Application of HRM Practices in Barclays Bank

The assignment details the various functions of an HR manager at Barclays Bank, including planning, organizing, controlling, recruitment, selection, training, development, reward systems, performance appraisal, and employment legislation. A specific example of a job specification and CV analysis is provided, demonstrating the effective utilization of HRM practices to achieve competitive edge in the marketplace.

Human resource
management

Table of Contents

INTRODUCTION
Human resource management is defined as the strategic approach to an effective
management of individual in an organisation so as to gain competitive advantage (Human
resource management, 2019). It is basically designed to maximise employee performance so that
they can come up with best outcome for an organisation. The company which is being taken into
consideration to carry output this assignment is BARCLAY which is a British multinational
investment bank and financial services company with its headquarter in London and was
founded in 1690.
This report focuses on purpose and functions of HRM applicable to workforce planning
and the strength and weakness of different approaches to recruitment and selection. In addition to
this benefits of different HRM practices for both employer and employee is being explained
along with key elements of employment legislation and the impact it has upon HRM decision
making. Lastly, this file focuses on applications of HRM practices.
TASK 1
P1Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation
HRM Definition
HRM is refers to human resource management which is defined as the process of
managing workforce in an organisation in an defective and efficient manner so as to archive
targeted aims and objectives on time (Rosemann, 2016). In addition to this it involves hiring,
firing, training and motivating workers so that they work towards attainment of organisational
goals. Therefore main role of human resource management of BARCLAY is to suggest
management team how to strategically mange individual working in an organisation as a
business resources. It basically includes recruiting and hiring employees, coordinating workers
benefits and suggesting workforce training and development strategies.
Workforce planning definition
Workforce planning can be defined as a strategy which is used by employers so as to
anticipate workers needs and deploys employees most effectively, usually with advance human
resources technology. Therefore workforce planning is done by BARCLAY because it makes
everyone from staff to management look into the future for themselves and for an organisation.

Nature of strategic HRM
 Firstly it can be said that it is pervasive in nature which means it is present in all
enterprises.
 Second nature of HRM of BARCLAY is that it focuses is on result rather than on rules
and tries to helps workers to develop their potential fully.
 Third nature of HRM of BARCLAY is that it encourages workers to give their best to
an organisation and tries to put individual on assigned jobs so as to produce good result.
Scope of strategic HRM
The scope of HRM of BARCLAY is very wide in all the three aspect which is explained
below:
 Personnel aspect: This aspect of human resource management of BARCLAY is
concerned with recruitment, manpower planning, selection, placement, transfer, training
and development, promotion, lay-off, retrenchment, productivity etc.
 Welfare aspect: This aspect of human resource management of BARCLAY deals with
working environment and amenities like canteens, rest room, lunch room, medical
assistance, health and safety recreation facilities, housing, transport etc. (Reiche, 2015).
 Industrial aspect: This aspect of human resource management of BARCLAY covers
union- management relations, collective bargaining, disciplinary procedures, grievance,
settlement of disputes etc.
Purposes of HRM
There are several purposes of HRM of Barclay organisation and the two main purposes
are mentioned below:
 First main purpose of HRM of BARCLAY is to maintain internal customer management
as productivity of an organisation directly rest with the quality of its employees. So HR
manager of a firm defines and implements the policies and processes which are essential
to attract, recruit and to retain talented and quality workforce.
 Second main purpose of HRM of BARCLAY is to maintain cultural awareness and to
achieve specific business objectives by fulfilling staffing needs and by maintaining
employee satisfaction.

