Effective HR Practices for Organisation Success

The assignment emphasizes the need for organisations to conduct effective recruitment and selection processes, provide necessary trainings, and compensate employees according to their performance. It also stresses the importance of maintaining effective employee relations to reduce conflicts and create a harmonious work environment. The document is based on various books and journals in the field of human resource management, including Armstrong's Handbook of Human Resource Management Practice and Strategic Human Resource Management by Bailey et al.

Human Resource
Management1&2

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................4
1. An overview of the organisation.............................................................................................4
2. Purpose and Key roles and responsibilities of the HRM Functions. .....................................4
3.Approaches to work force planning, training and development, reward system and
performance management. ........................................................................................................5
4.Approaches to effectiveness of employee’s relation and employees engagement...................6
5. Key areas of employment legislation within which the organisation must work...................8
PART 2............................................................................................................................................8
1. The design of a job specification of given position in the organisation.................................8
2. A CV for each student, tailored to apply for one of the position..........................................11
3.Documentation of preparatory notes for interviews...............................................................12
4. A job offer to the selected candidate ...................................................................................13
5. An evaluation of the process and the rationale for conducting appropriate HR practices. . .13
CONCLUSION..............................................................................................................................13

INTRODUCTION
Human Resource Management is concerned with the process of hiring, developing and
management of employees within the organisation to achieve goals and objectives in a effective
manner. It is responsible for formulating various HR policies and strategies to make the
employee work in a proper direction and allows them to retain in the organisation for a longer
time period (Armstrong and Taylor, 2014). Its practices mainly includes training and
development, orientation and compensation benefits. This project is based on Barclays Bank. It
is a British Multinational investment bank and financial service company, headquartered in
London. It has organised its business into four core areas such as Personal banking, corporate
banking, wealth management and investment management which requires various HR practises
to retain employees within the organisation for a longer time period. The project will throw lights
on purpose and the scope of HRM in terms of resourcing organisation and evaluate the
effectiveness of various key elements of HRM. It also elaborates key areas of employment
legislation within the organisation and also analyses the application of HRM practices in a work
related context.
PART 1
1. An overview of the organisation.
Barclays bank is a British multinational investment bank and a financial service company
founded on 17 November 1690 which is headquartered in London, UK. It has organised its
business into four areas such as personal banking, corporate banking, wealth management and
investment management. It has a revenue of around 2,113.6 crores and around 80,000 employees
are working over there. It is listed primarily on the London Stock Exchange and has secondary
listing on New york stock exchange. In order to manage all such employees organisation requires
various HRM practices to retain employees within the organisation for a longer period of time
and requires various approaches to work force planning, recruitment and selection, training and
development and performance management (Bailey and et. al., 2018).
2. Purpose and Key roles and responsibilities of the HRM Functions.
Human Resource Management is concerned with the approach of recruitment and
selection, training and development to the employees, providing compensation benefits and

maintaining effective relation with employees. There are various purposes to HRM functions
which are described as follows-
Purpose of HRM functions
 Recruitment and Selection- HRM within the respective organisation is concerned with
proper recruitment and selection of employees according to the requirement of the skills
needed to work in the organisation. Its main purpose is to fill vacancy within the
organisation and retains workforce within the respective bank for a longer period of time
(Brewster and Hegewisch, 2017).
 Training and Development- This functions includes providing training to the employees
so that business activities can be performed effectively and able to achieve set targets. Its
main purpose is to enhance skills and capabilities of the individuals so that they can
perform complex task without any problems.
 Develops Effective Employee Relations- This is concerned with developing harmonious
relations at work place environment to reduce conflicts and allows open and honest
discussion among employees. It main purpose is to reduce conflicts and allow employee
to work with great dedication towards the attainment of goals (Brewster, Chung and
Sparrow, 2016).
Roles and Responsibilities of HRM functions
There are various roles and responsibilities of HRM functions which are described below-
 HRM at Barclays bank is responsible for providing training to the employees so as to
enhance their skills and knowledge to perform task effectively.
 It is responsible for proper recruitment of employees according to the requirement of the
skills and knowledge in the organisation and therefore properly selects the employee.
 They are responsible for providing proper compensation benefits to the employees by
providing them incentives according to their performance which will motivate employees
to work effectively.
3.Approaches to work force planning, training and development, reward system and performance
management.
Their are various approaches to work force planning, training and development, reward
and performance management which the HRM at Barclays bank should adopt to resource talent
within the organisation.

