Human Resource Management (Assignment)

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing.. .3
P2 Strengths and weaknesses of different approaches to recruitment and selection..............5
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................7
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relations in respect to influencing HRM decision-making.......9
P6 Key elements of various employment legislation and the impact it has upon HRM
decision-making...................................................................................................................10
TASK 4..........................................................................................................................................12
P7 Illustrate the application of HRM practices in a work-related context...........................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is an area of management, which has been regulated &
controlled to protect working decorum in any business environment. This area of management
has been initiated for effective working and conducting of HR policies and formulated working
with profit objectives of every organisation (Bröckermann, 2012). In the current scenario, HR
practices involves training & development, orientation of new employee, pay-roll, etc. This
analytical report will be carried on Barclays bank, which is the British multinational investment
bank and financial services based in London, UK. Apart from this, Barclays is organised into
Four core businesses: Personal banking, corporate banking, wealth and investment management.
In parallel side, this report will cover purpose and function of HRM, applicable to work planning
and resourcing an organisation along with explaining strength and weaknesses of different
approaches to recruitment and selection.
Also, report will consist of benefits of different HRM practices for both employer and
employee and evaluating the effectiveness of different HRM practices in an organisational
context. Lastly, this analytical report will cover concept of employee engagement and role of
employment legislation in effective HRM decision making.
TASK 1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing
Human Resource Management is considered as the process concerned with recruiting
selecting providing training and development, deciding compensation and maintaining proper
relations with the employees (Van Reenen, 2011). It is a strategic approach which focuses on
management of people effectively in the organisation.
Strategic Human Resource Management is the process of linking human resource
function with the strategic objectives of the company so as to improve the business performance.
It is a connection between company's human resource and its strategies, goals and objectives.
The main objective of SHRM is to enhance flexibility, innovation and aids competitive
advantage to the company.
Nature and Scope of Strategic HRM:
As it is concerned with respective company's human resources it assists the company to
advance flexibility and innovation in its business operations and provides a competitive

advantage (Bloom, 2016). It has a wider scope associated with recruitment and selection of
employees, as well as improves cooperation between HRM department and the line managers.
Purpose and functions of HRM in workforce planning and resourcing:
HRM plays a crucial role in attain best employees according to requirement of
organisation by accessing demand.
Purpose of HRM:
There are many purposes to adopt HRM in organisational development that are as
follows:
Employee engagement:
HRM work for making good relationship with their employees by keeping each and
every aspect up to date. With it concern about their salary, incentives and other benefits that give
them motivation. Time to time they organise different meetings and conferences in which
employees can elaborate their concern in better manner.
Employee development and training:
HR is responsible and its main purpose is to give appropriate knowledge so that
employees can give their best in organisational development. Training is very important attribute
in organisational growth and enhancement. In case of Barclays bank when new laws and
regulations come in organisation they give important knowledge to them.
Performance appraisal:
Performance appraisal is concerned with evaluation, development discussion for
employees that increase their motivation level and they are able to give their best. This allows
employees at respective bank to perform their task properly and get feedbacks by the managers
to improve their performance and attain organisational goals.
Functions of HRM Recruitment and selection: The main function of HRM to select best candidates
according to organisation need and select them by adopting various methods. It main
purpose is to attract qualified candidates which could be retained in the organisation for
the long time period and assist the respective bank in attaining the desired outcomes. Training and development: HRM play important role in organising training different
activities while selecting candidates by giving orientation program to make comfortable
with working environment. In case of Barclays bank HRM should provide necessary

