HRM Practices and Performance of Barclays

The assignment provides an in-depth analysis of the HRM practices of Barclays, a multinational bank. It explores the different recruitment methods used by the company, including internal and external methods, as well as various selection processes such as interviews and personality tests. The report also discusses how HRM practices affect the performance of employees and the overall performance of the company. It concludes with an analysis of the legislation followed by Barclays and its impact on HRM practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................2
P1 purpose and function of HRM...........................................................................................2
P2 strength and weakness of recruitment and selection ........................................................3
TASK 2............................................................................................................................................6
P3 use the different HRM practices and also define employee or employer benefit.............6
P4 Effectiveness of different HRM practices undertakes by Barclay's..................................8
TASK 3..........................................................................................................................................11
P5 Importance of Employee relation ...................................................................................11
P6 Key elements of Employment legislations......................................................................12
TASK 4..........................................................................................................................................13
P7 HRM Practises in a work related context........................................................................13
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

INTRODUCTION
Human resource' management is the process of managing the people through hiring, selecting,
recruiting, providing training, etc. Human resource management supports organization in
managing the people effectively so that they can help firm to achieve business objectives and
gain competitive advantage. Report will lay emphasis on the human resource management of
Barclay’s bank which is British multinational investment bank. Barclay is divided into four core
business that is personal banking, Wealth management, investment management, corporate
banking. There headquarter is in London United Kingdom. Report will emphasise on the purpose
and functions of HRM that affects the company growth. It will also present different approaches
of recruitment and selection. Report will focus lay on the different selections methods that
company follow and their advantages or disadvantage. Study will define the different HRM
practices and their benefit (Fernando, 2015). It also describes benefits of different HRM
practices to Employee and employer. Report focuses on the importance of employee relation.
And define the different legalisation which is followed by the company and also define the job
specification or person specification.
1
Figure 1: Barclays
Source: (The turing trust, 2018)

TASK 1
P1 purpose and function of HRM
Human resource management
A human resource management is the process of managing the people in an organization. It is
design to maximize the performance of employee. This process helps in managing the employee
by providing effective training and hiring efficient talent. It helps in maximizing the employee
performance for achieving the goal and objectives of the company.
Function of HRM
Recruitment and selection
Recruitment and selection is the process of hiring the best and qualified person to the job.
Barclay bank use this function for the purpose of select the qualified person to their job and also
they can use the different methods to select the employee. Also, they help in selecting the best
candidate for a particular job. So recruitment and selection process is help to Barclay for choose
the best person to their business. Main purpose of recruitment and selection is to Attract and
empower an ever increasing number of applicants to apply in the organization. (Fernando, 2015)
Performance appraisal
Performance appraisal is the function that's motivate the employee by providing the benefits' like
promotion, bonus, incentives, provide a feedback to employees regarding their performance etc.
Barclay use this function for the purpose of increasing the motivation to their employee.
(Nankervis, 2016) So this helps company for increase the performance of employee for achieve
the goal of the company. Main purpose of performance appraisal is to achieve better work
performance for all the employees.
Training and development
Training and development is the main function to motivate the employee or increasing the
knowledge or skills to perform their job effectively (Vöge, 2017). Barclay use this function for
the purpose of build the knowledge and improve the skills in the employee for providing the
training. In addition, they also provide the training experiencing or inexperience person which
prepare the employee for take the higher level of responsibility. Main purpose of training and
development is to strengthen skills that each worker require.
Hard HRM
2