Work force Planning-
It is an process to align the needs of the manpower in the organisation and deploys
through conducting recruiting process in a effective manner. It assist the Barclays bank to fill the
vacancy according to the requirement of the skills needed to perform job in organisation.
Approach to Work Force Planning-
Situational Work Force Planning- It is a specific one time approach which determines
Barclays bank to recruit the employee needed to execute and complete the specific business
challenge. This helps bank to achieve their targets through proper recruitment of candidates./
Training and Development-
Barclays bank should provide training to its employees which allows them to perform
business task in a proper manner. It will enhance their skills to perform complex tasks, this also
leads to development of individuals for their future growth (Briscoe, Tarique and Schuler, 2012).
Approach to training and Development-
Their are two types of training and development approaches such as on the job and off
the job training approach which are discussed as follows-
 On the job training- This approach is concerned with providing training to its
employees while they working in the respective bank. This allows them to understand
their work activity in a proper manner and leads to accomplishment of tasks within
specific time.
 Off the Job training- This approach is concerned with p[providing training to the
employees away from their organisation. They have a specialised training centre which
includes training in the form of various simulation programmes, management games and
lectures.
Performance and reward system
Employees should be provided proper compensation and incentives benefits according to
their work and their performance should be managed by continuous monitoring of employees
work and provides them necessary feedbacks to maintain the quality of their performance and
helps organisation towards the attainment of organisational goals (Budhwar and Debrah, 2013).
Approach of Reward System-
 Total Reward Approach- This approach focuses on rewarding the employees against
their work in the form of increase in pay and pensions and provide bonus according to

their performance of work. This would make the employees earn more rewards by
working with great dedication.
Approach to Performance Management
 Total Quality Approach- This is an performance management approach which will focus
on monitoring employees performance and provides necessary feedbacks to them so as to
improve their performance. This helps the employees to maintain quality of performance
4.Approaches to effectiveness of employee’s relation and employees engagement.
In order to reduce employees conflicts and maintain effective relations with them, HRM
at Barclays bank should create harmonious work place environment and allows fair and open
interaction among employees so as to enhance employees engagement. Their are various
practices of HR which Barclays bank should adopt so to retain quality workforce within the
organisation for a long time. These are explained as follows-
 Proper Training – Providing Training is very essential for the organisation as it
enhances their skills to work efficiently in the organisation . Barclays bank should
provide training to their employees so as to make them work effectively on new software
and applications. This helps in retaining employees within the organisation as well as
assist the towards the attainment of organisational goals(Human Resource Best Practices.
2018).
 Proper Performance and Reward Management- Compensation and incentives should
be provided to the employees according to their work which will increase their
motivation towards their work and will also leads to increase in employees engagement
within the bank and also reduces employee turnover.
Approach to effectiveness of employee engagement and employee's relation.
Employee Engagement- Employee Engagement refers to the attitude that when
employees are highly enthusiastic and dedicated towards their work and helps in achieving
organisational goals. This will help organisation to enhance their growth and productivity level.
Employee Relations- Employee relations emphasis on harmonious relationship between
the employees and supervisor so that both can work effectively towards the realisation of goals.
This could be maintained by treating all the employees fairly so that all employees feel they have
a equal value in the respective bank and feels committed and loyal towards their job (Budhwar
and Debrah, 2013).

Their are several approaches to maintain employee relations and enhance employee
engagement in organisation which are described as follows-
 Human Relations Approach- This approach focuses on behaviours of the individuals
and the groups to behave effective and modify their behaviour towards the achievement
of organisational objectives. This approach is inter-disciplinary in nature and if
employees and workers develops mutual relations , conflicts can be minimised and
targets can be attained in a proper manner.
 Psychological Approach- This approach states that if there are differences in the
opinions and perceptions of employer and the employee, this would lead to arise of
conflicts between them. In such situation management should consider the perception of
both employers and the employee and should decisions in favour of both so as to
maintain friendly atmosphere within the respective bank( Buller and McEvoy, 2012).
 Gandhian Approach- This approach focuses on fundamental principles of truth and non
violence. If the employees follows the principles of trust, there would be no chances of
conflicts moreover workers should address their problems in a peaceful manner by
avoiding strikes in a non violent manner. This will assist in maintaining employee
relations and enhances employees engagement towards their work.
These are the various approaches to maintain effective employee relations and
engagement towards their work and will lead to minimisation of conflicts in a peaceful manner.
Flexible Organisation- Flexible organisational practices in the Barclays bank would
allows employees to work effectively and could take necessary decisions wherever possible so as
to meet business objectives in a short period of time. Under this flexible organisational structure
they doesn't have a centralised structure of work employee should work according to the
customer needs so as to benefit them and leads to attainment of goals.
Flexible Working Environment- This practice adopted by the Barclays bank allows the
employee with the facility of flexible working hours, working from home facilities and sharing
of work responsibility with others encourages to work with great motivation towards the
attainment of goals and objectives (Chelladurai and Kerwin, 2017).
Employer of Choice- This provides an employee with a harmonious work culture
environment so as to attract and retain superior employees and develops effective relation among
the employees at the work place.

