Human Resource Management Practices at Amana Bank, Sri Lanka

This report examines the human resource management practices implemented at Amana Bank in Sri Lanka. It explores the purpose and scope of HRM, analyzes the effectiveness of key elements like recruitment, selection, and employee relations, and evaluates the impact of employment legislation on decision-making. The report also provides specific examples of HRM practices in a work-related context, illustrating the application of these practices in a real-world setting.

Hassan Unit-3 Human Resource Management: Amana bank,
Sri Lanka

Table of Contents
Introduction................................................................................................................................3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing
in your chosen organisation with talent and skills appropriate to fulfill business objectives....4
Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organisation. [P1]..............................................................................4
Using examples from your chosen organisation, explain the strengths and weaknesses of
different approaches to recruitment and selection. [P2].............................................................5
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation................................................................................................................................6
Explain how different HRM practices benefit the management and employees of your chosen
organisation [P3]........................................................................................................................6
Evaluate the effectiveness of different HRM practices in your chosen organisation in terms of
raising organizational profit and productivity [P4]....................................................................7
LO3 Analyze internal and external factors that affect Human Resource Management
decision-making, including employment legislation.................................................................8
Analyze the importance of employee relations in your chosen organisation in respect to
influencing HRM decision-making. [P5]...................................................................................8
Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organisation. [P6]...................................................................8
LO4 Apply Human Resource Management practices in a work-related context.....................10
Illustrate the application of HRM practices in a work-related context, using specific examples
from your chosen organisation [P7].........................................................................................10
Conclusion................................................................................................................................13
Reference List:.........................................................................................................................14

Introduction
The department of Human Resource has become one of the most essential and important in
an organizational context. For every organization, there is both, short term as well as long-
term goals. In order to meet up with the both, it becomes very essential and important for
them to employ certain strategies and plans, which shall help them to not only retain, but
enhance its market share and value. Human Resource Management refers to certain strategies
and plans implemented by an organization to bring in a proper management of its daily
activities and functioning. By providing an efficient working atmosphere, it becomes possible
for the organizations to meet up with its targets and goals.
Organizational background
The importance and significance of an enhanced Human Resource management shall be
provided in the project. As mentioned above, the Human Resource has become one of the
most important and significant component of an organization. Hence, it can be said that its
relevance and impact can only be observed and studied in an organizational context. For the
said reason, this study shall be conducted keeping in mind Amana Bank. The bank, which is
located in Sri Lanka has been into the market since the year 2009. Being licensed by the
Central Bank of Sri Lanka, the bank today comprises of nearly thirty branches spread all over
the nation (Issath Nimsith et al., 2015). Being a commercial bank, Amana Bank has
stakeholders who belong from various parts of the globe, such as Malaysia, Saudi Arabia and
Bangladesh.

LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing in your chosen organisation with talent and skills appropriate to fulfill
business objectives.
Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organisation. [P1]
The Human Resource department has been one of the major contributors to the growth and
development of an organization. The main purposes of an enhanced human resource
management are as follows:
 To look into it that the goals of the organization are achieved
 To ensure the fact that the best of employees are working for the organization
 To bring in harmony in the working atmosphere
 To look into that the needs of the employees are met up by the organization
 Enhance the productivity of the organization
In the case of Amana bank, the Human Resource department of the company must ensure the
fact that they work towards the betterment of the organization. They can do so by
highlighting the goals of the organizations to the employees and individuals who are working
there. Not only this, they also deeply evaluate the various candidates, review their profiles,
scrutinize the resumes and Curriculum Vitae, and based on them, they should employ and
hire the best of employees for the organization (De Bruecker et al., 2015). Only productive
and effective employees can help the organization to meet up with its goals and objectives in
the most efficient and optimum manner. However, the roles and responsibilities of an
enhanced HRM also incorporate the scope of employee needs.
The responsibilities of the HR department also are to employ strategies that shall help them to
look after their employees in the best manner possible. By providing rewards and incentives
to the employees, they can do so. Based on the performances of the employees, the Human
resource department may come up with various rewards programs. Employee retention is also
a crucial factor that heavily contributes to the betterment of an organization like Amana
Bank. By providing the employees with various entrepreneurial roles and responsibilities and
by involving them while taking or implementing organizational decisions, an enhanced