Hard HRM means that they use their employee as an important resource of the company. Barclay
bank uses the employee as a resource as they pay wages according to their skills. Managers are
describing all the responsibility to their employee according to their qualification and experience.
So Barclay follow the autocratic leadership style means all rules and decision are describing by
the leaders or managers. The focus of hard HRM is on the task that needs to be done, cost
control, and achieving organizational goals
Soft HRM
Soft HRM means that employee are the main resources for the company. Barclay uses these
function for the purpose of improving the employee relation. That enhance the growth of the
company. Barclay provides the employee welfare services like medical services, education
facility, transport services etc. That is affecting the growth of the company and help to expanding
the future growth. (Fernando,2015). In this approach employee are treated nicely And also this
approach helps Barclay to satisfy employee with their job which makes their performance better
and help the business for achieving the future growth.
P2 strength and weakness of recruitment and selection
Recruitment
Recruitment is the process of hiring, selecting, short-listing to the qualified person who are
suitable for the job. In addition, recruitment process is help to organization which is select the
right candidate for the right job through internal or external process.
METHOD STRENGTH WEAKNESS
Internal method
Internal method is the
process of recruitment
that helps company for
selecting the best
candidate within the
organization through
promotions,
transferring, job
 Internal method helps to
increase the morale of
employee. Because they
provide the promotion to their
employee so employee have
improved their efficiency of
work or increasing the morale
(Kho, 2015). So it helps
company for enhancing the
 Through internal
process Barclay faces
the difficulty such as
Lack of new skills and
knowledge. Which
impacts the company
performance as
Barclay cannot
generate the new ideas.
3

rotation etc. future growth.
 Barclay uses this process to
save time and money that help
them to reduce the company
operational cost and increase
the performance of company.
As Because save time and
money for reduce the cost of
production that created a
positive impact on the
company future growth.
So company cannot
create innovative
product that affect the
competition in the
market.
 Barclay promoting the
new employees that
affects the performance
of existing employees
(Guide,). So other
employee get
disappointing and they
cannot work properly
so that affect the
company performance.
And also affect
relationship between
the employees that
increase the conflict
among the employees.
External method
External method is the
process of recruitment
that select the qualified
person outside the
company through
campus placement,
media advertisement,
employee exchange,
direct recruitment etc.
 Barclay uses the external
method for choose the
candidates that is benefit for
company (Guide, ). Because
they obtain a new person that
have a good skills and ideas
that helps to company for
gather new knowledge. Or
increase a competitive
advantage.
 Barclay obtains the fresh talent
 External method is
very expensive. When
Barclay recruit their
employee through
external is increase the
cost or money so
which affect the
operational cost of
Barclay
 Barclay use this
method to damage the
4

from the outside that can help
to motivate the current
employees to produce and
achieve more. So Barclay
increase their performance and
achieve their future goal.
 Through external recruitment
Barclay Meet the diversity
requirement. Because Barclay
recruit the different types of
employees which is advantage
for company. Because they
obtain a new skill or different
ideas. So company have
introduced the innovative
product through the new
employee which have
innovative mind and ideas to
improve the performance of
employee.
employee morale.
Because they promote
the new employee
(Nankervis,2016). So
old employee get
dissatisfaction and they
cannot work properly
and Barclay cannot
achieve their target
 Barclay bank face the
adaptability problem
because they hire the
candidates outside the
company and new
candidates cannot
adopt the environment
easily. So that affects
the growth of the
company and reduce
the production or
increase the turnover.
Selection methods
Selection is the process of hiring the best or qualified candidates in the organization for using
the different selection methods. Barclay bank Select the candidates through interview or
personality test that obtain the good candidate in the company which helps company for
improving the company performance that helps them to achieve the future growth (Nankervis,
2016).
Methods Strength Weakness
Interview Barclay uses the interview Barclay faces some issue
5

method to select the employee.
Interview method help to
choose the best candidate
because through interview. In
this company communicates to
participants face to face. So it
helps firm to reduce the
misunderstanding (Kho, 2015).
related the interview.
Interview is very costly.
Because face to face
communication is increase the
time. So company faces the
problem that affect the cost of
the production.
Personality traits Personality test helps Barclay
for choosing the best candidate
for the job. Because this
method is used to find the
candidate that fits into the
company culture.
Personality test increases the
cost that affect the Barclay as
sometimes test are invalid that
cannot justify the answer of
the candidates.
TASK 2
P3 use the different HRM practices and also define employee or employer benefit
BASIS EMPLOYER Benefits EMPLOYEE Benefits
LEARNING
DEVELOPMENT AND
TRAINING PRACTICES
Through training
employer address the
weakness of employee
and provide the best
training that helps
Barclay employer to
increase the
performance of
employee. Also, help to
reduce the errors and
Through training and
development employee
improve their skills and
knowledge and increase their
performance. So they can
easily work in the Barclay. It
is helps to increse the future
growth of the company.
6