This approaches when adopted by the organisation would lead to collaborative working
and enhances employee engagement towards their work and would achieve targets within the
specified time period.
5. Key areas of employment legislation within which the organisation must work
Employee legislation introduces to laws and legislation which is regulated by government
in order to protect the rights of workers employing in the organisation. There are certain types of
key legislation that highly effects on Human resource decision making are explained below:
Data protection act 2018: It introduce to human resource or organisation should not
disseminate data of workers to third party as well as unauthorized company without acquiring
assent of the employees. Beside this, an organisation can not take employee's personal
information which are already banned by government of specific nation. For example: If data of
worker is hand over to another person by the firm then their trust and faith on the organisation
would be decreased which will impact their efficiency or effectiveness at work negatively. So
Human resource of Barclays bank should applied this act of legislation at the period of hiring the
workers and take those data only which is useful for Bank.
The Equal Pay act 1970: It is also refer as an important law which should apply by
Bank. This law states that each and every person should acquire pay as per their skills and
performance rather than on the basis of caste, gender, religion, race etc. If workers are acquiring
amount of capital according to biases or favouritism then it would enhance conflict and
demotivation among workers which is not a positive sign for their future growth and
development. For example: If employees at Barclays Bank are acquiring payment on the gender
basis, so the gender of those employees acquire less pay will be encouraged or motivated by the
HR behaviour which will reduce their efficiency and productivity level at work. So human
resource of Barclays Bank should decide to reward or pay on the basis of employee's
performance.
Employment regulation act 1994: Under this act initiatives was taken to protect
employment and common interest of every employee. It involves protection of employees from
any illegal activity which is major threats for the employment. This act sets out the basis
employment terms which the organisation must give to the workers in a written form within two
months of starting time the employment. This act highly impact on HR decision making in

deciding what work or shift would be provide to the employees as per its work and performance
at work place.
Employee legislation introduces to laws and legislation which is regulated by government in
order to protect the rights of workers employing in the organisation. There are certain types of
key legislation that highly effects on Human resource decision making are explained below:
Data protection act 2018: It introduce to human resource or organisation should not
disseminate data of workers to third party as well as unauthorized company without acquiring
assent of the employees. Beside this, an organisation can not take employee's personal
information which are already banned by government of specific nation. For example: If data of
worker is hand over to another person by the firm then their trust and faith on the organisation
would be decreased which will impact their efficiency or effectiveness at work negatively. So
Human resource of Barclays bank should applied this act of legislation at the period of hiring the
workers and take those data only which is useful for Bank.
The Equal Pay act 1970: It is also refer as an important law which should apply by
Bank. This law states that each and every person should acquire pay as per their skills and
performance rather than on the basis of caste, gender, religion, race etc. If workers are acquiring
amount of capital according to biases or favouritism then it would enhance conflict and
demotivation among workers which is not a positive sign for their future growth and
development. For example: If employees at Barclays Bank are acquiring payment on the gender
basis, so the gender of those employees acquire less pay will be encouraged or motivated by the
HR behaviour which will reduce their efficiency and productivity level at work. So human
resource of Barclays Bank should decide to reward or pay on the basis of employee's
performance.
Employment regulation act 1994: Under this act initiatives was taken to protect
employment and common interest of every employee. It involves protection of employees from
any illegal activity which is major threats for the employment. This act sets out the basis
employment terms which the organisation must give to the workers in a written form within two
months of starting time the employment. This act highly impact on HR decision making

PART 2
1. The design of a job specification of given position in the organisation.
Job Description or JD is an document which provides details about the duties and
responsibilities of the position and specifies the qualifications or skills needed by the candidate
in order to perform job.
Job Description
Company Name: Barclays bank
Job title: Finance Manager
Department: Finance and Accounts.
Reporting To: Commercial Head of finance and Accounts Department
Job Type: Full Time
Salary: £ 69,000
Location: London
Job Purpose:
 Evaluates company's financial status and their performance to identify the areas for
potential improvement.
 Research and analyse financial reports and stay up to date with the technological
advancements of accounting software.
 Determines and evaluates the potential expenses or investments that are large in nature
and properly plans and controls the profit of the company.
Responsibilities
 To provide useful information regarding to financial reports to the senior executives
which aids them to take proper long term and short term decisions.
 Monitors day to day financial operations within the company related to payroll
invoicing and reviewing tax and GST audits.
 Contract outside services for auditing, investments and other financial needs according
to the requirement of the organisation.
 Preparing financial reports on a monthly basis to determine profit and loss for the

company.
 Understand and adheres to financial legislation,laws and regulation.
Interested and qualified applicants can share their resume on [e-mail] or through
LinkedIn or provided contact number.
Thanks & Regards
XYZ
Human Resource Manager
Barclays Bank
London
Contact number: 015645907389
Person Specification- Personal Specification describes the personal attributes required in
the potential employee. It describes the skills needed to perform the work of the position offered
by the company. It mainly outlines educational requirements and skills and experience needed by
the candidate in order to perform job duties.
PERSONAL SPECIFICATION
JOB TITLE:- Finance Manager
Experience Necessary Demanding
Working experience as a
Finance Manager .
6-7 years Minimum of 5Years
Skills/knowledge/cognition Necessary Demanding
Skills in accounting
application and software.
Certified diploma in
accounting software and well
versed with tally and SAP
software.
A+ Grade
Qualifications needed in
educational sector
Necessary Demanding
 Chartered Accountant Requirement is major work A+ Grade

