Human Resource Management Practices Analysis

This assignment requires a critical analysis of various human resource management (HRM) practices. Students need to delve into the impact of HRM on employee attitudes, behaviors, and ultimately, organizational success. The analysis draws upon provided academic literature, examining concepts like service climate, high-performance work systems, talent management, and the role of HRM in shaping organizational effectiveness.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
Description on purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation, nature and scope of HR and its strategic HRM. ............................4
Define the strength and weakness of different approaches to recruitment and selection.
Explain the benefits and shortcomings of internal and external recruitment..............................6
P3 Description on the benefits of various HRM practices for both employer and employees. . 9
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisation
profit and productivity.................................................................................................................9
TASK 3..........................................................................................................................................11
P5 Description on the analysis of significance of employee relation in respect to influencing
HRM decision making..............................................................................................................11
P6 Define the various key element legislation of the and its impact on the HRM decision
making.......................................................................................................................................12
TASK 4..........................................................................................................................................13
P7 Application of HRM practices in the work related context.................................................13
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management is defined as strategic approach that aids to bring effective
management and people in the enterprise. It is process that defined as managing employee within
enterprise (Alfes and et.al., 20173). This term is also involving of the hiring, firing, training and
motivating employees to the enterprise. Thus, the responsibilities of the Human resource
manager of the enterprise falls within the three categories as staffing, employee compensation
and benefits and designing of the work.
The present report is based ion the business activities of Barclays Plc, it is British
multinational investment bank and deals in providing the financial services to the customers. It is
kind of investment banking.
Furthermore, assignment will cover the following things as are purpose and function of
HR, strength and weakness of Human resource, benefits of human resource management and
various HR practices has to be defined. Lastly, application of work related context to Human
resource management will be defined.
TASK 1
Description on purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation, nature and scope of HR and its strategic HRM.
The main role of Human resource manager is that it falls into three categories as staffing,
designing and employee compensation and benefits within the enterprise. The Purpose of Human
resource management is to maximise the productivity of the enterprise with the help of
optimising the effectiveness of the employees (Beloglazov, Abawajy and Buyya, 2012 ). Thus, it
plays strategic role in terms to managing people and culture and environment of the Barclays plc.
Furthermore, purpose and function of Human resource management are to be defined in below
contexted manner as-
 Recruitment and selection- It is process of captivating, screening and selecting potential
and qualified candidates and this are to based on the criteria for the particular job within
the Barclays Plc. The main object of this process is to attract the qualified applicants and
to encourage the unqualified candidates to opt themselves out. It is very crucial process

because it aids to enterprise to have reduction in the cost of mistakes with help of
engaging incompetent, unmotivated and under-qualified employees.
 Orientation- There are number of organisation that do no provide orientation to new
employees. It is one of fundamental step that aids to employee to adjust employer with
this new job. This is program that should be inclusive of objectives and goals that how an
employee can work towards to achieve long term and short term goals (Bloom and et.al.,
2012). It is program that aids to employees to know their employees assigned duties and
their exact job description, job role and the relationship to other position in Barclays plc.
 Maintaining good working conditions- This is responsibility of human resource
management to provide better and effective working facilities to employees so that they
can perform their working in efficient mode. This is fundamental duty to of the HR to
encourage the employees and make maximum contribution to the goals. It happens due to
lack of motivation. The HR of the employees must come with system to provide financial
and non financial benefits to employees from various departments of the Barclays Plc.
The welfare of employees promotes job satisfaction.
 Training and development- It is one of indispensable function of human resource
management. This is very effective way to improve the current and future performance of
employee by enhancing the ability of employee with help of educating and enhancing the
skills of the individuals so that person can do their performance in better mode (.Buller
and McEvoy, 2012..). Thus, human resource managers of Barclays must set the adequate
procedure in terms to provide the better training opportunities to employees.
Hard and soft HRM approaches-
There are number of ways to approach the management of HR in business. Thus, two
broad approaches to HRM as-
 Hard HRM- IN this, teat employees as resource of business as machinery and buildings.
Focus of HRM- Identification of workforce, need of the business and recruit and to
manage the all business function effectively. This all leads to conduct the best working
practices among the workplace so that the maximum contribution of probability van be
enhanced.

