Qualification Module number and title

Cardiff Metropolitan University Level 4 and 5

SRI4152- Managing People
Higher Diploma in Business Management

Student name Assessor name

Aluthge Kasun Prathibha Wijerathna.

Cardiff ID- st20208075 Mr. Dinum Nisansala

ICBT ID- HD/BM/CMU/93/32

Date issued Completion date Submitted on

13/05/2021 23/07/2021 23/07/2021

Assessment type Duration/Length of Weighting of Approximate Date of

Individual Assignment Assessment Assessment Submission
3000 words 100% 14/06/2021

Learner declaration

I certify that the work submitted for this assignment is my own and research sources are
fully acknowledged.

Student signature: A.K.P. Wijerathna Date: 23/07/2021

Marks awarded

First assessor

Second assessor

Agreed grade

IV Signature Date

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Assignment Feedback

First assessor feedback

Assessors name & Date

signature

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Assessors name & Date
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Acknowledgement
In completing this assignment, the author would like to express his special thanks to Mr.
Dinum Nisansala for providing an author the possibility to complete this assignment.
Secondly, an author would like to thank his parents and friends who helped him a lot in
finalizing his assignment within the limited time frame, then the author would like to again
express his special thanks to his parents for giving him all the technical and financial
resources to complete this assignment.

Executive Summary
Throughout this report, the reader will be able to find how the author has described utilization
of the Human Resource Management in the Sri Lankan banking industry. Secondly, the
reader can identify the team culture of the organizations and how it can promote within the
pandemic, and how the team culture affected the performances of the organization. as the 3rd
step, the reader can get a clear idea about the advantages of working as a group from the
experience shared by the author, furthermore the “Change Management theory” and how that
is important to the organization. Finally, the author has described the organizational culture
and its’ characteristics by using some organizations as examples.

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Table of Contents
Acknowledgement..................................................................................................................4

Executive summary................................................................................................................4

List of Figures........................................................................................................................6

Introduction................................................................................................................................7

1.0 Utilization of Human Resource Management in the Sri Lankan banking system...............7

1.1 Recruitment and Selection methods utilized by the Banking Sector in Sri Lanka......8

1.2 Adaptation for the Reward Management by Banking Industry...................................9

1.3 Ensuring the Health and Safety of employees by Banks.............................................9

1.4 Exit Procedure followed by Banking Industry..........................................................10

2.0 Introducing Team Culture of Organizations......................................................................10

2.1 Promoting Team Culture within the pandemic under Working from the Home
condition...............................................................................................................................11

2.2 Team culture affected to the organizational performances............................................11

3.0 Sharing Experiences of Group Activism by The Author...................................................12

4.0 Introducing Change Management......................................................................................12

4.1 The thing happened to Nokia due to not using Change Management...........................13

4.3 Applying Kurt Lewin’s Change Management theory to Organization..........................13

5.0 Influence of Organizational Culture...................................................................................13

5.1 Importance of Organizational Culture...........................................................................14

5.3 The Key Characteristics Can Be Found in The Organizational Culture........................14

6.0 conclusion..........................................................................................................................15

References................................................................................................................................15

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List of Figures.

Figure 1- An advertisement for Recruitment.............................................................................7

Figure 2- Selection.....................................................................................................................8
Figure 3- Employee Benefits 2020...........................................................................................9
Figure 4- Employee Turnover Profile......................................................................................10
Figure 5- Team Working..........................................................................................................12

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Introduction
Humans are a very important resource to any organization to get their works done therefore
humans need to be managed. “Human Resources Management” (HRM) is the way of
managing people to increase organizational effectiveness. Management in any organization
uses many kinds of strategies to manage their people well in a way that fits the organizational
culture. This report will be assessed based on the HRM process, the importance of the team
culture and how it can be maintained within this pandemic, how to manage changers
successfully, and the importance of the organizational culture to face changers. The above
practices are analyzed by using banks in the public and private sector, and some selected
organizations.

1.0 Utilization of Human Resource Management in the Sri Lankan banking

system.

All managed and non -managed clients employed in an organization are called human
resources. According to the Byars and Rue “Human Resource Management is a system of
activities and strategies that focus on successfully managing employees at all levels of an
organization to achieve organizational goals.” (Jones, n.d.). Organizations that are dealing
with people require a supportive Human Resource Management profile.

The banking sector of Sri Lanka dominates the financial system of the country. Banks
provide payment services to facilitate financial transactions of all organizations and the
public. They have to face financial and economic risks when providing their services,
therefore, the banking industry in Sri Lanka requires a strong workforce that can manage
risks and be responsible therefore some recruitment and selection methods, reward
management methods, health and safety methods, exit methods are followed by the banking
sector in Sri Lanka to increase the efficiency and effectiveness in this peoples’ business. That
is called the “Human Resource Management Process.”

