Functions of Human Resource Management

The assignment delves into the multifaceted functions of Human Resource Management (HRM). It examines HRM's role in strategic workforce planning, talent acquisition, performance management, employee development, compensation & benefits administration, and maintaining a positive work environment. The provided bibliography includes various academic sources exploring these topics from diverse perspectives.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management can be expressed as a concept which is used for thinking,
selection, hiring along with training and development, appraisals, payroll and assessments of
employees, etc. In simple words, this is the process where there is growth and utilisation of
maximum workforce. The major focus of this kind of sector is on attaining objectives in an
effective and better manner so that company can attain its mission and vision (Human resource
management. 2017). Along with this, human resource sector also mainly helps out in enhancing
growth and ratios of the profit which can make business much better. Hence, they play much
more crucial role when it comes to make the business grow and attain success. Company taken
for this kind of report, Barclays Bank which is multi national bank who mainly deals in financial
sector. This company was mainly established in the year 1690. This kind of bank has been
among top ten position across world and thus, their turnover is approx. US $ 2.946 billion
dollars. There are various kinds of factors which were highlighted like there are various kind of
factors along with functions of HR management. Moreover, there will be word about several
kinds of benefits for HRM pattern within institution. Apart from this, there can be the value of
employee relation for impact which is made of decision making process for HR management.
TASK 1
P1. Purpose and functions of HRM applicable to resourcing and workforce planning
HR management is termed as resource which is being used for human assets
management. In order to make the business much more effective and in a better way, this is the
procedure which is being utilised for management of people. There is the field which has been
created by human resource management with numerous factors like staffing, recruitment and
assortment along with execution appraisal, payroll, motivation and many more (Alfes and et. al.,
2013). This kind of factor mainly brings out the factor along with many people in the business
process in order to attain the objectives in a better and effective manner. There is the main
motive of HR sector is that bringing out the improvisation factor within the operations conducted
so that productivity and profit ratios in improved and effectual manner. There are different kinds
of cause along with scope of HRM which are stated as below:
Nature:
 HRM is being considered as a uninterrupted process.
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 There are number of factors along with purpose which are connected with
training, appraisal performance along with selection and many more.
 This can be stated as one of the effective parts of management.
 This is being related with all kind of levels.
Scopes:
 Employees are being given in training and development.
 Level of motivation is being provided to employees.
 Welfare of the society with employee’s security.
There are many functions for HRM which are being described as below:
Training and development- This can be stated as an essential duty of the manager of HR
which gives training in order to enhance skills and performance level. Barclays bank will mainly
provide the guidance to employees who are freshly recruited and thus, to them training and
development sessions will be given so that they can get the exposure of workplace along with
upgrading knowledge (Functions of HRM. 2018).
Compensation and benefits- The major objective of this kind of bank which will provide
the platform of attaining aim and objectives in better and effective manner. Company can
achieve what they want to by adopting and innovating new kind of methods which are mainly
introduced by giving out advantages to employees. There are number of advantages which are
being provided to staff members (Boxall and Purcell, 2011). There are numerous advantages
which company provides to staff members and these are mainly stated as below:
 Flexibility on the job hours.
 Patriarchal or maternal leave. Extended vacation.
Performance appraisal: HR manager looks out for the level of performance of employees
and thus keep monitoring so that as per their working status, appreciation can be given.
Planning- There is the major role which is played by an organisation in setting up of aim
and objectives. Along with this, effective role is being played by many policies in order to
accomplish the set aim and objectives in an efficient and remarkable manner (Anderson, 2013) .
There are various kinds of activities which are being conducted, formulation of structure by the
manager of human resource.
There are numerous kinds of activeness which are highly affiliated to HRM activeness:
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 Selection and Recruitment
 Developing the effectual strategies and plan of action for Barclays Bank
 Lawmaking like adviser
 Motivation to workers
 Evolve better communication among all employees
Best fit approach vs. best practice
Best practice Best fit
This can be expressed as various kinds of HR
policies which are highly involved for reward
planning of employees
This is the pattern which provides factor of
motivation in order to support individuals for
better formulation of strategies of company
Managers mainly apply the motivational
factors implemented by managers.