Functions of HRM
There are basically four main important functions of HRM of BARCLAY which are
explained below:
 Planning: This is the first most function which the HRM of BARCLAY plays as it
involves the act or process of making or carrying out plans specifically the establishment
of policies, goals, vision, mission, procedures etc.
 Directing:It is the key managerial function which is played by HRM of BARCLAY as it
involves giving instructions, guiding, motivating, counselling and leading the staff
members in the right direction towards the achievement of organisational goals.
 Controlling: It is another managerial function which is being played by the HRM of
BARCLAY so as to measure and direct the actual performance against the planned goals
of an organisation (Omotayo, 2015).
 Organizing: It is the most important function of HRM of BARCLAY organisation as it
is the process of structuring, integrating, coordinating task goals, resources and activities
in an effective and efficient manner so ass to attain objectives on time.
Hard HRM
Hard HRM is the practice in which the employees of an organisation are considered as a
resources which needs to be controlled so as to achieve best possible competitive advantage and
profit. Additionally, it can be said that in hard HRM human resource are not being seen different
to other resources of an organisation like machines, facilities etc.
Soft HRM
In soft HRM practice employees of an organisation are being treated as the most
important resources in the business and a source of competitive advantage. Additionally in this
approach workers individual needs and preferences are also taken into consideration so as to
create a sense of belongingness among employees of an organisation (Zentes and Morschett,
2018).
Thus, as per the scenario it can be specified that BARCLAY organisation has taken soft
HRM practice approach into consideration as they prefer employee engagement practice which
means in every aspect they allow employees to take part in the different activities of an

organisation as well as render flexible working condition so as to come up with best outcome for
company.
M1. Functions of HRM which can provide talent and skills appropriate to fulfil business
objectives.
There are many functions of HRM which can provide appropriate skill so as to fulfil
business objectives. The HR manager can provide training and development session so as to
develop necessary skills among the employees. These skills will help the employees to gain
knowledge and provide effective skills in any task. These skills will help the employee to work
with its potential and thus the organization can achieve business objectives.
D1. Critical evaluation of the strength and weakness of different approaches.
There are different strengths and weakness of the approaches used in recruitment and
selection. Although internal recruitment has one of the weakness of recruiting the employees of
having less potential but still it is very cheaper for the company to recruit the candidates (London
and Mone, 2016). Apart from that the company have to increase its expenses using the external
method of selection but still they will find better employees for them in order to increase the
productivity of organization.
P2. M2. Strength and weakness of different approaches to recruitment and selection
Recruitment
Recruitment is the process of identifying and making the potential applicant to apply for
the vacant job.
Approaches of recruitment
There are two different approaches of recruitment and they are internal and external
recruitment approach.
Internal recruitment approach:
It is the process of recruitment which is being used by BARCLAY only when the firm
wants to save its cost as it involves recruiting candidate within an organisation via promotion,
transfer etc.
Strength: The major strength of this approach of recruitment is that it is a cheaper and
quicker to recruit. This approach is helpful for the company in gaining skilled workforce because

of the interaction of employees also. In addition to this it provide opportunity for promotions
within business.
Weakness: Whereas the weakness of this approach of recruitment is that it limits the
number of potential applicants and may cause resentment amongst candidate not appointed.
External recruitment approach:
It is the process of recruitment in which the individual are hired from outside the
organisation other than the existing staff members. There are different types of external
recruitment approach like campus recruitment, advertisement through social media, magazines,
word of moth advertisement etc.
Strength: The major strength of this approach of recruitment is that it will help
organisation to select talented and skilled applicant who can result in achieving the greater
profitability margin of an organisation.
Weakness: Whereas the weakness of this approach of recruitment is that it is a longer and
more expensive process as huge amount of capital is required in order to advertise through
different channels (Marler, 2016).
Selection
Selection is the process of short-listing and choosing the right applicant from the among
who have applied for the vacant job.
Approaches of selection
There exist different types of selection method like online screening, face to face
interview, presentation, application form and CV. Therefore BARCLAY takes into consideration
face to face interview as a selection method.
Strength: The major strength of face to face interview selection method is that is that it
help in acknowledging the confidence level and communication skill of an applicant.
Weakness: Whereas the weakness of face to face interview selection method is that it is
introvert in nature and is a time consuming process.
TASK 2
P3. Benefits of different HRM practices within an organisation for both employer and employee
Human resource management is defined as the planned approach which is used to
manage individual effectively for performance. Therefore good HRM practices are termed as an