trainings to its employees to enhance their performance and get desirable results by a way
of increasing profitability. Its main purpose is to enhance skills and capabilities of the
individual so that can perform effectively and achieves longer profit for the respective
bank.
 Performance appraisal: Performance appraisal is concerned with evaluation,
development discussion for employees that increase their motivation level and they are
able to give their best. This allows employees at respective bank to perform their task
properly and get feedbacks by the managers to improve their performance and attain
organisational goals. Its main purpose is to appraise the employees at bank accordingly to
their performance which motivates them to more effectively and receives more incentives
and indirectly helps Barclays bank in achieving their goals.
Hard and soft HRM
There are two approaches of HRM in which hard and soft HRM approaches that are
below:
 Hard HRM: Hard HRM consist of treat with employees in simple way and important
assets of organisation. In it to make strong relationship within employee’s strong link
should be built with corporate business planning. It helps in accessing needs and wants
and in which cost and how Barclays bank fully satisfy them (Ketchen, 2018). Main
motive is to satisfy employees needs and recruit people according to Barclays Bank
requirement. Key features of Hard HRM is by changes in no. of employees to complete
current needs and wants. By communicate minimal from top to down level and pay
employees according to their capabilities so that they remain for long term in
organisation. It helps in workforce planning and resourcing by evaluating different
aspects that are above mentioned.
 Soft HRM: In soft HRM consist of treat or behave people that they are very important
source of organisation and they are capable to give competitive advantage. To satisfy
employees that are very necessary in success of Barclays bank is to treat every employee
as an individual and planned their needs accordingly. It focuses towards needs of
employees give them roles and responsibilities and level of motivation so that they can
best plan and resource in organisation.

P2 Strengths and weaknesses of different approaches to recruitment and selection
In UK business environment, business entities are facing an issues/problem related to
improper recruitment and selection process. It was noticed that recruitment & selection process
in business functioning are suffering with an issue of improper planning & pre-stage resourcing.
Recruitment is the process of searching for prospecting employees and stimulating and
motivating them to apply for given jobs in the business organisation (Barney, 2017). In layman
language, it means inviting application from candidate, do screening of it to find right and
potential candidate and call for interview round.
In context with Barclays bank, company has suffered with minor defects in their
recruiting system which has limited scope to search for right and prospective employee's. As a
human resource assistant, it was identified that there are two approach of recruitment such as
internal and external approach to recruitment. The strengths and weaknesses of these approach
are as follows:
Internal recruitment: This method of recruitment involves hiring/recruiting of an
employee through inside sources of any specific organisation. These sources are internal
techniques such as transfer, promotion and employee referrals. Through internal sources, job
openings are informed to employees of same organisation by giving internal advertisements,
word of mouth or chances of communication through hierarchy. Currently, Barclays bank is
practising this method, but they have less information over this. Still many companies are
practising this approach to led easy filling of vacancy to save both time and cost.
Strengths: The major strength of this method is to facilitate easy hiring of an employee
through internal functioning. Also, the process saves the cost of training and conducting
recruitment process.
Weaknesses: The critical weakness is lack of pool of other skilled candidates. Also, lack
of high skilled employee, because of limited pool of application applied for the job vacancy.
External recruitment: In this method of recruitment, employees are mainly recruit from
“out of the box” strategy. This means that employees are hired from out of the company
hierarchy to get highly skilled and potential employee, who have good command over required
knowledge, skills, traits, etc. These sources are: media advertisements, employment exchange,
factory gate recruitment, casual callers, campus placements, walk-ins, consulting agencies etc.
Barclays bank using campus placements to hire from recognised universities and through

recruitment agencies to get easy access of various valuable information of candidate to do their
initial screening.
Strength: The major strength of this method is the huge number of candidates with right
skills, exposure or knowledge. Also, expectancy for future requirements of candidate through
campus placements will also be fulfilled.
Weaknesses: High processing along with involvement of huge cost is the major weakness
of this approach. In this, minimum of 3 weeks will be taken from stage of receiving application,
initial screening and final calling for conducting tests and interview.
Sources: Methods of recruitment, 2018
Selection methods: Barclays bank uses “Psychometric test”, which is the process for
entire measurement of candidate's strength and weaknesses by conducting it through stage
speech, write-up speaking and aptitude ability.
Strength: This test is the standardised and objectives based.
Weaknesses: Questions might be complicated and also due to nervousness, candidate
may fall under-pressure and may be loose the given opportunity.
Barclays bank also uses “Personality test” through which they tests or measure the
person ability to make decision making and also to know how they are potential to impress
Illustration 1: Methods of recruitment

