Recruitment and Selection at HSBC

The assignment delves into recruitment and selection processes at HSBC, emphasizing the importance of ethical practices and legal compliance. It examines key legislation such as the Data Protection Act, Health and Safety regulations, Equality Act, Minimum Wage Act, and Sex Discrimination Act. The analysis highlights how these laws contribute to a fair and equitable work environment, fostering employee retention and promoting ethical conduct within the firm.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM.......................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
TASK 2 ..........................................................................................................................................5
P3 Benefits of HRM practices for employee and employer. .....................................................5
P4 HRM practices in term of raising profits and productivity....................................................5
TASK 3............................................................................................................................................5
P5 Importance of employee relations which are influencing HRM decision making for HSBC
.....................................................................................................................................................5
P6 Element of employment legislation and impact it has upon HRM decision making.............5
TASK 4 ...........................................................................................................................................6
P7 Application of HRM practices in HSBC...............................................................................6
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Human resource management is the division of human resource which generally known
as HR department it helps in designing employee outlay and also provide assistance to maximise
the performance of workers in order to attain strategic objective in effective manner. Human
resource management is a term that denotes formal system of the management of person within
a firm. HR manager has prominent three types of duty in major area as employee benefits and
compensation, defining or defining work, and also staffing (Altman and Wilson, 2010). The
purpose of it is to boost up the productivity of a firm through best use the effectiveness of firm's
workers. This report is based on HSBC plc which is a largest bank that offers financial and
banking services to their customers. They are working as the prominent player in the growth of
the economy. This report assignment manager of the HSBC plc will offers assistance to entire
activity of Human Resources and also in the report it shows the various types of function and
purpose along with their strength and weakness that are powerful to make an impact on entire
management. There are different kinds of HRM practises which provide several benefits to
employee and employer along with it serves helps in order to boost up productivity. There are
some of legislation for firm and applications of HRM practises will be explained.
TASK 1
P1 Purpose and the functions of HRM
The management of human resource is captures a sound role and function in an
organisation as to frame, develop and assists policies and programmes which are designed to
build firm effective. It is an important segment for management in that their selected persons will
work. Human resource management has a certain purpose which about maximum utilization of
the present resources by sound relation among workers and higher individual development which
ensures that all workers are rolling their duties to promote their objective. HSBC is the
multinational bank and financial services provider with having sound numbers of offers and
effective goodwill at the marker place with the helps of it they will be able to capture the
attention of larger numbers of clients.
Scope of HRM: it is broadly concern with the human resource planning, promotion,
recruitment and selection of employees, job transfer, conducting development lesson,
compensation and various things that are having relation with their employees (Herbane, 2010).
1

It is been evaluated that higher numbers of approaches are defining in the practises of HR
in respect to apply all other operation or activities in a very prominent manner. Therefore two
essential framework is detailed as-
 Hard- In respect of this element, employees are known as a machinery or tool and having
a effective relation with the corporate planning. Therefore, core elements of HARD
approach is explained as-
▪ This is an Autocratic styles of leadership.
▪ Offers higher wage while retaining employees and recruitment of new workers.
▪ Change in the counting of employee in different manner for a particular time or in
short term.
 Soft- On the basis of this approach, employee are rolling as an important resource in the
entire working of an organisation and business are like through they will have capture the
competitive advantages. It means they are focusing on the higher term of human resource
planning and firm will get two faces of interaction.
After evaluating both the approaches, it reflected that the human resource management of HSBC
is playing higher numbers of duties through the help of there tool with offers certain support in
order to capture personal activities in the favourable manner. It details different types of function
of the department of function of the company which explains as- Job analysis:it is a powerful process that offers helps in order to determine the nature of
a certain role of a particular job and for it various unique needed of employee as like-
enquired to playing a certain duty and so on (Gronumand Verreynne, 2012). Therefore at
the last of the process whole detailed of a specific work has been detailed with their jobs
and responsibilities and activities of business of employee. Staffing: on the basis of this element, the human resource management of HSBC has the
duty for hiring and selecting the suitable candidates form the larger number of applicants.
Their major objective is to filling up the vacant position of the company with qualified,
skills and suitable person in order to capture firm's objective in effective duration in
HSBC. Training and development: the manager of human resource management of a company
is needed to have various kinds of development lesson in order to enhancing the
knowledge of employee which are hired at the firm.
2

