Human Resource Management: Strategies and Best Practices

This assignment delves into the critical field of Human Resource Management (HRM). It examines fundamental HRM concepts, explores various strategic approaches to managing human capital, and analyzes best practices for optimizing employee performance and engagement. The content draws upon reputable academic sources and industry insights to provide a comprehensive understanding of modern HRM principles and their application in achieving organizational goals.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 HR Directors purpose and HRM functions............................................................................1
P2 Strengths and weakness of recruitment and selection approaches.........................................3
TASK 2............................................................................................................................................6
P3 Benefits of different practices of HRM for both employee and employer ..........................6
P4 Effectiveness of various HRM practices................................................................................7
TASK 3 ...........................................................................................................................................8
P5. Importance of employee relations in HRM decision making ..............................................8
P6. Impact of employees legislation on HRM decision making .............................................11
TASK 4 .........................................................................................................................................13
P7. Application of the human resource practices ....................................................................13
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management (HR,) is a process of selecting right candidate at the right
job so that company can achieve its set objectives and targets effectively on time. HR department
also focusses on the training and compensation of employees. Each company emphasises on the
development of staff members (Armstrong and Taylor, 2014). Firm treats workers as an
important asset. Thus, employees can work efficiently and effectively. HSBC is a banking
corporation which provides services such as retail, investment, loans, wealth, credit management,
insurance, etc. They are operating in all over the globe . Report discusses about the functions and
scope of human resource management, strengths and weakness of recruitment and selection
processes as well as benefits of human resource practices to the employer and employee. Further,
effectiveness of human resource practices in terms of productivity and profits as well as
importance of the employee relations which influence the decision making of human resource
management are explained. Report discusses about the elements of employment legislation and
impact on personnel decision making. It also discusses about the application of human resource
practices in the organization.
TASK 1
P1 HR Directors purpose and HRM functions
Human resource management is a process of planning, organising, directing, controlling
and having feedbacks of human resources at the end of organisational, individual and social. HR
help in properly utilizing of resources, maximise of resourcing and workforce planning of an
HSBC.
Human resource nature includes HR maintaining, procurement and development. It will
help in achieving the objectives of social, organisational and individual. Managing of an human
resource is an subject of multidisciplinary such as management study, sociology,
communications and economics (Absar, 2012). It is an continuous process and it includes work
in team and team spirit.
Management of human resources scopes are very wide and vast. All activities are starting
from an planning of manpower till exit of an employee from HSBC. It includes development,
maintenance, acquisition and HR controlling with in a company.
Hard and Soft Approach: “Hard and Soft” approaches of HRM for resourcing and
planning in HSBC in which Hard approach is where company expect results with more cost
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effectively workforce. It suffer higher turnover, absenteeism of staff and not having its
recruitment successful and in soft approach it is treated very nicely with in a company. They
provides rewards of workers performance and they effectively motivate their staff. HSBC bank
don't use hard approach of human resource management.
Purpose of HRM
Some are the purpose of human resource management with workforce planning and
resourcing in an organisation are as follows:
 HR strength should ensure that capitalized and manpower should have optimum use.
 Human resource requirements is to do future forecasting.
 HSBC human resource purpose is to face fastly changes of technologies. Organisation have to face challenges of environmental and turbulent forces.
FUNCTIONS OF HRM
These functions of human resource are done by managers of HSBC. Functions of HRM
are classified into two parts:
Managerial functions Planning: It is an establishment of course of actions. It is a process of achieving HSBC
goals and formulations of programmes and policies. It is an future forecasting process it
is a main components in a process of planning. Organising: It is a process of jobs allocating and structure of HSBC bank. It is having a
involvement of every subordinate have to predetermined departments of an particular
task, subordinates delegate their authority, coordinate work, communication and so on. Staffing: It involve making of decisions of employees hired, selection of workers, setting
standard of performance, compensating, performance evaluating, counselling of workers,
workers training and development (Adeola and Adebiyi, 2016). Directing: It involve the group activities for achievement of goals such as maintaining
morale, motivating subordinates etc. HSBC help their subordinates to get their work
done.
