Chapter I - Introduction

(1.1) Title of the Research Project

“An analysis of factors contributing to undue delays in the selection process of the Banking Trainees in the XYZ Bank”.

(1.2) Definition of the Research area
A critical review of the Bank’s selections process of Banking Trainees.
(1.3) Statement of the Problem

The total Banking Trainee budget for the year is around 300. However the recruitment unit will not be able to provide the budgetary requirement at the correct time due to undue delays in the selection process. The following key problems are caused to affect the Banking Trainee selection process.
• Lack of technical competencies
• Lengthy selection tools
• Too more Documentation

(1.4) Objectives of the Studies

General Objectives

 Successfully completion of the professional Qualification in Human Resource Management conducted by IPM

 To improve my knowledge related to the Research methodology and Human Resource Management

 To give inputs to up brings the effectiveness of the Banking Trainee selection process of the Bank

Specific objective

 To identify the factors affecting to delaying the selection process

 Create solution to improve the effectiveness of the selection process

 Fine tune the existing Banking trainee selection process

(1.5) Scope of investigation

Have to consider standard and time saving selection process in the field

According to Research, Researcher would like to address the best practices in the selection process and need to consider novel selection tools and process

Need to identify the factors affecting to delay the selection process and give recommendation to eliminate such.

(1.6) Conceptual Frame Work

(1.7) Hypotheses

Independent variable

Lack of technical competencies

Lengthy selection tools

Negligence

Dependent Variable

Total Effectiveness of the selection process (Banking Trainee).

Alternative Hypothesis

H1.1 if the lack of technical competencies are high the total effectiveness of the Selection process will be goes down

H1.2 if the selection tools will take long time the effectiveness of the Selection process goes down. H1.3 if the negligence take place in the Selection process the effectiveness of the selection process goes down

Null Hypotheses

H1.1 if the technical competencies are high the total effectiveness of the Selection process will be goes up

H1.2 if the selection tools will take less time the effectiveness of the Selection process goes up.

H1.3 if there negligence tale place in the Selection process is low the effectiveness of the selection process goes up

(1.8) Introduction of the XYZ Bank
The XYZ bank known as, the benchmark private sector bank in Sri Lanka. Over the years, the Bank with clear vision, set standards, created an identity and forged a unique trend in banking that has brought recognition year after year. The Bank maintained cultural identity, reached to the grass roots and created a style that has set the trend. Today, superlative range of products and services, powered by state-of-the-art technological superiority and peopled by a dynamic, highly motivated team have made the bank where It is in Today , the most progressive bank in Sri Lanka. XYZ Bank is a Public Limited Liability Company incorporated in Sri Lanka in June, 1969. The permanent staff cadre of the Bank is 4209 as of 25th November, 2011.
(1.9) Bank Vision
To be the most technologically advanced, innovative and customer friendly financial services organisation in Sri Lanka, poised for further expansion in South Asia"

(1.10) Bank Mission
"Providing reliable, innovative, customer friendly financial services, utilising cutting edge technology and focusing continuously on productivity improvement whilst developing our staff and acquiring necessary expertise to expand locally and regionally"
The XYZ Bank which commenced its operations with a single branch way back in the 1920s, is the largest indigenous private sector bank in Sri Lanka today, in terms of assets, deposits, loan, book and profits. The bank with its Head Office based in Colombo has also been able to mark its presence in 07 countries by placing Business Promotion Officers in Kuwait, UAE, Qatar, Oman, Saudi Arabia and Jordan and having Banking Operations in Bangladesh. The bank is continuously exploring opportunities to venture into other overseas markets with a view to making presence globally more visible.
The Bank business focuses on conventional banking and continues to expand services as find new opportunities to meet customer’s need while maintaining satisfactory profitability. Capital strength allows to adjust business volumes and activities to fit the competitive market environment in the countries the Bank operate. The Bank mission encompasses building customer relationships and financial partnerships based on the core values inbuilt in the bank’s code of ethics – honesty, integrity, fairness and responsible citizenship and accountability.
The Bank continued its growth momentum by adding ATM’s and opening Branches in Sri Lanka, strengthening its presence through out the Island. Presently the Bank’s delivery points in Sri lanka and in Bangladesh, 206 and 17 respectively, while the number of ATM’s in Bangladesh stood at 14 and it reached the 460 ATM’s in Sri lanka.