accidents that increase
the employee job
satisfaction. So
employer easily address
the requirement of
training
FLEXIBLE WORKING
OPTIONS
Flexible working option
provides the benefit to Barclay
employer. They can easily
manage the people in the work
place. And also help to reduce
the turnover and absenteeism
that affect the Barclay bank
performance. Reduce
absenteeism help to increase
the production which is created
a positive impact that incresae
the productivity of the Barclay
bank.
Barclay provides the
flexibility to the employees.
Employee get benefit for
flexible working options they
can meet the family needs.
They can take a break due to
overloaded. Also, help to
avoid the stress level of
employee because they can
easily work with the flexibility
EMPLOYEE
PERFORMANCE
MANAGEMENT
Employee performance
management help to employer
to manage the performance of
employee. By the use of
training and development,
performance appraisal,
recruitment and selection. So
Barclay increase their
performance because employee
are managed and they
Employee performance
management is help
employees that they can
mange their work. Barclay
provides the different benefits
to their employee for example,
bonus, incentyives,
promotions. So that is creates
a positive impact on the
barclay performance which
7

understand their work.
Employer identified the
weakness of employee so that
is advantage for employer to
manage the performance of
Barclay employee.
helps to improveing the
performance of emplloyee.
(Vöge, 2017).
PAYMENT AND
REWARDS
Barclay Employer also get
benefited to provide the
payments and rewards to the
employee. Because rewards
increase the personal growth
and motivation in the
employee(Kho, 2015). So
Barclay employer have
advantage to manage the
employee with the help of
rewards.
Payment and rewards is help
to Barclay employee
performance. Because
employee improve their
performance when Barclay
provides the rewards to their
employee. Also, different
rewards and benefits help to
employee that they can
improve their personal growth
and help to company for
achieving the goal.
P4 Effectiveness of different HRM practices undertakes by Barclay's
Learning, Development and Training practices
 Increased productivity
Development and Training programmes at Barclay's improves productivity and efficiency of
employees. Employees by the training remains well aware about technologies used in Barclay's
and use them in better way (Rakhy, Vijayan,2018). Well trained employees at Barclay's involves
less wastage of resources and money, which decreases cost of the Barclay's.
 Less supervision
Employees at Barclay's are well trained that they can handle work independently. By which
supervisors can concentrate on more important task. Development and Training programmes
saves time and this improves work efficiency of Barclay's.
 Reduction of errors & accidents
8

Regular and timely training empowers employees in right time they get the right set of skills.
Like maintenance of accounts, tax and interest calculation training being continuously provided
to employees. This is the reason there are fewer errors and miscalculations by employees of
Barclay's.
 Job satisfaction
Development and Training programme at Barclay's makes employee satisfied by the job role
they offer by the company. Employees feel the belongingness by the duties and roles assigned to
them by Barclay's. They offer the best service to the company, because of the learning provided
by the Barclay's.
 Reduction of turnover and absenteeism
As employees get the feeling of belongingness with the company, hence they contributed their
best. By training employees feel confident that they know about the work assigned to them. This
gives them security at the workplace (Sadik,2016). Job security is a basic need of human and
therefore, Barclay's is continuously improving its turnover and absenteeism ratio.
 Address employee weaknesses
Everyone has some weaknesses which stops them to perform their best. Training and
development at Barclay's search for the weaknesses of employees and improve them for the
better functioning of the company. By this, the company involves in individual development.
This brings confidence among employees (Zhao, and et.al., 2019).
 Optimum resource utilization
Training programme provide opportunity for development of behaviour and technical skills of
employees. By proper training and development programme Barclay's gain an optimal and
efficient use of employees. This is beneficial for employees personal as well as organisational
growth.
Flexible working options
 Boosts morale of employees
By offering flexible working hours, Flexible tasks and Flexible locations like, employee can
work at their convenience bring morale of employees and employees in return contribute to
Barclay's by proper engagement, task completion and commitments with organisation.
 Reduces Absenteeism and Employee turnover
9