 Performance appraisal: in respect of this aspect, in HSBC, the team of human resource
is doing continuous monitoring of their worker's performance in order to offers them
appreciation while having related success (Malhotra and Temponi, 2010). It provide help
in order to boost up the morale of employee and they will get motivation for their
performance of their job duties.
There are various types of purpose of HRM too, that are detailed as- Maintaining environment: this is the core purpose of HRM as it assist in arranging the
relation in the department and to build sound and healthy environment of company with
the help of minimise conflicts or different issues that are able to creates impact over an
organisation's environment. Employees relation: the major duty is to build harmony in between employees and
authorities and management. Relations of employees are prominent in every firm as it
confirms the sound and effective running of working.
 Orientation: the department of HR has the entire duty to make new candidates more
familiar and comfortable with firm also offers them an orientation through which worker
can have knowledge for working, culture, environment and other members of employee.
P2 Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection is a term which refers hiring of the numbers of employee
through is assistance of favourable technology or ways in order to filling up the vacant position
of HSBC. Hence the HR manager of the firm are using different types of tools and techniques in
order to select most favourable candidates in accordance of the needs of task, position or eligible.
There are some kinds of techniques which are used by HSBC which helps in recruitment of
workers through knowing the suitable data like: skills, education, knowledge and a lot more. In a
basic aspect, it is not so easy to play all of these activities in suitable manner because it is having
a bit ,complex nature that are required expertises and several attributes in a person. Therefore
various types of approaches of recruitment and selecting process is explained as-
Internal approach: In respect to this component, hiring will be present in tan
organisation through offering consultation of their current workers in various forms. In simple
words, it means having candidates for a certain job or position form these whom are exits at the
work place in an firm. Therefore, several types of internal recruitment which is determine as
3

transmitting the job role form one branch to other one, career ladders, internal duties and general
recruitment to fill up empty post and promotion etc.. the HR department of HSBC are having
acting internal job placing and career leaders while hiring with the company (Blackburn and
Wainwright, 2013).
In basic term, internal approach of recruitment and selection is a process of hiring a
suitable person in the firm with different position. Company needs to choose them and put them
in different position or role. There are some of the strength and weaknesses of the internal
approach is detailed as like-
Strength Weakness
 Internal approach of recruitment is time
consuming.
 It is an inexpensive techniques to filling
up the vacant post.
 It has comparatively short process of
hiring person.
 Provide opportunity to other workers.
 Minimise the chance of mistake while
having selection.
 Offers self development.
 Persons are more familiar with
surrounding of the company.
 Promotions helps in enhancing the
morales of other employees.
 Promotion of one authority might cause
conflicts between colleagues this
happens because of mismanagement
and miscommunication within
organisation at top level.
 Lack of communication between top
and ground level employees.
 No new methodology adaptation
regarding advertisement.
External approach:According to this methodology, an organisation or firm will be able
to recruit new workforce or employees in a effective and efficient manner for their well
renowned organisation. This methodology or approach will include social advertisements, online
and offline advertisements, job referrals, trade publications, announcements , newspapers
advertisements, paper and pamphlets regarding recruitments of new workforce, social and
4

economic platforms for advertising regarding recruitment process . In the contrary, this strategy
or approach is used by small business and start-ups as well as big corporates for recruiting
suitable and eligible candidates from this bunch of highly skilled unemployed peoples through
vigorous and scientific method in a systematic manner so that company will get or be able to get
highly skilled candidates or employees for their organisation as a valuable employee. However,
strength and weakness of this external approach or methodology will discussed below:
Strength Weakness
 Through this methodology, highly
skilled and selected candidates are
chosen through vigorous process.
 This approach provides candidates as
employee with innovative and creative
ideas.
 This methodology is very expensive for
any organisation specially for this small
task.
 This process creates high level of
competitions between unemployed
peoples.
Thus, these are the two main methodology or approaches which are adopted and implemented by
small business, start-ups as well as big corporates throughout worldwide.
Third party approach: This methodology is used by very few firms and this is done with
the help of third or middle party that is consultation firm for provide skilled workforce.
TASK 2
P3 Benefits of HRM practices for employee and employer.
Employees or skilled workable labour as well as employers or top authority of an HSBC
Holdings plc organisation are the most essential and important assets of an well trusted group.
These are the two different groups of peoples who are responsible for social, economic, sales
growth as well as profitability with customer satisfaction within HSBC banking firm. These are
the two groups who are most responsible and unaccountable within any firm or industry specially
in banking firm towards their work to manage and handle the whole group of organisation in a
effective and structured manner (Storey, 2016). Here are various HRM practices discussed which
provide benefits to both group of peoples :
5

