Human Resource Management Practices

This assignment focuses on human resource management (HRM) practices, including benefits of good HRM, Robinson model for employee engagement, and scope of HRM. It also touches on data protection act implications and provides examples from various sources such as articles, journals, and online resources. The assignment is likely used in a university or college setting to assess students' understanding of key concepts in HRM.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM in reference to Barclay bank................................................1
P2 Strength and weaknesses of different approaches of recruitment and selection....................3
SELECTION METHODS:..............................................................................................................4
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for both employee and employer................................................5
P4 Effectiveness of different HRM practices for raising organisation profits and productivity. 7
TASK 3............................................................................................................................................9
P5 Employee relation in influences HRM decision making........................................................9
P6 Key elements of employee legislation and its impact on HRM decision making................11
TASK 4..........................................................................................................................................13
P7 Application of HRM practices in context of BARCLAY BANK........................................13
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
HRM of BARCLAY BANK is a set of activities oriented at attracting, processing, and
maintaining an effective team of workers. This report highlights the purpose and scope of HRM
practices of BARCLAY BANK which is a British multinational funding bank and monetary
offerings' organisation, established in London. Further, it includes and hard and soft approaches
through which they manage their personnel’s (Wright,2018).
The report will also discuss the strength and weaknesses of recruitment and selection
through different approaches. Moreover, it will also describe how HRM practices benefits both
employees and BARCLAY BANK itself. On the flip side, it will also comment on the
effectiveness of HRM practices on company's profits and productiveness. This report will also
frame the employee relation that helps the HRM of BARCLAY BANK in making decision with
the help of Robinson model that encompasses of training and development and personnel
appraisal.
Further, in employee relation, assignment will outline importance of trade union in UK.
Eventually, the report will highlight the employee legislation that includes certain rights like
human equality act etc. and frames the application of HRM practices namely: job description,
seminars, etc.
TASK 1
P1 Purpose and functions of HRM in reference to Barclay bank
Human resource management (HRM) is the coordination of corporation’s people to gain
specific targets, fulfil staffing needs and satisfy employee expectations.
NATURE OF HRM: Inherent A Part of Management: -HRM of Barclay Bank is an inherent a part of company
because if the manager desires to draw great out of personnels, they will simply selects
the group of personnel’s who will work underneath them and at the other side of this
they ought to educate, encourage, appraise them on a timely basis.
 Pervasive Characteristic: – HRM of Barclay Bank is a pervasive characteristic of
company as every employee from top to bottom level carry out this function on
continuous basis.
SCOPE OF HRM:
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 Welfare Aspects: It deals with working situations, and services including eating house,
creches, rest and lunch rooms, lodging, shipping, medical help, training, fitness and
safety, pastime facilities, etc. (Scope of Human Resource Management, 2016).
 Continuous Process: HRM of Barclay Bank isn't a one short function rather it is a
continuous process which require constant consciousness regarding the day to day
operations of company.
FUNCTIONS OF HRM:
There are four major HRM functions of BARCLAY BANK-
 Planning: The purpose of planning function of Barclay Bank Plans to set up the
procedures to reach the predominant goals. (Cascio, 2015). Planning programs like
recruitment, selection, training and development, employee engagement etc.
 Organizing: The purpose of this function of Barclay Bank is to design and expand
organisation structure to perform the one-of-a-kind operations. Modifying the
organisation's structure by assigning different kind of activities to different personnels
according to their capabilities or positions in an organisation.
 Directing: The purpose of directing functions of Barclay Bank involve encouraging
personnel to work willingly and efficiently to reap the desires of the company.
 Controlling: The purpose of Controlling function of Barclay Bank is all about guiding the
activities of their employees in accordance with the plans formulated primarily based on
the goals of the company (Bratton, and Gold, 2017). In this, the manager discovers and
then compares the effects with the set requirements. It additionally involves value
determinations, audit, records, and so on.
