Case Study on Human Resource Management In Bank

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 The purpose, nature, scope and functions of HRM applicable to workforce planning and
resourcing and hard and soft HRM approaches.....................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection and benefits
and shortcoming of external and internal recruitment and selection method.........................5
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices for employer and employees..................................7
P4 Effectiveness of different HRM practices in order to rise organisational profit and
productivity.............................................................................................................................9
TASK 3..........................................................................................................................................10
P5. Importance of employee relation with respect to influencing decision making of HRM and
the strategy adopted by the bank in order to improve employee engagement.....................10
P6. Identification of key elements of employment legislation and its impact on HRM
decision making....................................................................................................................12
TASK 4..........................................................................................................................................13
P7 Preparation of job description and person specification.................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management defines as a management of human capital and resources
that help and contribute the company in achievement of their goals. Barclays is a British
multinational investment plc bank and financial service company. Headquarter of this bank is in
London. It is organised into 4 core businesses such as: corporate banking, personal banking,
wealth management and investment management. This study will show about the importance of
HRM practices in the bank as it helps the bank by motivating employees and providing training
to all the employees (Noe and et.al., 2017). HR plays vital roles and functions in an organisation
which directly impacts on its employee's performance and productivity . Several approaches of
recruitment and selection processes that the bank uses for retaining workers play an important
role for the company. There are several acts and labour legislation which protects all the
employees from unexpected things like discrimination at workplace that is beneficial for
employees and employer. Job description and person specification shows about all the roles and
responsibilities of specific job and person in an organisation.
TASK 1
P1 The purpose, nature, scope and functions of HRM applicable to workforce planning and
resourcing and hard and soft HRM approaches
Human resource is the process and method of managing employees in effective manner
and motivate them towards achieving the goals of the company. Human resource department
plays an important role in any type of company as it is responsible for its growth because it play
many roles and functions in order to achieve the organisational goals. The main purpose and
mission of HR assistant of Barclays bank is to coordinate all the employees within company to
meet team goals (Bratton and Gold, 2017).
Workforce planning: Workforce planning is a process and strategy to predict current
and future needs of employees within organisation. HR address the gap between present
workforce needs and required human capital.
There are some purpose of HRM such as:
Recruiting right candidate: The main purpose of HRM is to recruit right candidate
within organisation so that goals and objectives can be achieved. For this, HR assistant of

Barclays Bank anticipate needs of employees within firm and then hire skilled and competent
employees within organisation who are able to attain desired results.
Maintain employees relations: The main and important function of HRM is to maintain
and build strong relationship of employees with the bank. For maintaining relationship it
communicates with all the workers and try to fulfil their all needs (Foiji, Hoque and Khan,
2019).
Motivate employees: The another main objective and purpose of HRM is to motivate
employees through satisfy them and fulfil their all demands. It fulfil staffing needs and maintain
workers satisfaction (Marcelina, 2017).
Planning: HRM's another purpose is to make plan and to do all the possible things for
achieving the objectives (Bryson, 2018). In order to achieve the bank's pre-determined goals it
makes plan and motivate employees for the growth of the bank.
Functions of HRM: There are many functions that HRM plays for the growth and developing
the bank that include:
Recruitment: It is the most important function of HRM. Recruitment is a strategic
process by which HR select and seek the employees that have some skills and values that are
required to achieve the goals and objectives of the company (Treweek and et.al., 2018). Barclays
bank uses the best way of recruiting employees like it create a website for job vacancies and give
advertisement in newspaper etc.
Motivation: After recruiting employees, HR motivate employees in order to achieve the
pre determined goals of company. It is an another important function and purpose of HR of
Barclays bank. It is essential to keep workers motivated and happy because happy employees
concentrate on the work and also decrease the rate of labour turnover (Bailey and et.al., 2018).
Selection and hiring: After providing advertisement in newspaper for the job it select
and hire the best candidate for the job. It select and hire the best candidate on the basis of
analysing the resumes and taking interviews (Conway and et.al., 2016). The main aim of
interview is to analyse that which candidate fits and suit the company's culture and the given job.
Nature and scope of strategic HRM: The scope of HRM is very wide as it has to follow
various functions. It involves procurement, maintenance and management of human resource. It
helps the company in achieving organisational and individual goals. If plays several functions
like human resource planning, orientation and induction, recruitment and selection. In training

