HR Management Practices in The Barclays

This assignment discusses the effectiveness of Human Resource (HR) management in raising The Barclays' yield and profit. It highlights the importance of HR management in maintaining a leadership attitude towards employees, boosting work performance, and fulfilling employee rights and responsibilities. The analysis covers various HR topics, including employee welfare committees, job and person specifications, recruitment and selection procedures, design and placement of job advertisements, shortlisting and processing applications, and interview and training processes. The conclusion emphasizes the profound effect of HR management decisions on company exposure.

Human Resource Management
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Introduction:
Human Resources Management (HRM) is the deliberate launch into the effective administration
of the workers in an institution to yield the profit. To get the best out of the given circumstances,
we need to manage our resources, which in this case is humans that is why we need human
resource management. As opined by Wheely (2010), Human Resources Management has sole
responsibility for the growth and administration of a company to enhance the effectiveness. It
deals with all kinds of paperwork and legal procedures for any new recruitment or in case an
employee quits or is fired. It also looks after the concerns of the current employee and tries to
motivate the employee to raise the production of the company.
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Task 1:
P1 - Purpose and Function of HRM in context of Barclays. (M1)
Human resources are always an essential issue in any company because the people working in it
decide a company's face. Thus, at Barclays it takes extensive care of its employees. It looks after
its employees via screening, coaching and incentives. To provide better leadership to the world,
it launched Leadership Program (Milewicz, 2013). The company is so obsessed with HRs that
they have a program to train the future HR. The human resource management functions can be
categorized such as operative, managerial, advisor function that explained blow:
Operative Function: These include many factors that is:
 Recruitment
 Training and Development
 Professional Development:
 Performance Appraisal:
 Compensation and Benefits:
 Ensuring legal compliance:
In case of Barclays the HRM team recruits the best candidates who can help in the growth of the
firm. Further, as an operative function employee development through training, employee
encouragement through performance appraisal, rewards is also done.
Managerial Functions: This function includes planning, organization, directing and controlling.
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Advisory Functions: Basically Adviser Group plays a vital part in HR management system,
The Adviser Department divided also into two groups and that is,
 Top Management Adviser
 Departmental Health Adviser
Hence, the above stated HR function helps The Barclays Company execute its operation in a
better manner.
P2- Strengths and weaknesses of different approaches to recruitment and selection process
at Barclays (M2)
Barclays is always applauded for its workspace diversity and flexible work hours. It has a total
employee of about 50,000. It is expanding for both onsite and remote positions. They generally
tend to hire people with innovative approach and cutting edge of things. To maintain this huge
number of employees the management of this organization should think about the Employee
welfare, on that aspect SWOT analysis can play a crucial role.
Strengths of Barclays in context of HRM: As stated by Daniel (2013), the world of digital
payments is growing rapidly and so is Barclays. There are big openings in coding, programming,
engineers, designers and developers. They are also looking customer care executives who
provide assistance. One of the strengths of Barclays is also hires virtual employee who does not
have to relocate for the job. They also hire employees who can do any kind of work and are
flexible too. They provide all variety of facilities to their customers whenever in need. According
to the viewpoint of Jarvis (2015), one of the most significant weaknesses, here is the Barclays
show too much trust in its employees.
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Weakness of Barclays in context of HRM: Once, any member is not able to live up to the
expectations it creates a ruckus of the situation. HR team has to go through all the rule and
regulation systematically and take all the responsibility. Barclays yield and profit. The impact of
HR management decision makes a profound effect towards company's exposure. According to
the viewpoint of Legge (2017), the HR team maintains a leadership attitude towards the
employee that helps to boost up in work. Barclays needs to keep a better relationship with
customers about debts on credit cards. They need to change their present schemes on credit card
charges and all the hassle to get a Barclays cards. They have offices in very few cities of Asian
countries that need to grow. Apart that as intended by Legge (2017), Political rules tend to come
in the way of Barclays as it is very hard with its regulations worldwide. Intense competition has
led to recent downfall of the company, as it is not ready to lower its prices in the name of
standards. Every country has different tax and revenue, so it should also change its levied
percentage of taxes. Lastly, everything is as per the American business model, which is not
compatible everywhere in the globe.