When employees at Barclay's get flexible working environment, they contribute best to the
company. Because of flexible options available at Barclay's, employees able to manage their
personal as well as professional life and hence, they come regularly with the positivity of
completion of tasks (Harcourt, Lam,Croucher,2015).
 Enhances image of Barclay's as a family friendly place
Flexible working environment changes the image of Barclay's as a family friendly place. The
employees are managing work life and personal life both. They don't feel pressurised. This
improves working of the company and therefore, provide efficient work to Barclay's.
Employee Performance Management and Monitoring
 Recognition and Reward
Performance management of Employees is beneficial for both employees and company. The
Barclay's conducts various recognition and reward programmes for the hard work of employees.
Recognition helps employees to motivate and boost their moral to work and also inspire other
employees to work hard for rewards and recognition.
 Attainment of Goal
Barclay's is successfully achieving their short term goals because of the efforts of their
employees. Hard work of employees help an organisation like Barclay's to grow. The growth of
Barclay's occurs due to proper performance management and monitoring by the company
towards their employees (Zhao,and et.al., 2019). They regularly check the work and give
feedback regarding the task assigned to employees. This makes Barclay's a big and growing
organisation in the industry of Banking.
 Identify weaknesses and provide learning
Employees at Barclay's are being monitored on regular basis. This allow Barclay's to identify
weaknesses which hinders employee to perform their best. They identify and make improvement
by providing them proper training. This boosts the morale of employees and they uplift
themselves to work effectively and efficiently.
Payment and Reward system
 This system followed by Barclay's motivates employees to work hard for the attainment
of organisational goal as well as individual goal
 Reward and payment system inspires other employees to work hard so that they can
10

 The employees work with efficiency to achieve organisational goal and to attain growth
(Marjani,Safaee,2016).
 Reduces turnover and absenteeism among employees of Barclay's.
 Gain competitive advantage from growth which foster them to give tough competition
to rivalries.
TASK 3
P5 Importance of Employee relation
There are some strategies that are followed by Barclay's to improve employer-employee relation.
The better the relation between employees and the company better will be growth. Thus,
strategies will be discussed below as:
 Open Communication
By Open communication at Barclay's, employees feel the interaction and belongingness with
company. Employees share their work problems and feel the friendly relationship within the
company (Harcourt, Lam,Croucher,2015). This offer them satisfaction by which they work for
the achievement of organisational goal and also they help in decision-making. The top managers
of Barclay's get numerous suggestions from employees which help them to make fast decisions.
Involvement in decision-making of Barclay's and looking for suggestions help the management
of Barclay's to develop good relation with employees. Also, employees engagement is there
when they contribute their suggestions in decision-making Barclay's offer them rewards which
satisfy needs of employees. The employees feel happy working with Barclay's.
 Negotiation
The company held negotiation between employees regarding important topics like, growth,
increase market segment, New product development etc. In negotiation, Employees debate with
co-workers and management personnel. This debate helps top management personnel to make
decisions. They effectively manage decision-making process and in return reward employees
who wins the negotiation. Also, mutual understanding of employer-employee improves. They
change their perception regarding each other therefore, negotiation help to build better employer-
employee relationship. The employees of Barclay's are well furnished with their understanding
and strategic skills. This skill improvement helps an individual to develop and they engage
11