and development function it provides training to their employees which improve their
performance on the job. It also makes plan about compensation and remuneration for employees
of the bank (Azeem and Yasmin, 2016).
There are two types of approaches of HRM that are: soft HRM approach and hard HRM
approach.
Hard HRM approach: Hard HRM approach treats workers as a resource of the
company like building and machinery. It do not focus on their feelings and needs of employees.
It suits on autocratic leadership style (Conway and et.al., 2016).
Soft HRM approach: This HRM approach focuses on the employees and treat them as a
most important resource of company. Barclays bank also follow this approach as it helps in
retention of employees. In appraisal system, under this approach it focuses on development of
employees (Michael, 2017).
P2 Strengths and weaknesses of different approaches to recruitment and selection and benefits
and shortcoming of external and internal recruitment and selection method
Recruitment is an activity and process of hiring the best candidate in company according
to the skills and qualifications that are required for the given job. Recruitment process include to
analyse the requirement of job, attract candidates and selecting the best candidate. Nowadays a
company can recruit through online and with the help of internet.
There are mainly two type of approaches of recruitment that include: internal recruitment and
external recruitment.
Internal recruitment: Internal recruitment is the best process of recruiting internally or
within the company. It is beneficial for the bank because as it saves time and cost of the bank.
Employees get the opportunities to alter their location and promotion which increase their
morale (Lake, 2016). It is also beneficial for the bank as it decreases the labour turnover. There
are several methods in internal recruitment such as: promotions, transfer of the employees and
retrenched and retired employees and so on.
Transfer: It is the sub method of internal recruitment as employees are relocated from
one sector to another sector in this type of process. It depends upon the efficiency and
effectiveness of the employees (Leon Rohr, 2016).

Promotions: It is another method of internal recruitment process. In promotion,
employees are promoted from one level to another higher level with greater accountability. It
increase the morale of workers and also motivate them for working hard.
Retired workers: This type of method and process is used when the bank feel the
deficiency of skilled employees (Giovannone, 2016). It is also beneficial for the bank because it
minimizes the cost and time as candidates are already well known from the bank and the
company.
Advantages of internal recruitment: There are several advantages of internal
recruitment for Barclays bank. Some of these advantages are mentioned below:
 It is an inexpensive and quicker process to recruit.
 Employees are familiar with the culture and nature of the company.
 It provides opportunities to existing employees which increase self esteem and morale of
them. Barclays bank already knows the weaknesses and strengths of the employees which
helps in placing right employee at right position (Chandor, 2017).
Disadvantages of internal recruitment: There are some disadvantages of internal
recruitment process that include:
 The bank can not get the new ideas and suggestions from outside.
 It creates another vacancy within firm that needs to be filled.
 It may create conflict among the existing employees (Delgadová, Gullerová and Ivanová,
2017).
External recruitment: External recruitment is also good way of recruiting the best
candidate. In this type of method, candidates are hire from outside the organisation. By using this
method, manager and HR of Barclays bank can create a wider pool of skilled candidates. It can
get new ideas from the business outside. It does not create conflicts among existing employees
(Digital recruitment process, 2017).
Advantages of external recruitment: There are many advantages of external
recruitment for Barclays bank that includes:
 With the method of external recruitment, Barclays bank can create the larger pool of
applicants that can increase their chances to find the best candidate.
 It brings innovative and fresh talent and ideas within organisation that can also help to
motivate the current workers.

 It also create an opportunity to find highly qualified and skilled candidates that \ directly
help the bank to meet its pre-determined goals (Treweek and et.al., 2018).
Disadvantages of external recruitment: There are several disadvantages of external
recruitment method which are as follows:
 It can take more cost and time of the company.
 This method can decrease the morale of existing employees, if they do not get the chance
of promotion.
 It is time consuming process because HR needs to provide training to their new
employees.
Selection: Selection process vary from one organisation to another. It is a process of
recruiting qualified and skilled candidate and match vacant position. While selecting the best
candidate , Barclays bank reject all the candidates who are not suitable for the company . For
example: it can be done by taking tests and face to face and online interview . It depends upon
the number of candidates. If candidates are vary large number that time the company prefer
online method of selection (Armstrong, 2016). There are many methods and approaches of
selection method that include: application forms or resume, interviews, presentations,
psychometric testing etc.
Employment interviews: It is the best method of selection process which Barclays bank
uses. In interview process, information are exchanged between interviewer and interviewee. It is
beneficial for the company as interviewer can see the interest of applicant towards the job and
the company. The purpose of this interview is to eliminate unskilled and unqualified candidates
and select the best candidate who is able to attain goals and objectives of company (Iannotta and
Gatti, 2016).
Strengths of interviews: The main strength of face to face interview is interviewee can
not influence interviewer. Interviewer can easily take all the informations which they wanted to
take. They can also achieve a high response rate (Conway and et.al., 2016).
TASK 2
P3 Benefits of different HRM practices for employer and employees
HRM is a planned approach that is used by every type of company for managing
employees in effective manner for getting higher performance of firm. The best and good HRM