1.1 Recruitment and Selection methods utilized by the Banking Sector in Sri Lanka

Recruitment is the way of finding and attracting suitably, qualified, and most appropriate
people to fulfill the vacancies of organizations within minimum cost. It has been consisted of
identifying the vacancy, consider the factors affecting job requirements, prepare a job
application, selects the methods of requirements and implementation.
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 When it comes to the banking industry in Sri Lanka, they
also using some kind of external and internal methods
when they recruit people to their vacancies such as
advertising, promotions, transferring, and so on. Firstly, the
job vacancies are analyzed by the Human Resources
Management Department. After that depending on the
nature of the vacancy internal and external sources are
determined. As an example, a private bank like HNB
(Hatton National Bank), published their advertisements and
job applications mostly on their websites for permanent
Figure 1- An advertisement for recruitments and internships for external sources. By using
Recruitment
source 1- (Hatton National Bank PLC,
the advertisement, the occupation
2021)
seekers for banks can be
got a brief idea about the job and a brief understating about the required qualifications by the
given job description and the job specifications. Nowadays HNB has given more priority to
school leavers who looking for bank internships and experience to inject new blood into
entrepreneurial capabilities. From the author’s experience, when it comes to the NSB
(National Savings Bank) some kind of a circular of the Sri Lankan government had been
followed to their recruitment plan in addition to the advertising. That is, they had given the
chance to a child of a retired officer of their bank who qualified the education requirements
according to the vacancy.

After that they should go for a selection process.

Selection is choosing the most suitable candidate
among the pool of applicants for the job. (Kapur,
2018 March). In the banking industry, for example,
People’s Bank they are using formal policy to hire
the right candidate with the required skills with a
highly transparent
Figure 2- Selection process and regulations
source 2- (Vulpen, 2020)
applicable to the government. Candidates have to
face aptitude tests and interviews within this process such as mathematical, technical, and
general knowledge to confirm their abilities and skills. The major of management trainee for
managerial positions, timely basis customer assistants had recruited by the People’s Bank and
60% of employees are women according to the annual reports. (BANK, 2019)
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1.2 Adaptation for the Reward Management by Banking Industry.

Any organization should take steps to motivate and retain employees to achieve
organizational objectives. For that, they should be rewarded consistently based on their skills
and abilities. That is called “Reward Management”. (Chaubey, 2018). Remunerations,
compensation, and all other benefits are included in this and it aims to build an efficient
reward management structure in organizations in a competitive business environment. The
banking industry also using a reward
management system to empower the
employees. The organizational
rewards can be divided into two parts
as financial and non-financial
methods. For example, the Seylan
Bank had provided traveling
allowances, allowances for cashiers
and employees located in difficult
stations, variable payments for certain
Figure 3- Employee Benefitssubsidized
grades, 2020 loan benefits, give
source 4- (Seylanholiday
Bank PLC, 2020)
bungalows, medical and
insurance schemes as financial and non-financial benefits to satisfy and motivate employees
according to their annual reports. (Seylan Bank PLC, 2020)

1.3 Ensuring the Health and Safety of employees by Banks.

Health and Safety Management is about safeguarding the employees from any risk that can
be happened within the operations of the workplace and make sure there is a safe workplace
to fulfill the responsibilities with health and safety rules. (Nor Azimah Chew Abdullaha,
2009). Nowadays health and safety management are mostly wanted to organizations like
banks who provide essential services because the banking industry is one of the factors that
affected the Sri Lankan economy. In addition to this protecting stakeholder, reducing illness,
creating a safe working environment are some important given. When it comes to HNB the
health and safety management could be seen in their organizational culture as well as the
other organizations. Conduct health camps at head office and branchers, conduct
consultations for free of charge, maintaining partnerships with main hospitals to provide

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discounts for checkups of employees were some efforts taken by them to create a healthier
workforce. In addition to that new guidance are also followed by HNB such as providing
transport and safety requirements to staff who are required to report to the job. (Hatton
National Bank PLC, n.d.)

1.4 Exit Procedure followed by Banking Industry.

Exit procedure is the employee leaving the organization according to the existing rules and
regulations. There can be many kinds of reasons affected to employees to leave an
organization such as payment issues, lack of career growth opportunities, personal issues
likewise. Resignation, retirement, redundancy, dismissals, redeployment are some methods
done through the exit process, and the responsibility of this process is taken by the HR
department of the organization. According to the annual reports of BOC (Bank of Ceylon),
the author had
recognized the
profile of employee
turnover. They had
mentioned 32
employees had left
Figure 5- Employee Turnover Profile
the bank. (BANK OF
source 6- (BANK OF CEYLON, 2020)
CEYLON, 2020)
When it comes to the Seylan Bank they also have mentioned 191 employees had resigned and
retired during the year 2020. (Seylan Bank PLC, 2020)