HRM practices Employer Employees
Learning , training and
development
Top authority and expertise of
HSBC banking firm perform
several workshops and
conferences for boosting and
upgrading knowledge of newly
hired and existing employees.
Which ultimately provide
assistance for employers or
higher authority of particular
department or section along
with motivation and boosting
their moral level of
confidence.
These conferences and
workshops will be very helpful
and essential for ground level
employees either existing or
newly hired. Through these
approaches or methodologies,
learning ability as well as
brush-up of knowledge is done
in a efficient and effective
manner. These methods will
improve their functionality
towards their work and
improve quality of their work.
Flexible working hours Higher level authority will
have to manage whole
organisation which is an very
hectic work. And for smooth
functioning of an organisation
these authorities also need
refreshment time.
Ground level skilled
employees do physical and real
implementation of policies and
strategies. SO they need
refreshment or relaxing time
between their working hours.
Performance management This methodology will give
brief ideas about company's
policies and strategies,
mistakes, performances,
decision, and it also give each
and every employee and
employer performance report.
Through this approach, ground
level skilled employees will be
able to knew about their
previous years or weeks work
performance report .
Payment and reward system This reward or appreciation
system with HSBC banking
This approach or methodology
will be same applicable for
6

firm will enhance motivation
level of their employers or top
level authority. This
methodology will increase
employers retention rates
within this banking firm.
employees of HBC banking
firm, this will give them
financial assistance as well a
enhance their level of
confidence and motivation.
HSBC firm provide extra
financial assistance for their
extra work.
Therefore, these HRM practices plays essential and significant function in order to offering or
providing advantages to employers and employees by enhancing and boosting their level of
confidence as well as personality.
P4 HRM practices in term of raising profits and productivity.
HR department of HSBC multinational banking firm, plays vital and significant function
to generate high level of productivity through ground level skilled workforce or employees for
getting enhancement or growth in revenue of an organisation. For raising productivity and
profitability of this banking firm, HR department of HSBC firm have to arrange workshops and
conferences for their employers or higher authority as well as for employees or ground level
skilled workforce. Through which all employees and employers will be more motivate and
brush-up their knowledge and share their ideas and concerns with each other by exchanging their
views and thoughts on company's products and services as well as on their policies and
strategies.
 Learning, Training and Development: This is an most important and essential function
of an HSBC banking firm for their employers as well as for employees also. This
methodology helps in boosting and brushing knowledge of existing employees of an firm
for particular or specific project or task. This approach helps in boosting and enhancing
motivation as well as confidence level of employees and employers. Which ultimately
provide assistance in both company's economic and social growth as well as individual
qualitative productivity towards their work for betterment of organisation. These
methodologies or approaches will be able to do their workforce more talent, skilled in a
7

effective and efficient manner, as well as giving information clearly and transparently
about their responsibilities and duties. So that they can easily and effectively
accomplished their work for betterment of banking firm.
 Flexing Working Hours: This technique or methodology is adopted and implemented
by HSBC multinational banking firm for its each and every employees as well as
employers. This approach is being implemented within organisation for betterment of
both company as well as its employers or employees. This methodology is being
implemented for reducing hectic work pressures on its employees as well as employers
and developing a fruitful as well as healthy working culture or environment. This
approach will provide its assistance in creating flexible working environment and also
giving its assistance towards time management and skills to all its employees or
employers.
 Compensation or Reward System: This technique will be very essential and fruitful for
each and every employees or employers of an HSBC banking firm. Through this
approach they all get financial assistance for their family as well as it will give them
confidence towards organisation that organisation will have faith in their employees or
employers. Because of this approach or methodology, employees or employers retention
rates will be managed and improved, which is very good indication for HSBC bank to
compete with its rivalry specially in this competitive digital world.
Therefore, HSBC is one of trusted and well renowned multinational group in banking sector
because of following these human resource management practices by their HR department for
strong decision making and communication between top level authority and ground level skilled
employees.
TASK 3
P5 Importance of employee relations which are influencing HRM decision making for HSBC
In this HSBC banking firm, they believe that their employees are the most essential and
important part of their organisation. Without them they can not run or govern their organisation
or firm in a healthy and fruitful manner. HSBC organisation always try to maintain
communication and co-ordination between their top level employers with ground level skilled
employees. There are several things which are to be followed by HSBC and some are already
8

