P1 Purpose and scope of Human resource management

HUMAN RESOURCE
MANAGEMENT

TABLE AND CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and scope of Human resource management.............................................................1
P2 Strength and weaknesses of recruitment and selection process............................................3
TASK 2............................................................................................................................................5
P3 Different HRM practices and its benefit to employer and employee ..................................5
P4 Hr practices affecting profit and productivity ......................................................................7
TASK 3 ...........................................................................................................................................8
P5 Employee relation stimulates HRM decisions in respect of organisation.............................8
P6 Employee legislation and it's impact on HRM decision making of company.....................11
TASK 4..........................................................................................................................................12
P7 Application of HRM practices in context of an organisation..............................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human Resource Management is the method which binds people with enterprises and
facilitates both humans and company in attaining each others aim(Noe. and et.al.,2017). Thus,
this report highlights the purpose and scope of HR department of Barclay bank which is
international monetary bank headquartered in central London. The report will explain the purpose
of company through hard and soft approach.
Moreover, this report also frames about the strength and weakness of recruitment and
selection methods which includes internal & external methods, competency based interview and
behavioural based interview etc. Further, the assignment will highlight the benefits of HRM
practices to BARCLAY BANK and its employees including their customers. Simultaneously, it
also describes the effectiveness of HRM practices on company's productiveness.
This report will comment on the employee relation management of BARCLAY BANK
which is explained through Penna’s Model that will propose a hierarchy of basic work necessities
like leadership, training, promotion etc(Wright, 2018). Eventually, the project will frame about
certain employee legislations followed in UK and EU like data protection act, health & safety act
etc. On the other hand, It will highlight the job specification of HR manage.
TASK 1
P1 Purpose and scope of Human resource management
Human resource management is responsible for recruiting, selecting, obtaining, managing and
coordinating the people of an organisation for efficient working.
Nature of HRM
 Inherent part of management – It is important as the manager wants best people in his
organisation for efficient working. In Barclays bank it is important in the aspect as
without human resource bank cannot perform its function therefore to make sure the
working of bank the employees must be trained, motivated and appreciated from time to
time.
 Action oriented process - It focuses attention on action than on record keeping. In
Barclays bank if employees have issues it is solved with rational policies rather than
searching records (Human resource management (HRM), 2018).
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Scope of human resource management -
The labour or personnel aspect – This aspect deals with manpower planning, recruitment,
selection, placement, transfer, promotion, training and development, incentives etc. In Barclays
bank, recruitment takes place internally as well as externally with the help of advertisement in
newspaper or television, or inviting job applicants by posting notice on the gate of the bank, also
Barclays hire employees by using employment exchange services(Cascio,2015). Barclays bank
then use behavioural interview and case interview to select candidates, after that they provide on
job training to their employees and whoever performs with full efficiency get promoted and is
provided with incentives.
Welfare aspect – It is concerned with working conditions and facilities such as canteen,
transport, lunch rooms, recreation facilities, medical assistance etc. The Barclays bank provide its
employee with medical assistance in the case of emergency, it provides rest rooms to pregnant
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Illustration 1: Nature of Human Resource Management
(Source: Human resource management (HRM), 2018)

women, it provides lunch rooms to employee so that they can eat comfortably and it provides
canteen services as well as along with allotment of cottages to its employees.
Purpose of Human resource management
Recruitment and selection – This process is important as it reduces the costs of mistakes such as
employing incompetent, unmotivated employees. This functions engage in inviting job applicants
for the specified job and selecting right person at the right job at the right place.
Barclays bank recruit the applicants by inviting them with the help of advertisements and
employment exchange services and select them on the basis of interview and case studies given to
them.
Training and development – It deals with training the employees and improve their current
performance by increasing their knowledge about the work, it enhances their skills and ability to
sort out problems on their own which lead to overall development(Bratton, and Gold, 2017).