Gaining the competitive advantage for Barclays
Bank.
Soft and Hard models of HRM
Hard skills- In this kind of part, workers are the part of company as they are the most
essential resource. This kind of model is being utilised and formulated with the motive of
business related activities and conduction of operations which are being determined for the
planning process for company (Armstrong and Taylor, 2014) . Priority of company is to recruit
and select and manage all employees as per the needs of Barclays. There are number of factors
which include:
 Typing Speed.
 Certificate or Degree. Computer programming.
Soft skills- Employees are being treated as the valuable resource of company by Barclays
Bank and thus, they are mainly treated like a person along with employer who mainly provides
structure of the planning process. In this, manager shifts his focus on determining the actual
desires of employees and thus, fulfil them in a better and effective manner (Bloom and Van
Reenen, 2011). This will in turn uplift the motivation and thus, employees will give high level of
performance.
Workforce Planning
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Kinds of labour marketplace:
Type of firm Kinds of labour power market
Independent primary Subordinate primary
Core Salaries are being given to
staff control, technical and
professional salaried along
with line workers.
There are number of
production labours who comes
together with labour union.
Periphery Craft Secondary
Employees are being hired
who got the potential of high
level of public presentation by
the craft union.
Abilities are low in nature
within employees along with
job security.
An inner labour which is the part of administration for an organisation by which workers are
being allocated tasks and activities and cost which is citizenry by policies and rules. There are
number of vacant places within the labour mar that fills out the labours promotion which can be
existing within company.
The advanced turnover rate extends the benefit of an affiliation. In case agents will
product amended and they will be present in an association for difficult day which in turn will
helps in enhancing the company's turnover (Briscoe, Tarique and Schuler, 2012). From this
company will keep up at workplace for taxing day and age . On the off chance that there ought to
emerge an event of regulatory and legal structures, it is vital for the boss to apply all exhibitions
at workplace which are formed by government or change of delegates and furthermore
association. It will develop the constructive outcomes. The pushed advancement is helpful in
affecting the strategy to process successful and better. It improves the practicality and sufficiency
of HR flawlessness. Thusly, HR branch of this firm grasp new advancement for reducing cost of
creation.
P2 Weaknesses and Strengths of various approaches to recruitment and selection
This type of process mainly works in giving invitation the big sum of people or the
nominee for the hiring procedure for filling the vacant posts. This is one of the mots effective
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and important process for the company. There is need of havimng employees who are unique in
nature and thus have the ability of bringing innovation and giving high level of performance and
thus manager mainly seeks out for that person (Cooke and Saini, 2010). There are number of
needs and wants within the process of recruitment along with catchy characteristic, screening and
opting out individual and integration of new candidates within institution. There are number of
elements which are mainly enclosed and thus those are being described below:
Job analysis- This element mainly states about jobs determination along with its needs
and details. This can be used by the Human resource manager for applying out investigation
regarding the job needs, standard of execution, work activities and many more.
Job descriptions- This is being considered as one of the effective document which in
turn can mention out certain jobs, roles and responsibilities along with working conditions and
many more.
Personal specifications- There are number of skills along with knowledge and
qualification for person who is acting the responsibilities of job.
There are primarily two types of factors which are recruitment and selection within
internal and external features and strength and weaknesses:
Internal recruitment and selection
There are many of the candidates which are being recruited by Barclays Bank which can
provide advantage like it cost effectual and time saver. Hence, there is no demand of seeking out
for the best endowment. This can provide assistance in bringing out the level of motivation along
with employees which in turn can make company to avail various kind of benefits (Flamholtz,
2012). There are mainly three kind of internal recruitment along with selection which are being
descried below:
Promotion- This kind of factor can be stated as an effective movement in upward
directions for employees. This kind of factor mainly helps out in describing efforts which are
being made by employee and thus as per that promotion or appreciation can be done.