implemented by this HSBC firm for maintaining strong positive relation between its employees.
Here are some elements or function which are discussed below :
 Enhance Profitability: For enhancing profitability of HSBC baking firm, they will have
to adopt and implement various modern digital world technologies, equipments which
helps in reducing input cost and give them maximum output. By adopting and
implementing scientific prof business strategies for getting better results in their banking
firm.
 Sharing Objective between representatives: For competing and maintaining their
reputation in this highly competitive world, HSBC will have to adopt and implement
communication and coordination scientific proof techniques. Through which their
employees are able to share their view and thought as well as exchange their knowledge
and co-operate with their colleagues and seniors regarding their responsibilities and
duties towards organisation.
Dedicated Towards Work by Motivating: By formulating and implementing workshops as
well as conferences for their ground level highly skilled employees and also for their innovative
and creative higher level authority. Through which their employees will get motivation and
satisfaction that they are the valuable employees of this well renowned multinational banking
firm. Through these conferences and workshops, employees will get a platform of sharing their
views, exchange their ideas, get knowledge about latest skills which are they required ad they
also get an platform for giving their suggestion for betterment of organisation products and
services or policies and strategies. This is an platform where ground level employees will be able
to get knowledge about how to manage time management and how to handle work pressure. If
these two most important factors can be solved then an organisation will achieves its targets and
vision within time period and also able to compete with its rivalry which directly impact on
employees weekly or yearly performance report. (Schaper, 2014)
P6 Element of employment legislation and impact it has upon HRM decision making.
Legal authorities of UK are framed some of the major laws and legislation in order to
offers protection and safety to employees form illegal activities, different issues like exploitation
and harassment. In general manner, the main objective of these all legislation are maintaining
the effective relation, making safe environment in the place of working and offers safety to
employee form unethical work in the firm. All the laws are facilitating in making equality in
9

between employee. Therefore it is essential for the firm to opt and implement all these in their
company and frame all actions accordingly. Form the respect of it all terms and conditions,
policies and norms are construct through it. There are some of prominent acts and laws and
detailed as: Sex discrimination act: this law has been founded in the parliament of the UK by
government of nation in order to minimise the impact of sex discrimination form
corporate. As the law depicts no firm will be able to make differentiation in between
workers on the basis of their gender same work will be provided to both the genders with
same types of salary. If firm is still doing discrimination then labour has power to sue
against them. Working time act:the law says that every firm has certain time for performance as one
person will work only 8 hours in an day and 48 hours in a weak if any firm gets more
working then their prescribed time then they have to pay for extra time if they not do so
then labour can case then in court (Southern, 2011). Minimum wage act:this law has been launched in the 1948 in the parliament of UK
where government takes suitable actions for skills or unskilled employees such as all of
the workers are required to be paid with minimum wage which is based on least fixed
rate in an organisation. Health and safety law: this laws facilitate in order to maintain safety and healthy in the
UK. All the protection is related to the work. As safety is essential for every individual
therefore firm needs to seek out their health and safety measures in work station.
 data protection act: all data required to be safe and secure in the firm where an individual
is working. As data is generally secure in the computers of company therefore it's firm
responsibility to keep it safe and no one will get misuse their data.
TASK 4
P7 Application of HRM practices in HSBC
The human resource management are involves different types of activities that is essential
for each and every organisation. In respect to recruit a receptionist for HSBC plc company, there
are various stages that are required to be followed and they all are explained as like-
Job analysis- this is a process to determining and defining the detail of the certain duty
and requirement related importance of the given job. In simple words, appropriate and required
10

detail are offers in the advertisement so that ad will be able to capture the minds of the interested
persons for prescribe job. All the detailed are framed in attractive manner in order to build or
grab larger amount of job seekers.
Job description
Organisation name
HSBC Bank Plc
Job profile
Receptionist
Location
UK
Reports to
HR manager or administrative
Responsibilities
 welcomes and greet individuals or visitors who are coming to the firm in any time of
operations. They have to be knowledgable and having required information through they
will have sufficient answer to resolve the questions and problems of visitor's.
Receptionist needs to have etiquettes which helps them to frame a good image of
himself and the firm's too.
Roles
 Framing all scheduled for meeting.
 Taking calls of persons with effective manner it sufficient time.
 Please every individual when they are come to the firm and manage meetings with
appropriate visitors or parties
Qualification required
 Studies are more then +12 is required.
 Graduation in any field.
 Certification are allowed.
Skills
11