 Soft HRM- To treat the employees as the most crucial resource in the business and also a
source of competitive advantage. Thus, employee to the enterprise must be rated as per
plans accordingly. They need to put major focus on the needs of employees and their
role, awards and motivation.
The some scope of HRM will be defined in below contexted manner as-
Personal aspect- It is term that will cover the following things of Human Resource's Managers
in order to deal with planning, recruitment and selection (Campbell, Coff and Kryscynski, 2012).
These all are very effective in order to bring maximum prosperity to the enterprise.
Welfare feature- The enterprise as Barclays deals with human resource manager of enterprise
that mainly deals with good working conditions so that they can perform their activities
effectively and efficiently (George, Haas and Pentland, 2014 . The team of HR is responsible of
the things as crèches, canteen facilities, rest room, proper ventilation. This all are effective
attributes that aids to conduct the performance in expertise mode. With the help of providing the
better welfare to the customer the entity can able to perform their function in better and effective
manner.
Industrial relationship- The Human resource manager of the enterprise are responsible to
perform their business functions effectively. The better working will always leads to enrich the
growth of the enterprise (Hong and et.al., 2013). This is one of the effective terms that aids to
conduct the work as joint consultation and collective bargaining.
Define the strength and weakness of different approaches to recruitment and selection. Explain
the benefits and shortcomings of internal and external recruitment.
The term recruitment can be defined as process of identifying and having potential
candidates to apply for the job. Thus, it can be termed out as process of finding and attracting the
potential resources for filling up the vacate job position. The Barclays follows the procedure as
Identifying the job vacancy, analysing the dumb requirements and reviewing application and to
take initiatives in terms to achieve the objectives of the enterprise (Jiang and et.al., 2012). The
selection process will help the enterprise in terms to choose and select the right candidates for the
right job. This process can be termed out as negative process within the enterprise.

 Job description- The systemic hiring policy get starts with accurate job description. This
is document that must be inclusive of detailed information about the job, inclusive of pay
ranges, job task and supervisory responsibility.
 Skills inventory- In order to find the ideal candidates for the job there is need to have
comprehensive list that represent ideal set of skill for an employee. The list of
requirement for the job description must have ideal candidates and it is also based on the
traits of the employees (Jiang and et.al., 2012). There are large pool of candidate who has
to perform his work in order to do the things effectively.
 Job posting strategies- with help of better and suitable plan of action and systematic
recruitment ad process aids to perform the working of enterprise in better mode. If the
person is seeking to fill an entry level job position that can be done with the help of wider
range of skilled applicants.
 Multi step recruitment- It is systematic process that aids to provide deeper insights into
jobs that helps to meet the desire skills profile for specific job. With the help of
conducting multi step interview and it becomes more challenging to business that do not
have human resource managers and direct supervising managers to collaborate.
The two sources of recruitment as-
Internal recruitment- The internal recruitment is process that can be done with help of
promotions and transfers (Kehoe and Wright, 2013). It is one of the cost effective method that
aids to boost the employee morale. This is one of the effective method that helps to retain taken
and works as to reduce employee turnover.
Strength and weakness of internal recruitment
STRENGTH-
 It aids to Enhance morale and retention. The employees must have room for advancement
and reward for job well done.
 The chances that an internal employee can transition into new role with the minimal
downtime.

 It requires less paperwork as employee can be selected from within the enterprise. There
is no requirement of new passwords, keys, insurance and tax paperwork.
WEAKNESS-
 The enterprise will not get fresh talent if they for internal recruitment.
 The risk of maintaining the status quo will not help for the new ideas and creation. It aids
to bring competitive advantage.
 Thus, enterprise will suffer from the issue as lack of diversity.
External recruitment- It is term that eliminates the problems and it is more expensive and time
consuming. It is essential to train the new employees. Furthermore, the process of selection may
not be effective enough to aids to identify the right candidate for the job (Maertz and Boyar,
2012). Thus, advantage and disadvantage of external recruitment is defined in below contexted
manner as-
Strength and Weakness of external recruitment
STRENGTH-
 It help the enterprise to attract large pool of applicants that enhance chance of finding
right person for right job.
 This is recruitment that provides opportunity for fresh outlook so that firm can able to
stay competitive (Pierce and Aguinis, 2013 ).
 Hiring an external candidates also aids to have many opportunities that helps to find
experienced and highly qualified skilled candidates that supports to firm to meet its
diversity requirements.
WEAKNESS-
 It is longer and cost involving process rather than hiring the candidates from within the
enterprise.
 This is very expensive process due to the advertising and interviews.
 The process of selection may not be effective enough to disclose the best candidates.