 Controlling: It is a process of setting of performance standards, controlling of actual
performance comparing with standards which are set and take a actions correctly for
solving all deviations in their HR process and control them.
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P2 Strengths and weakness of recruitment and selection approaches
Process of recruitment and selection is an ability of organisation to source workers for
their quality improvement of standing in competition and human capital. HSBC bank is having a
target to give best quality to their employees. Their are having sources of recruitment are as
follows:
Internal sources: These are the sources where HSBC recruit workers within an company
are discussed below:
1. Promotions: It is a policies which are followed as techniques of motivational so that
workers should give full efficiency with in a organisations. For getting promotions they
try to give their proper efficiency. It enhance the results of authority, responsibility,
position and pay. For implementing policy of promotion HSBC bank follow all rules and
regulations, terms and conditions which should be well defined.
2. Retirements: Workers who get retired have to extension their services in a situation when
there is no one available for post.
3. Former employees: They are the workers who give their performance best during tenure
than they called back by providing them higher incentives and wages will be given to
them.
4. Transfer: Workers get transfer from one department to another when having a vacant
post in a bank of HSBC.
5. Internal advertisement: Workers working in an company can take up jobs which are
vacant if they are having interest. Employee are working with a organisation for a long
period of time, they know about description and specification of an job which are vacant
internally with in a company.
External sources: These are source where employees are recruited outside the
organisation. Some of external sources are discussed below:
1. Press advertisements: It provides publicity of their vacant job and provide detail of
position in a form of job specification and job description are available for a general
public.
2. Campus interviews: It id best method for recruiting if HSBC bank need fresher and
modern talent they can recruit from an education institutes. It is economical and easy.
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3. Placement agencies: Candidates data bank are sent to companies for the purpose of
selecting employees and give commissions in return to their agencies (Batt and Colvin,
2011).
4. Employment exchange: Applicants get registered themselves with employees of
government exchanges with their details which are necessary as per their requests and
need company they sent applicants for interview.
5. Walk in interview: These kinds of interviews are declared by HSBC banks on an
particular day and selection is organised.
6. E-recruitment: Through online sites such as Monster.com, Naukri.com, Jobs.com are an
online sites where applicants upload their CV and seeks jobs.
Third party: Third party contains the uses of agencies of private employment, referral of
employees, voluntary organisations, trade unions, labour contractors, professional associations
etc. to predetermine contact with job-seekers.
Strengths Weakness
Internal sources:  Existing workers get motivated
 It saves cost because there is
no need for doing
advertisements in internal
sources.
 Employees loyalty with in
HSBC.
 It saves workers training cost.
 It is an very easy process and
reliable (Bratton and Gold,
2012).
 Talent people with modern
knowledge and technology
with an innovative ideas
doesn't get a change.
 Employees which are
existing their performance
may be not sufficient.
 It brings workers morale low
when they are not get
selected for promotion.
 It lead to promote to
favouritism.
 It is not always show interest
of companies.
External sources  Opportunities to new talent  Ambitious and skilled
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 Selection is possible as best
because of having a large
applicants apply for a job.
 Sometimes candidates are not
suitable within company in
that case it is best select them
from external recruitment.
workers may leave job
continuously.
 Provides sense of insecurity
amount applicants who are
existing with in a company.
 It is expensive because it
increases the cost of
advertisements.
Third party:  Company can focus on their
primary tasks.
 It saves time of an
organisations.
 It is costly
 It is not suitable sometimes
because for recruiting a
suitable candidate because of
not knowing properly about
job description.