practices help the bank in achieving its goals and increasing productivity. There are several
HRM practices that Barclays bank uses that are beneficial for both the employees and employer.
HRM best practices are employment security, rewards to employees, flexible working option,
employee relations etc.
Employment security: It is the best and important practice of HRM and it is beneficial
for both employer and employees. When employees feel safe and secure then they are more
likely to retain in the company. They feel happy within the firm and their motivation level will
be increased (Blacksmith, Willford and Behrend, 2016). Employer and manager pays more in
training and development process so if employees retain in the company for long time, then it
reduces the cost of company. This results in increasing productivity and performance of
company (Noe and et.al., 2017).
Training: The main function of HRM is to hire and recruit the best candidate in the
company. After hiring the best candidate, it feels the requirement of training to employees in
order to strengthen their skills and improve their knowledge. When employees do not have
adequate knowledge regarding their work, that time they feel demotivated and can not be able to
concentrate and complete their work. HR provides training to all the employees for resolving this
problem and by this it can reduce the labour turnover. It is beneficial for employer because
employees can concentrate on their work and make productive work. It is also beneficial for
employees it can increase their morale when they do effective and productive work (Donate,
Peña and Sanchez de Pablo, 2016).
Reward management: Payment and reward system is the HR practice that are used to
motivate employees. It is not only concerned with financial benefits but also is concerned with
non financial benefits that include development, promotion and recognition. When employees
and workers gets recognition and benefits for their better work that time they feel more
motivated. Good reward system keep workers happy and loyal towards the company. It is very
important practice that HR assistant of Barclays bank uses in order to build and increase loyalty
and honesty of workers. It is beneficial for employer as happy and loyal employees work
effectively and become more productive that increase their sales and value (Gogia and Soni,
2017).
Contingent compensation: Employees are the main asset of company and they add
more value to the company so it is important for the manager and HR to retain them and pay

them fairly. Compensation is the great and best way of creating employee commitment to the
bank. Company should treat their all the employees as valuable member. It is beneficial for
employees and employers as employees receive all the benefits which satisfy their all the needs.
Satisfied and happier employees retain in the company for long which decrease the labour
turnover (Li and Wang, 2016).
Sharing information: Sharing of information is also important in order to resolve work
based problems. The main reason of conflict at work place is misunderstandings and ineffective
communication. In Open and effective communication people feel that they are trusted which
helps in increasing their morale and motivate them towards achieving the goals of the company.
Misunderstandings is the biggest barrier in the growth of the company so the company should
require to resolve this problem through sharing information system (McGlynn, 2018).
P4 Effectiveness of different HRM practices in order to rise organisational profit and
productivity
There are many companies that face many problems in order to create a productive
workforce. Effective HRM practices help the company to meet their goals. There are many HRM
practices like learning, development and training, flexible working option and reward
management that help the company in increasing productivity and profitability. Effectiveness of
HRM practices are also beneficial for workers of the bank as they can improve their efficiency
by proper training and reward system they can increase their morale. It also helps in engagement
of workers in the activities of company (Armstrong, 2016).
Decrease labour turnover: There are various HRM practices that HR and manager use
in Barclays bank. The main aim of HRM practices is to maximize profits and productivity of the
company. Effective payment and reward management is the best practice that is used for
decreasing labour turnover. Every employee work for getting fair pay and benefits and when
they get it in effective manner then it reduces the chances of labour turnover. Through the use of
compensation policy and practice, it can also help in maximizing revenue of the company. When
company focus on all the needs of employees, then they become happy and loyal towards the
company and work towards achievement of goals and objectives of company which ultimately
impacts on its productivity and performance in positive way (Conway and et.al., 2016).
Increase productivity: All the HRM practices directly and indirectly increase the
productivity of both employer and employees. Company provides the effective learning and