Human resource management manages to bring in the scope of employee retention (Bratton
and Gold, 2017).
Not only this, but an enhanced HRM manages to create a positive and significant impact on
the workforce planning as well. Workforce planning refers to the employment of certain
strategies and plans that governs and guides the HR department of an organization to choose
the best option for suitable working. From the recruitment of the best of profiles, to the
implementation of targets to be achieved by the workforce, all combine and help the
organization to reach to its desired goals and objectives. With the implementation of a proper
workforce, it becomes possible for the companies to preserve and save their resources
(Brewster, 2017).
Using examples from your chosen organisation, explain the strengths and weaknesses of
different approaches to recruitment and selection. [P2]
In the above mentioned sections, it has been established that one of the main function of the
Human Resource department is recruitment and hiring of employees. One has to understand
that for an organization, it has to employ the best of talents and skilled workers. Only when it
manages to do so, shall it become possible for the organization to achieve its goals. In order
to recruit the best of employees, a company may undertake the following recruitment
processes:
Internal processes
The internal recruitment process mainly deals with the filling up of vacancies of certain posts
and designations through the aid of existing employees. In the case of Amana Bank, it has to
be understood that when one of the key designation of the company is vacant, the
management of the company may promote the existing employees. It has to be understood
that employing this process of recruitment may bring in various advantages for the companies
(Casio, 2018). For instance, by employing the process of internal process of recruitment, the
company may save costs as well as time. Not only this, but by promoting the existing
employees, they do not have to inculcate the various organizational goals in them, since they
are already well aware of it. However, one of the biggest disadvantages of employing this
form of recruitment process is that often, employees are not provided with the required
training.

External Process
Contrary to what the internal process is, the external process of recruitment follows a
different structure of hiring and employing the individuals. Rather than promoting the
employees to fill up the vacancies, individuals are hired externally (Grabara et al., 2016). By
doing so, the companies manage to employ the best of individuals. The profile which best
suits the position is hired. Moreover, the candidate who is hired always comprises of the
required skills and proficiency for the job. However, the disadvantages of this process lie in
the fact that it is very time consuming. Also, a lot of money has to be spent by the
organizations to employ the external recruitment process.
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in
an organisation
Explain how different HRM practices benefit the management and employees of your
chosen organisation [P3].
With the implementation of certain practices and plans, it becomes possible for an
organization like Amana bank to satisfy its employees. The various practices, which need to
be employed by the Human Resource department in order to bring in employee satisfaction in
the workplace, are as follows:
Reward management system
Under this, the management and decision makers of the company need to bring in various
employee reward management processes in the workplace. The performances of the
employees and individuals need to be critically evaluated and analyzed by the management of
the company (David et al., 2015). The employees who are performing as per expectations and
beyond that need to be rewarded and acknowledged. The company may do so by providing
them various rewards and incentives. Not only this, but they can also provide promotions and
appraisals to the employees. In this way, the employees become more interested and develop
much more focus for working for the company.
Providing the employees with entrepreneurial roles and responsibilities
The management of Amana Bank shall provide the employees with various entrepreneurial
roles and responsibilities. By doing so, it becomes possible for the company to align the goals

of the organization to those of the employees. Further, they should also include the opinions
of the employees while taking organizational decisions. Doing so helps them to bring in
employee engagement, which an organization strives to achieve.
Evaluate the effectiveness of different HRM practices in your chosen organisation in
terms of raising organizational profit and productivity [P4]
It depends on the organizations as to which sort of Human Resource Management system
they shall employ in order to meet up with the organizational goals and objectives. With the
implementation of an enhanced HRM practice, an organizational not only manages to
maintain, but also establish and enhance its market value. For instance, the scope an
enhanced HRM helps the company to provide its employees with the best of training
processed and scopes of self-improvement. In addition, the needs and demands of the
employees are met up in the most enhanced manner if the company or organization employ
an enhanced Human Resource Management in its functioning. Lastly, it becomes possible for
a company like Amana Bank to ensure the fact that the organizational goals are linked to
those of the goals of the employees. This in turn brings in peace and harmony in the
workplace and enhances the productivity of the firm.

LO3 Analyze internal and external factors that affect Human Resource Management
decision-making, including employment legislation
Analyze the importance of employee relations in your chosen organisation in respect to
influencing HRM decision-making. [P5]
The human resource department of the company plays a very important role for the
development and growth of the company as a whole. It can be said that they have to maintain
a certain type of relation with the employees of the company. The importance of employee
relation has been discussed in a detailed manner below:
There are many instances where the employees of the company cannot take decision on their
own. This is when they need help of the human resource department in order to make the
right decision at the right time. If the employee relation is good then the employee will be
guided by the human resource department for their betterment. Therefore, the human resource
department helps to take several decisions in order to help the employees. As a result, it helps
to monitor the activities of the human resource and the employee relation has a positive
impact on the decision making of the human resource department (Karanges et al., 2015).
 It can be said that it becomes really easy to work if it is shared by the different
departments of the company. The human resource department should also ensure that the
work is done in accordance to the benefit of the employees and this will only be possible
if the relation between the employees and the human resource team is a better one.
If the relation between the employees and the human resource department is good then it will
have a positive impact and the HRM team will not have to look for ways and means to
employ new members and they can easily focus on the development of the company as a
whole (Sikora et al., 2015).
Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organisation. [P6]
There are various key elements of legislations that are followed within the company and as a
result of this; the decision making process of the human resource department is impacted in a
huge way.