Barclays bank train their employees by providing them internship in the bank for 6 months on
pay basis which help them to develop themselves and know the culture of the bank itself.
Hard and soft approach of Human resource management
Hard approach – It simply treats employee as a resource of the business. It identifies workforce
needs of the business and recruit and manage accordingly. The Barclays bank uses hard approach
when task is to be performed by not so skilled employees and an autocratic leader is required to
deal with them and to give them strict supervision and to decide who deserves appraisal among
them(DeCenzo, Robbins, and Verhulst, 2016).
Soft approach – It treats employee as the most important resource in the business. IT focuses
on the need of employees , rewards etc. The Barclays bank uses this approach when new trainees
are recruit in the bank and when employee performs extraordinary and to make them fell
important and to retain them bank provides them with rewards and incentives.
P2 Strength and weaknesses of recruitment and selection process
Recruitment - It is the process of actively seeking out and finding job applicants for the specific
position. Barclays bank recruit the candidates from inside as well as outside the
organisation(Internal v External Recruitment 2018).
Internal Recruitment - It means to recruit employees within the organisation. Barclays bank
consider its own employees for different position to provide them opportunities of development
and to utilize its existing human resources. This method has some strength and weakness -
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STRENGTH WEAKNESS
It leads to utilisation of existing resources.
It saves time and cost of company by saving
the expenditure on advertisement for job
applicant from outside.
The employees do not require training and
induction as they already are aware of working
environment of the company.
It creates jealousy among employees who are
promoted and who are not.
It limits new resources which could have
bought creativity and innovation in bank.
Employees are already working in the bank in
a position therefore to fill each and every
position not possible(Bailey, and et.al., 2018).
External Recruitment - It refers to hiring employees outside the organisation. Barclays bank
hire candidates by employment exchange services, advertisements on paper and it has also started
campus placement recently. This method has its own strength and weakness which are -
STRENGTH WEAKNESS
It creates employment opportunities for needy
people who will perform with their best efforts
and will increase efficiency of bank.
It will bring creativity and innovation to the
bank and its working.
There will not be any biasses as everyone will
be judged by their work and will have a chance
to grow.
It consumes a lot of time and efforts of the
bank and its personnels.
It involves high costs & includes expenditure
on advertisements and training of new
candidates etc.
Selection Process - Selection process is the process of selecting best fit candidate for the job in
the organisation. It is said to be a negative process as it eliminates unwanted candidates. There
are various of ways used for selection of candidates but Barclays bank uses these two methods
most often which are -
Competency Based Interview : It is a particular type of structured interview which the
interviewer ask questions to candidates to reveal candidate's qualities. The Barclays bank uses
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this technique as the bank's working is complex in nature so to make sure that candidate is
suitable for vacancy or not bank uses this method.
STRENGTH WEAKNESS
It is consists of same questions which are
structured, for each and every candidate
therefore it makes easy for HR. to judge the
answers of different candidates.
It gets easy for the candidates to understand the
job profile and skills required by the bank as
every detail is mentioned to the candidates.
As the interview is structured therefore
sometimes it leads to stress and discomfort for
the candidate.
It gets intimidating at times, and create internal
disconnect where candidate and HR and cannot
connect and get comfortable in the
environment.
Behavioural interview - The second form of interview is behavioural interview which is used by
Barclays bank to see how the candidates will perform if they are given a particular situation(What
is a Behavioural Interview? 2018).
STRENGTH WEAKNESS
It will help the HR of the bank to assess how
they cope under the pressure.
It will help HR to judge that candidate is
providing a good solution or not ans his
answers are relevant or not.
It gets little hard for the interviewer to think
about the situation on the spot.
Interviewer may ask irrelevant question for just
the sake of tough question.