instrument which helps in achieving departmental objectives and in enhancing productivity.
Therefore there exist different HRM practices which are being adopted by the HR manager of
BARCLAY as each benefits to employees and employers as well.
HRM Practices by BARCLAY Benefits to employees Benefits to employers
Training and development The HR manager of
BARCLAY render training
and development session to
their employees so that each
one skills and knowledge level
can be enhanced (Kynighou
and Marchington, 2017). Thus,
it is one of the benefits which
the employees receive from
this session of HRM practice
If the employees skills will get
enhanced then they will come
to more new and innovative
ideas and with better outcomes
for an organisation which will
prove to be benefit for
employers of Barclay firm.
Reward system Reward system is the another
HRM practice which is being
adopted by HR manager of
Barclay as it involves
rendering of reward in the
form of bonus, incentives,
compensation, slay increment,
promotions etc. to workers
who will come up with best
outcome so as to keep
employee motivated and
influenced which is a benefit
for the employees as it will
help employees to increase
their efficiency level (Lasserre,
2012).
If the employees will get
reward on time as per the
promise made by HR manager
then it will help them to come
up with best outcome with
increase in productivity and
profitability margin which is
term to be benefit for the
employers.

Performance appraisal Performance appraisal is the
systematic process in which
the performance and
personality of an employees is
being assessed. This is the
practice which is being
adopted by the HR manager of
BARCLAY and it is beneficial
for employees as it will help
them to improve their
efficiency and productivity
level. In addition to this it will
help employees to become
specialized in their job role.
If the employees performance
is being appraised from time to
time then it will be beneficial
for employer too as employees
performance will get improved
and there will no chances of
failure in the quality of
production process which will
result to come up with best and
quality product and services.
Thus, it will result in achieve
higher profitability margin
which is an benefit that the
employer will get from
performance appraisal HRM
practice.
M3. D2. Exploring different methods used in HRM practices, providing specific examples to
support evaluation.
There are many methods which have used in HRM practices which are stated as below:
Training and development
Training and development is an area in which employee is provided effective training so
as to develop necessary skills to achieve a task. Although training session can increase the
expenses of company but still it is helpful for the employees within Barclays bank. They can
develop their skills and knowledge so as to increase the productivity of organization (Gassmann
and Keupp, 2011).
Reward system
Reward system are used by the organization to motivate the employees within an
organization,. In case of Barclays bank, the employees should be provided effective reward
system so that they can motivated enough to work hard for the organization. Although reward
system can increase expenses to the company but it will give more revenue in future as the
employee will work with its potential.

P4. Effcetiveness of different HRM practices in terms of raising organisational profit and
productivity
Different HRM practices which are being adopted by BARCLAY organisation is training
and development, reward system, performance appraisal etc. all this practices helps in raising
organisational profit and productivity. Thus, the effectiveness of such HRM practices are
explained below:
Effectiveness of training and development HRM practices in terms of raising BARCLAY
profit and productivity:
Training and development is considered as the subsystem of an organisation which
emphasizes on the improvement of the performance of groups or individuals. This is the best
HRM practices adopted by BARCLAY as it possess certain effectiveness like it helps employees
to enhance their knowledge, skills and capabilities and because of which they can easily perform
their job roles and responsibilities without the help of superior and come up with best outcome
for an organisation in the form of increase in productivity and profitability margin level (Guest,
2014). In addition to this, it will help in increasing the efficiencies in process too and as well as
increase the capacity of employees to adopt and make best use of modern technology and
method which would result in increase in the profit and productivity of an organisation.
Effectiveness of reward system HRM practices in terms of raising BARCLAY profit and
productivity:
Reward system is the another HR practices which is being adopted by the HR manager of
BARCLAY so as to raise organisational profit and productivity. This system include rendering
of reward like bonus, compensation, incentives, salary increments, promotions , appreciation etc.
If the employees of an organisation will receive rewards on time and will be recognized for their
better performance then it will help workers to get motivated and influenced to work more harder
for an organisation for long period of time and to come up with increase in profitability and
productivity level of company (Elsbach, 2014).
Effectiveness of performance appraisal HRM practices in terms of raising BARCLAY
profit and productivity:
Performance appraisal is the another practice which is being adopted by the HR manager
of BARCLAY so as to assess an individual performance and productivity level in relation to
certain established criteria and organisational objectives. If employees performance will will