training to all the employees which help them in increasing their effectiveness towards the work.
When they work in effective manner, that time manager recognize their work. By getting these
benefits in financial and non financial manner, they focus on their work and become more honest
for the bank. It also increases their morale and self esteem. Effective workers lead to more
productive and good quality work. When customers receive the good quality product then they
purchase more services and products from the company which directly increase their sales and
productivity (Meijerink, Bondarouk and Lepak, 2016).
Development of employees: When the company focus on sharing information and
communication, then employees feel support of their seniors and colleague. Collaboration and
working together help in reducing the chances of mistakes and errors. Through training and
development programmes, employees can develop their skills and themselves and get the
opportunities of promotion. If employees get the promotional opportunities from their manager
on the basis of their skills then they feel more motivated (Giovannone, 2016). It is also
beneficial for Barclays bank's manager as they do not have to find new employees, through
provide promotion to their employee they can reduce their cost related to recruitment.
Flexible workplace: HRM practices of Barclays bank reflect some changes the location
at workplace. Nowadays workers of the bank expect different conditions and flexibility and they
are more diverse. It becomes easy for the bank to create more flexible work environment. In
order to retain workers, the bank provides flexible workplace that include work design,
accountability methods, working hours like part time etc. If employees receive all the benefits
and flexibility then they can better live their social life with the work life.
These all practices help in maximizing productivity and profitability. When employees
receive flexibility at work then they can live their social life and can give their time to their
family. It increases their morale and motivate them towards achieving the goals. When
employees feel happy at workplace that time they do more productive work. Productive work
increase the value and profits of the company. When employees focus on good quality products
then it directly impacts on the company's decision-making process and increase profitability (Li
and Wang, 2016).

TASK 3
P5. Importance of employee relation with respect to influencing decision making of HRM and
the strategy adopted by the bank in order to improve employee engagement
Employee relation may be defined as the relationship that is shared between the
employee and the employer. If an organisation wants to survive and grow in long run then it has
to focus on development of positive employee relation. Barclays bank pay immense attention
towards building efficient employee relationship, since employees are the lifeblood of every
organisation and the success of the organisation depends very much on the employees, this has
created the need for every employer to pay attention towards the development of employee
relationship in order to achieve the organisational goals effectively and efficiently (Conway and
et.al., 2016). Employee relation play a very important role in order to influence the decision
making of human resource management and these roles are as follows:
Maintaining effective employee relations will help the company to motivate the
employees so that they retain in the bank for a longer period of time. Thus, in order to motivate
the employees, human resource management of Barclays bank will take decision on how to
motivate or encourage employees that is by providing adequate incentives, rewards,
compensation or fringe benefits. The bank has to take decisions regarding adopting which tool to
motivate employees or a combination of these tools, so that they are motivated to perform their
best as well as it will reduce the employee turnover rate of the company.
Apart from this, it will help the bank in maintaining harmony at the workplace so as to
create job satisfaction in the mind of employees and increase their engagement towards the job.
In order to maintain peace at the workplace, Barclays bank has to decide the degree to which
employees should be empowered to take decision and the autonomy that should be given to them
and the degree to which they would be accountable for the decisions taken by them. Even the
HRM of bank has to decide how to create job satisfaction that is through providing flexibility in
the working such as flexible working hours and work from home. These decisions would help
the company in running the bank smoothly (Chan and Mai, 2015).
Furthermore, the bank has to take decision regarding how to treat employees equally in
order to foster employee relation, that is, bank has to take decision regarding which employment
laws should be incorporated into the bank so that employees would be treated equally which will
in turn lead to healthy environment at the workplace. Even the bank has to take decision

