Human Resource Management: A Case Study of HSBC Company

This report examines the effectiveness of Human Resource Management (HRM) practices within HSBC, a multinational financial services company. It analyzes the role and responsibilities of HR managers, explores workforce planning strategies, and evaluates the impact of different recruitment and selection approaches. The report also delves into the benefits of HRM practices for both employers and employees, highlighting their contribution to productivity and profit. Furthermore, it investigates the importance of employee relations and engagement, emphasizing the influence of employment legislation on HRM decision-making. The report concludes by providing a comprehensive evaluation of HSBC's HRM practices and their overall effectiveness.

HUMAN RESOURCE MANAGEMENT

CONTENTS
INTRODUCTION................................................................................................................................3
EXECUTIVE SUMMARY.....................................................................................................................3
AN OVERVIEW OF HSBC COMPANY.................................................................................................3
DISCUSSION.....................................................................................................................................4
CONCLUSION.................................................................................................................................17
JOB APPLICATION...........................................................................................................................18
JOB SPECIFICATION....................................................................................................................18
CV...............................................................................................................................................20
INTERVIEW SELECTION CRITERIA...............................................................................................22
INTERVIEW NOTES & PREPARATION..........................................................................................23
OFFER LETTER.............................................................................................................................24
EVALUATION..............................................................................................................................25
CONCLUSION.................................................................................................................................26
REFERENCES...................................................................................................................................27

INTRODUCTION
Human resources are regarded to be the most valuable resource and asset for the organization.
The successful management of employees in the organization is a critical task and can only be
managed through effective human resource management. Human Resource management is a
challenging task especially in the present changing and dynamic environment where economies
are in a state of flux. In this assignment the role and responsibilities of HR managers in analyzed
and briefly explained considering an organizational example of HSBC Company. With the help of
a review report, the effectiveness of HR functions in the organization is critically analyzed. In
the report, the approach of workforce planning in recruitment and selection for the HSBC
Company is explained along with training and development methods adopted by HSBC
Company. In later sections of the assignment, the effectiveness of employee relations and
engagement is evaluated in the work-related context as per the case study is given. At last a
conclusion will be derived based upon the effectiveness of the HR practices for the HSBC
Company considering parameters explained in the report.
EXECUTIVE SUMMARY
Being a manager of the Human Resource Department of the HSBC Company, a report is made
based on the effectiveness of HRM practices in recruitment and selection for the HSBC
Company. The report made highlights the key issues prevalent in the Human resource
management for originations like HSBC and how to overcome these issues for achieving greater
efficiency and effectiveness in the HRM practices for the HSBC Company.

AN OVERVIEW OF HSBC COMPANY
HSBC Company is a multinational financial and banking service provider in the UK. It is the
world’s 7th largest bank in the world and was established in the year 1865. The company’s
headquarters are located at HSBC tower London, the UK and the founder of the company are
Sir Thomas Sutherland. This company consists of four different business groups such as Global
private banking, Retail banking, wealth management and Commercial Banking (Shams, 2013).
Since the formation of the bank the company has seen several ups and down in terms of
generating revenue through its methods of operations. The company is facing huge
competence from its rivals in the present global market.
DISCUSSION
PURPOSE AND SCOPE OF HUMAN RESOURCE MANAGEMENT IN HSBC COMPANY
The scope of Human resource management in the HSBC Company is quite vast and
immeasurable. There are numerous activities that occur in the life of an applicant who is
selected in the organization till the till he leaves the organization (Bratton and Gold, 2017). The
main activities prevalent in HRM are the planning, analysis, designing, recruitment, selection,
training and development, performance appraisals and many more activities.

FUNCTIONS OF HR MANAGER IN HSBC
Figure 1: HRM Functions
Source: [https://keydifferences.com/difference-between-personnel-management-and-
human-resource-management.html]
 Recruitment and Selection: The HR managers of the HSBC Company are responsible for
selecting and screening the candidates for filling the vacant job positions. The main goal
of this process is to hire qualified candidates and encourage the unqualified applicants
for opting themselves out in the process of recruitment and selection.
 Training and Development: Once an employee is selected in the organization it
becomes the responsibility of the HR managers to provide training to employees so that
they become adaptable to the changing working conditions of the organization (Bratton
and Gold, 2017). Training is followed by continuous monitoring of employee activities
and performance so that the current and future performance can be evaluated for
future concerns. The development programs mainly include seminars, events, and
workshops for increasing the skills and knowledge of employees so that they develop
and grow in their professional career.