P3 Description on the benefits of various HRM practices for both employer and employees.
Human resource management practices aids to satisfy the employees and encourage them
in order to make contribution in firm intellectual assets (Renwick, Redman and Maguire, 2013 ).
There are number of effective enterprise that may have positive effect of HRM by assisting
employees to bring improvement. Thus, the best practices is the terms that refers to the HR
system and this also have large impact on the workforce and the organisation. Human resource
manager of the Barclays have many responsibilities within the enterprise as they use to protect
the interest of both employers and employee. Thus, HR of the enterprise needs to encourage
different teams so that they can perform their work together. Thus, benefits of HRM practices
for both employers and employee will be defined in below contexted manner as-
 The successful enterprise helps top create positive working environment and provide
favourable benefits for employee through HRM practices, keeping employee of
enterprise happy and productive.
 Human resource management practices towards to satisfy employees and encourage them
in order to make their contribution in firm intellectual assets.
 The HRM aids managers to mediate dispute within enterprise and between employers of
the firm. They works as to interpret the entity policies and procedures and also defines
appropriate workplace behaviour (Stahl and et.al., 2012).
 The HR of Barclays also takes various initiatives in terms to helping workers with
training and development of human managers. They works as to provide the training
programs and also aids to determine appropriate training material based on needs of
workers.
 Human resource manager of the enterprise provide better and effective support to
employees and provide assistance to remedy the situation. The manager to this enterprise
work as to interpret the anti discrimination and harrasnment laws and assists employees
with their legal matters.
 Human resource mangers of Barclays supports workers in order to develop career track to
pursue future opportunities.

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisation profit
and productivity.
Human Resource management of the enterprise will be involving of the practices used by
the mangers and HR workers to manager the employees. The HRM practices will be involving
the terms as performance management, hiring, firing, training and payroll and employee benefits
administration. Thus, the effectiveness of different HRM practices are defined in below
contexted manner as-
 Employee performance management and monitoring- The company HRM promote
the innovative working environment and they also works as to motivates the workers to
the enterprise for the better facilities. This all leads to enhance the productivity of the
enterprise (Vaiman, Scullion and Collings, 2012). The enterprise as Barclays needs to
manage their working in the enterprise. Thus, they need to make crucial steps in order to
take the effective evaluation between working of employees. This all leads to conduct the
evaluation process in better and efficient mode.
 Flexible working conditions- The flexibility in the workplace will aids to employers and
employees to make the better arrangement about working condition within enterprise.
Thus, the enterprise as Barclays can be able to improve their productivity and build
flexible working cultures. This helps to promote the better relation between employees.
 Learning development and training practices- In order to build better relation within
employers and employees the HR of the enterprise need to provide better learning and
training opportunities (Armstrong and Taylor, 2014). This all lead to perform the
business function in better mode. The Barclays must ensures better relation within the
employees and employers so that the effective working can be conducted.
 Effective direction setting and execution- The leaders and managers of Barclays plays
crucial role in terms to setting the direction, purpose, goals, priorities and varied role of
workers. Thus, HRM helps the Barclays to recruit the appropriate managers for right
place. This all functions leads the enterprise to the superior places with long term
productivity and profitability.
 Team and individuals goals with effective communication- Human resource manager
of the enterprise works as to set and attain both individual and team goal to achieve it.

The HRM of the enterprise provides the employees with effective mode of
communication (Functions & Practices of Human Resource Management. 2019.).
 Payment and rewards- The monetary reward for the enterprise directly tied with
particular goals and employees reinforce them in better mode. By providing reward they
can able to facilitates effective working and this all leads to conduct the better working
within enterprise. This kind of things helps to boost the moral of employees and they can
able to perform their best.
 Sharing and collaboration- The productivity and profitability of the enterprise aids to
improvize the firm freely collaborate and willingly share the best ideas and HR aids the
firm to develop formal method to enhance the way of sharing and collaboration process.
Hence, it can be concluded that Human resource management of the Barclays are taking
various initiative in order to provide better working so that each employer can conduct their
function effectively and they can avail facilities within which they can able to contribute well.
TASK 3
P5 Description on the analysis of significance of employee relation in respect to influencing
HRM decision making.
Employee relationship is very crucial as it shares the certain relationship with their
colleagues and it is very important to share a healthy relation. With help of it, the best possible
performance to customers will be given by HRM of Barclays and they can also able to promote
the growth within enterprise. Thus, Human resources strategies in terms to influence decision
making will focus over following key components as-
Competitive pay and benefits- The HR of the Barclays needs to provide those benefit package
that helps to attract and retain employees (Berman and et.al., 2015). Thus, professional of HR
and management survey the pay rates in terms to competing the business and also works as to
determine the competitive rates for employee within enterprise.
Supportive work life balance- The healthy working environment is ideal as it helps to bring
improvement in productivity and reduction in cost relates to turnover, workers compensation and
medical claims. The Barclays should also inclusive of company location, facilities, culture and
interaction between the employers and employees within the enterprise. The great enterprise