regarding how to encourage employee feedback so as to develop a sense of belongingness in the
mind of employees which in turn would help in improving employee relation as the employees
will feel that they are valued and all their grievances and suggestions are heard which will help
in fostering employee relation. Even the bank has to take decision regarding how to appraise the
performance of employees so as to build employee relation.
The strategy that Barclays bank uses in order to improve employee engagement is by
making the employees feel secured. The bank influence employees that their job is secured by
communicating with them and providing them fair treatment by treating all employees equally.
All the above mentioned strategies helps Barclays bank in improving employee relations and
employee engagement in activities of company (Mone and London, 2018).
P6. Identification of key elements of employment legislation and its impact on HRM decision
making
Employment legislation may be defined as the laws, rules and regulations that are
formulate in order to govern the employees at the workplace. They are mainly formulated in
order to establish the standards regarding how to treat employees and what would be the terms
and conditions of employment. Key elements of employment legislation are equal employment
opportunities, regulations regarding working time, prevention of sexual harassment, wages and
remuneration (Sinha, Sinha and Shekhar, 017). There are various laws that have been established
to govern employment of employees and have an impact on the decision making of the HRM.
These employment regulations are as follows:
Health and safety at work Act, 1974 - Health and safety of workers and employees at
workplace is the duty of every employer. Human resource management of Barclays bank has
adopted this act at its workplace so as to ensure that welfare of the employees at the workplace
so as they remain satisfied and retain in the company for a longer period of time. In order to
ensure health and safety at work premises, they have to take decision regarding how to train the
employees adequately regarding the health and safety procedure. Apart from this, the
management of the bank has to decide what would be the welfare provisions at work. Moreover,
the bank will decide how to maintain safe working environment (Mone and London, 2018).
Data protection act, 2018 – Recently, the UK parliament has updated the data protection
act in UK in order to protect the personal data from being disclosed or owned by any person or
institution without the consent of the data controller. It has an impact on the decision making of

HRM as the management has to decide the ways through which person data can be protected
from being leaked or disclosed such as by preserving the rights of holding and storing the data as
well as to decide how to process the data fairly and lawfully (Carey, 2018).
Equality act, 2010 – This act helps in preventing the discrimination at the workplace by
ensuring equality and fair treatment to all. This act will help in preventing discrimination that
may occur at the workplace due to differences in nationality, sex, religion, caste, disability, age,
etc. They have a vital impact on the decision making of human resource management of
Barclays bank such as the bank has made the policy to treat equally all the employee by
providing equal pay for equal job as well as to give equal opportunities to all the people in the
recruitment process and based on their performance, best candidate would be chosen by the bank
(McGlynn, 2018).
TASK 4
P7 Preparation of job description and person specification
Job description and person specification are important. The main objective of job
description is to outline all the responsibilities and duties that are essentials for a particular job.
Job description describe all the information related to working condition, equipment and
resources that will be used. It is beneficial for employees as it allows them to understand their
duties and roles for the company. On the other hand person specification is the clear description
of skills, experience and qualifications that person and candidate must possess in order to
perform the job duties. Person specification is very important part as it allows the company to
find desirable attributes and qualifications which are essentials for the role (Dumont, Shen and
Deng, 2017).
Job description
Title of the job: Assistance of Human resource
Reports to: CEO of Barclays bank
Job duties or responsibilities: Help manager and management in hiring and training
new employees. Make strategies for promoting employees towards organisational goals.
Job purpose: The main purpose of this job is to manage and lead team members of
Barclays bank. Communicate the bank's objectives and policies.
Qualifications and skills: Strong oral and written communication skills, skills to

maintain, attractive personality and build strong relationship with workers of the bank.
Experience: 2 years of experience in the same field.
Person specification:
Job Title Human Resource Assistant
Date 12/03/19
Knowledge of Essenti
al
Desired Met
An understanding and knowledge of the
bank's practices and principles that include
HRM legislation.
An understanding in the bank's desired
level of performance.
Yes
Yes
Yes it has
met all the
requirements
and have the
knowledge of
this field.
Experience
Experience of training and hiring people,
experience of working with people in all
type of situations and experience of
managing bank's policies.
It does not
met all this
requirements
as it does not
have enough
experience.
Skills and academic requirements
Degree related managing workers will be
preferred. Self motivating. Masters in
human resource management. Flexible in
the difficult work situations (Lake, 2016).
Yes Yes it has
met all the
requirements.

Depth knowledge of employment law and
legislations.
Yes
CONCLUSION
From the above study it has been concluded that, human resources have a very significant
and important role in the company. They played various functions and role in t betterment of
company that included motivation of employees, hiring and recruitment of the best candidate
according to skills and knowledge of workers. HRM practices like sharing information, reduction
of status difference and contingent compensation also played a vital role in the growth of the
bank. There are various acts has made in order to protects employee. Training and development
programs strengthen skills of employees by which they concentrated on their work in effective
manner. Various recruitment and selection approaches have some advantages and disadvantage
that reduce the cost of the company and increased the morale of workers.

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