themselves towards the working of the company. Barclay's is achieving organisational goals with
the help of their engagement with work and organisation (Zhao, and et.al., 2019).
 Conflict Management
Barclay's solve the conflicts of Co-workers and top managers which enables them to offer
productivity through effectiveness and efficiency. Management personnel solve conflicts of
employees with patience and mutual understanding. They effectively manage work of employees
so that they did not get confuse among their workings. Management personnel able to make fast
decisions because of effective working of employees of Barclay's. Employees trust the decisions
of company which implies them to build a good employer-employee relationship (Jackson, D.,
2017). Employees rather than conflicts and arguments concentrates to complete the task and
settle all the confusions with understanding. This saves time of Barclay's and the company
concentrates on their organisational goal to be achieved. Employees supports the company by
contributing their work to attain objectives of Barclay's. Thus, the company is successfully
approaching employee engagement.
P6 Key elements of Employment legislations
There are various legislations laid by government on the companies of UK. Barclay's need to
follow them so that any political hazard cannot affect its functioning. These acts are discussed
below as:
 The Anti-discrimination Act, 1991
Barclay's is underperforming this act. This act is all about to create opportunities for all
safeguarding them from various unfair discrimination like based on gender identity, age, income,
lawful sexual activity, trade union activity, family responsibilities, etc. in the areas of work,
education and other (Jackson, D., 2017). Barclay's has to taken in consideration all these factors
while making decision in the company. Thus, the company is pressurized to not to make any
kind of discrimination activity. They cannot discriminate any person by caste, creed, religion,
colour etc. The company make decisions by keeping in mind the elements of anti-discrimination
act. The HR manager of Barclay's takes decision by following this law.
 Data protection Act,1998
The data protection act is formulated to safeguard personal data which is stored on desktop or in
any physical form that is on paper. The act was developed to make control on customer and
12

personal information is used by organisation. The Barclay's uses data of their employees by
giving them proper information regarding their usage and applicability. The HR manager has no
right to use data of any employee for any unfair practise. They need to keep it safe and secure.
The decisions taken by HR Manager of Barclay's deals with safeguard data and make them
aware about usage of data of employees.
 The Equality Act, 2010
This law is all about treating all humans equal in context of organisation. It includes gender
equality. The company Barclay's is following this law by treating all individuals equal. Both the
women and men at Barclay's get the same monthly pay. They do not follow any unequal ethics
that may harm their employees. The employees are treated equally and work allotted them on
equal basis. Employees at Barclay's feel satisfied by the environment. The HR Manager
maintains equality among Barclay's while decision-making. They treat every individual working
in Barclay's as equal (Harcourt, Lam,Croucher,2015).
 Health and Safety Act, 1974
The health and safety act has a fundamental structure and enforce the safety, welfare and
workplace health of employees work in different sectors of businesses within UK.
This includes health insurance, cleanliness in workplace, Safety training conduct by the company
(Saundry, Latreille, Ashman,2016). The HR manager keeps in mind all these elements of health
and safety act. The management personnel of the company takes decisions regarding monetary
compensation and leave of accident to employee that occur in company. They also offer medical
insurance for employee and their dependants.
Therefore, Barclay's very strategically following all the legislations and they make decision
accordingly.
TASK 4
P7 HRM Practises in a work related context
1. Rationale of Job Specification
Job Title Human Resource Assistant
Reports to Senior HR Manager
Roles & Responsibilities  Recruitment
13

 Planning of manpower
 Short listing resumes of candidates
 Arrangement of interviews
 selection the appropriate candidates
 Conducts Induction and orientation programmes
 Maintain good relation with employees
 Maintain office discipline
 Grievance handler
 Exit interview of employee
 Full and final settlement of pay of employees
 Arranges Training and development programme
 Employee's performance management and monitoring
them timely
 Track staff movement and vacancies
 Proper documentation of employees
Qualification Masters in HR or Diploma in HR
14

2. Rationale of person Specification
Title of the job Human resource assistant
Date: 28/04/2019
Qualification required Essenti
al Desirable Met
 Graduation
 Post Graduation
Either of two is compulsory
[Masters in HR
or Diploma in HR]
Yes
Yes
Need of Experience
Previous experience in HR role
Yes
Personal characteristics &
conduct
 Knowledge and Expertise in
HR Communication skills
 Time Management
 Impartial
 Mentor
Yes
Yes
Yes
Yes
Yes
15