encourage and direct their employees so that they can perform their working with better
creativity.
Safe working conditions- The enterprise needs to conduct the better working condition so that
they can promote effective working conditions. To have the workplace safety the enterprise
should make plan and integrated in better mode. Thus, the HR of he Barclays must provide
adequate lighting, heating, ventilation and workspace. The better working condition stimulates
the continue growth within enterprise.
Effective communication- The employees must have better and effective communication with
the authority working at HRM level. By properly interacting them they can allow to know them
rules and regulations. By help of better communication within the workers to the enterprise the
all things can be conducted effectively (Bratton and Gold, 2012)).
Employee recognition- It is one of the possible and better approach to retain the staff so that
they can able to generate high amount of profitability. Thus, incentive programs as means of
employee recognition in workplace is one of better way to show appreciation towards employees
(Functions & Practices of Human Resource Management. 2019.). This is also very helpful in
order to keep them feel motivated and to stay them for longer period. It is process of recognise
the employees so that better performance within enterprise can be conducted.
P6 Define the various key element legislation of the and its impact on the HRM decision making.
The employment laws regulates the relations between the employees and business. With
help of complying with relevant legislation, both employers and staff of member ensures about
processes as hiring and dismissal. Thus, Barclays HR managers has to follow the following key
element legislation and this are defined in below contexted manner as-
Sex discrimination act 1975- It is unlawful to discriminate the employer against the age, sex
and their marital status. This is act of United Kingdom aids to protected the men and women
from discrimination. It is the act that puts major consideration over employment, training,
harassments and provision of goods and services. The discrimination on the basis of this ground
creates the working of enterprise and employees also get demotivated.
Race relation- This is the act that first established in the United Kingdom in terms to address the
racial discrimination. It is banned at the public areas and made the promotion in the ground of
colour, race, ethnic and national origins.

Equal pay 2010- This is an act that aids to prevent the discrimination in the ground of terms and
condition of the employment between the men and women. The main aim of this act is to
prohibit less favourable treatment between men and women in terms of pay and condition of the
employment. This is the act that provides justice to the workers who are working at the same
level. - This is an act that is unlawful to make discrimination among the person and it is
inclusive of employment, education, getting and using services etc.
National minimum wages act 1998- It is the body of law that helps to prohibits the employers
from hiring employees for less than the hourly, daily and monthly minimum wage. Thus, it can
be stated that more than 90% of the country have some kind of minimum wage legislation. In
United kingdom, from 1 April 2018 was £7.83 per hour for workers aged over 25, £7.38 per hour
for workers aged 21 to 24, and £5.90 per hour for workers aged 18 to 20. This is helpful in terms
to provide equality to the employees.
Health and safety act 1974- This is an act that lays down wide ranging duties on employers.
Thus, employer must protect the health, safety and welfare of their employees (Alfes and et.al.,
20173). The firm that operates in UK needs to frame fundamental structure and authority with
regards to encouragement, regulation and enforcement of workplace, health, safety and welfare
among the United Kingdom. Thus, employers of the Barclays must protect the welfare of the
employees in order to promote better working within enterprise.
TASK 4
P7 Application of HRM practices in the work related context.
Human Resource manager of the enterprise are responsible for performing their working
effectively and efficiently. They works as to plan, direct, recruit and hiring the staff (Beloglazov,
Abawajy and Buyya, 2012). They perform one of critical function that leads to get competitive
advantage within the enterprise. Thus, application of HRM practices of Barclays has been
defined in below contexted manner as-
 Recruitment and selection- The process of recruitment and selection can be stated as
identifying the employees and to select them so that they can conduct the working in
effective manner. The HR of Barclays put their major consideration over the things as
truly, instruction, commitment, cooperative person, and industriousness. The Barclays
takes various initiatives in order to find out the potential people who are graduated and
attended the professional course. For example- Barclays is a global organisation and this