TASK 2
P3 Different HRM practices and its benefit to employer and employee
HRM practices are as follows -
Work Life Balance - It is method which help employees of the organisation to balance their
personal and professional lives(DeCenzo, Robbins, and Verhulst, 2016). The HR of Barclays
bank make sure that its employees have adequate work life balance and they keep their private
and professional life maintained and balanced in a best way possible. It benefits both the
employer and the employee -
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BENEFIT TO BARCLAY BANK BENEFIT TO ITS EMPLOYEES
This increase productivity and efficiency of
work among employees,
It motivates the employees and increase their
loyalty towards the company(Bailey, and et.al.,
2018).
It improves the performance of employees and
help bank to retain its employees
Employee will be able to give time to their
family, health, holiday etc. which will lead to
self satisfaction of the employees.
It helps employee to have a quality of work life
in which employees can be relaxed about his
personal commitments.
It helps in relieving their stress and maintains
good health.
Compensation And Benefits - HRM practices includes compensation and benefits which viewed
together present a comprehensive picture of how employee will get their rewards(Banfield, P.,
Kay, and Royles, 2018). Barclays bank includes salary, equity pay along with another benefits
which are given to employees such as medical facilities, insurance policies, flat etc. for their
extraordinary performances.
BENEFIT TO BARCLAY BANK BENEFIT TO ITS EMPLOYEES
It increases the competition among employees
to get more benefits and incentives hence
increase the productivity and profit of the
company.
As workers feel sense of belongingness, they
work for bank's objective which allows bank to
have competitive advantage over others.
This motivates the employee to work
efficiently and effectively.
Employee feel appreciated and recognised in
the bank(Albrecht,and et.al.,2015.).
Employee feel sense of belongingness and they
focus on achieving bank's objective rather than
individual's objective.
Learning Objectives And Training Practices - The most important practice of HR is to enable
its employees to understand the objective of training and to make them understand its importance
from the starting because if the training will be good results will b good. Barclays bank provide 3
months of training to its employees to meet the expectation of the bank(Guest, 2017).
BENEFIT TO BARCLAY BANK BENEFIT TO ITS EMPLOYEES
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It saves time and money of the company as if
the training will be good the blunders would be
less.
It will eliminate the risk of bad performances
as employees would be trained for 3 months
their mistakes would be assessed by the HR at
the time of training itself.
It helps employee to know what are the
expectations of bank and what exactly is the
goal of training programme.
It increases the level of confidence in the
employee as he gets the clear vision of
company's objective and also lead to
development.
Employee Performance Management And Monitoring - It is used to ensure that employees
activities and results are in contrast with the organisation's objectives(Stone, and Deadrick, 2015).
For effective performance management Barclays bank conduct regular discussions throughout the
performance cycle and provide them coaching, mentoring, feedback and assessment.
BENEFIT TO BARCLAY BANK BENEFIT TO ITS EMPLOYEES
It helps in achieving organisational goals with
ease and flexibility.
It meets out the expectations of the firm and
lead to profit maximisation, customer retention
and employee loyalty.
It leads to performance appraisal of the
employees.
It increases knowledge and creativity of
employee.
P4 Hr practices affecting profit and productivity
Flexible Working Operations - It means to allow employees to have flexible working hours.
These are working arrangements where employees are given freedom that how they fulfil the
obligation of their position. Barclay banks to retain its employees and to keep them happy and
stress free provides number of options to its employees like flexitime (where employees choose
their starting and quitting time of job), compressed work week (where week is compressed of 5
days a week), flex place(where employees can work from home or non office location), job
sharing and work sharing as well(Shen, and Benson,2016).
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It positively affects the productivity of the bank as employees as the good employees who are
freed up from office interruptions can choose their flexitime to work efficiently and also it leads
to decrease in absenteeism and strengthen the commitment of the employee towards the bank.
It positively affects profit of the bank as employees work stress free and with their own
convenience which lead to increase in the profit of the bank.
Payment and reward system - It deals with distribution of rewards and payment of salary on
fairly and equitable basis. It consists of pay policy and practices, salary and rewards etc. Barclays
bank uses incentives, bonuses, foreign tours, increase in pay as methods to recognise the
performance of employees and give them appraisal.
