Activities to meet goal: a. b. c. Goal to be achieved by: ______________________________________ (date) Employee's Comments__________________________________________________________________ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______

Supervisor's Comments_________________________________________________________________ ____________ _______________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________ ________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______ ___________________________________________________________________________ _______

Supervisor's Signature:________________________________________________ Date:_____________ _______

Employee's Signature:_________________________________________________ Date:____________ ________

Senior Pastor's Signature:______________________________________________ Date:_______________ _____

Some few reasons to appraisal system fail Lack of employee motivation Performance appraisals fail because they are motivational. Employees often believe that their increased performance and pay is related, and finding a grim assessment. Furthermore, the classification system rates above and below the common people and managers try to give an average rating to stay safe from the obligation to justify their decisions. Since the employee does not take on average, they do not trust the system.

Grouping or individual competitiveness

Interviews may be for various parameters of the business world today. Unlike the past, the value of teamwork over individual entry. This makes traditional evaluation standards used are outdated and insufficient to assess performance. Since it is much more complex to evaluate teamwork over individual performance, a traditional evaluation system does not provide an accurate assessment of the performance of an employee

Task 04 Explain the current organization structure of the