HARD AND SOFT APPROACH:
The hard approach of Barclay Bank is the management activity that makes plans, units up
structures, and monitors overall performance. The soft approach of Barclay Bank is the human-
friendly control based on emotions and feelings.
The hard approach includes:
 -Treats employees sincerely as a resource of the organisation (like equipment.)
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 -Strong hyperlink with company enterprise planning – what assets do we need, how can
we get them and what will be the expense of them.
 The soft approach includes:
 -Treats employees as the most critical and useful resource of the business
 -Employees are considered as individual and their wishes are studied consequently.
P2 Strength and weaknesses of different approaches of recruitment and selection
Recruitment system is a process of figuring out the job vacancy, studying the job
necessities, reviewing programs, viewing, short-listing and choosing the right candidate. On the
other hand, selection can also be explained as the system of interviewing the candidates and
evaluating their traits, required for a specific job, after which choosing the perfect candidate for
the location.
Internal Recruitment Method
With this technique, Barclay Bank seeks within their own company so one can hire or transfer
employees into a brand-new position. In Barclay Bank, following are the most usual sources of
recruitment: transfer, promotion and worker referrals.
Strength Weakness
 When the Barclay Bank Promote within
the enterprise, it sends a sturdy message
to the rest of the employees, as it tells
them that there are clean possibilities to
growth within the organisation.
 Internal recruitment of Barclay Bank
creates a bad impact on the morale of
employees as they have already got
someone in thoughts, other workforce
who practice for the function may feel
demoralized for not recognising their
hard work.
External Recruitment Method
In External recruitment, Barclay Bank goes out of the doors of their commercial enterprise to
draw new employees inclusive of promoting inner candidates and pushes current personnel to
grow and allows with range (Guest, 2017). Barclay Bank uses various sources of external
recruitment: Direct recruitment, advertisement, casual callers, universities and
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recommendations etc.
Strength Weakness
 Bringing in fresh expertise from the
out-of-doors help the company to
motivate the existing personnel to
produce and attain greater in hope of
obtaining the following promotional
position.
 Through external recruitment the new
workers may not be able to regulate
with the new surroundings and the
existing personnel.
SELECTION METHODS:
EMPLOYEE INTERVIEW:
Employee interview is a mechanism of exchanging information between candidate and
interviewer about candidate's suitability and interest in job position the company seeks to fill.
STRENGTH WEAKNESSES
 Interviews conducted by Barclay Bank
are flexible because any lacking
portions of data about the candidate can
be accrued at this time.
 Candidate may feel disappointed when
they face the questions which are not
relevant to their field.
ABILITY TEST
Barclay Bank uses ability Tests with the purpose of screening applicants on the basis of
abilities, competencies, and aptitudes that is classified either into paper and pencil exams or task
pattern exams.
STRENGTH WEAKNESSES
 Ability Tests helps BARCLAY BANK
in finding out the suitability of
candidates for diverse jobs.
 Through ability test, the talent and
capability of a candidate might not be
well judged and the company loses the
potential employees.
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TASK 2
P3 Benefits of HRM practices for both employee and employer
HRM PRACTICES BENEFITS TO
EMPLOYEE
BENEFITS TO BARCLAY
1.Employment securities:
This is a Human Resource
practice of Barclay Bank (Lai,
Saridakis, and Johnstone,
2017). There is an agreement
between the organisation and
 It enables personnel to
move to their homes
and satisfy essential
needs for themselves
and their households.
 Employment protection
additionally benefits
Barclay Bank because
it enables them to hold
on their personnel’s.
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Illustration 1: Benefits of HRM Practices
(Sources: Benefits of Good Human Resource Management, 2017)

its personnel regarding the
commitment of employees
towards the corporation’s
goals.
2.Selective hiring: This
allows BARCLAY BANK to
bring in personnel who adds
value to their corporation
(Benefits of Good Human
Resource Management, 2018).
 Selective hiring of
BARCLAY BANK
increases the likeliness
of high worker morale
and productiveness.