Selection process: It is an process of selecting a particular candidates according to their
qualifications and competencies for filling up of vacancies of an company. In a selection process
steps are preliminary interview, selection tests, interview of employment, checking of
background and references, decision of selection,medical test if required not necessary, offer of
job and then final selection. Some of methods of selections are as follows: Biodata analysis: Weighted score of an biographical data (Examples: experiences of
work, age, sex, background of family) Work sample tests: These are psychological techniques of testing which is used while
selecting of applicants for specific ability on learning of skills and tasks are performed
associated for a specific job (Guest, 2011). Written tests: tests are conducted while process of selecting an employee are intelligence
tests, ability tests, attitude test, personalty test etc. are tests which are conducted for
checking employees efficiency.
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 Interviews: Interview are conducted of various types like panel interview, stress
interview, group interview, individual interview etc. are conducted in a process of
selection.
 Assessment centres: It is a process in which applicants are assessed for particular kind of
employment specially management. Applicants attitude and personality are determined
various techniques which contains exercises of groups, interviews, assessment exams,
presentations and testing of psychometric.
TASK 2
P3 Benefits of different practices of HRM for both employee and employer
Management of human resources are used for both employees and employers in HSBC
bank for controlling activities and improving the performance of organisational. HRM typical
activities involves recruiting, training and development, paying, benefits of employee
administration and also exit (Hendry, 2012). Without coordination between employees and
employers. Employees of human resource management are not satisfied while employers are
having problems in controlling them. In this below table they had discuss about different
practices of HRM between employer and employee: Retaining qualified employees: HSBC are giving flexibility and easily access benefits.
So, employer should have their company staff qualified. Through that they can manage
all risk and easing burdens on companies. Promoting of positive behaviour: It gives them positive environment of working and
having a benefits which are favourable for employees with human resource management
practices. For higher productivity they have to motivate them. Cultures opposite side may
lead to employees fully dissatisfied. But HSBC maintains laws, culture of organisation
and standards of employment. Employees development: Practices of HRM satisfy their employees of organisation and
promotes them in adding value to a organisation property of intellectual. Advantages of
competitive of employees are increased their skills and knowledge. They are giving
facilities of training and education are used and sharing of knowledge. They make their
capital effective for helping the improvement of employees.
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 Performance improving management system: Practices of HRM help in employees
motivating for increasing productivity as well all over level of performance. Maintaining
of alignment between employee and employer. System of performance management help
then in reward a perfect employee and recognising. Developing good relations: Maintenance of better relationship with their employers and
employees for progress tracking. It will help in performance assess and taking of
important actions for controlling them. Managers of HR also plan marketing and draft
business for the organisation. Construct workplace flexible: HSBC bank human resource practices reflects location
changes in place of work. Employees of fresh talent are more skilful and more diverse.
So, it will be easy for maintaining flexibility. Retaining policies of company gives place
of work flexible such as assignment of work, locations of work, communication types,
composition of team works, method of accountability and design of work environment.
 Motivating employees: Companies managers try to maximize performance of workers.
Employers try to encourage or recruit managers which can manage employees efficiently
and effectively. This help in increasing employees unique thinking in their position and
help HSBC positively (López-Nicolás and Meroño-Cerdán, 2011). Working of
employees under a manager with positive thinking help in feeling more motivating will
automatically increases productivity.
So, HSBC bank practices of human resource management is providing benefits to both
employers and employees within a organisation.