 Orientation: It is the responsibility of the HR manager to provide a thorough orientation
for the employees working in the organization. It is important as it keeps employees
motivated for achieving the organization aims and objectives (Gilbert, et al. 2011).
 Maintaining good working conditions for Employees: The HR managers must ensure
that the workplace environment is safe for the employees and there is no hazardous
equipment that may bring unnecessary disturbance in the workplace.
 Managing Employee Relations: It is the responsibility of the HR managers to establish
healthy relations between the employer and employees as it helps in generating better
outputs from the individuals working in teams.
ROLES AND RESPONSIBILITIES OF HR MANAGER IN HSBC
 Attracting Talent and Hiring Resources: It is the responsibility of the HR manager to hire
skilled workforce for the organization and attract more and more candidates towards
company’s vacant job positions (Armstrong and Taylor, 2014).
 Performance appraisals: If an employee of the company performed well in his/her work
then their work should be praised by senior managers in the organization. It is followed
by given giving performance appraisal to employees by giving them higher positions in
the organization.
 Rewards, Incentives and Benefits: The HR managers in the organization develop various
compensation plans for the employees along with providing guidance to compensation
and benefits specialists.
 Resolving Conflicts: Maintaining effective relations between employees, employers and
the members of the staff is the primary responsibility of the HR managers. HR managers
should address concerns and issues of the employees along with resolving conflicts that
may occur between employees in the workplace environment (Armstrong and Taylor,
2014).

WORKFORCE PLANNING
It is a strategy basically used by the employers in the organization to anticipate the labour
needs and deploy employees in the workplace environment more effectively with the use of
advanced human resource technology (Cascio, 2018).
Figure 2: Workforce Planning in HRM Activities
Source: [https://www.researchgate.net/figure/Strategic-workforce-
planning_fig1_309134471]
EFFECTIVENESS OF WORKFORCE PLANNING IN RECRUITMENT AND SELECTION
Workforce planning in the HR department helps companies to identify the vacant job positions
and effectively apply various strategies to recruit potential candidates to fill the job openings.
Workforce planning is important in the recruitment and selection because it helps to make
strategic plans in determining the labour needs of the organization. Workforce planning helps
businesses in hiring right people for the right job.

Right People: The HR team of HSBC Company uses workforce planning strategies in order to
hire efficient and skilled employees that have the capability to achieve the company’s desired
aims and objectives (Cascio, 2018).
Right Place and Time: The HR managers of HSBC Company should ensure that right people are
recruited and deployed at the right place so that organizations short and long-term goals are
achieved more effectively and efficiently.
STRENGTH AND WEAKNESS OF DIFFERENT APPROACHES TO RECRUITMENT AND SELECTION
RECRUITMENT APPROACHES
Internal Recruitment
In this approach of recruitment, the HR managers of the HSBC Company select applicants from
within the organization. This process saves time and reduces the expenses caused due to
another mode of recruitment approaches. The training and development cost is also reduced as
employees are aware of the organizations working procedures. This approach inhibits the
selections of candidates from outside source thus having geographical limitations (Cascio,
2018).
External Recruitment
In this approach, the applicant is selected from outside of the organization. This approach is
quite advantageous because employers get skilled employees for filing their job positions
requiring high competent skills. This approach is quite time-to consume as HR managers have
to visit other institutions for finding candidates which require huge costs investments (Cascio,
2018).
Competency Approach
In this approach to recruitment and selection, the HR managers are responsible for hiring those
candidates who are competent enough to meet the desired skill set required for the job role.

The advantage of this approach is that it provides a consistent hiring process and helps in
predicting the future talented employees for the organization. This approach is not suitable for
filling the junior job positions in the organization as the employees selected in the approach are
highly qualified.
Contingency Approach
This approach aims to retain skilled employees in the organization for achieving the long-term
goals and objectives of the organization (Guest, 2011). It is basically a long-term approach and
required HR managers to form effective strategies to retain employees by giving them
monetary compensation, rewards and benefits at each stage of performance appraisals.
The approach helps in retaining the talented employees for the organization which is one of the
biggest strengths of this approach to recruitment and selection. This approach does not give
chance to hire candidates from an external source which results in lack of diversity in the
selection process.
SELECTION APPROACHES
Personal Interview
In this mode of selection, the interviewer and interviewee sit face to face and conduct the
interview process (Bidwell and Keller, 2014).
The advantage of this approach is that it allows both parties to ask several questions in short
span of time. Moreover, this method allows the interviewer to better judge the applicant's
personality. This method is too costly and time-consuming which is one the biggest drawback of
this approach.
Online Interview
In this method of selection, the interview between the applicant and the employees gets
conducted through online media or the internet.

