Effective Management and Application of Human Resources in HSBC

This report discusses the importance of workforce planning, different approaches to recruitment and selection, benefits and limitations of HRM practices, and the impact of employee relations on HRM decision making in HSBC Bank Plc.

Effective management and
application of human resources
in HSBC

Contents
INTRODUCTION...........................................................................................................................3
SECTION 1......................................................................................................................................3
Overview of company:...........................................................................................................3
Importance of workforce planning towards organisational goal............................................3
Strength and weakness of different approaches to recruitment & selection..........................3
SECTION 2......................................................................................................................................4
Explain benefits and limitation of HRM practices.................................................................4
Evaluate how HRM is related with organisational efficiency, effectiveness and profitability.
................................................................................................................................................5
SECTION 3......................................................................................................................................6
Important of employee relations with respect to influencing HRM decision making...........6
Key elements of employee legislation with its impact on HRM decision making................7
Application of HRM...............................................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resources management is a part of management that includes so nay activities such
as section, recruitment, and appraisal of employee (Flynn, Valentine and Meglich, 2021). It plays
an essential role within company. Following report is based on HSBC Bank Plc. and covers
different methods of recruitment and selection with strength a d weakness. Also limitation and
benefits of HRM practices, employee relation and application of HRM.
SECTION 1
Overview of company:
HSBC Bank Plc. of UK provides banking services, offers credit and debit card services,
saving and current accounts, personal & home loans, mortgages, investment advisory and
property & casual insurance services. It service consumers across the world (HSBC UK Bank
PLC, 2021).
Mission: HSBC is one of the world’s largest banking and financial service organisation.
They serve around 46 million customers through four global businesses.
Vision: Primary vision of HSBC Bank is to be the leading international bank in turkey.
Core business objective:
 Build connection, be aware of external issues and collaborate across boundaries.
 Care about individual and their progress, show respect, be supportive and responsive.
Importance of workforce planning towards organisational goal.
Workforce planning refers to a plan related with the future need of workforce to attain
business objective. It includes safe staffing, recruitment & retention, development of workforce
and succession of planning. It is important because it makes everyone from management to staff
look to future for themselves and for business. It aid aspiring staff to push themselves forward, to
recognise people into role. It requires managers and leaders to plan ahead by considering all
business eventualities.
Strength and weakness of different approaches to recruitment & selection
Recruitment – It is a process which is related with hiring of employee when an occurrence is
arise. It is a searching procedure of potential candidate who have ability to perform all function
of company appropriately and fill vacant position.

Internal recruitment- This is related with hiring of individual within company by
promoting or transferring for full filling vacant job role. It saves time and cost both.
Strength: Lots of expenses incurred in external recruitment can be saved as well as it is
supportive in developing company’s efficiency.
Weakness: Sometime individual are not feeling good while transferring one place to
another. Also it is not good for opting new technologies.
External recruitment- In this approach candidate are hired from outside of the organisation.
Application of potential candidates synchronised for full filling the vacant job role. To selected
best so many test are organised.
Strength: It offer opportunity to welcome highly skilled and experiences candidate which
are able to opt advancement in technology. It is a sources of hiring talented workforce within
company.
Weakness: Respective firm is large in size and have complex organisational structure, to
settle in organisation new recruiter take time and this is cost effective process too (Stewart and
Brown, 2019).
Selection: It is final stage of recruitment in that candidates are selected based on their
performance.
Preliminary screening: In this all applied application are carried out together and then
selected based on JS, JD either employee are meeting with set criteria or not.
Strength – It saves time, provides clarity about essential requirements.
Weakness - Capable candidate face problem by rejection over selected as it totally depends
on personal judgment of mangers.
SECTION 2
Explain benefits and limitation of HRM practices.
Performance management: It is a continuous process that are associated with the
interaction of employee and employer to track the performance of each subordinates within the
organisation. Also to guide them the right direction and path for the accomplishment of
organisational goal. In context of HSBC bank Plc. they carry out so many approaches in order to
measure the employee performance like MBO, 360 degree feedback and so many more.