(1.11) Bank Human Resource Review
The heart, mind and muscle of the enterprise are provided by people of the organization.
The bank recognizes completely, that a prime proposition such as that offered by the Bank must be driven by highly competent, motivated and innovative people. The Bank has 4209 staff strength and its composition with Corporate Management, Executive Officers, Junior Executive Assistants and Allied, Banking Trainees and Office Assistance and others.

Category No. of Employees Percentage
Corporate Management 24 0.6
Executive Officers 1,545 37.5
Junior Executive Assistants and Allied 1,808 43.9
Banking Trainees 611 14.8
Office Assistants and Others 135 3.2
Total 4,123 100.00

Table 1.1 - Employee Hierarchy by Category.
(1.12)Bank Recruitment and Selection
The Bank’s recruitment and selection policies provide equal opportunities for all citizens in the country irrespective of their race, religion, caste, or gender. All staff recruited are properly inducted through a comprehensive orientation programme prior to their placement and they are further provided with training based on standard training modules in addition to customised programmes as needed.
(1.13) Bank Policy Recruitment and selection to the different grades shall be through promotions and from external sources. The Bank would reserve the right to change and alter the modes and nature of Recruitment, Selection and Promotion, in the best interest of the Bank, based on the principles of justice and fair- play. All intakes to the Executive Officer grades in general would be by way of promotion from the non- executive grades and/or through a competitive process of selection as Management Trainees. Further, depending on the organizational needs, where internal resources are not available to fill designate positions, external recruitment would be undertaken. Furthermore, the Bank would also opt for outsourcing wherever it is felt that expanding and /or creating permanent cadre positions would not be desirable in terms of productivity and effectiveness, and also to improve and maintain it’s competitive position. Already, the Bank has commenced outsourcing Typists, minor Staff/ Janitorial services, Telephone Operators, Drivers and Security services in this regard.

(1.14) Recruitment

The individual Branches and Departments should forecast their own staff budgets to suit their emerging requirements, in terms of the strategic plan of the Bank. Based on this information, it is the responsibility of the Human Resources Department to prepare the Man Power Plan for the forthcoming 3 years in line with the corporate objectives to be achieved. This would form a part of the Human Resources Plan and would be incorporated in to the strategic Plan of the bank.
(1.15) Banking Trainees

Entry to Banking Assistant levels, took a turning point in 2000, when it was decided to initially take them in as Trainees to be sent through a structured course of training and thereafter offer permanent positions to those successfully completing a designated period of such training. This change of course was necessitated in view of the changing competitive banking scenario, where the emphasis was on trained employees possessing multi-skills, focused competencies and positive attitudes.

Eligibility Criteria

School Leavers
 Age limit – below 23 Years of age.

 Have a minimum of 5’ C – Credit passes’ in a one sitting at the GCE O/L Examination, including a Very Good pass in English or Mathematics. However, the Passes obtained for Mathematics II or English, should be A – Distinction pass or B – Very Good pass whilst the other could be a C pass in a single sitting. ( Eg: English A or B and for Maths C and the reverse position is also acceptable)

 Should also possess 3 passes at GCE A/L Examination.

Professional

 Age limit – below 25 Years of age.

 Those candidates who have successfully completed Certificate in Banking & Finance (CBF) of Institute of Bankers of Sri Lanka (IBSL) or Intermediate Certificate of Banking Studies (ICBS) of Indian Institute of Banking & Finance (IIBF)(only English medium) OR
 Minimum 6 subjects in the 1st stage or stage I & II combined of the following professional exams.
 Professional Exams – CIMA, ACCA, CMA, ICA (only English medium)

Graduates
 Age limit – below 28 Years of age.

