The Role of HRM in Enhancing Performance

This assignment delves into the crucial role of Human Resource Management (HRM) in boosting employee performance. It emphasizes the responsibilities of managers in cultivating a safe and inclusive work environment, free from discrimination. The document highlights the importance of effective HRM practices, including recruitment, selection, and fostering positive employee relationships, to achieve optimal results.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing........1
P2 Strength and weaknesses of different approaches to recruitment and selection....................3
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices for both the employer and employee...........................4
P4 Effectiveness of different HRM practices in term of raising organizational profit and
productivity.................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relation in respect to influencing HRM decision making..............6
P6 Key elements of employment legislation and the impact it has upon HRM decision making
.....................................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Employees are the major part for every business organization because they execute their
activities for attaining better results. In this manager play important role in managing workers
and their performance in order to enhance overall productivity of the company. Basically HRM
is an effective function which focus on managing as well as providing better direction to all those
workers who are work within the company (Park and et. al., 2014). With the help of this, firm
easily maintain better relation with their employees by providing them better welfare. Along with
this, human resource management also provide path to manager in order to accomplish entire
goals and objectives in appropriate time frame. It also include process of recruitment, selection,
training and development, orientation which leads in attaining better performance of the workers
at workplace. Present report is based on HSBC, is a British international bank which provide
various financial services to its customers in order to get their better satisfaction. In this, function
and purpose of HRM is mentioned in this report. Different recruitment methods and its strength
and weakness is also discussed.
TASK 1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing
Human resource management is more important for every company because it helps in
improving overall performance level of the workers by managing their activities. In this manager
also play vital role in providing them better training and development programs to attain the
same in systematic manner. With the help of this they easily accomplish their goals and
objectives and also attain competitive advantage. Along with this, it is also important for
manager of the company to provide positive and healthy work environment so that they retain
their workers for long time period of time (Wagner, 2011). HRM concept help manager to recruit
right person for right job at right time within the workplace which leads in enhancing their
workers morale towards the works so that they effectively perform their activities and attain
positive results. In this context, there are some important function of HRM which follow by
HSBC bank within their workplace are as follows: Planning: It is main function of HRM in which manager develop an effective planning
process for entire business and workers activities so that they easily execute their work
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effectively. Basically it is an appropriate path which helps in providing better direction to
staff members. To attain the better results manager formulate an effective plan by using
various strategies which leads in improving the overall performance level of the
company. Thus manager easily determine the vacant position of the company. Organising: This function comes after better planing process, in this manager determine
the workers needs in business organization. By this manager effectively manage and also
maintain the better coordination among entire activities of the workers at workplace. Directing: The direction function of human resource management helps in encouraging
workers towards the work and activities in order to hit company goals and objectives
(Functions of HRM, 2017). In this manager provide better guidance to its workers so that
they get motivated and enhance their performance level. Controlling: It is also an important function of HRM in which manager include
observation and comparison of entire results which helps in reducing the chances of
arising any kind of deviations. With the help of this manager of HSBC easily control as
well as monitor employees performance ion effective manner.
 Training and development: For enhancing the workers performance and productivity it
is important for manager to provide them better training. With the help of this they
enhance their skills and knowledge towards the work so that they effectively deal with
their task an maintain better relation with their subordinates. As a outcomes, productivity
and performance will get enhances and appropriate way.
Purpose of workforce planning: It is a systematic process which include an effective planning
to forecast the human resource requirement within the organization. With the help of this
manager effectively recruit right skills employees at the right time and correct position which
provide long term benefit to the company. In context of HSBC bank, manager utilize their
human resource in order to attain better results and also enhance their performance level. Along
with this it also helps in establishing positive relation among all the employees at workplace.
Along with the main purpose of HRM is to maximize productivity level of the company
by utilizing as well as optimizing the overall effectiveness of the workers at workplace. there are
some important purpose of human resources management in HSBC bank are as follows:
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 Motivation of staff members: One of the main purpose of human resource management
to provide better advantage to its workers as per their performance (Warner, 2014). With
the help of this, manager easily motivate them and also influence them to perform their
task in minimum period of time. Improve workers effectiveness: It is important for management to provide better training
and development session to improve workers performance in adequate way.
 Policies and procedures: It is main purpose of HRM is to maintain the better
environment and decorum at workplace in which management of HSBC set some
effective policies. It follow by every person who work in company which leads in
improving their performance level.
All these are main purpose and function of HRM in HSBC bank which provide various
advantage in order to enhance their productivity level at market place.