Benefits to employee: Through this, all personnel within organisation get clarity about
their performance, as well as understood where they are lacking, whom they are answerable &
accountable to attain predefined long term goal. Moreover, it provides job satisfaction too.
Benefits to employer: If there is effective communication in between employee and
employer on regular basis, then employer will able to retain their highly skilled and capable
employee within organisation. This removes communication barrier among employee and
employer.
Limitation- In context of employer it is a lengthy and complex process as an hour is
spend by manger with each employee to evaluate performance and HBSC Banks have so many
employee within company so it become hectic and difficult manger to evaluate performance of
each employee within company. Whereas, in term of employee, sometime it become hindrance
in the employee progress. As well as partiality and favouritism is also occurred.
Reward management: It comprises remuneration, compensation, benefits that are
rewarded to employee for holding and motivating them (Hoon, Hack and Kellermanns, 2019). It
is divided into parts, one is intrinsic that is related with encouragement of best employee as per
their performance another is tangible which is related with bonus, incentives etc. All these are
helpful in terms of providing motivation as resolute by Maslow’s Motivation theory.
Benefit to employee: Equality in all employees gives fair chances high job satisfaction to
all workforce and that is beneficial in term of high retention of employees.
Benefit to employer: Equal and fair remuneration offered by respective organisation
reduces the turnover ratio of employee. By which more candidate will get influenced and
significantly contributes towards profitability.
Limitation- Giving gifts to employee may lead them to expect similar gift in future, then
any potential motivation or rewards is lost as employee feel that the gift are simply part of
regular compensation and the additional benefits offered as a sign of thanks or a motivational
tool.
Evaluate how HRM is related with organisational efficiency, effectiveness and profitability.
Training and development: This is a process that is linked with the improvement and
development of skill, knowledge, and ability of an individual that are required to perform
specific task (Chelladurai and Kerwin, 2018). This process makes employee familiar with the
assigned role and task. Also adjust them in the new working culture. Training is associated with

newly joined candidates whereas development is linked with existing staff. This procedure is
helpful in term of opting new and advanced technology that are essential for competing with
competitive business environment. This enhance operation effectively along with overall
employee efficiency.
Performance management: It is a process that is related with assessment of employee
performance in order to develop working culture as it motivates employee to use their skill and
knowledge for performing well to produce more. The aim of doing this is to perform even better
that lead them toward growth and development of company. It includes goal setting,
communication, observation, and evaluation. All of these help management to analyse the
performance of each subordinates for the betterment of company and effective formulation of
strategies.
Reward management: Manger and owner of respective organisation reward their hard work
or increase their motivation level with productivity. This is conducted on the basis of some set
rules and performance. Primary motive of this process is maintain equality and diversity in an
organisation by providing fair and equal remuneration to all employee (Chaudhary, 2019). This
is consider as effective tool that assist anger to reach desired goal. Main goal of each individual
while working in firm is to earn huge money to full fill the basic need. Effectiveness in
strategies/ policies of reward management improve the working efficiency of employee and
along with this productivity is also increased.
SECTION 3
Important of employee relations with respect to influencing HRM decision making.
Effective employee relation implies to strong effector that are put by employer for creating
positive and healthy working environment (Wood and Bischoff, 2020). For growth and
development is it necessary to do same. To maintain employee relation respective company
conduct some activity which are as follow:
Employee consultation: This is related with the involvement of employee in decision
making process as well as considered their viewpoints so that they will able to feel how much
they are important to organisation. Significant company conduct this activity and address all
views of employee to make them motivated and engage.