2.0 Introducing Team Culture of Organizations.

A group can be defined as two or more individuals who come together to achieve particular
objectives and it can be divided into formal and informal groups. The workforce and their
culture in any organization have an impact the operations. The team culture in an
organization consists of the values, believes, and behavioral norms of employees. If any
organization has a strong team culture, it can go forward to achieve organizational objectives
by collaborating, sharing knowledge, and supporting each other. On the other hand, when
employees feel there is someone behind them, they try to do their work hard. Nowadays
management in any organization tries to encourage team culture in their organizations

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because that would be a more effective way to increase productivity and efficiency in the
workplace. (Brajdic, 2017).

2.1 Promoting Team Culture within the pandemic under Working from the Home
condition.
When it comes to the current situation everyone has faced the covid pandemic therefore
everyone should follow the health guideline and social distance theories. This situation would
be a huge challenge to the entire industries because they had to change their practices to
another way therefore employees should have to complete their takes in accordance with
existing legal conditions in the country. Establishing and encouraging the team culture and
behaviors within the work-from-home situation is a huge challenge to the organization. When
establishing the team culture for employees who are in homes firstly leaders and managers
should create plans and schedules and share those with them by using online platforms like
Teams and Zoom with conducting meetings as GroupWise. Sometimes the organizations
have to face difficulties such as communication problems, low knowledge of using online
applications. Then the organizations should have to expend additional costs to educate
employees. After that, the correct directions, instructions, tasks should be given by the
managers and they should be kind enough to give the tasks that can achieve by using online
platforms. Nowadays some organizations introduced some challenges and competitions as a
strategy should achieve as teams to motivate and promoting team culture. As an example, the
Union Assurance Company strictly follows a team culture in its branches. It's hard to collect
life insurances from home with the pandemic. as a company, they offer iPhone 12 to each
person of the team as a team culture promoting strategy, if the team achieves the team targets
and individual targets.

2.2 Team culture affected to the organizational performances.

As the author mention before the team culture, helps to increase the efficiency and
productivity of the organizations and that would be a strong strength to achieve
organizational goals and objectives. As an example, when it comes to Keells, the pandemic
impacts there in a bad way to their sales revenue but quickly their departments got together as
a team and worked together for increasing sales revenues. IT department developed an app,
marketing department developed new marketing strategies such as delivery systems to
maintain their sales revenue. When it comes to the banking industry the BOC also has given

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training to their employees to build a high-performance team according to the author’s
information. Any organization where, working with a team and group base can achieve more
achievements better than individual-based working systems.

3.0 Sharing Experiences of Group Activism by The Author.

The author has been the main person in the
commerce society in 2019 of Prince of Wales’
College Moratuwa. The commerce day is the biggest
project have to do by the commerce society of the
school. There had been the biggest structure when
doing the project.
Figure 6- Team Working
As the first step, the author identified some other source 8- (econnect, 2021)
members for the main committee who would like to
work and who are having the experience and knowledge. After that, the strategic plans and
projects that wanted to meet the cash requirement were decided, such as car wash projects, t-
shirts projects, and made additional teams and groups from the students of the commerce
section to run the projects.

The students who had special abilities were grouped by the author and give individual tasks
to do. For example, students who had got the skill to drawing paints and arts grouped to do
the decoration side of the project likewise. The author believed that this task was completed
by forming teams based on each other's individual talents and abilities and appointing leaders
to take them to the relevant way as a group activity. This shows that any process must be
done in groups to achieve greater results and it will be good opportunity to sharpen the team
working skills such as communication, time management, collaboration, leadership, listening
and thinking.

4.0 Introducing Change Management.

“Change Management” is a process that consists of techniques and tools that can be affected
to manage people’s side of changes to achieve the required organizational objectives. Any
organization tries to change their practices, culture to deal with the current business world
with changes such as economic, technological and so on to maximize their profits. (Hashim,

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2013). Change Management is a step-by-step theory therefore any organization where, going
to be changed should consider this theory.

4.1 The thing happened to Nokia due to not using Change Management.
When it comes to the Nokia company it was a huge mobile phone company in the world
earlier 2000 but they couldn’t survive in the market with the second wave of smartphone
innovations, therefore the company tried to change organizational structure, culture,
management, technology in a quick way. They did not consider that the changes should occur
based on the time. Because of the quaky change of Nokia, they had to face some issues such
as decreased new technological knowledge, change in employment practices therefore some
kind of job instability began to occur and it led to employee resistance within the
organization. Because of the consequences of rapid change, the company was unable to
achieve the desired objectives. Then the Nokia company was disliked by the stakeholders of
the company and the manpower and knowledge got wasted. Finally, they had to sell their
company to Microsoft company because of the low consideration of the Change
Management. (ramachandran, 2015).