others. They uses this test to know whether the person is applicable for being working into the
collaboration or not.
Strength: It is helpful in testing the right potential of an employee along with its potential
to impress others through behaviour, personality or attitude.
Weaknesses: This method only put efforts to test only one constraint and other variables
such as knowledge, analytics avoided in this process.
TASK 2
P3 Benefits of different HRM practices within an organisation for both the employer and
employee
In context with Canary Wharf firm, this organisation provides performance-based
rewards and non-monetary benefits and apprentices. The HR management of Canary Wharf firm
perform different HRM practices training & developments along with enabling learning scope to
their employees to raise their performance at the higher level. Canary Wharf firm offers various
apprenticeship are: performance-based rewards to enhance the motivation along with confidence
level of their employee. Such apprenticeship increases actual potential as well as future based
ability of their employee to contribute to the profit generation of this leading firm. Such practices
by HR Dept. of the Canary Wharf firm is responsible for enhancing real motivation, faith and
trust of an employee into the company. Apprentice offered by Canary Wharf firm are highly
encouraged, valid and secured towards for employee's job and task. The major reason is
continuous performance and its frequent appraisal and also giving positive feedback to
employee's on regular basis. The benefits for such HRM practices are as follows:
Benefits:
Employer (a) General manager of Canary Wharf firm will get quick response of their
employee, while working accomplishing desired goals & targets of this leading
bank.
(b) Also, efficiency and productivity of its employee will rise and reach at the
greater level to led selected team with democratic style to know they’re each and
every need.
(c) Through given apprenticeship, general manager of Canary Wharf firm would
get effective relationship with other people of hierarchy system. This will be

possible, when general manager will motivate employee's with understanding pin-
point to rise their confidence level tom accomplish the defined tasks.
(d) It is truth that “Every employer uses employee for his own task needs”.
Employee (a) In context with employee, career development scope will be raised for them
along with higher rewards through developed performance.
(b) Productivity and effectiveness would be raised at an optimised level.
(c) Flexible working option within firm boost morale towards working as it
denotes interest of employer in managing job satisfaction.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
There are different HRM Practices which the respective bank adopt in order to raise
organisational profit and productivity. Below are the following HRM practices explained - Learning, development and training practices: It Provides training to the employees
enhances their skills and capabilities to work efficiently and assist the company in
achieving organisational profit and productivity. Training also helps in development of
the employees to handle complex problems and reduces employee turnover within the
company, learning and developmental practices helps employees to provide services
according to customers’ needs and helps in attracting more customer's thereby increasing
organisational productivity. Flexible Working Options: This practice when adopted by Canary Wharf firm makes the
employee comfortable and enables effective performance of work. When the employee
within the firm are provided with flexible working hours, sharing of work responsibility,
facilities of working from home. This enables the employee to work with great dedication
towards the company and assist in raising its productivity and profitability.
 Payment and Reward Management: Canary Wharf firm should adopt this HRM practice
to enhance the performance of employees. When the organisation links performance with
rewards, it makes the employees more effectively and achieve more rewards. Moreover,
the firm provide extra compensation and rewards to the employee for their successful

performance of work. This motivates them to work effectively to earn more rewards. This
helps the company to increase their organisational profitability and productivity.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision-making
Employee relations are considered as pro-longed and effectively built collective relations
between an employee and employer. Such kind of relationship can be built through complete
employee engagement, by which common interest and desire to contribute into the working
regulations can be create. It is necessary to have collective and objectives-based relation among
the worker of any business organisation (Armstrong and Taylor S, 2014). Employee relation
have resulted in effective and collective decision making, in such a way that collaborative
working has contributed into its process. Three-tier approach is the major systematic approach to
employee engagement which has divided engagement into three different tiers are as follows:
Surface level engagement: This is the base level of engagement. These are some
employee's that appear engaged and say all the right things, but they're still looking for WIIFM.
They cannot be treated as disengaged.
Emotional/feeling engagement: At this level, employees were committed to work to
accomplish. They actually care about their work and company. Based on opinion, this is another
type of engagement that most organisation are looking for. In response to this, employee's are
proud of their work and increasing productivity.
Intellectual engagement: Companies with high level of intellectual engagement also
have high levels of transparency and employee development. Employees are thinking about
whether their manager is engaged. In this engagement, major focus is on long term career needs,
doesn't matter whether organisation is able to deliver or not.
In context with Barclays bank, there are several times, when company has gone through
situations where conflicts and misconduct issue has been occurred. This might be as reason of
inappropriate relation between employer or employee or among number of employees. To
overcome this, suitable strategies to enhance employee role and engagement or bringing of trade
union is the suitable idea. But both have its own advantage and disadvantages. Employee
engagement will be taken here to enhance long term relationship, as it enables confidence as well
as motivation of an employee at an optimised extent to achieve desired or defined targets. The