 Selective hiring helps
BARCLAY BANK in
preventing the costly
turnover of personnel
and eventually adding
the maximum value to
their business.
3.FLEXIBLE WORKING
OPTIONS: This HRM
practice allows the personnel
the possibility to work for
greater bendy hours and fewer
hours for as long as their need
pays off massive-time in the
end.
 A flexible schedule
permits personnel of
BARCLAY BANK to
work around their
instructional goals,
letting them keep an
activity and retain
studying at the same
time.
 Staff with flexible
scheduling tend to be
happier and
additionally have a
tendency to revel in
lower degrees of strain
at the place of business.
 BARCLAY BANK
believes that the more
engaged and happy the
personnel are, the much
less probably they will
search for employment
somewhere and
subsequently leave the
company (Guest,
2017).
 Another remarkable
gain for BARCLAY
BANK by providing
flexible schedules is
that the employees’
strain level will even
cross down at work and
this will lead to worker
engagement, happiness,
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better fitness which
provide happier and
greater productive
personnel.
4. Reward management: It
is a motivational practice of
BARCLAY BANK that the
company use to praise
employees for their
achievements and
accomplishments (White,
2016). The enterprise sets
goals and establishes
guidelines for its employees to
obtain those desires.
 Recognising an
employee’s efforts
demonstrates that the
activity they’re doing is
valuable to the
business. It sends the
message that their hard
work is well worth
profitable and
consequently have to
be vital. Thus,. it
increases the morale of
employees for
producing more output
for company.
 BARCLAY BANK
provide captivating
appraisals to
employees that
generates loyalty in
them and thus, they
feel connected with the
comany.
 The long-term and
entire scope of reward
management allows the
BARCLAY BANK to
create particularly
correct estimates of the
way to deal with cash it
spends on every worker
over the path of some
years.
 Total rewards packages
offer the benefit of
centralised
management to
BARCLAY BANK in
all personnel-related
concerns, together with
profits, remuneration
and training.
P4 Effectiveness of different HRM practices for raising organisation profits and productivity
Employee Performance Management and Monitoring
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A powerful overall performance management method of BARCLAY BANK enables
managers to evaluate the performance of personnel’s and optimize productiveness by:
 -Positioning employee's daily moves with company objectives.
 -Providing clarity of responsibilities to personnel associated with their performance
expectancies (Ekuma and Akobo, 2015).
 -Documenting employee's overall performance to support repayment and career making
plans.
 -Establishing consciousness for skill development and getting to know learning tasks.
 -Creating documentation for legitimate purposes, to guide decisions and reduce conflicts.
Thus, the company's profit hikes up by regularly monitoring the performance of employees and
suggest measures for improving the overall performance.
Learning Development and Training Practices
Training and development practices of Barclay Bank provides an opportunity for expanding
the expertise base of all employees. Further it helps in developing the management abilities,
motivation, commitment, higher attitudes and different aspects of employee and manager. It
helps in providing following benefits that increases profitability of company:
 -The worker who receives the essential knowledge about their work will be more capable
in performing their work. The instructions will help the employee in understanding their
duties and construct their self-belief (Ramaprasad, and et.al., 2017). This self-assurance
will enhance their overall performance and this would simply advantage the productivity
of company.
 -Once the employee gets the preferred abilities required for the task to execute then their
weakness will grow to be their strengths and they get the better perceptive about what
and how to execute with higher thoughts.
 -Sturdy training and improvement application guarantee that personnel are consistent in
their expertise. The consistency is specifically applicable for the business enterprise’s
fundamental rules and tactics.
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 -Staff are more likely to experience valued if they're invested in and consequently, much
less probable to exchange employers (Adjibolosoo, 2018). Training and improvement is
seen as an extra benefit for the company. Recruitment expenses therefore cross down
because of workforce retention.