P2 Strength and weaknesses of different approaches to recruitment and selection
Recruitment is an effective process for select and appoint capable candidate for correct
job position. Basically it is one of the important function of HRM which help company in getting
skilled workforce in order to attain competitive advantage in effective manner. In this context,
HSBC bank use two approaches to hiring capable candidates.
Internal approach: Under this approach, company give opportunities to their workers to attain
higher position at workplace. For this manager assess e workers skills and capabilities to take
final decision towards the recruitment. The main advantage of this approach is to take fast
decision. Strength: This approach helps in saving time and cost of the company because it helps in
motivating existing workers. Along with this it also encourage workers morale and also
save training cost. Weakness: The negative point of this approach is that it fails in bringing innovation
within the workplace. It also negatively affect the workers productivity when employees
fails in getting promotion.
External approach: This approach is also important for company to fill their vacant position.
Basically it is more effective methods as compare to internal approach because it helps in
defining innovation. There are some strength and weakness of this approach are as follows:
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 Strength: The main advantage of this approach is to determine innovative ideas at
workplace which helps in enhancing the productivity level of the company. It also helps
in attracting larger number of customers towards the company products.
 Weakness: This approach is very expensive and time consuming because new workers
take more time to understanding the company culture.
Selection: This process is also important for company which comes after recruitment. In
which manager take final decision for selecting right candidates for a particular job position. In
this there are some following approaches of selection: Systematic: Under this approach, manager follow systematic process to take final
decision to select the final candidates. In this manager assess abilities of all the candidate
in order to select right one. It also define various benefits to the company.
 Unsystematic: In this manager choose candidates randomly from all the application and
CV. After that they compare the skills and quality of the people which require for a
particular job. If candidates pass in this criteria then manager select them for filling their
vacant position.
TASK 2
P3 Benefits of different HRM practices for both the employer and employee
HRM practices are the essential for every business organization to improve their
productivity level because it aid in providing better motivation to workers. HSBC also use
various HRM practices to establish better working environment at workplace. In this context
there are some effective HRM practices which beneficial for workers and its manager. These can
be understood by some points are as follows:
Management of workers performance: In today's business environment, workers are the
important for company to attain better results without this firm can not able to attain success. For
this manager is responsible to evaluate and assess the performance of workers on continuous
basis. With the help of this manager easily understand the gap between current and actual skills
of the employees. By thus manager offer better training and development programs as per
workers requirements. The main benefit of this practice is to encourage workers morale towards
their task and also attain their commitments.
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Training and development of employees: Under this practice, manager of HSBC
increase employees skills and abilities by proing them better training and development session.
With the help of this company increase their profitability level just because of well performance
of workers.
Apart from this, HRM benefits provide various benefits to workers and manager at
workplace. All these are as follows:
Benefits to employees:
 Motivate workers: HRM practices helps in setting positive and healthy work environment
to their workers so that they get motivated and also encourage their morale. For attaining
the same HSBC provide fair wages to its workers in order to improve their performance
level.
 Provide training: HRM practice helps in determining the training needs of the workers in
which manager evaluate the gap between their skills so that they easily provide them
better training. As a results workers complete their task in creative way.
Benefits to employer:
 Create positive work environment: Under this, manager offer fair wages to their workers
which leads in accomplishing positive work environment. With the help of this workers
increase their productivity level.
 Helps in taking right decision: The main advantages of HRM practice for employer is that
they easily take right decision by understanding entire activities of the company.
P4 Effectiveness of different HRM practices in term of raising organizational profit and
productivity
Concept of HRM is important for company to attain better results because it helps in
improving performance of the workers by providing better appropriate services at the time of
executing their activities (Kim and Bae, 2017). Along with this, manager of HSBC use HRM
practices to manage workers activities and reduce the waste expenditures in order to increase
profitability level of the company at market place. In this context, effectiveness of HRM
practices which contribute in enhancing the productivity level of HSBC. There are some ways in
which HRM practice helps in attaining productivity level which can be understood by following
points:
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 Training and development: For attaining positive outcomes, it is important for manager
to provide better training and development programs to their workers as per their
performance. If they find any requirements then they provide them training and enhance
their productivity level. It help HSBC bank capture market share by attaining higher
profitability. Flexible working hours: Provide better working hours is also vital for manager to
maintain positive relation with the workers. It directly affect the employees and employer
relation in positive way. Recruitment and selection: If manager recruit recruit right and capable workers at right
place which aid in improving the performance of the workers and company also. By this
HSBC manager easily motivate their employees so that they hit their target in appropriate
way. Motivation tools: Every workers wants improvement at workplace to enhance their
productivity. For attaining the same manager use various motivational tools like rewards,
incentives and more. By this manager provide them better services to motivate them
towards their work and also enhance their morale. With the help of this HSBC retain their
employees for long period of time.