P4 Effectiveness of various HRM practices
Management of human resource is very effective in organisation in raising companies
productivity and profit. HRM help in implementing in the organisation had achieved productivity
and higher profit perspective are as follows: High performance and innovations of employees: Managers of HR of their organisation
promotes their environment innovatively and motivate workers for having their facilities
better and all these initiatives help them for increasing their profit and productivity. Effective direction execution and setting: Managers and leaders play a very main role in
direction setting, priorities, goals, purpose and workforce roles. It help them in recruiting
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the managers appropriately for a right job at a right place. It will help in organisation
leading to a superior position with their productivity and profit. Individual and team goals with effective communication: HR help in attaining both
goals individual as well as group goals for achieving them. Mode of communication has
taken a advance place in today's times (Werner and DeSimone, 2011). They should give
their employees with effectively communication mode. Effectively pay and reward performance: Monetary rewards are given directly to their
performance and with every specific goals, workers reinforce them with their tasks
sincerely. After mangers of HR implementing to their process of controlling. Collaboration and sharing: Profitability and productivity of an organisation magically
improves while others from external organisation are collaborate freely and willingly
sharing of their ideas and tools of collaboration. It will help in developing them in a
method of formal for increasing in an collaboration way and process of sharing. Factors of non-monetary for improving employees: Managers of company, team works
and leaders giving them factors of non-monetary which help in increasing excitement of
employees, motivation, loyalty and energy. It includes feedbacks, challenges, praise,
recognition and opportunities of learnings (Sivaraj and Ravichandran, 2011). It is ensured
by their managers to know factors of non monetary effectively and utilize properly.
 Updating skills of workers for maintaining productivity: In today's times it is full of
competition. Coping with a competition globally had created a large step of change which
means that skills are currently created their sets which are updated continuously. It is a
manger of job to search employees with their less optimum ability.
It is clearly understandable that various human resource management practices are
playing very main role in increasing companies profitability and profit over competitors.
TASK 3
P5. Importance of employee relations in HRM decision making
Employee relation is important for maintaining the positive working environment at
workplace. Differences in between employer and employee are resolved so that employer can
take the right decisions. Manager can take crucial decisions in relation to recruitment of the
people. It also helps in maintaining a strong relationship in between the employer and employee
(Brewster and Hegewisch, 2017). Through this, employer can work efficiently and effectively.
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Manager can also motivate employees to increase the motivation level of employees. Staff
members can achieve their targets and goals. Thus, it results in maintaining a friendly
environment and leads to organizational success. Importance of employee relation in relation to
HRM decision making of HSBC are:
(Source 1:Employee relations and rewards seminar, 2018) Promotes idea or innovation – If there is a healthy employer and employee relationship
then organization can take various decisions regarding the selection and promotion in
firm. If there is a friendly environment, employees also give suggestions and feedback
regarding various matters. Through this, firm implements their ideas in the creation of
plans and policies. This motivates the employees as their views are taken by the manager.
Thus, it results in increasing the enthusiasm and energy level of employees to perform
better. They work with more zeal and passion. This results in increasing the productivity.
It leads to increase the profits and market share as well. High Loyalty from the worker – If there is a healthy relationship in between employer
and the employee then positive environment is maintained in the organization. There are
no conflicts and disputes in the firm (Chelladurai and Kerwin, 2017). Thus, employees
can work with more dedication and passion to achieve their goals and targets. Employees
do not shift in another organization. Staff members only work in a particular firm. It
helps HSBC to retain the employees for a long period of time in the firm. This results in
happiness and satisfaction of employees. They can work more efficiently and effectively.
Thus, firm can increase their profits and market share.
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Illustration 1: Employee relations and rewards seminar, 2018)

 Promote team work – All employees can understand each other's views and opinions. It
results in reducing the conflicts and disputes in the firm. Thus a good team can be
created. It results in maintaining a positive and friendly environment in the organization.
Therefore, all employees can focus more on their work and activities. They give good
quality of output. Through this firm can achieve their objectives and targets in stipulated
time period. It results in increasing the productivity and profits as well. Thus, it results in
maintaining a unique and strong position in the market. Job satisfaction – Issues and conflicts are to be resolved on time so that employees can
perform well in the firm. Due to a friendly relationship in between the employees and
employer, manager gives adequate salary and promotion to them. Thus, staff members
can become happy and satisfied. This results in high quality of output (Marchington and.
et. al., 2016). Training sessions and seminars are to be organized. Through this
employees can learn new skills and can take various opportunities. Staff members can
work efficiently and effectively. They can achieve their goals and targets effectually.