Transfer- In this type of factor, there is a single post which is being assigned to an
employee irrespective of the post which he is present in.
Employee referrals- In this element, candidate is being hired as per the referral given by
an existing employee for definite job at the empty place within the institution.
Strengths
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 This is value effectual and time redemptive as well.
 In this, manager of HR mainly acknowledges existent ability of the workers.
 Publicity are not needful.
 Rising the mental state flat of workers.
Weaknesses
 Biasness can be formulated within present worker.
 Fight can be originate among workers.
 No new talent can not be exclude.
External recruitment and selection
In this, nominee which are being recruited by the manger of HR sector from various
external sources like college placements, constancy, pool campus along with advertising.
Strengths
 New employees can get various opportunities.
 Assistance in determining the effective ideas. Present employees will not let biasses comes in between.
Weaknesses
 Money and time consuming procedure.
 Employees get training sessions.
 Discontent can be formulated among present worker.
Selection can be stated as process in which present employees can be selected for number of
vacant position and this can affect the productivity in negative manner. Recruitment of
employees are being done on the grounds of skills, abilities along with knowledge in which
needed competencies for job performing (Guest, 2011).
There are mainly two kind of concepts which are being formulated with the purpose of
determining and analysing the stress and those ones are Reliability and Validity. This can be
stated as an process which are mainly predated before joining and thus uphold by HR manager.
On boarding- This can be explicit as one of the effective act for integration of new type
of employer within company. This can stated as the guideline for the sector which will be
followed by an individual in order to attain the impersonal of concern which are being
anticipated are noticed down.
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Induction- In this type of sector, exposure of the business is being given to the
employees who have just joined and thy are being familiarised with culture, values and vision
and many more (Huselid and Becker, 2011). This in turn will provide assistance for the new
recruits for collecting the crucial data for number of sectors, seniors and other various people.
There are numerous issues which in turn can affect the flourishing initiation along with
socializing of employees:
 Antagonistic effect on mission and vision.
 Ability of workers.
P3 Advantages of various HRM practices in an organisation
Human resource management practices: HRM can be stated as process of human assets
administration which in turn compiles of various kind of angles workforce involvement,
arranging and process identification along with various kind of exercises (Kehoe and Wright,
2013). Thin in turn provide the help to management of company for expanding the executing and
skilfulness level.
There are various kinds of HRM practices for Barclays Bank which are stated below:
Human resource
management practices
Benefits to employee's Benefits to Barclays Bank
Learning, training and
development practices
This type of element is very
important for the workers
which in turn will aid them to
collect the data regarding
project which they will be
working on and which can
give high level of performance
(Knowles, Holton and
Swanson, 2012). Motivation
will be provided for the
employees.
This in turn will enable the
bank for make the workers
collect and thus admit the data
which in turn can provide high
level of performance to the
bank along with the objectives
of the bank which can be
attained.
Flexible working options This type of factor which in
turn can enable the employee
There are various kind of
factors which mainly creates
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to work under the smooth level
of environment which in turn
can increase the level of
performance. Besides this, it
can mainly improve the morale
status as well.
the various kind of benefits to
the Barclays Bank which in
turn can provide enhancement
factor for the relationship
among the employer and
employees and thus the
objectives can be attained in
positive and effective manner.
Employee performance
management and monitoring
This kind of factor is highly
essential for the staff members
so that effective outcomes can
be attained. This is mainly
conducted with the help of
management who needs to
work together.
In this factor, monitoring will
help out in Barclays Bank for
evaluating the level of
performance which in turn can
know the actual abilities of
employees and thus work is
being allocated in that same
way so that outputs which are
being obtained can be much
more better then expected level
(Renwick, Redman and
Maguire, 2013).
Payment and reward
management
In this kind of factor, this kind
of factor mainly helps out in
enhancing the level of
performance which in turn can
create the opportunity of
availing various kind of
benefits.
There are number of factors
which in turn can give various
kind of benefits and among
them most essential one is high
level of performance obtained
by employees which in turn
can create long term relations.