The advantage of this selection method is that this process allows candidates from different
candidates to apply for the jobs. The online interview method is quite time-consuming, and the
employer cannot judge the applicant personality and behavioural aspects which is one of the
biggest drawbacks of this selection method (Bidwell and Keller, 2014).

LO2
BENEFITS OF DIFFERENT HRM PRACTICES FOR EMPLOYER AND EMPLOYEE IN HSBC
The HR managers of the HSBC Company constantly look for candidates that help in achieving
the organizations desired aims and objectives. The HSBC Company tries to hire fresh talent to
join its team so that company attains greater brand value for the organization (Tremblay, et al.
2010). Some important benefits of the HRM practices for employees and employer are listed
below.
EMPLOYEES
Training and Development
The HR managers conduct various skills development programs that help the operational
performance of employees in the workplace environment. The seminars, events and workshops
better help employees in their skill development for archiving their personal as well as
professional goals.
Rewards and Benefits
The HR managers of the HSBC Company ensure that its employees are given performance
appraisals for their good work so that they become loyal employees for the organization (Fong,
et al 2011).
EMPLOYER
Monitoring
The HR activities in the HSBC Company help in monitoring the activities of employees in the
workplace environment. The HR activities ensure that employees are working in a safe
environment and there is no chance of disturbance that may hinder their operational work.
Employee Retention

The HR managers recruit applicants meeting the desired skill set for the vacant job positions
and continuously reward talented employees so that they remain associated with the company
for long term.
Effective Relationship Building
The HR managers help in establishing fruitful and healthy relations between employees and
employer in the workplace environments. Having good relationship between the team
member’s increases the individual output performance from employees in the organization
(Alfes, et al. 2013).
EFFECTIVENESS OF HRM PRACTICES IN RAISING PRODUCTIVITY AND PROFIT FOR HSBC
Performance Appraisals
The employees working in the HSBC Company are highly skilled and talented. They use their
capabilities in order to maximize the throughput and thus achieving greater productivity and
performance in their work (Brown, et al. 2010). The HR managers also ensure that employees
are set free so that their creativity is utilized for increasing the sales and profit margins for the
organization.
Career Management
The HR managers of the HSBC Company guide employees in their day to day operational
activities. Employees address the concerns and issues of employees thereby realizing their inner
zeal and desires. It helps in better career management of employees as they feel satisfied and
motivated while they are at their work. This way company ensures that employees are
performing at their full potential which helps in raising productivity and profit for the company.
The effectiveness of Different Training methods
There are a variety of training services that help employees in increasing their skill levels such
as refresher training, apprenticeship training, and industrial training etc. These training

methods help employees gain operational competence which helps in raising productivity and
profit for the HSBC Company (Brown, et al. 2010).

DEVELOPMENT AND TRAINING METHODS ADOPTED BY HSBC
Manpower Planning and Performance Management
The HR managers of the HSBC company ensure that the supply and demand constraints are met
so that company has sufficient stock in times of operational crises. The performance of
employees is continuously monitored through career interviews which help to keep employees
more focused on achieving greater productivity in their work (Wilson, 2014).
Technology-Based learning
The HR managers of the HSBC Company provide technical training to employees for increasing
their performance and productivity levels in the workplace environment. Training basically
includes equipment training, resource handling and computerized training. Some additional
training includes hardware and software training, machine learning and Artificial Intelligence.
DIFFERENCE BETWEEN DEVELOPMENT AND TRAINING
Training Development
Training is meant for employees
and supervisors in the organization
Development is meant for
managerial staff members
Training helps employees in
performing their jobs with greater
efficiency
Development accounts for the
overall growth of employees for
achieving their professional goals
It is basically a short-term process
for the fixed duration
It is a long-term process having
continuous learning and
development
It helps in increasing knowledge for
a particular skill set required in the
job
It is not confined to one process
rather it is a process of continuous
learning
(Daley, 2012)

LO3
EMPLOYEE RELATIONS
The HR managers in the HSBC ensure healthy employee relations in the workplace environment
for achieving greater productivity and efficiency. The employee should have good relations with
employers so that all work in consonance with having one aim and objective towards achieving
organizational excellence (D'Cruz and Noronha, 2011).
IMPORTANCE OF EMPLOYEE RELATIONS IN INFLUENCING HRM DECISION MAKING FOR HSBC
Sharing of Ideas
The HR decisions promote employee relations which help employees work with cooperation in
the business environment. The employees feel greater comfort while they share their ideas and
opinions about their work in the business environment. It helps in forming trust and
commitment among the employees which helps the organization achieve greater productivity
in their business operations (Albrech, 2011).
Effective Communication between Employees
It is one of the most important factors for organizations success or failure. The HR managers
guide employees about the types of communication processes which help employees resolve
conflicts in the workplace environment. The employees are given liberty to effectively voice out
their issues and concerns to higher management so that they achieve greater comfort level
while they are at work.
EMPLOYEE ENGAGEMENT
The employee should engage other members of the staff for getting their work done at a faster
rate which is only possible through employee engagement (Albrech, 2011). The HR managers of
the HSBC Company use various leadership and management theories for ensuring greater
employee engagement in the workplace environment. Having healthy communication between