major reason not taking trade union is its partial behaviour to others. Trade union only happens
when there are people of same caste or religion, where their major purpose for building trade
union is their own welfare.
Employee engagement is necessary for managing employee relation which can be
brought up through “democratic leadership & management style”. In this style, team members
or employees are used to give freedom to express their own independent views, opinion or idea
in develop business output. Suppose, when employee have independent or idea or opinions are
being hear, this will ultimately enable employee engagement at the bigger extent.
In context with Barclays bank, where autocratic leadership has been carrying on from
longer period of time. For this leading bank, if democratic style would be applied, creativity or
innovation will be encouraged and rewarded and there will be higher chance of high
productivity, strong contribution and leading of better morals. To measure employee
engagement, Barclays bank can evaluate it through self-assessment of every individual
employee. The above given table is the self-assessment conducted by Barclays bank to check
whether employee's are engaged or not.
Expectation: I know what is expected of me and my work quality
Resources: I have resources and training to thrive in my role
Adequate opportunities: I have opportunities to do what I do best - everyday
Trust or faith I trust my manager and believe they have my best interests in mind
Reality of values My voice, ideas and opinions are valued
Mission I clearly understand explored mission and purpose along with this
how I contribute to others
Learning I have opportunities to learn and grow both personally as well as on
professional basis.
Barclays bank uses this technique to self-assess their employee to check their level or
degree of engaging into business operation or functioning (Parry, 2011). This is one of the
productive ways through which effective employee relation can be build up. Democratic
leadership style has created higher chances for Barclays bank to get equal & valuable

contribution of their each and every employee to accomplish desired organisational goal
collectively. Such kind of leadership style needs to be applied for longer period of time with
equal importance to every person to get their potential for every stage of Barclays bank.
P6 Key elements of various employment legislation and the impact it has upon HRM decision-
making
In UK business environment, employee legislation has been initiated to prevent business
entity existence or maintain their survival for the longer period of time. In parallel manner, clear
and well-qualified employee is the major factor behind organisation existence. One person
cannot control or manage company by alone, for this collective employee's efforts are necessary.
But these collective efforts need to be achieved through employee regulation or their effective
management (Jackson, 2018).
First, there should be suitable legislation to protect their common interest and build
motivation towards the work and secondly, enrichment through employee engagement plan or
activities. In context with Barclays bank, both are necessary and confirmed to be pro-active.
Through this report content, complete information over employee legislation will be given. There
is various legislation for UK business environment such as anti-discrimination act, 1987 and
equality act, 1992, whose motives is to maintain decorum into business culture of UK, of which
Barclays bank is an integral part.
Anti-discrimination act, 1987: The major agenda for this act is to promote opportunity of
equality for everyone by protecting them from unfair discrimination in certain areas of activity
and from any kind of harassments or any uncertain objectionable conducts (Barrick, 2015). This
act was passed by parliament of UK in Oct, 1986 and sent to president for assent just one week
of post passing. For Barclays bank, this legislation has provided base for protecting any
employee, especially women for being passing any unintentional conducts such as gender, age
inequality etc. Also, this has led common interest and curriculum work collaboration in this
organisation through creating morale of equality.
Equality act, 1992: This act has been enacted for bringing equality through morale of
being equalism, belief in everyone and knowledge of “Being as collective”. This act was passed
was UK parliament in the year 1991 and commenced from February, 1992 (Vörösmarty and et.
al, 2010). Through this act, Equality among every individual has been taught through collective