firm offer the opportunities around the world and careers are both challenging and
rewarding. By hire the people at all stage of their career from apprentices and graduates
to experience senior leaders. Thus, firm has offered the employment to more than 150
graduates.
 Learning and development- This process is need to be carried for the constant purpose.
Thus, learning session to new employees assist them with knowing more about the terms
as objectives, working conditions, productivity etc. Thus, Barclays works as to provide
training to their staff so that there can be possibility to build better productivity (Buller,
and McEvoy, 2012).
 Performance management- This is process of creating the work environment and enables
people to perform their role with their best abilities (Functions & Practices of Human
Resource Management. 2019). It includes the procedures as to provide feedback,
accountability and also aids employees towards organisation goals. In order to bring
effective working environment Barclays uses 360 degree technique to analyse the
performance of employees within the enterprise. It is the input that is made with the help
of data collected through their chiefs and subordinates of specific worker.
 Compensation and benefits- In this, it can be said that by depending over the needs of
organisation, manager of compensation works as to oversee the company performance
evaluation in the better mode. They need to handle the benefits of employee reward
system such as bonuses, merit raises and pay for the performance plan. For example-
Barclays offers maternity leaves to their employees and also provide expected working
working conditions and compensation to workers so that they can feel motivated to
perform at their best level.
JOB SPECIFICATION
Job Title- Human Resource Manager
Reports to- Store Manager, ABC LTD.
Summary- The Human resource manager of enterprise is responsible for Woking with the
ABC services in order to accomplish the operational goals and standards. Thus, Human
resource manager will focus over the administrative aspects.

COMPETENCIES-
 Leadership
 Communication
 Team work
 Adaptability and Flexibility
 Decision making & Judgement
 Problem solving
 Accountability and dependability
 Customer focus
JOB DUTIES-
 Create schedule the work to ensure adequate and efficient staff at all times.
 Facilitates clear communication between retail floor staff.
 To deal with issues of employees and customers.
 To motivate staff and maintain positive working environment
 To provide helps in grievances of employees.
REQUIREMENTS-
 The post secondary education is preferred
 Candidate must have 2 year of experience in Hospitality enterprises
 Continual on the Job training is required.
PERSONAL SPECIFICATION
PROFESSIONAL SUMMARY-
A committed physical fit, hard-working and reliable person. I am John, want to be appoint as

Jamie oliver start restaurant. I am very passionate about cooking in a hospitality industry. I
have very much interest in Food technology. I always works as to put the major focus over
hygiene and cleanliness at workplace. I always try my best to try new food and provide better
services to the customers.
CORE QUALIFICATION
City & Guilds Accredited Level 2 Certificate in Food Safety and Hygiene.
Level 2 Award in Health and Safety in the Workplace.
Chef at ABC Ltd for 2 years
ACADEMIC QUALIFICATION
Food Academy London for 3 years.
KEY SKILLS-
 Through Working knowledge of Food and Safety legislation and guidelines.
 Skilled in various area of Food preparation
 Responsible for Kitchen cleanliness and monitoring and record keeping for the Food.
EXPERIENCE
 Catering assist ant at Raw foods LTD.
 Preparing and serving food
 Liaising with customers and suppliers
 Responsible for kitchen cleanliness and monitoring and record keeping for Food
Safety.
CONCLUSION
Based on the above report it can be concluded that Human resource management is one
of strategic approach that aids to gain the competitive advantage within the enterprise. It is
designed in terms to maximise the employee performance in order to have better and effective
employer strategic objectives. The present report is based on the business activities of the
Barclays, it is investment bank and formulates to provide better assistance to customer.
Furthermore, the report has covered the purpose and function so that HR of the enterprise
can perform their working in better mode and this leads to achieve the competitive advantage.
Thus, report also has covered the HRM beneficial approaches so that all things can done

effectively. Lastly, Application of Human Resource Management in work related context must
be drawn.

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Online
A Systematic Approach to Recruitment & Selection. 2019. [Online] Available
through:<https://smallbusiness.chron.com/systematic-approach-recruitment-selection-
10941.html>.
Functions & Practices of Human Resource Management. 2019. [Online] Available
through:<https://smallbusiness.chron.com/functions-practices-human-
resource-management-59787.html>.