employees is a factor that helps in increasing the employee engagement in the organization
(D'Cruz and Noronha, 2010).
EMPLOYMENT LEGISLATION
Employee legislation in the HSBC Company basically refers to the employment standards such
as employment protection measures, employment conditions and many other factors that
constitute employee legislation. In short, it refers to various laws set by the government for
determining the minimum standards set for employees to be eligible for working in the
organization. Different types of employee legislation laws include equal pay act 1970, data
protection act 1998, sex determination act 1975 etc.
KEY ELEMENTS OF EMPLOYMENT LEGISLATION
Equal Pay act 1970
This law governs that employees are given equal pay for equal work without any gender
discrimination (Conley, 2014).
Sex determination act 1975
This law protects employees from getting discriminated based on gender grounds. For example,
there is no discrimination done in selection of employees for jobs, training and development
opportunities are provided equally for men and women.
Employment Right act 1999
This law protects the jobs of employees against unfair dismissals from employers at work. The
employees are entitled to get the minimum wages for their labour as per the terms and
conditions mentioned in the employment right act (Conley, 2014).
IMPACT OF EMPLOYEE LEGISLATION IN HRM DECISION MAKING FOR HSBC

 With the help of employee legislation laws, the employees in the organization get
protection from any unfair misconduct from the employers as they have the power to
voice against the employers for their misconduct (Tonin, 2010).
 The HR managers of the HSBC Company adhere to these laws by ensuring that
employees are working in a safe environment and minimum standards are met as per
the laws predefined in the employment right acts.
 The human resource department of the HSBC Company explains these guideless to
employees for their safety at work.
CONCLUSION
The above discussion concludes that Human Resource Management is an important practice
and organization success is totally depended upon its effective management. Various types of
employment legislation laws help HR managers in ensuring greater security for employees in
the workplace environment. These laws empower the working of employees in the organization
as they feel safer and secure in the organization. It is essential for the HR managers of the HSBC
Company to make use of such laws for increasing the productivity levels of employees for
achieving organizational excellence.

JOB APPLICATION
LO4
As an intern in the Human Resource department of the HSBC Company, a report is prepared for
the recruitment and selection process in the company.
JOB SPECIFICATION
JOB ROLE – HR MANAGER
There is a vacant job position for the role of HR Manager in the HSBC Company and all
interested candidates are invited to apply for this role.
REQUIREMENTS
For this role, the applicant should have an MBA degree in the field of Human Resource
Management. The applicant should be a graduate and must have at least 5 years of experience
in HR domain.
RESPONSIBILITIES
The Role of an HR Manager in the HSBC Company would be to support the day to day
administrative activities and support office staff in human-related functions. The responsibility
of the HR manager would be to enhance the performance of employees in terms of their skills
and experience.
COMPANY INFO

HSBC is one of the biggest financial and banking services provider company in the UK. Its
headquarters are located in London, UK. The company's address and contact details are
mentioned below: 8 Canada Square, London E14 5HQ, UK. Contact: [phone], WEB:
WWW.HSBC.COM
TO APPLY?
The interested applicants are requested to apply online on company’s official website on
[e-mail]. The applicants are requested to fill in the application form online along
with the attachment of necessary documents for the interview process.
(Fong, et al. 2011)

CV
Summary
A well organized and highly qualified HR professional having 6 years of experience in managing
and coordinating the Human resource activities in a dynamic work environment. Possess
excellent communication skills for mediating employee relations within the company.
Area of Expertise
Employee Relations, Employee Engagement, Coordination, Employment ordinance, Regulatory
Compliance
Experience
Human Resource Officer, WJ consulting Group Private Ltd Jun 2012 - Present
 Experience of managing all forms of recruitment functions from initial stage till final
stages.
 Experience of handling Job Posting, Resume Screening, Interview Arrangements, Offer
letter preparation, Contract Preparation etc.
 Experience of making HR reports and in-dept analysis of recruitment cycle, and staff
movements
Education
 Bachelor of Business Administration, Birkbeck University of London – (2009 -2012)
 Master of Business Administration -HRM, SOAS University of London – (2012 – 2014)
Languages
 English
 Spanish
 Mandarin
Personal Information
Name – ABC , cell- 61236563, Email - [e-mail]
(Furtmueller, et al. 2011)