P3. The Benefits of Human Resource Management for Employees and Employer:
As intended by Gray (2014), Human resource management is the process of joining the human
resource department with the intended goals of business to pick up the market goals in an
effortless way. In short, human resource involves recruiting, hiring, and manage the employees.
A confident and successful human resource system requires many more sections of that company
like organizational culture and management health security. However, with an understanding of
this part of HR management system business title-holders can proficiently structure its business
strategy.
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Organizational Culture: Organizational culture is nothing but gathering values, company that is
Barclay’s vision, tradition, working rules and company's benefits that a company had achieved
over the past years. As intended by Cox (2016), the Human Resource management plays a vital
role in influencing the Barclays culture in front of a business prospective nature. Employees of
the company know and learn from the HR department about the guideline, procedure; company's
standard into the market and many other things which are acceptable in the workplace. For
example, Barclays has a policy of punctuality, and that is very important on company premises.
This policy promotes time management skills for junior employees, or the HR department of
Barclays Inc organization accepts a better time soft time management skills that values
employees self-determination to manage their schedule.
Planning for Change:
Nowadays business of the world changes rapidly with high accuracy and all the companies
update continuously. It is the responsibility of the HR department to progress its own company,
like other companies the HR team of Barclays helps the company for ongoing changes and it
cannot be ignored (Neely, 2013). Planning for changes means assisting the employees to
understand the company's profile, about its product and helping them to make out their roles
allow for the larger picture of the company.
Training and Development: The Barclays Company has a very responsible and organizes HR
Department that conducts the training and development of its new employees with proper norms
(Cox, 2016). Selected all the candidates, from training periods are highly qualified and having
better skills for respective jobs, by the HR team. In training time, procedure and policies are
needed to be conveyed to the employees of the Barclays Company by the HR team. The HR
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department also is in charge of ongoing employees’ development. This continuous learning
process keeps employees skills up to date so that they can apply their thinking in the working
field.
Health and Safety: The main benefits given by HR system to the employees are health and
safety security. In Barclays organization, HR department plays a keen role to ensure proper
protection of employees (Milewicz, 2013). This can be achieved through policy and many others,
but the company's HR function may go a step ahead to make sure the recruits are aware of the
risks of its strategy.
Figure: Benefits of HRM
(Source: Solansky, 2018)
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Benefits of Human Resource
Management
Organizational
Culture
Planning for
Change
Training and
Development
Health and
Safety

P4: Evaluate the effectiveness of different HR practice concerning organizational profit
and productivity: (M3)
In The Barclays Company, the HR practices and policy on workers' yield is a significant subject
in the area of Human Resource Management system, organizational philosophy and industrial
relations. There are some ways in HR management increase the revenue implanting employee’s
talent.
 Retaining Qualified Employees: The Barclays make available easy access and
flexibility in employees favour. Thus, their employees can have their capable staffs for
the organisation. By creating this situation, the HR Management manages the risk and
lessening the organisation pressure (Legge, 2017).
 Encouraging the positive behavior: The Barclays provides a beautiful and competitive
environment and auspiciously payback for its employees through the HR Management
practice.
 Innovative and High Performing Employees: The company helps to promote its
competitive environment and motivate its employees for better work performance.
However, the reason behind this to increase the company’s net revenue, productivity
from the market.
 Useful Direction an Execution: The managers of The Barclays company plays a
significant role in setting the track, priority, purpose, goal, and perfection of the product
market (Solansky, 2018). HR Management helps The Barclays to choose the right
managers for the correct place. The HR Department l leads the company to the excellent
site with revenue and efficiency.
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 Team and personality goals with efficient communication: As intended by Legge
(2017), to develop an organization especially who deals with huge number of employees,
efficient communication process is very essential. To establish that, management can take
help with any web based technology related organization. In this aspect, according to the
Data Security Protection act 2007, management make sure about their secrete strategy to
develop the business.
 Shearing and Collaboration: Profitability and productivity of The BarclaysBarclays
improve magically and pick up the highest position when the outsider feels free to
collaborate and share their idea and tools with company's employees (Milewicz, 2013).
