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| Sunday, 23 February 2003 |
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| News Business Features Editorial
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BoC on drive towards constructive development by Don Asoka Wijewardena The Bank of Ceylon (BoC), established in 1939, has contributed to Sri Lanka's economic development, catering to customers' needs. This year the bank has formulated several constructive programs to restructure its operations and human resources development. J.V. Bernard Fernando, Deputy General Manager (Human Resources), disclosed the bank's intended restructuring process in an interview with the Sunday Observer. Q. The BoC has maintained an excellent banking system in Sri Lanka for six decades with the help of numerous restructuring processes. What does the bank intend to do this year? A. It is no exaggeration to say that BoC has become the largest banking institution and a major resource supplier to the nation. As we have 9,243 employees, we have emphasised on providing professional training courses for them. New courses have been introduced and we are confident that our services can be vastly improved through training and skills development. Our Central Training Institute in Maharagama conducts 36 courses. Q. What other programs have been introduced for staff development and professional enhancement? A. With due recognition to professional development, skills development programs on employee attitudes, values, communication skills, inter-personal and leadership skills have been included, so that employees will not only help the bank achieve its goals, but achieve their own goals as well. An important program this year is training the staff and trade union officers in reputed foreign banks. They will be able to obtain first-hand knowledge of international banking systems with advanced operations. Q. Does the bank's personnel department maintain an effective personnel policy - and what does it try to achieve? A. An effective personnel policy comprises a set of principles which will govern the relationship between the bank and its workforce, regardless of differences in status. It is essential that the policy is clear and can be easily understood by all - not just by the management. We have framed an effective policy that will produce similar decisions under similar circumstances and in response to similar events, so that all employees are assured of equal, fair and just treatment. Q. The BoC has catered to people from all walks of life. Have you formulated additional strategies to reach a higher degree of excellence? A. Yes, the bank has already decided to implement an island-wide refurbishment program designed to have a single colour scheme for all branches, an IT network and uniforms for the staff. It is important to create a lasting impression among customers if the bank is to survive. Our vision is to be bankers to the nation with global presence and our mission is to provide a wide range of domestic and global financial products and services, be a catalyst to the rapid growth and development of the nation and strive for growth with profitability, professionalism and excellence. Q. Today, Human Resources Management (HRM) is changing according to the expansion of new business enterprises. What exactly does HRM mean? A. HRM is a subject with many titles. It combines elements of industrial psychology, personnel management, training and industrial relations and is concerned with the legal aspect of employment. The purpose of HRM is to ensure that employees of an organisation (its human resources) are used in such a way that the employer obtains the greatest possible benefits from their abilities and the employees obtain both material and psychological rewards from their work. Human resources are more difficult to manage than material resources, partly because conflict often occurs between employers' and employees' wishes and partly because, to an increasing extent, employees try to make decisions about their working environment. Q. Communication in the modern world has seen new vistas. Has the bank implemented an effective communication system and is a feedback system necessary with communication? A. Yes, the bank maintains both vertical and horizontal communication systems with necessary feedback. We believe that any organisation will lose credibility if there is no effective communication system. Q. as a public sector institution, what are your main objectives? A. Public sector organisations are controlled by the government and are run for the benefit of the people. We are customer-friendly bankers dedicated to customers' prosperity, maintaining confidentiality and trust, acting fairly and reasonably in all our dealings. We respect each staff member as an individual and encourage team work at all times, offering opportunities for professional and personal development beneficial to the bank. We, as a catalyst in the development process, will fulfil the expectations of our owner, the Government of Sri Lanka, while functioning as a commercially-oriented institution generating adequate returns. We will also establish mutually respectful and beneficial relationships with our business associates. |
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