HR planning
Effective HR planning helps the BARCLAY BANK to work smoothly and additionally
achieves success. HR specialists running in the direction of growing HR planning for an
enterprise, that assists the company to manage its body of workers strategically (Wilton, 2016).
Apart from that, HR planning can also make certain a right profession plans for personnel and
help them in achieving their dreams. It can even ensure development and in the end make the
business enterprise a higher place to work in.
Human resource evaluates the BARCLAY BANK's present-day staffing needs, what they
probably be 12 months from now and where they probably be beyond that. Using these statistics,
a HR expert develops an employer chart that identifies the positions they want, creates certain
process descriptions for every position and ranks them. A human resources plan considers sales
and production schedules to maximize personnel planning.
Recruitment
In BARCLAY BANK, Recruitment is a procedure of attempting to find potential
personnel and challenging them to exercise for the roles within the company. When extra people
practice for jobs then there can be a scope for recruiting better individuals (Nankervis, and
et.al.,2016). Further, it Creates an expertise pool of potential candidates that allows the choice of
first-class applicants to suit for the company's want.
When a corporation hires employees with the proper personality kinds and job abilities, the
end result will provide more satisfied employees. A way of life that suits nicely with employee
choices and makes them glad, also results in better levels of retention, Thus, Lower turnover
rates and pleasant workplace contributes to greater performance and better profits as well.
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TASK 3
P5 Employee relation in influences HRM decision making
According to BARCLAY BANK, the term 'employee relation refers to an organization's
efforts to manage relationships among employers and personnel. An organization with a terrific
employee relation offers fair and regular treatment to all personnel’s so they'll be devoted to their
task and loyal to the company (Ekuma and Akobo, 2015). Such programs additionally purpose to
resolve difficulty arising from circumstances at job.
Some Observation says that a healthy relation between the personnel helps in encouraging
the employees and growing their self-confidence and morale.
Employee relation is based on employee engagement which is explained through Robinson
Robinson et. al proposed model of employee engagement in 2004 which offer emphasis
on the sensation of valued and using the employee of an organisation. The feeling of values
comes form lot of guidelines and practices that are followed within the BARCLAY BANK. They
are like education and improvement, verbal exchange, Co-operation that
makes the personnel experience about being valued, job delight, and family friendliness.
 Training and Development: Training and development practices of BARCLAY BANK
at once improves performance and productivity of personnel. Employees continue to be
updated with new technology and as a result use existing one in a more efficient way.
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Illustration 2: Robinson Model
(Source: Models of Employee Engagement and Their Applications, 2017)

Well enlightened personnel display each quantity and overall performance. Thus, there is
less wastage of time, money and resources when personnel are trained properly. Training
and development make the employees experience more glad with the role they play
within the business enterprise or corporation.
 Performance Appraisal: Performance appraisals practice of BARCLAY BANK are
generally used to explore each personnel's task growth and to decide objectives and
criterion to strive for the duration of the subsequent appraisal period. Performance
appraisals targets a specific area of weak spot that needs assessment and correction. It can
also serve as a valuable means for setting up of goals that is a good way for promotions
and career progression (White,2016). Performance value determinations deliver the
company and worker the possibility to discuss about performance. Performance
appraisals often function as motivational instrument for personnel. The employer may
additionally offer a bonus or different perks to personnel who're able to improve their
overall performance appraisals from one duration to the subsequent.
Above mentioned both the strategies helps Barclays Bank in improving employee
engagement within organisation which further helps in improving employee relations. This will
results in increasing productivity and performance of both the workforce as well as the
organisation.
IMPORTANCE OF TRADE UNIONS IN UK:
A trade union is a corporation made up of group of employees. The predominant
intention of a trade union is to shield and develop the interests of its personnel’s. Moreover, the
tasks of a trade union - consisting of securing a pay upward push - raise all employees in an
administrative centre.
 -Trade unions in UK offer personnel’s a collective voice to communicate to their
discontentment and disappointment (Nabi, Syduzzaman and Munir,2016). Thus, it helps
in maintaining employee relation by satisfying the economic interest of personnel.