 Masters in Business
administration
 Graduate (finance and
Accounts)
experience under GST and
Tax Audits.
Personal skills PERSONAL
SPECIFICATION
JOB TITLE:- Finance
Manager
Demanding
 Good knowledge of
financial acts and laws
and able to apply
accounting software in
practical action.
 Proper communication
skills in order to
interact with clients of
different countries.
 Should have proper
decision making skills
and able to complete
task within specified
time period.
Applying candidates should
necessary posses
communication and decision
making skills to perform tasks
effectively.
English(UK), (US) and (AUS),
Spanish and French
Interested candidates please send their resume at [e-mail].
Time of reporting: 10:30 am to 06:30 pm

2. A CV for each student, tailored to apply for one of the position
Curriculum Vitae(CV)
XYZ
Address: Harbour street, London (4589)
Email id: [e-mail]
Professional summary: Innovative and result proven with significant experience believes in
higher profitable and productive work. Highly effective manager with demonstrated ability able
to manage employees, teams and ensures enterprise success. Highly ethical and dedicated
towards meeting the business objectives.
Skills:
 Strong communication skills assist me to communicate with employees in a positive
way s as well as strong knowledge and working experience under the finance field helps
to complete work within a specified time. I have various positive skills as like extensive communication, co-operation and also
enriched with critical handling of situation, analytics and strong attention on any
scenario.
Work experience:
 Experience of 3 years working in HSBC bank, Hired as a Finance Manager in JP Morgan and base for 2 YEARS
Education:
 Completed Masters in Business Administration from University of London.
 Completed graduations in Finance from University of London.

 Certified Diploma in SAP and Tally Software.
Hobbies and interest: My interest mainly includes in finance field especially under tax audits
along with this mu hobbies include singing and reading novels.
3.Documentation of preparatory notes for interviews
Interview questions for hiring for the post of finance manager are described as follows-
 What are the Key elements to evaluate company's investments?
 What metrics are used to evaluate organisations progress?
 How to analyse financial reports of the company to determine them whether accounting
acts are adopted accurately (Drucker, Harrison and Lock, 2017).
 Tell me your knowledge regarding financial regulations that benefited the company.
4. A job offer to the selected candidate
OFFER LETTER
Sir, Madam
Address
Date
With your application submitted and subsequent interview conducted, management is
pleased to inform you that you are being selected for the position of Finance Manager, your
knowledge, skills are appropriate according to the requirement of the organisation. During your
employment period you will be paid salary range of £ 69,000 per year as been discussed.
Compensation would be paid on a regular basis according to company's payroll system.
Kindly bring the copy of this letter duty signed as a token of acceptance of this offer.
Regards
Barclays Bank
HR Team
5. An evaluation of the process and the rationale for conducting appropriate HR practices.
It is necessary for the respective company to evaluate the rationale for conducting
appropriate HR practices as there are various HR practices such as providing training and
development, proper compensation benefits, flexible working hour practices. These practices

adopted by the bank makes the employee highly motivated towards their works and helps
organisation towards the attainment of organisational goals. Barclays bank should conduct
interview of the employee effectively so that better employee can be selected and appropriate
training should be given so as to maintain quality workforce within the respective organisation
for a longer period of time (Kehoe and Wright, 2013).
Therefore Human Resource Audit is an comprehensive method in order to review the
current human resource policies and procedures and identifies the need for improvement and
enhancement of the HR practices within the respective bank.
CONCLUSION
From the above report it has been concluded that organisation should effectively conducts
the recruitment and selection process so as to perform business activities in a proper manner.
Employees should be provided with necessary trainings and should be compensated according to
their performance of work which makes them motivated to perform effectively. Companies
should also maintains effective employee relations so as to reduce conflicts and makes a
harmonious work place environment. Employees at the organisation should be selected
according to the skills and knowledge requirement in the organisation which assist them to
achieve goals and objectives in a proper manner.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp. 43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Drucker, P., 2012. The practice of management. Routledge.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pattanayak, B., 2018. Human resource management. PHI Learning Pvt. Ltd..
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
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ONLINE
Human Resource Best Practices. 2018. [Online]. Available
through:<https://www.digitalhrtech.com/human-resource-best-practices/>.