Through this, HSBC can earn more revenues. Reduction in recruitment expenses – If there is a healthy relationship of employer and
employee then company can retain them for a longer period of time. Therefore, it saves
the cost of recruitment and selection in organization. It also decreases the worker’s
turnover. All employees can do the work more efficiently and effectively. So, it results in
increasing of output. Thus it leads to increasing of the profits and market share. Through
this company can maintain distinct position in the industry. Reduces the employee stress – Manager motivates the employees so that they can
perform better. Employer helps the employee in performing various activities and tasks
Workers can work in any situation. They can remain cool and confident in every
situation. Thus they can work with full efficiency. Employees give good results. They
give good quality of output. It results in increasing of productivity of the firm. Thus
company can achieve their objectives and goals. Thus it results in improving the
performance of the firm. It results in long term success and growth.
 Sharing of the work – As all employees can understand each other's views and opinions
it results in maintaining the friendly environment in the firm. All staff members can share
the work with each other and can take help when there any problems. This do not
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increases the work load on single employee and thus all workers can perform well. It
results in increasing the productivity of the firm.
P6. Impact of employees legislation on HRM decision making
Each company has to follow the rules and regulations. Government rules are applied in
every organization whether it is big or small. Through implementing the legislations, employees
can work efficiently and effectively (Meredith Belbin, 2011) . There is no discrimination in
between the staff members. Thus diversity is maintained in the organization. The employee
legislations which affects HRM decisions are- Health and safety act, 1974 – According to this act, health and safety is maintained in the
company. There are various facilities like First aid box and warning signs are placed in
hazardous locations in the firm. Thus it reduces many accidents and safety is maintained
in the organization. It reduces the deaths of employees as they get immediate treatment
from the company (Chuang and Liao, 2010). So they do not had to move to various
places for medical care. Thus work of HR do not gets hampered. HR can provide safety
tools and equipments to employees in the training session. Through this there is no
feeling of fear and they can easily learn new skills. Thus it increases the productivity of
the staff members. Equality act, 2010 – According to this act it gives equal opportunities to all members. It
do not discriminate on basis of the age, gender, race, religion, disability, sex etc. So HR
department in company do not do any discrimination in recruitment and selection. Thus
HR firm provides equal opportunities to all staff members in participation in all activities
and tasks. They give equal salary to workers. HR organize training session for all the
staff members. This motivates all members to perform better. All employees work with
full dedication and passion to achieve their goals. This leads to increasing of productivity
in the firm. Data protection act, 1998 – According to this act sensitive information cannot be shared
by the employer to employees and the company. Through this act HR cannot share the
sensitive information to the employees and with the company. Through this company's
workload increases and HR cannot do the work more efficiently and effectively. They
have to maintain all records in various software. Thus it increases the cost of the
company. It reduces the productivity of employer in giving good output. It has several
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benefits such as secret data of all employees can be maintained (Albrech, 2011). It
provides protection to employee’s data and other companies do not have knowledge of
the secret information. Sex discrimination act, 1975 – It do not discriminate on basis of the sex, marital and
gender in relation to the education and employment. HR of the company do not do
discrimination on basis of sex,marriage and gender in the recruitment and selection
process. Thus it provides equal opportunity to all staff members .HR gives equal salary to
all workers. They provides equal opportunity to all members in performing activities an
tasks. Thus all employees can give their views and suggestions related to plans and
policies. Through this It is easy for managers to take relevant decisions regarding any
activity. It results in increasing of the productivity. Race relations act, 1976 – According to this act there is no discrimination on basis of the
colour, race,nationality etc. So thus HR of the company do not discrimination on basis of
the colour and nationality in recruitment and selection process (Daley, 2012). They give
equal opportunity to all members whether the staff member is black or white,employee is
of the nation or belongs from another country. Thus diversity is maintained in
organization. Thus all employees are motivated to perform in organization. They give
good results. It results in increasing the productivity of the firm. It leads to long term
success and growth of the firm.