 A Degree from a recognized University.

The vacancies are advertised in the newspapers and in the Commercial Bank Web Site.
Applications are collected until the closing date.
All applications are checked for the required eligibility criteria and short listed according to the merits and prepared for the selection process.

2.1.2 Selection

Preliminary Interview

 All the candidates are individually interviewed by a specially trained Interview Panel, in order to assess their suitability for the Written Test.

Eligibility Test

 Candidates who are selected at the Preliminary Interview should sit for a Written Examination.

 Those who are considered under “Professional Category” needs not to sit for the exam.

 The question paper comprises of 2 sections.

Part I - English
Part II - Mathematics

Duration of paper - 3 hours

Candidates who scored adequate marks at the Written Examination are further assessed by another interview, being the final interview.

Candidates who are being recommended by the final Interview will be considered for induction after referrals.

Before taking referrals the Managing Director’s approval is taken to offer training with an effective date.
A Medical Test is carried out, in order to check the physical fitness of the selected candidates to perform the functions of the Bank efficiently and effectively.

A Security Clearance is also carried out in respect of all new entrants, in order to assess their background details.

Education Verifications are done of each certificate to ascertain the genuineness of the certificate.

Training Plan for Banking Trainees

Training Agreement is offered to the selected Banking Trainees at the induction

 Period of Training;

School leavers/
Professional Qualification Category - Two Years

Graduates - One and a half Years

After the Four Day Induction Programme, Trainees will be assigned to different Branches/Departments for on the job training.

Their performance and progress would be assessed every six months.

The Trainee shall complete Certificate in Banking and Finance Examination (CBF) of the Institute of Bankers of Sri Lanka, Intermediate Certificate of Banking Studies (ICBS) of Indian Institute of Banking & Finance (IIBF) or the Internal Test conducted by our Staff Development Centre, during the said period of Training.

Where the Bank is satisfied that the Trainee has satisfactorily completed his training and has complied with Terms and Conditions of the Training contract and where the Bank is satisfied that the Trainee is a fit and proper person to be considered for employment by the Bank, the Bank may in its unfettered discretion to offer the Trainee permanent employment.

Details of the Scheme of the Training in Banking are set out in the Training Agreement.

(1.16) Other Banks Recruitment and Selection process
Standard Charted Bank – Sri Lanka.
Step 1: Online application form
The first step is to complete an online application form, where you'll need to tell us about yourself:
• Personal details
• Academic and work experience
• Extra-curricular activities
Step 2: Online ability tests
You'll then be asked to complete a series of online ability tests. Each one is a hurdle which you'll need to get pass before progressing onto the next stage.
We use three different assessments as part of the recruitment process. They are:
i) The logical reasoning test
This test measures abilities that are important when solving problems. In each of the 24 questions, you'll find a sequence of boxes and your task will be to work out how the sequence should continue. ii) The numerical reasoning test
This test will measure your numerical reasoning skills in a business context, based around the tables and charts you typically find in reports and the financial press.
Whilst you won't need to know complex mathematical processes, you'll need basic arithmetic skills, such as knowledge of addition, subtraction, division, ratios and percentages.

iii) The talent assessment

This test is designed to assess your natural attributes and help us understand your potential to be successful within our business.
The talent assessment was developed specifically for Standard Chartered by the Gallup Organization - the world-leading provider of management consulting, HR and statistical research services. As with other strengths-based selection tools, the talent assessment is designed to assess an applicant's natural behaviours.
Questions

You'll be notified immediately whether you have been successful in passing on the online tests. If you have, we urge you to keep going. Once you have completed all of the online tests, you'll be asked to complete three essay questions, using up to 250 words for each.