4.3 Applying Kurt Lewin’s Change Management theory to Organization.

All organizations should use some kind of change management theory to face changes. Kurt
Lewin has introduced a theory with three steps that how to face changers the theory consists
of Unfreezing, Change, and Refreezing methods. Changers need to be identified as the
unfreezing step and top-level managers should develop new plans to catch the requirement in
the Refreezing step. When starting the first step people are starting to move toward changes
and there, they are tempted to adopt new behavior processes and thought patterns, as well as
people, need to be communicated and educated by the organization in the changing period.
Finally, the burden of changers must be allowed and refreeze the organizational culture by
conducting training and development programs, influencing programs. Then the change will
be well established in the organization. (Sarayreh, 2013) For example, older Keells got
changed their organization to a new path at a time when the focus was on green products.
Then they introduced the green Keells concept and change all the warehouses accordingly
and Keells had used a change management principle according to the author.

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5.0 Influence of Organizational Culture.
Organizational culture is the collection of trust values, attitudes, norms, rules, and behaviors
that are passed on to the next generation as share with each other in an organization that
contributes to the unique social and phycological environment of an organization.
Organizational culture affects all aspects of the business. Organizational culture makes
employees better. Organizational culture prioritizes the opportunity to face difficult situations
strongly. (Organizational Culture, n.d.) Google, Facebook, Nike, Adobe are companies who
has strong organizational culture. When it comes to Google is a leading organization that has
transformed traditional culture into a corporate culture and they have provided foods and
beverages, free tours, stadium facilities for free of charge for their employees with unique
organizational culture. (Kashyap, n.d.)

5.1 Importance of Organizational Culture.

Organizational culture occupies many benefits such as helping candidates who are looking
for a job to get an idea about the organization, being helpful to the training development
process, motivate employees to make innovations and increase the efficiency and
effectiveness of the workplace, wining the customer attraction, face to the globalization, etc.
All these benefits are important to achieve the organizational goals and objectives. (Kumar,
2016)

5.3 The Key Characteristics Can Be Found in The Organizational Culture.

The organizational culture has been made up of seven key characteristics. The organization is
positioned based on these features, and the organization gives a formal value to each feature.
Every business is a risk. Nowadays most organizations try to encourage innovations because
that should be the path to the survival of the new business. That is called risk-oriented
culture. Most of the time this culture has been used by the designing industry. Employees
should make attention to the details of the organization. It analyzes the accuracy of tasks and
focuses on changes in the organization. For example, the hotel industry is dedicated to
providing its services by keeping records of each guest. The main consideration of the
organization’s is outcome that is profit and sales. This requires training employees and
evaluating performances. Mr. Max Company of America is known as a company that had
achieved very high results using this method. The next feature is people orientation, this is
used to describe how the decisions taken by the organization affected to the people. SAS is

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the best example of a people-oriented company. They provided a wide range of benefits for
people. The team orientation is forced on team culture and that will be a good opportunity for
organizations. Aggression is more important to competitive organizations. The “Stratasys”
company be the best example of this in the 3D print industry. The company has also faced
legal issues due to its aggression. The last characteristic is stability. This means keeping the
organization growing and sustainable under changing circumstances. (iedunote, 2021).

6.0 conclusion
In conclusion, firstly the author had identified how Human Resource Management practices
have complied with the banking industry in Sri Lanka. After that, the author analyzed the
impact of the team culture on the organization. Then the report mentioned the author’s
experience with group working. As the 4th task, the report has explained the change
management theory and how it impacted the organizations. Finally, the author had explained
the organizational culture and how it got important, and the key characteristics of the culture.

References
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BANK, P., 2019. ANNUAL REPORT, s.l.: PEOPLE’S BANK.

Brajdic, A., 2017. prototyper. [Online]

Available at: https://blog.prototypr.io/what-the-hell-is-team-culture-and-why-is-it-so-
important-d923141854e5

Chaubey, D. S., 2018. REWARD MANAGEMENT PRACTICES AND ITS IMPACT ON

EMPLOYEES MOTIVATION: AN EVIDENCE FROM SOME SERVICE
ORGANIZATIONS IN LUCKNOW. researchgate, Volume 8.

econnect, 2021. Making A Difference And Making Their Marks While At ECPI University.
[Online]
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Hashim, M., 2013. Change Management. International Journal of Academic Research in

Business and Social Sciences, Volume 3.

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Hatton National Bank PLC, 2021. Life @ HNB. [Online]
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Available at: https://www.iedunote.com/organizational-culture

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Kapur, R., 2018 March. Recruitment and Selection. Researchgate.

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AND CONSUMER PREFRENCE LEVEL TOWARDS NOKIA INTRODUCTION OF THE
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