 Performance management: Under this, it is important for HSBC manager to measure
overall performance of workers continuously (Gurkov, Zelenova and Saidov, 2012). It
helps in reducing the chances to creating any kind of issues and obstacles. It directly
contribute in overall growth of the company at market place.
TASK 3
P5 Importance of employee relation in respect to influencing HRM decision making
Employees are the main asset for business organization who contribute in overall success
of the company at market place. For establishing better relation, it is important for manager to
create positive work environment at workplace which leads in improving the performance level.
If manager provide better services to their workers then they easily establish strong relation with
them which directly contribute in enhancing the overall performance of enterprise. Along with
this, employee relation important in decision making activities to HRM which leads in increasing
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productivity level and also maintain healthy work environment at workplace (Guest, Paauwe and
Wright, 2012). In this context, there are some main importance of employees relation in HSBC
bank and its decision making activity: Increase involvement of the employees: Better employee relation effective at workplace
which influence the workers to involve in every business activities which leads in
improving their performance level. By this HSBC bank easily take right decision in
effective way. Maximize profitability: Employee relation also play vital role in enhancing profitability
level of the company. By this workers effectively offer quality services to its customers
as per their requirements. It help company in capturing larger market share form its
rivals. Reduce risk factors: Strong employee relation helps in reducing the chances of arising
conflict situation because it help workers in accepting challenges and determine better
solution to resolve entire issues. With the help of this HSBC make better working
environment at workplace.
 Increase sales: By better employees relation, workers deliver quality services to its
customers as per their demand. With the help of this, company enhance their productivity
level and also create customers base.
All these elements of employee relation help decision making process of the company.
With the help of this HSBC easily introduce their positive brand image at market place as
compare to its rivals.
P6 Key elements of employment legislation and the impact it has upon HRM decision making
Employment legislation are the legal frame which helps organization to protect workers
at workplace (Conesa-Zamora, and et. al., 2011). With the help of this manager easily maintain
healthy and positive relation with their workers so that they perform their activities effectively
without any grievances. Along with this, various elements of employment legislation directly
affect the decision making process of the company. For accomplishing positive work
environment, it is important for manager to follow all the legislation to protect workers interest
towards the work. In this context, there are some important legislation which follow by HSBC
bank are as follows:
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 National minimum wages act, 1999: Under this act, manager have to responsible for
providing equal salary to their workers as per their capabilities and performance. By this
HSBC bank provide appropriate salary to their workers and also maintain better
environment at workplace by reducing conflicts situation. Equality act: Under this act, manager should treat all the workers equally at workplace so
that every employees maintain better relation with others. Health and safety act, 1974: According to this legislation manager of the company
responsible to providing safe and healthy working environment to their workers so that
they effectively perform their activities without any adverse situation.
 Anti-discrimination act: Mainly this act define the equality aspect to the employees. In
this manager should not discriminate as per the workers colour, gender, culture because it
negatively effect the overall performance of the company(Collins, Zhu and Warner,
2012). So that it is important for manager to maintain positive work environment in order
to encourage their workers to perform well and attain better results.
CONCLUSION
From the above mentioned report, it can be summarised that human resource
management play important role in enhancing the performance level of workers. In this manager
responsible for managing employees activities in systematic way in order to attain positive
outcomes. Along with this, manager also use recruitment and selection methods to select skilled
and experienced person with their company. Further better employees relation also helps in
encouraging the workers to attain better results.
REFERENCES
Books and journals
Collins, N., Zhu, Y. and Warner, M., 2012. HRM and Asian socialist economies in transition:
China, Vietnam and North Korea (pp. 598-619). Edward Elgar Publishing.
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Conesa-Zamora, P., and et. al., 2011. Comparison of allelic discrimination by dHPLC, HRM,
and TaqMan in the detection of BRAF mutation V600E. The Journal of Molecular
Diagnostics. 13(5). pp. 467-473.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons.
Gurkov, I., Zelenova, O. and Saidov, Z., 2012. Mutation of HRM practices in Russia: an
application of CRANET methodology. The International Journal of Human Resource
Management. 23(7). pp. 1289-1302.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor & Francis.
Park, H. J., and et. al., 2014. MNC knowledge transfer, subsidiary absorptive capacity and HRM.
Journal of International Business Studies. 45(1). pp. 38-51.
Wagner, M., 2011. Environmental management activities and sustainable HRM in German
manufacturing firms–incidence, determinants, and outcomes. German Journal of
Human Resource Management. 25(2). pp. 157-177.
Warner, M. ed., 2014. Confucian HRM in greater China: Theory and practice. Routledge.
Online
Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
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