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P4 Effectiveness of various HRM practices in context of increasing organisational profit and
development
Human resource management can be expressed as one of the effective process which can
be utilised to have effective and better outcomes along with enhancing the level of performance
which in turn can provide the proper types of services which in turn can implement the services.
There are numerous HR management practices which in turn is being utilised for managing the
workers and their activities in order to minimise the experience of the wastes. Due to this, level
of profit which is being enhanced within the marketplace (Vo and Stanton, 2011). In this kind of
context, there will be contribution which will be done by HR management along with the
productivity of Barclays Bank. There are number of structure by which it can be through the
HRM pattern and thus obtain the productivity stages which can be comprehended by described
points:  Training and development: There are various kind of sessions which are being
provided regarding grooming and development for having better and effective
outcomes and this way better performance level. This in turn mainly provide the help
to acquire the market portion by effectual services.
 Flexible working hours: There are effective and better working hours which is
mainly necessary for authority which in turn can evaluate the positive relation within
the workers. There are some of the impacts which are being made upon the workers
and employers relation in affirmative manner.
 Recruitment and selection: Presence of effective and bale individual which are being
enlistee by the director which in turn can help out in improvising the level of
execution for and individual along with Barclays Bank as well.
 Motivation tools: There are various kind of employees which are being motivated to
bring the change within the workplace which can bring out effective level of
productivity. There are numerous types of motivational tools which are mainly
utilized by the managers and those are like rewards, incentives and many others
(Harzing and Pinnington, 2010). This will in turn allow the company to have better
level of workers who can give high level of services to the customers along with
enhancing the level of morale. By the help of this, employees will be retained and that
too for long period of time.
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 Performance management: In this kind of sector, it is very important for the
managers of Barclays Bank in order to measure the entire level of performance for the
workers in continuous manner. This in turn can provide assistance in minimising the
chances of formulating any type of problems for the obstacles. This in bend can
directly which can even impart within the entire growing of the economic system for
an organisation within marketplace.
TASK 2
P5 Importance of employee relations in order to influencing HRM decision-making
Assistance is being provided by the employee relations for making better and effective
relations. This kind of relation will mainly provide the enhancement within growth and
development within the society. It is highly essential for the or it can said that it is the duty of
manager for maintaining effective and healthy relationship so that chances of conflicts can be
minimised arising within workplace. At this kind of position, hampering of productivity will be
observed due to the non working condition from side of employee (Wagner, 2011). There can be
a healthy relationship among the employer and employee in order have smooth or comfortable
relationship which can be way much more better an smooth in nature. Better workplace along
with its environment which will be observed when the employees will be will be highly cosy and
thus can provide better uneven of execution. In order to encourage the employees along with
affectionate and mental relation which can be formulated.
This kind of factor is very essential for the manager which should also include the employees
within the procedure of process of decision making which can also act it. Safe and effective
effective environment which should be created for having better outcomes. There are various
kind of conflicts which arises and those should be reduced by having better and effective results
and this will in turn heighten the level of employees along with growth of company. There is
various kind of effective channel which are being utilised for interacting with the outsiders along
with clients. There are number of ways thorough which improvisation within relation can be
made which are being described below:
Better communication- This kind of factor is highly essential in order to share up the
vital data and thus maintain the effective relations among the employees and employers. There is
the necessary resource and that is employees which in turn give out the maximum level of
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endeavour in accomplishment for the goals and verifiable in better and effectual manner. This
can be stated as the foremost duty of the managers for establishing effective channel of
communication so that it can motivate the employees. By the assistance of this, there are positive
and effective environment for working needs to be created.
Share vision- There are various goals which should be kept within in by the authority of
company, representatives should feel great for the company but it is highly essential for the
director to share the vision of the company in better and effective manner (Warner, 2014). In
order to provide better clarification, it is highly essential to utilise the gathering method for plans
and arrangements for the company for expansion and extra advancement.
Employee engagement activities- For inspire people or abidance up extraordinary
relationship, manager should coordinate a couple of activities, preoccupations and ventures for
them. Labourers should be appreciate them. From this they will talk with each other and their
help level will be extended.