 candidate needs to be eligible to handle pressure.
 Person should have measurable of Soft skills.
 personality traits needs to be more effective and sound .
Experience required
2-6 years.
Salary
Initially 6 to 8 pound per annum.
When the job requirement is advertised, the HR department will have various different
resumes of desired and interested candidates. Template is like-
Curriculum Vitae (CV)
Name:
Address:
Contact number:
Email Id:
Career objectives: Wanted to work in dynamic and uncertain work environment where I can
have chance for upgrading my personality and soft skills for the purpose of career growth.
Academic qualification:
 Certification in human resource management.
 Graduation in marketing and HR.
 Master in business administration and marketing.
Experience:
5 years’ experience.
Personal skill:
 Effective listening skills
 Interpersonal skills.
 Soft skills
 Time Punctuality
 Grievance handling
12

Declaration:
I hereby declare that all the stated details provided above are true to my knowledge and
expectations.
Preparation of interview: The HR department has duty to have effective and
appropriate interview in respect to evaluate and examine the ability and capability of candidates.
Offer letter: After successful completion of interview, chosen candidates will receive
their offers letters that includes all conditions and terms. It is also having all proper information
and suitable salary structure (Bridge and O'Neill, 2012).
Performance appraisal: This stage includes examine of new hired person in respect to
having their requirement of training and development on the basis of their performance.
CONCLUSION
From the above report it has been concluded that that report is based on HSBC plc which
is a financial and banking services provider where it's manager is providing their assistance to
several activities of human resource as the human resource management is important part in each
and every firm. It is generally a process of arranging employee and their all related work like
benefits and compensations, legislation, different types of function and skills like Hard and soft.
Some of the side this report showcase purpose of HRM as why all firm are having in their
management along with it some lights are throwing on the profits of human resource
management as what are those factors whom encourage a firm to include these HRM practises in
their company. A side of their assignment is detailing the strength and weakness of recruitment
and selection in the context of HSBC some of the laws are given in this report as data protection
act, health and safety, equality act, minimum wage act and sex discrimination act through the
help of all these legislation firm will be able to work ethically and their employee are last
longer.
13

REFERENCES
Books and Journals
Bridge, S. and O'Neill, K., 2012. Understanding enterprise: entrepreneurship and small business.
Palgrave Macmillan.
Southern, A. ed., 2011. Enterprise, deprivation and social exclusion: The role of small business
in addressing social and economic inequalities (Vol. 2). Routledge.
Schaper, M.T., and et. Al 2014. Entrepreneurship and small business.
Storey, D.J., 2016. Understanding the small business sector. Routledge.
Blackburn, R.A., Hart, M. and Wainwright, T., 2013. Small business performance: business,
strategy and owner-manager characteristics. Journal of small business and enterprise
development. 20(1).pp.8-27.
Malhotra, R. and Temponi, C., 2010. Critical decisions for ERP integration: Small business
issues. International Journal of Information Management. 30(1).pp.28-37.
Gronum, S., Verreynne, M.L. and Kastelle, T., 2012. The role of networks in small and medium‐
sized enterprise innovation and firm performance. Journal of Small Business
Management. 50(2).pp.257-282.
Herbane, B., 2010. Small business research: Time for a crisis-based view. International Small
Business Journal.28(1).pp.43-64.
Altman, E.I., Sabato, G. and Wilson, N., 2010. The value of non-financial information in small
and medium-sized enterprise risk management. The Journal of Credit Risk. 6(2).p.95.
Battisti, M. and Perry, M., 2011. Walking the talk? Environmental responsibility from the
perspective of small‐business owners. Corporate Social Responsibility and
Environmental Management. 18(3). pp.172-185.
Rae, D., 2010. Universities and enterprise education: responding to the challenges of the new
era. Journal of Small Business and Enterprise Development. 17(4).pp.591-606.
Carraher, S.M. and Paridon, T.J., 2015. Entrepreneurship journal rankings across the discipline.
Journal of Small Business Strategy. 19(2).pp.89-98.
Online
Learning curve-steep and shallow,2013. [Online]. Available through
<https://en.wikipedia.org/wiki/File:Learning_Curve_Diagram_Steep_and_Shallow,_Sa
me_Functionality.jpg>.
14