Employee recognition motivates the employee and drive them to work more efficiently and
rewards lure them to perform even better the next time and hence it increases the productivity of
the bank(Gutierrez-Gutierrez,Barrales-Molina, and Kaynak 2018). As the employees puts the best
efforts in their work and drive through incentives it leads to increase in profit maximisation of
bank.
Extensive Training -This HR practice deals with after recruitment where HR ensures that best
people remain in front row with few powers and responsibilities. These people really easily
adopts new technology and work flexibly on that. Barclays bank select few numbers of
employees to lead based on their performance and extensive training is provided to them for
better results,
Extensive training helps in overall development of the employees and increase their knowledge
and creativity which leads to increase in productivity and profitability of the bank.
Information Sharing - Sharing of information is important in every organisation. Everyone
should know what is going on in the organisation and what are the changes and reforms taking
place in organisation. Barclays bank make sure that each and every employee knows the
information flowing in the company(Baum, ed., 2016).
It enables the employee to have a sense of trust and involvement in the whole process which lead
to operational synergies and that increases in productivity and profitability of the bank and
increase its market share.
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TASK 3
P5 Employee relation stimulates HRM decisions in respect of organisation
Employee relation is crucial for Barclay Bank as it maintains the organisation-employee
relationship through identifying and resolving job difficulties, measuring worker pleasure and
morale, and providing assistance and influences the company's performance management system.
Employee relation helps HR of Barclay Bank in making effective decisions by following the
Penna’s Model of Employee Engagement which is explained below:
Penna has given a hierarchical version of employee engagement elements, which elaborate the
effect each level will have at the engagement and holding up of employees in an
organisation(Obeidat, and et.al., 2016). This model has proposed the hierarchy which begins at
primary working necessities, learning advancement , career boom and advancement, then
desirable management, believe and admire that allows you to lead to higher level which means
for the activity of any worker(Models of Employee Engagement and Their Applications ,2019).
If a person gets meaningfulness in that activity, it's going to assist to higher personnel, retaining
them and for engagement of the personnel. If the employer successfully achieves these
engagement elements, it'll be massive fulfilment for having an engaged personnel.
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Illustration 2: Penna's Model of Employee
(Source:Models of Employee Engagement and Their Applications, 2019)

 Promotion Opportunities: Acc. to Barclay Bank ,promotion refers to the process of
upward motion of an employee from one process to every other better one, with
increase in earnings, popularity and duties. Promotion may be temporary or
permanent, relying upon the wishes of the company. BARCLAY BANK promote the
employees as a way to reap the subsequent functions:-
 To make use of the employee’s skills, expertise at the perfect stage inside the
organizational hierarchy ensuing in organizational effectiveness and employee pleasure.
 To broaden in a position spirit and infuse the zeal within the personnel to acquired the
talents, knowledge and many others. Required via higher level jobs.
 To develop ready internal supply of employees prepared to take up jobs at better degree
within the converting surroundings.
 To enhance employee’s self development and make them watch for their flip of
promotions. It reduces labour turnover(Banfield, Kay,and Royles,2018).
 To develop feeling of content with the present situations of the corporation and a feeling
of belongingness.
 To construct loyalty and to increase morale.
 To reward dedicated and loyal personnels.
 Learning And Development: It is one of the key HR functions of Barclay Bank, thus
desires to enhance team members and individual personnels overall performance through
enhancing and sharpen competencies and information.
Learning and improvement, frequently called training and development, which is a part of
company’s expertise control strategy and is planned to align team members and personnel goals
and performance with the corporation’s basic objectives and desires.
 Leadership: Acc. to Barclay Bank, Leadership is a method by means of which a leader
affects others to fulfil an objective and guides the company in a way that makes it extra
adhesive and coherent.