P6 Elements of employment legislation and affect upon HRM decision-making
There are number of laws which are highly indispensable for the company which needs to
be followed. There are thousand of individuals who are working within Barclays Bank along
with various roles and responsibilities. So it is highly essential to given them maximum level of
satisfaction so that operations can be operated in smooth manner (Wheeler, Halbesleben and
Harris, 2012). There are various kind of laws which mainly provide the security to the workers
within the workplace. Numerous laws which are being implemented which are being applied
according to the nature of company. There are number of laws along with regulations of workers.
Purpose of employment laws
 It render safety to an individual.
 It measure involvement of personnel. Formulate effective environment within workplace.
Equality Act, 2010- This kind of act mainly helps out in creating state of equality within
company. This kind of act is highly essential as it will help in reducing issues and conflicts of
company. Manager of the company should not adopt biased nature among male and female.
Data protection- There are many of the vital information along with financial data which needs
to be kept secured by the employees along with managers. It is duty of manager which needs to
be utilised for authentic purpose.
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Health and Safety Act- It is highly essential to have effective environment within company
according to the act. There is the need of creating surroundings like proper lighting, ventilation
and many more. By this kind of act, employees will feel much more comfortable within
workplace.
Dismissal- There is the high need of having good and effective environment which should be
followed by this kind of act (Wright and McMahan, 2011). According to this, workers has been
doing wrong deeds which in turn can hinder official property, abusing language at workplace
then he\she can be terminated.
Employment contract- There are various kind of job responsibilities for the employees and thus
the roles which are being discussed within employees in order to do the actions which are not the
part of this kind of act.
Collective agreement- There are many kind of conflicts which mainly arise among the employer
along with employees, there are issues which are present among the trade unions along with
issues which are being shared with managers. Trade Unions which are highly essential a they can
make impact on an individual and thus better resolutions can be created.
P7 Application of HRM practices in work-related context
It is highly essential to hire the human resource manager and thus for that it is being
needed to create job description which is being needed in order to consider facts which are being
utilised for the right person at right job (Zhao and et. al., 2011).
Job specification
JOB SPECIFICATION
1. Job details
Job Title :- HR manager
Sector – HR
2. Purpose of JOb
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 To look after workers
 Resolve the issues or conflicts and take care of their needs
 To ascent the company's name
3. Duties and Responsibilities
 Providing Salaries
 Accomplishing desires of employees.
 Seving out the other managers.
Interview Question
Q.1.Evaluate yourself?
Q.2. Appealing factors of your CV?
Q.3. Ways by which dealing can be done with clients?
Q.4. What are your strengths?
Q.5. For convenience the customers which technology will you use?
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Description of CV – Essential content and qualification for HR manager to accelerate the
manpower and turn over of company.
1. General data
Name – Daniel McKinsey
Phone no. - 456798132
E-mail id – [e-mail]
2. Qualification
MBA Oxford University 59.00%
BBA Oxford University 50.00%
Higher education Trinity Business school 62.00%
Secondary education Trinity Business school 87.00%
5. Personal details:
Father name – Handley Stanford
Mothers name- Sara Bella
Date of birth - 18th April 1994
Achievement – Top Performer of year
Got many of the rewards for good work
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CONCLUSION
From the above report, it can be concluded that the there are various roles and
responsibilities which needs to be played by HR sector. It is highly essential for the HR sector to
bring modifications within policies within external environment as well. It is highly essential for
enhancing the knowledge along with skills of workers. There are various kind of laws which are
highly related to the workers and thus it is highly essential for the company to follow them so
that objectives of business can be attained in positive and effective manner.
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REFERENCES
Books and Journals
Alfes, K and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management, 24(2), pp.330-351.
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity.
In Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Cooke, F.L. and Saini, D.S., 2010. (How) Does the HR strategy support an innovation oriented
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Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
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Warner, M. ed., 2014. Confucian HRM in greater China: Theory and practice. Routledge.
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