Equal Opportunity Act, 2010: With the help of this type of act, the employments of the
newly joined members are given equal opportunity. The company does not discriminate
amongst the members and as a result of this, all the members are given equal opportunities
within the premises of the company. It can be said that with the help of this act, all the
members of the company are provided with equal opportunities within the workplace and
they are also provided equal training about the various processes of the company that the
employees have to deal with. With the help of this act, the government of the state limits the
choices of the human resource department and it provides equal opportunities for all the
members (Coulter and Hancké, 2015).
Health and Safety at Workplace, 1974: This is another important employee legislation that is
useful for the betterment of the employees as a whole. It ensures that all the members of the
company are treated with equal care and if in case there is any mishap within the premises of
the company then the company should ensure that they take every possible step to provide all
the necessary care for the employees.

LO4 Apply Human Resource Management practices in a work-related context
Illustrate the application of HRM practices in a work-related context, using specific
examples from your chosen organisation [P7]
Job Description
Amana Bank is recruiting people for the post of human resource executive. The human
resource executive mainly directs and manages all the functions of the human resource
department. It can be said that the Human Resource Executive manages all the training and
development of the employees that have come for the interview and have joined the
company. They also take care of the dismissals of the employees. Therefore, they take care of
all the important functions of the company as a whole.
Person specification:
 Interpersonal skills
 Communication skills
 Managerial skills
 Written communication skills
 Should be well acquainted with computers

CV
Curriculum Vitae
Paul Roger
12/11/1984
55 Baker Street, Illinoire IG5 10DA, UK
[phone]
[e-mail]
Work Experience
Senior Human Resource Executive at Sainsbury September 2016 till Present
Junior Human Resource Executive at Cadbury July 2014 to August 2016
Worked as Junior Human Resource Executive at Wiser March 2013 to June 2014
Customer Representative at Orion Electrotech Limited: July 2010 to February 2012
Education
Masters in Human Resource Management at Imperial College London, London ,UK
2000-2002
Kent High School (correspondence to Bachelor Level), Fox Road, 1986-1998
Skills
Animation Designing
Microsoft Office(Excel, Word, Outlook)
Human Resources Management
Communication Skills
Hobbies
Listening to music
Cycling
Drawing
Reading novels

Interview preparatory notes
Candidate 1
 Good communication skills
 Very good knowledge of computer skills
 Interpersonal skills
Interview decision-making sheet
Skills/ experience/
qualifications
Demonstrable
(yes/ no)
Reasons and comments for
decision and feedback
Interpersonal skills Yes Overall the candidate that
appeared for the interview has
been selected is based on his
communication skill. Moreover
he also has a very good
knowledge of computer. He
also has very good interpersonal
skills.
Communication skills Yes
Managerial skills No
Written communication skills No
Should be well acquainted with
computers
Yes

Conclusion
In this report the human resource practices that are being done in the company has been
incorporated in a detailed manner. The learners will have a clear idea about the various
functions about the human resource department and it also discusses the ways and means by
which the human resource department manages the operations of the company as a whole.
The human resource department should also keep in mind the different types of legislations
that have been prepared by the state government in order to ensure that all the members are
treated equally and they should also comply with these legislations as well as policies in
order to develop the company as a whole.

Reference List:
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Coulter, S. and Hancké, B., 2015. Social Europe, EU employment legislation and the UK
labour market: report of the hearing held on 16th December 2015.
David, S., Rajput, S., Khan, J. and Raghuwanshi, V.S., 2015. Reward Management System.
International Journal Of Core Engineering & Management (IJCEM), 2(2), pp.2-15.
De Bruecker, P., Van den Bergh, J., Beliën, J. and Demeulemeester, E., 2015. Workforce
planning incorporating skills: State of the art. European Journal of Operational Research,
243(1), pp.1-16.
Grabara, J.K., Kot, S. and Pigoń, Ł., 2016. Recruitment process optimization: chosen findings
from practice in Poland. Journal of International Studies Vol, 9(3).
Issath Nimsith, S., Shibly, F.H.A. and Irfan, M.I.M., 2015. Challenges of Islamic Banking
Practices in Sri Lanka (With Special Reference to Amana Bank Limited).
Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal
communication on employee engagement: A pilot study. Public Relations Review, 41(1),
pp.129-131.
Sikora, D.M., Ferris, G.R. and Van Iddekinge, C.H., 2015. Line manager implementation
perceptions as a mediator of relations between high-performance work practices and
employee outcomes. Journal of Applied Psychology, 100(6), p.1908.