Leaders carry out this method through applying their leadership attributes, such ideals, values,
morals, characters, expertise, and abilities. Although their role as a supervisor, gives them the
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authority to perform tasks and targets in the company, this authority does not make you a front
runner. It truly makes you the boss(Albrecht, and et.al.,2015).
Leadership of Barclay Bank differs in such way that it makes the followers need to gain excessive
goals, instead of bossing their personnels.
 Leadership and Leader are key phrases of company usually combined, due to the fact that
leaders survives where the leadership established and vice verse.
 Leader is the individual that reveals the important elements of management (thoughts,
vision and goals, values, ethics, know-how) and influencing others and making tough and
hard choices to be extra effective in operating to gain their mutual desires and maintain
effective relationships among team members (contributors) who concerns about goals and
visions.
P6 Employee legislation and it's impact on HRM decision making of company
Acc. to Barclays Bank, Employee legislation is the regulation that govern employment inside the
enterprise with everyone who works. Thus, this impacts the company, personnels and unions.
The duty of employment law is to make sure that it identifies who can and cannot be hired, how
the job is offered to them, and the minimal terms and situations underneath which they could
perform, the duties that the company and employee have towards each other and the policies that
apply when either of the party wants this employment relationship to cease(Stone, and
Deadrick,2015).
Barclay Bank uses various legal rights, for instance, Data protection act, health and safety act,
equality act etc.
 Data Protection Act(United kingdom)-
Data protection Act, 2018 is an act formed by government of UK by modifying
GDPR(General data protection regulation). This act is developed to protect the personal &
customer information used by an organisation so that firm cannot misuse the personal information
of individuals and this act also applies on personal data stored on a computer or on any other
software and this act applies on citizens of UK. This act protects various personal information
related to health, sexual life, criminal history, religious beliefs and political opinions. DPA Act
make provision for rules processing the information of individuals and make provisions regarding
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direct marketing practices. If any organisation violet any of rules provided by this act than the
have to pay penalty up to €20 million and 4% of annual global turnover whichever is greater.
 Data protection Act(Europe)-
The General Data Protection Regulation(GDPR) is rules made by the European
government to protect the personal information of individuals and control privacy of individuals
of Europe, thus, This act provides the strongest data protection rules in the world(Shen, and
Benson, 2016). This act applies to all the organisations of Europe and all the organisations should
compulsorily follow this rules and they cannot make any fraudulent use of information provided
by individuals & customers to them. According to this act an company must disclose all the
personal data collected, for what purpose the data is collected by the company and for how long
the company will retain this data.
 Health And Safety Act:The Health and Safety at Work Act 1974, every so often known
as HSW, HASAW 1974 or HASAWA, is the Parliament Act that sets out the framework
for dealing with health and safety at workplace in the UK.
The act defines the general responsibilities of all from employers (segment 2) and employees
(section 7,8) to proprietors, managers and maintainers of work premises and many others for
conserving health and protection within most places of work.
The Health and Safety Executive (HSE) is the body appointed by government that is responsible
for implementing workplace health and safety regulation within the UK.
The HASAWA 1974 requires that workplaces provide:
 Competent training of staff to make certain fitness and safety processes are understood
and adhered to
 Satisfactory welfare provisions for workforce at job
 A safe working surroundings that is properly preserved and in which operations are
conducted adequately
 Appropriate provision of relevant data, training and supervision(Gutierrez-Gutierrez,
Barrales-Molina, and Kaynak, 2018)
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 For offices with five or extra personnel, employers have to keep a written file of their
health and protection policy, in addition they should approach employees or their
representatives on applicable policies and related fitness and safety preparations.
TASK 4
P7 Application of HRM practices in context of an organisation
Human resource management of Barclay Bank entails practices used by managers and HR
employees and automatic structures to control personnels, thus, Through HRM practices,
employees management is an easy task that could left employee motivated.