appraised from time to time then it will help in overcoming the issues on time which might take
place while performing a set of activities. In addition to this it will also help in reducing the
chances of errors and will help employees to become specialised in their work and if they
became specialised then they will come up with best outcome for an organisation the form of
increase in profitability and productivity level.
TASK 3
P5. Importance of employee relationship in respect to influencing HRM decision-making.
Employee relationship is one of important factor in achieving organizational goals. There
are a lot of tasks in which collaboration of employees is necessary with respect to achieve
organizational goal. Employees should have proper communication among themselves so that
they share their ideas and perception to achieve a goal. In case of Barclays bank it has become
necessary for the bank management to have proper collaboration among the employees so that
they will work together to achieve the objective of firm. Following are the importance of
employee relationships with respect to HRM decision-making (Schilling and Education, 2011).
Sharing work for attaining common goal.
In order to achieve a common goal it has become necessary for the employees to work in
sharing. This will help the employees in making the tasks easier for them. The tasks are divided
among the employees and they will work for the betterment of company. In case of Barclays
bank it is necessary fro the employee to divide the tasks into smaller ones. This will help in
achieving the tasks in a short interval of time and also increases the productivity of company.
Apart from that, increase in productivity makes easier for the manager of Barclays bank to make
decisions effectively.
Resolve conflicts
Employees of any organization should have proper understanding among themselves so
that they can work for the betterment of company. In case of Barclays bank the employees
should increase their communication this will help them in reducing the conflict-ions among
themselves. Thus increases the productivity of organization as well. In addition to this, resolving
conflicts will help the manger of Barclays to handle the situation easily and make decisions
accordingly (DuBrin, 2017).
Maintain equality among employees

Having proper collaboration among the employees will help them in achieving the goal
ODF organization. In case of Barclays bank, if the employees have proper understanding among
themselves, they can place their rights in front of the administration. This result to avoid
themselves from any discrimination at the work place. Apart from that, the HR manger can
allocate any complex tasks for the employees. This will help it in attaining proper result as the
employees will make the task easier fro them to achieve a common goal.
M4. D3. Evaluation of the key aspects of employee relation management and employee
legislation that affect HRM decision making
Employee relationship is one of the key aspect of increasing organizational productivity.
The employees of Barclays bank should work for the betterment of company by collaborating
with each other. Although not implementing employee relationship can leads to dissatisfaction
among the employee but in case of implementing the employee relationship management, it can
help the organization to achieve its common goal. Apart from that, legislation can sometimes
leads to increase issues for the company in providing equal wages, giving rights to employees
but still it can help the employee to work with their capabilities. Thus increasing the productivity
of company (Deresky, 2012).
P6 Key elements of employment legislation and its impacts upon HRM decision-making
There are various legislations which will help them in preserving the rights of employees
in an organisation. These legislations are made by government of UK so as to maintain a healthy
working environment at the workplace. Protecting the rights of employees will help the company
in motivating he employees so as to work hard for the betterment of company. In case of
Barclays bank it is has become necessary fro the organization to follow all the employee
legislations. If it is not done by the management they can face serious consequences of its also.
Apart from that, the name and fame of organization also gets impacted. Following are the
legislations which are followed by the bank of Barclays so as to protect the rights of employees
and maintain a healthy working environment at the workplace.
Equal wages act, 1970
Equal wages act was stated in 1970 and proposed that all the employees within an
organization should get equal wages according to their capabilities or post. A company cannot
discriminate among the employees on the basis of their caste, religion, race or colour., If a
company is following the guidelines of this act, it provides a healthy working environment to its