Grievance: This is linked with feedback and should be in anonymous form for avoiding
conflicts. In this employee share their problems that they are dealing while working. Respective
firm carry out this function while making strategies consider all issues of employee before
implementation of any plan. It maintain positivity and remove disputes (Berman and et.al.,
2019).
Key elements of employee legislation with its impact on HRM decision making
Employee legislation refers to all laws and rules that re inked with employment like pay
equity, working hours, labour relation health and safety of employee etc. It form a strong
connection among employee & employer and includes all rights that are meant for employee.
Some are as follow:
Data protection: This is related with security of employee’s personal data within
organisation. It is the responsibility of HR manger to ensure that there will be no outflow of any
employee data, it will be confidential for their safety (Word and Sowa, 2017).
Health and safety: According to this Act, the primary responsibility of HSBC’s HR
manager to provide safety and security to all employee within company. For which they can take
safety measurement and give safety insurance to all workforces. With adoption of this, employee
turnover will also reduce and personnel will feel secure while performing their task.
Equality and diversity: This act was proposed by UK government with the aim of
employee protection from any kind of acumen and harassment in an organisation. To avoid this,
it is duty of HR manger to provide equal benefits, opportunities and rights to all personnel which
removes inconsistency and create positive working culture.
It impact on HRM decision making
To maintain positivity within company, it is vital to opt all legislation that are imposed by
government for employment as well as for company in term of smooth running of business
operation (Banfield, Kay and Royles, 2018). All the legislation mentioned above are opt by
respective organisation for attaining long term goal, if it is not, then it will influenced adversely
all decision/ strategies and creates conflicts too.
Application of HRM
Job Advertisement
Required Human resources Assistant

Human Resources department
Applicants are requisite for position of HR assistant
Essential skill required in interested candidate
 Graduation with minimum 60 %
 Work experience of 1-2 years
 Effective team management skill.
Time scale
Invitation of applications 20-25 February, 2021
Application’s Scrutinising 26 February, 2021
Interview date for shortlisted candidates 27 February , 2021
Job description
Organisation: HSBC Bank Plc.
Department: HRM
Designation: Human resources Assistant
Job summery
A Responsible candidate who have ability to manage all function within HRM department also
to effectively utilize company’s resources.
Role :-
 To recruit and select appropriate candidate
 Analyse the need of candidate within company
Person's Specification
Specification of person
 Position: HR assistant
 Division: HRM
 Keys:
Application form, (I): Interview, (R):Role

Attributes Requirements Desired
Experience & qualifications  Graduation with
minimum 60%
 Specialisation in HR
 Experience of 1-2
years
 To effectively recruit
appropriate candidate
Qualities 1) Fluent English
2) Good leadership
quality
3) To manage workforces
Interview question:
1. Tell me something about yourself.
2. What are your strength and weakness for performing organisational function?
3. How you will manage workforce conflicts?
Appointment letter
Mr/Ms, Last Name
Address
City, State Zip Code
Dear Mr/ Ms Last Name,
We are pleased to inform you that you have been selected for position of HR assistant in our
organisation. As you have completed your all round successfully. Hence We are providing you
an opportunity to serves your skill in our company.
Role & Responsibilities:
 To recruit and select appropriate candidate
 Analyse the need of candidate within company.
 To manage workforce effectively.
Date of joining : 1 march, 2021
Working Hours : 10:00 AM to 6:00 PM
Salary : $ 15000 per month
Compensation benefits: Medical insurance, transportation, accommodation and food facility.

For confirmation kindly revert us on provided mail id. If you have any queries, then feel free to
ask.
HR department
HSBC Bank Plc.
Signature______________________
Date---------------------------------------
CONCLUSION
From above discussed report it has been analysed that HRM plays significant role in an
organisation as HR manger have obligation of recruitment, selection and performance appraisal
that assist firm to improve productivity and profitability.

REFERENCES
Books and journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E.M., and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Chaudhary, R., 2019. Green human resource management in Indian automobile industry. Journal
of Global Responsibility.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Flynn, W.J., Valentine, S.R. and Meglich, P., 2021. Healthcare human resource management.
Cengage Learning.
Hoon, C., Hack, A. and Kellermanns, F.W., 2019. Advancing knowledge on human resource
management in family firms: An introduction and integrative framework. German
Journal of Human Resource Management, 33(3), pp.147-166.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Wood, G. and Bischoff, C., 2020. Human resource management in Africa: current research and
future directions–evidence from South Africa and across the continent. The International
Journal of Human Resource Management, pp.1-28.
Word, J.K. and Sowa, J.E. eds., 2017. The nonprofit human resource management handbook:
From theory to practice. Taylor & Francis.
Online
HSBC UK Bank PLC, 2021. [Online] Available through: <
https://www.bloomberg.com/profile/company/1639466D:LN#:~:text=HSBC%20UK
%20Bank%20PLC%20provides,UK%20Bank%20serves%20customers%20worldwide.>