INTERVIEW SELECTION CRITERIA
INTERVIEW SELECTION CRITERIA
DESIRED PRIORITY
EXPERIENCE OF 5 YEARS HUMAN RESOURCE
FUNCTIONS HIGH
AN MBA DEGREE IN HUMAN RESOURCE
MANAGEMENT HIGH
PREVIOUS EXPERIENCE FROM A REPUTED
COMPANY HIGH
LEADERSHIP SKILLS HIGH
GOOD COMMUNICATION SKILLS HIGH
UNITED KINGDOM CITIZEN HIGH
INTERVIEW QUESTIONS - ROLE AND APPLICATION
TO IDENTIFY THE GREY AREAS IN APPLICANT
RESUME / CV
USED CONSISTENTLY IN ORDER TO GIVE
FAIR OPPORTUNITY FOR ALL IN
DISCUSSING THE SAME KEY AREAS
INDEPENDENT THINKING ABILITY AND
LEADERSHIP QUALITIES
IN ORDER TO JUDGE THE CREDIBILITY OF
THE APPLICANT
TESTING THE GENERAL AWARENESS OF THE
APPLICANT
JUDGING THE APPLICANTS PERSONAL,
PROFESSIONAL AND ACADEMIC LEVELS
(Snell, et al. 2010)

INTERVIEW NOTES & PREPARATION
Question 1 – Appearance of the Applicant
The interviewer will judge the interviewee based on his/her appearance at the time of the
interview process. Hence it is best if the applicant is dressed in formal attire and presents
himself in a professional manner (Pilbeam, and Corbridge, 2010).
Question 2 - Etiquette
The applicant's behaviour would be checked as soon as he enters the room. The applicant's
hand gestures would be checked like handshaking etc. which shows good manners from the
applicant’s perspectives. The applicant’s communications skills would be checked based on
language command and interpersonal skills.
Question 3 - Body language
The body language of the applicant would be taken into consideration at the time of the
interview. The applicant will pass this criterion if he/she is found sitting up straight for the
interview process. Some other parameters for body language include applicant eye to eye
contact, applicant’s attention and signs of nerve control.
Question 4 – Voice
During the interview process applicant's voice tone will be judged whether it is polite or harsh
and how he answers the questions asked by the interviewer. The voice command will help the
interviewer in judging whether the applicant is boring or monotonous, moreover, it will help in
judging the interest level of the applicant.

OFFER LETTER
JOB OFFER LETTER
15th April 2016
Dear ABC,
With reference to your application and subsequent interviews you had with us, we are pleased
to offer you an appointment in our organization, as:
Designation: “HR MANAGER”
The company is expecting that you accept the offer and join the organization as soon as
possible. After you accept the offer we expect you to join our London Branch within 30 days.
We would provide you with the required training for this job and during the probation period,
your salary would be 7500 GBP. Your performance during the probation period will be
examined which will decide your further journey with our organization. If the company feels
satisfied with your performance, then you will be hired as a permanent member of the
organization and your salary would get increased to 8800 GBP.
You are requested to report at our London, branch situated near HSBC tower, London, England
(UK). We hope that you confirm the letter of acceptance within next 3 working days. For
Further Clarifications about this offer, feel free to call me.
With Best Wishes
XYZ
Executive Director
HSBC, London

EVALUATION
The Human resource planning is a rational approach to ensuring effective recruitment, selection
and deployment of people in the organization (Werner, et al. 2011). The planning approach
used help in identifying the existing human resource condition in the HSBC Company. It helped
in realizing the vacant positions in the organization and form strategies to fill the positions in a
time-bound manner without affecting the operational performance of the organization (Mirzaii
and Aliabadi, 2013). The company needed an HR manager in the HSBC, London headquarters
and thus a suitable job description is formulated for recruiting the applicant for the same.
The HR Planning approach helped in forecasting the future supply and demand requirements
for the HSBC Company as an effective Human Resource Plan. The HR policies help in
formulating effective rules and regulations for the employees in the HSBC Company; moreover,
a well-written HR policy helps in reducing the conflicts among the member of the employees in
the organization.

CONCLUSION
From the report, it can be concluded that Human resource management is an important part of
organizations success or failure. The HR department of the HSBC Company should follow the
guidelines and policies of the HSBC Company for successful implementation of HR practices.
Even the employees should make use of HRM practices for enhancing their skills so that they
are able to perform the operational activities with greater ease and increased competence.

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