training session of Barclays bank. Equality for being as live as equal, removal of gender
discrimination, age, caste or religion, colour, shape etc., has been acknowledged. In context with
Barclays bank, Equality act has led employee's to be more confident and motivated through
listening their problems/issues, irrespective of their religion or gender. In UK business
environment, this act has saw decorum of effective & collective working in different
organisation. Every employee needs money for their survival, so this law has informed over
being equal over remuneration, incentives, bonus etc. This provides confidence to employee.
Occupational safety & health act, 1970: This act was passed in 1970 to encourage safer
workplace conditions in the United Kingdom. This act established the federal occupational safety
and health administration to set standards and perform inspections at the job sites. This act has
been initiated in UK business environment to ensure health and safety issues should be handled
with higher output to companies. In context with Barclays bank, this act will facilitate them to
take care of their health care & maintain their common interest for being working for this bank
for longer period of time.
These defined laws have impacted over decision making of Barclays bank HR
department. In positive phase, these acts have brought collective working along with trust, belief
and faith. Where, equality act has brought morale of equalism among employee to take their
independent decisions, while engaged in work-based regulation (Feild, 2017). In negative
manner, chances are less that, it would give employee a freedom to exploit rules & duties, which
are assigned to them. Also, this has brought clear-cut decision making through action plan,
which are structured through efforts of every individual person or entities. In response to these
laws, trust and faith of an employee has been raised to enables decision making for productive
basis. This is about equality to every person. Also, health safety related acts has been initiated to
ensure the health of an employee in the proper and efficient manner.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context
HRM practices has played a necessary role in making performance of a business firm
clear and more effective with agenda to gain long term productivity with increased profitability.
HRM practices includes hiring employee's, training & development, employee orientation etc.
These HRM practices interact in predicting business firm performance, such that HRM system

consisting of practices that enhances workforce ability, motivation and opportunities to led high
organisational performance. These practices need to be carried for longer term to have effective
and better human resource regulations. In context with Men's health magazine, one-page CV for
recruiting photographer is adequate and sufficient to get right manpower with right skills and
knowledge to get fulfilled defined purpose.
Curriculum Vitae(CV)
Judy Morris
Address: Harbour street, London (32145)
Email id: [e-mail]
Professional summary: Confident and dedicated photographer with experience in both
freelance and professional photography. Person must handle working experience of 2 years with
greater variety in order to tackle any photography job quickly and effectively. Intimately
familiar with taking high quality digital photographs, including framing, selecting and setting up
lighting, and determining shutter and lens options. Priority will be given effective and
charismatic based personality. Maintaining long term relationship with different clients will be
appreciable.
Skills: Strong aesthetic sense such as technical knowledge of multiple camera technologies and
shutter and lighting moulding in accordance with photo required by clients. I have various
positive skills as like extensive communication, co-operation and also enriched with critical
handling of situation, analytics and strong attention on any scenario.
Work experience:
Photographer (2 years of working experience)
I had previously worked with GRM global advisory, who deals into providing client service for
taking photographs for seminar's, events, any product launch by client company or statutory
meeting by world leaders. Through this opportunity, I learnt on capturing photo as directed or
needs to be certified before releasing to press platform. I have gained command over taking

most accurate shot and photo as like building scenario of specific events. I got enrichment over
edit based software such as adobe Photoshop, editor master etc. On that duration, I faced
different clients either positive or negative to enhance my situation handling capability and also
surpassed outside of client satisfaction rate.
Part time: I worked as freelancer candidate for digital agencies to capture pics and shots of food
item for publishing into monthly magazine of London culture central. In that period, I worked
on several independent project such creating cover page for magazines, cover book, newspaper
etc. Through this, I got positive enrichment into my career fulfilment.
Education: I have done with Bachelor of Art in digital photography from University of London.
Hobbies and interest: From past till now, my major interest is photography and I am super
existed to have long live career in this field. Apart from this, my hobbies are singing, playing
guitar, reading novels and books etc.
Extra-curricular: I also engaged in donation/charity work such as clothes, food to orphanage
kids, regulate operation related to development of human power in central Africa etc. My
experience was being pleasured and blessed.
The below structured CV would assist Men's health magazine to hire most charismatic
personality and gestured person for role of photographer. HR manager needs to be positive,
while evaluating such self-explained Curriculum vitae.

CONCLUSION
From the above report, it has been concluded that human resource management and its
practices has led to effective working of an organisation along with goals & targets accomplish.
Clear-cut purpose and scope for HRM has resulted business entities to resourcing manpower and
other valuable in an effective manner (Daley, 2012). It has been resulted into effective work-
force planning. Also, complete analysis of strength and weaknesses of recruitment and selection
has made this process resulted based with right hiring of an employee. Benefits of different HRM
has played necessary role in creating collective trust and faith among employer and employee at
productive basis. Lastly, HRM has been resulted into making management of the company
effective with increased resources or manpower.

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