 Disability discrimination act, 1995 – According to this act disable persons can access to
the education and goods and services. So HR of the company gives opportunity to
disabled persons in selection in any posts in the firm. Disabled persons can give
suggestions regarding the plans and policies of the company. They can take decisions
regarding any matter in the firm. This helps in increasing the motivation level of the
disabled employee. Thus they work efficiently and effectively.
TASK 4
P7. Application of the human resource practices
Each organization has to resolve various problems of employees in the firm. Previosly
work of HR is limited but now the work has been increased (Ployhart and Moliterno, 2011) . HR
manager has to give training ,solve conflicts, disputes and take decisions regarding the
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promotion and incentives. So HSBC has to fill the vacant positions. There are various techniques
in selecting the suitable candidate in the job -
Hotel receptionist training
Training title/Seminar- Date- Time-
Location Trainer
Expected members in
seminars
Tasks Expected time Procedures Tools
Induction
Targets of training
1.
2.
Exercise and practice
Important information
Necessary points
Job advertisement
HSBC is hiring for post of the business lecturer
Post – Business lecturer
Qualification – Graduation and MBA in Hotel management
Experience – At least 3 year experience in teaching
If candidates are selected then manager will call them
Participant can apply to this job through email or post
Last date to apply - 20th February
Address – London headquarter of H.S.B.C
Email id – [e-mail]
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Job description
Qualification Degree in medical field from any recognized
university
Nurse training is required for applying the
position
Experience Should have 2 years of working experience in
any recognized hoospital
Area of expertise Knowledge of the medical equiment and
techniques
Other qualities Motivate the patients in various hospitals
Awareness about the health and medical
facilities and policies.
Interview questions
Q1. Why you want to work in HSBC banking corporation?
Q.2 What are the specific qualities which are lying within you for applying the job position?
Q3. What is the knowledge you have regarding the nurse role?
Q.4 What are your past experiences related to medical field?
Q.5 What are the salary you are expecting from the organization?
Person specification(Chef at Michelin Star restaurant)
Particulars Essential qualification Desirable criteria
Qualification and training Cuisine qualification Training related with cooking
and cuisine
Experience Giving the best services to the
customers.
Work in the pressure and stress
Minimum 3 year experience in
any hotel
Skills and knowledge Good speaking skills Awareness of the processes
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Problem solving skills and creativity is needed
Personal characteristics Behaviour with all employees
in a team
Positive attitude
Should be focused
Should be disciplined
Curriculum Vitae
Name:
Address :
Mobile No:
Email id:
Career objectives:
Looking for the job for photographer printed in the Vogue magazine of HSBC company. They
are searching.
Academic qualification
Bachelor's degree in the photography from recognized university.
Certificate course of photography.
Courses such as graphical designing and digital photography.
Career experience
 2 year experience in any creative business and photographic agency.
 Image content experience in wedding,food and architecture.
Personal skills
 Good creative skills
 Patience
 Good interacting skills
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Declaration – I hereby declare that my information is true according to my best knowledge.
Date:
(Name)
Place:
CONCLUSION
From the above report it can be concluded that human resource management is important
for any organization. Through it company can manage the human resources and materials. Thus
workers can work efficiently and effectively. It leads to increasing of the productivity. The
purpose and functions are important to manage the human resources in the organization. There
are various strengths and weakness of various approaches of recruitment and selection. The
benefits of human resource practices to both the employer and employee. Assignment evaluates
the effectiveness of different human practices such as learning development, flexible working
hours,employee performance management and payment and reward management in increasing
the productivity and profits of the company. The importance of employee relations which
influences the human resource practices. There are various legislations such as health act,anti
discrimination act,equality act which influences the human resource decisions. The application
of human resource practices such as one page agenda,one page job advertisement,job
specification document,person specification and one page C.V. Company follow these
procedures to select suitable candidate for the job.
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