employees. Apart from that, the HR manager will also find it easier for it to allocate difficult
tasks so as to improve the capabilities (McEvoy and Buller, 2013). This will help it in making
decision effectively.
Minimum Payment Act
Government of UK has stated this act and proposed to have a fixed minimum of wages of
any post of employees. In this act, the minimum wages of the employees of an organization are
fixed. An organization cannot engage itself in violating such right of employee. If it do so, the
company has to pay serious penalty. In case of Barclays bank, the company has to pay salaries to
its employees according to the minimum wages act so as to protect the right of employees. In
addition to this the HR manager of bank also find it easier for it to make decision because
maintaining the rights of employees at the workplace.
Employee rights act, 1996
The employee of any organisation have a right of not discriminated on the basis of caste,
religion, race etc. All these rights are provided by the government of UK top its citizens. In order
to protect the rights of employees, Barclays bank has to maintain the dignity of employees
perception and rights (Debrah and Budhwar, 2017). This will help the bank in increasing the
motivation of its employee also. In addition to this, the HR manager can easily make decision in
favour of the bank.
TASK 4
P7 Illustrate the application of HRM practices in the organization with examples
There are many roles of HR manager at any workplace. In case of Barclays bank the HR
manager has many roles also such as training, recruitment and selection etc. Here in this section
role of HR manager in selecting a candidates in Barclays bank is illustrated with job
specification and CV.
Job Specification
Job Details
Post: Assistance Manager
Department: HRM
Job Purpose

 All the details should be identified by the candidate so as to achieve an effective
outcome.
 The candidates should be capable of innovating new ideas.
 Candidate should provide proper training programs to the employees of
organization.
Roles & Responsibilities
 To assist manager in every activities
 to render information about the growth in every departments.
 According to different situation must be able to define both the log term and short term
goals
 Must be able to anticipate the outcome
Apart from the job specification a proper CV is also mentioned here:
CV:
Curriculum Vitae
Name: Adam Ameta
Address: 34th Mughal road, 18th London
e-mail id: [e-mail]
Contact No.: 8425414785
Objectives:
to work for leading organisation so as to improve the knowledge and skills.
Qualification:
 Degree in M.B.A Specialization in HR and Finance
Experience:
2 Years of experience
Skills:
 Proper communication skill
 Impressive personality
 Capable of influencing others.

 Can work under pressure.
 Capable of communicating my thoughts and views effectively.
M5. Rationale for the application of specific HRM practices
In this report, HRM practices are used by the HR manager of Barclays bank because it
will provide effective utilization of the functions of HR. This process of making the job
specification and conducting an interview will help the HR manager to get the knowledge of
conducting recruitment (Gold and Bratton, 2018).
CONCLUSION
From the above report overall it can be concluded that in order to exist in marketplace it
is very much essential for every organisation to manage its human resources in an appropriate
manner so as to achieve competitive edge in marketplace. In addition to this it can also be
concluded that there are different function which are bing played by HR manager like planning,
organising, controlling etc. Moreover there are different approaches of recruitment and selection
which are being examined above along with their strength and weakness. Further more different
HRM practices are also being explained above which are being applied by an organisation like
training and development, reward system, performance appraisal etc. Lastly, it can be
summarized that different key elements of employment legislation like equal pay act etc. and its
impact upon HRM decision making is also being explained above in this report.

REFERNCES
Online
Human resource management. 2019. [Online]. Avialble
through:<https://www.humanresourcesedu.org/what-is-human-resources/>.