HRM practices of Barclay Bank satisfy personnel and boost them to contribute to a company's
intellectual belongings(Baum, 2016). Successful managers of company put into effect HRM
practices and assist personnels by increasing their morale of being capable in their position and
definitely impacting the productiveness of company.
 JOB DESCRIPTION OF HR MANAGER :
JOB SPECIFICATION
Job Title HR manager
Location London
Department Human Resource Management
Reports to Director
Standard Work Hours Monday to Friday 8.30am to 6:30pm however
beyond regular time can be required all through peak
durations and promotions
Purpose of Position The HR manager is responsible for the general
governance, coordination and assessment of the
human resource function.
Essential Functions  Systematically recruiting an exquisite
personnel.
 developing a clean on boarding process.
 Grooming, counselling and coaching our
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body of workers.
 solving of conflicts through expert mediation.
 Carrying out important administrative
obligations.
 Conducting overall performance and salary
critiques.
 Developing clear policies and ensuring policy
awareness(Obeidat, and et.al., 2016).
 developing distinct and concise reports.
 Giving useful and captivating presentations.
 Maintaining and reporting on place of job
health and protection compliance.
 Handling place of job enquiries, disciplinary
and termination methods.
 Maintaining worker and administrative
privacy.
 Leading a group of junior human resource
managers.
Person Specifications:  Excellent hearing capabilities
 A willingness to hassle resolve
 Strong verbal & written conversation
competencies
 being able to handle lawsuits from customers
and personnels(Vivares-Vergara, Sarache-
Castro, and Naranjo-Valencia,2016)
 Be self-driven
Competencies:  Business Perspicacity.
 Communication.
 Group discussion.
 Critical Assessment.
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 Global Awareness.
 HR Expertness.
 Leadership & Guidance.
 Relationship Establishment.
 Ethical procedures .
Qualifications & experience  A bachelor's diploma and five years of human
resource experience , or nine years of
experience inside the HR department.
 A master's diploma in human resource
management(Stone, and Deadrick, 2015).
Supervisory Responsibility This role manages all personnel of the department
and is accountable for the performance management
and recruiting of the personnel within that branch.
Work Environment  This activity functions in a professional office
surroundings.
 This role automatically makes use of
widespread workplace system.
Language Skills  Ability to study, examine, and interpret the
maximum complicated documents.
 Ability to reply efficiently to the sensitive
inquiries or lawsuits(Guest,2017.).
Certificates & Registrations SHRM Certified Professional (SHRM-CP) or SHRM
Senior Certified Professional (SHRM-SCP) are
required.
 Interview Questions Of Hr Manager:
1. How might you describe your Management Style ?
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2. What is your standard approach to human resource management and dealing with the
department?
3. What is your perspective on training & development ?
4. What is your recruiting and selection approach?
5. what is best motivating approach for employees ?
CONCLUSION
This assignment briefly summarises about the nature and scope of BARCLAY BANK which
includes hard and soft approaches adopted by company. Furthermore, the report have commented
on the strength and weakness of various recruitment and selection methods followed by company.
This project have highlighted about the employee relation of Barclay Bank through penna's modal
that uses hierarchy approach which have suggested basic work essentials like leadership,
appraisals, work surroundings etc. On the flip side, the report frames about the effectiveness of
HRM practices on Barclay Bank's profitability. At the end of the assignment, the report frames
about the employee legal frames which is being follows in UK & EU like Health And Safety Act,
Anti-Discrimination Act etc. Further, it highlights about job speciation and interview questions of
HR manager.
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REFERENCES
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Noe, R.A. and et.al.,2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Wright, P., 2018. Fundamentals of human resource management. Management, 5, p.27.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
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Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
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Albrecht, S.L. and et.al.,2015. Employee engagement, human resource management practices and
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resource management affects employee work behavior. Journal of
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Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
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Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of human
resource management on performance in competitive priorities. International Journal of
Operations & Production Management. 36(2).pp.114-134.
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