 -Trade Unions in UK negotiate better terms and conditions. Thus, it helps in employee
management by settling the disputes that occurs between workers and management of
company.
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 -Trade Unions in UK combat for identical possibilities in the place of job. They stand for
identical pay and treatment and towards favouritism. Thus, it maintains employee relation
by paying them fair wages, incentive and perquisites etc.
 -Trade Unions in UK offer legitimate offerings and recommendation. Thus, it helps in
providing proper right to disappointed and disadvantaged personnel of company.
P6 Key elements of employee legislation and its impact on HRM decision making
Employee legislation is a legitimate framework that is essential for BARCLAY BANK that
compliance with effective employee and employer relationship. It encompasses of certain legal
right that helps in employee management of company: Data protection right, human equality
right, anti-discrimination right etc.
DATA PROTECTION ACT 2018
General Data Protection Regulation is planned to:
 -Harmonize information private legal guidelines across Europe,
 -Defend and empower all EU residents’ facts privatize
 -Regulate the way organizations across the vicinity method data privacy.
 -It will especially ensure that the personal records of sufferers, perceiver, and suspects of
crime are duly covered and will facilitate cooperation within the fight in opposition to
crime and terrorism (Guest, 2017).
The Data Protection Act 2018 controls how your private information is utilized by
businesses, commercial enterprise or the authorities (The Data Protection Act, 2018). The Data
Protection Act 2018 is the UK’s implementation of the General Data Protection Regulation
(GDPR). This law ensures that the information need to be used legitimately and transparently. -
utilized in a manner that is relevant and restricted to most effective what is essential is handled in
a manner that guarantees suitable safety, which includes safety against illegal or unauthorised
processing, access, loss, destruction or damage. Thus, it helps the HRM of Barclay Bank to make
effective decisions regarding the safety of their confidential data and reduces the loss of
information relevant to their company.
Human Equality Act
There are two principal streams of human rights in the European Union. One is to guard
the essential human rights for EU citizens, and the alternative is to promote human equality
worldwide. The European Union is primarily based on a sturdy dedication to promoting and
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defensive human rights, democracy and the guideline of regulation worldwide (Albrecht,and
et.al.,2015.). Human rights are at the coronary heart of EU members of the family with different
nations and regions. EU policy consists of:
 -Equality rights of girls, children, minorities and displaced humans
 -opposing the death penalty, distress, human trafficking and favouritism
 -protecting civil, governmental, economic, ethical and cultural rights
 -protecting human rights through active partnership with accomplice countries, global
and nearby organizations, and corporations and institutions at all stages of society
 -inclusion of human rights clauses in all agreements on exchange or cooperation with
non-EU nations.
However, Human Equality Right in UK are the rights that belong to all of us inside the
global (Bratton, and Gold,2017). These are primarily based on standards together with dignity,
fairness, equality, recognize and autonomy. The 1998 Human Rights Act brought human rights
into UK law. One of these is: ‘Everybody has the right to education’. Human equality act in UK
also comprises discrimination policies that protect citizens on the grounds of any disabilities
faced by them. Thus, the human equality act helps the HR of BARCLAY BANK in maintaining
an effective employee relation by providing equal rights to each and every personnel of an
organisation.
TASK 4
P7 Application of HRM practices in context of BARCLAY BANK
Human Resource practices of BARCLAY BANK are strategical in nature. They constitute
a crucial steering machine that coordinates with the company administration business plan. HR
practices of company helps them in forming human capital that will perform on their behalf. It
also of consist of formulating a method for measuring and studying the effects of a selected
employee rewards application (Wright, 2018). Human resources practices also consist of
building avenues via which personnel may have opportunities for development (DeCenzo,
Robbins, and Verhulst, 2016). HR practices of BARCLAY BANK comprises of certain
application. For instance, training seminar, job advertisement, job specification questions, and
curriculum vitae etc.