 Self Discipline
 Trustworthy
Yes
Skills and Knowledge
 Excellent computer skills
 Effective oral and written
communication skills
 General knowledge of
various employment laws
and practices
 Experience in administration
of benefits and other HR
programs
Yes
Yes
Yes
Yes
Special requirements
 Adaptable and Flexible
 Proactive
 Positive Team player
Yes
Yes
Yes
Roles and Responsibilities
 Recruitment
 Planning of manpower
 Short listing resumes of
candidates
 Arrangement of interviews
 selection the appropriate
candidates
 Conducts Induction and
orientation programmes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
16

 Maintain good relation with
employees
 Maintain office discipline
 Grievance handler
 Exit interview of employee
 Full and final settlement of
pay of employees
 Arranges Training and
development programme
 Employee's performance
management and monitoring
them timely
 Track staff movement and
vacancies
 Proper documentation of
employees
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
17

3. CV of HR manager
Resume
Michael Jones
33, east street
London
[e-mail]
Qualification
 BBA from University of college, London
 Masters in HR from University of Cambridge
Skills
 Good communication skills
 Leadership quality
 Flexible and ready to adapt anytime
 An excellent learner
Experience
 2 years working with HSBC for the position of relationship manager
 Currently working with Aviva as a junior assistant HR manager.
About
Name Michael Jones
Age 32 Years
Marital status Married
Language known English and German
City London
CONCLUSION
The report was concluded about the human resource management that affect the organization
goal with the help of the people human resource management use the different strategies to
18

maximize the performance of the employee. The report has concluded the benefit of the
employees. Also, report was definer the function and purpose of the HRM that all functions are
Improving the performance of employee. And also report was defined the different recruitment
method that help for company to recruit the employees through the internal or external method.
Also, report was described the different selection method which is affect the company
performance because Barclay select their employee through interview or personality test. The
report has concluded about the different HRM practices that define the benefit of employee or
employer and also affect the performance of the company. And report was also concluded the
different legislation that company followed.
19

REFERENCES
Books and Journals
Kho, S.L., and et.al., 2015. A novel gap-PCR with high resolution melting analysis for the
detection of α-thalassaemia Southeast Asian and Filipino β 0-thalassaemia deletion. Scientific
reports. 5. p.13937.
Vöge, N., 2017. Critical evaluation of the roles and responsibilities of Human Resource
Managment in organisations.
Fernando, D.L., 2015. Parallels of alienation and industrial psychology: a critical analysis.
Nicholson, M., 2017. A very short, fairly interesting and reasonably cheap book about
human resource management.
Srivastava, N. and Prasad, M.M., 2018. World Journal of Engineering Research and
Technology WJERT. World Journal of Engineering. 4(2). pp.302-313.
Guide, A.S., The Experience of Managing.
Nankervis, A.R., and et.al, 2016. Human resource management: strategy and practice.
Cengage AU.
Rakhy, K.S. and Vijayan, S., 2018. Digitalisation in Human Resource Management
Process, the Opportunity for the Competence Management in Retail Sector. International
Journal of Pure and Applied Mathematics. 119(12). pp.2569-2581.
Marjani, A.B. and Safaee, N., 2016. Ranking the Driving Affecting Factors on Talent
Management. Journal of Administrative Management, Education and Training. 12(3). pp.300-
306.
Jackson, D., 2017. Developing pre-professional identity in undergraduates through work-
integrated learning. Higher Education. 74(5). pp.833-853.
Harcourt, M., Lam, H. and Croucher, R., 2015. The right‐to‐manage default rule.
Industrial Relations Journal. 46(3). pp.222-235.
Saundry, R., Latreille, P. and Ashman, I. eds., 2016. Reframing Resolution: Innovation
and Change in the Management of Workplace Conflict. Springer.
Sadik, M.A., 2016. HR ethics revisited: international waters-guru spot. HR Future. 2(Feb
2016). pp.16-19.
Zhao, S., and et.al., 2019. A comparative study of HR involvement in strategic decision-
making in China and Australia. Chinese Management Studies.
20

Online
The turing trust. 2018.[Online]. Available through: <https://turingtrust.co.uk/barclays/>.
21