 JOB SPECIFICATION OF HR MANAGER:
JOB SPECIFICATION
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Job Title HR manager
Location London
Department Human Resource
Reports To Director of HR
Standard Work Hours Monday to Saturday 9:00am to 6:30pm however
extra time may be required during top durations
and promotions
Purpose Of Position The foremost regions the Human Resources
Manager manages can consist of:
 recruiting and Selection;
 divisional planning;
 overall performance control and
development structures;
 organization improvement;
 employment and abidance with regulatory
issues regarding personnel’s;
 worker on-boarding, development,
assessment, and instructions;
 policy alteration and documentation;
 worker family members;
 employer-extensive committee facilitation;
 compensation and management;
Key Accountabilities  Examine wage and earnings reviews and
information to determine competitive
reimbursement plan.
 Confer with` legal counsel to make certain
that policies observe federal and country
law (Human Resource best practices, 2019).
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 Evolve and maintains a human resources
machine that meets management goals.
 Oversees the evaluation, maintenance, and
abstraction of records required by way of
law or governing bodies, or different
departments in the enterprise.
 Recruits, group discussion, mental test, and
selects personnel to fill vacant positions.
 Design and conducts new employee
positioning to foster optimistic attitude in
the direction of Company objective.
 Advises management in suitable resolution
of employee relations problems.
 Responds to interrogation concerning
guidelines, techniques, and applications.
 Conducts surveys related to wages of
employees to decide aggressive salary fee.
 plans budget of human assets operations.
 Prepares personnel separation notices and
associated documentation, and conducts go
out interviews to determine motives of
separations.
 Prepares reports and portray strategies to
reduce absenteeism and turnover rate.
 Represents company at employees-
associated hearings and research.
Person Specifications:  Fabulous sensing competencies
 A willingness to solve difficulty tasks
 Strong verbal & written exchange abilities
 Resilience - being able to deal with
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proceedings from clients
 The potential to work as a member of
company
 Be Self- confident
Competencies:  An extravagant level of accuracy &
attention to information.
 Customer cognizance
 Be a person who shows initiative
 Respond to clients and employees inquires
Qualifications & Experience:  Bachelor’s diploma (B.A.) of four-year
from university; or one to 2 years of related
education and experience in same
department.
 To perform this task efficaciously, the HR
manager must be able to perform each
crucial obligation satisfactorily. The
necessities listed underneath are consultant
of the expertise, knowledge or ability
required.
Primary Objectives  Health and protection of the body of
workers.
 Development of a superior body of workers.
 Evolution of the Human Resources
department.
 Development of an worker-oriented
organisation lifestyle that emphasizes
quality, continuous development, personnel
retention and improvement, and excessive
performance.
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 Interview Questions For HR Manager Position:
1. On Which HR management software you have worked on and why?
2. How might you go about resolving a conflict among an employee and their supervisor ?
3. Give an instance of ways you dealt with a conflict inside your crew?
4. What strategy would you follow for hiring?
5. Which HR practices you will suggest for company?
CONCLUSION
This Report summarized about the HRM practices followed by BARCLAY BANK in their
management activities that helps company in maintaining their employee relation which is
explained through Robinson model that includes training & development and performance
appraisals. Further, the reports also frame how the of HRM practices are effective for decision
making of company. on the flip side, the report also tells about the application of HRM practices
like job specification, seminars, etc. that have helped company in selecting expertise personnels.
Moreover, the report have represented about the strength and weaknesses of recruitment and
selection through different methods like, external and internal recruitment, employee interview
etc. that led to effective recruitment. Eventually, the report have also framed the employee
legislations through various rights like data protection act etc. that have helped the BARCLAY
BANK in employee management activities.
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REFERENCES
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Effectiveness: People and Performance. 2(1). pp.7-35.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
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Online
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The Data Protection Act. 2018. [Online]. Available through: <https://www.gov.uk/data-
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