 Updating employees performance to increase productivity: As of today's market with
full of competition and collaboration, to cope up with this system The Barclays increase
their employee's performance with the help of its HR team and create a massive pace of
change to upgrade its skills and work techniques.
Task 2:
P5: Analyze the importance of employees relation in respect to infusing HRM decision
machining at The Barclays: (M4)
Every worker shares a beautiful relationship with other fellow workers in The BarclaysBarclays
Company. As stated by Marr (2013), it is mandatory for them to build a healthy relationship with
others employees to carry on the work. The employees need to talk and to discuss work relate
topic in the market perspective. It is essential for any corporate company that to maintain a good
communication by which any work can be implemented with establishing a team and finally
achieve. Some of employees associations are like specified below:
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Distribute the work among all employees: In the Barclays, company's worker easies the
workload by sharing among all others employees and work as a unit and that increase the chance
the productivity of the company (Solansky, 2018). As it is next to impossible to do the whole
work for one and handle it correctly, it should be divided among all other employees. However,
that makes the job perfect and deliver to the customer, or the market in between require a
timeline. If the employees have a good understanding of other employees, they will have the
aptitude to help to make the job trouble-free.
A bitter argument among workers: Good relations among all the employees of The Barclays
reduce the chance community dispute and fight between them. The employees trust each other to
complete the projects of The Barclays Company (Cox, 2016). They consider their fellow workers
as a family member rather than a competitor to the work field. As a result, the net revenue of the
company from the market grows and its help the HR team to make an easy decision for their
authorization.
Loyalty of the employees: enjoyable and interactive work environment in The Barclays
Company helps to generate the trustful and loyal employees. As said by Solansky (2018), the
employees feel motivated to deliver the given task them by the company. They present with
more hard work that leads to superior efficiency and returns to the company. Moreover, the rate
of income is very few in the company that helps to maintain the cost of hiring new employees.
Guarantee equal opportunity by communicating effectively: The Effectively communicative
system in The Barclays Company helps to make sure that the recruits that there is no unfairness
diagonally the country in any perspective. As an effect, the employees can get more motivation
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to execute their task to attend their desired goal set by the HR Management system. Proper
communication system assists the company's HR team to take the right judgment it requires time.
P6. Identification of the key element of employment legislation and the effectiveness on HR
Management decision making in The Barclays:
Like other reputed multinational companies, in The Barclays is also retaining the employee's
authorization while recruiting the new employees and even previous employees in the company
that has some significant impact on the HR Management judgment machining for the
organization. Therefore, the critical legislation is given below:
Defining Position: As the time of recruiting process, the company has to elaborate to the
employees about his position in that company. The HR management describes the working
process, responsibility and the right direction for the employees.
Proper Compensation: The Company should define every employee's compensation at the time
of joining. As opined by Milewicz (2013), it must make sure their employees about their
minimum payment and working hour. After the exact conformity on every perspective, The
Barclays selects its desire employees.
Ensuring Equality:
As per the Equality Act, 2010, everyone needs to be treated equally irrespective of caste, creed,
gender, age, culture and ability. The Company must maintain the equality in every viewpoint
while recruiting new employees. There will also be equality in salary, working hour, sex, health
facilities and many other factors. There should not tolerate any racism between any employees
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and the management. As opined by Solansky (2018), if there is any discrimination, the employee
may inform the management authorities.
Time of work: Employees should be alert the time which they were expenditure to the company,
that means the on a daily basis working hour to perform the task. As directed by Milewicz
(2013), they may take the overtime duties, but before that, they should know that what amount of
extra compensation given by the company for overtime. The company should allow a proper
holiday plan on a yearly basis. In this case, planning a year base holiday plan for the employees
of the company helps the HR team to make a proper plan for them.
Sex Discrimination Act, 1995: This act of Chamber of Deputies participate that women and
men the grounds of sex, marital status and even gender. This includes four kinds of unfairness
such as, straight and complex discrimination, exploit and irritation. In shake of direct unfairness,
an individual can directly harassed or misappropriate behavior by other employees management
or staffs of the organization, employee can be terminated from the organization. Even a general
diary can be issued through the specific charge to the administration.
Employment Right Act, 1996: This is the rule of UK Parliament, which make sure of that the
candidate working in the institution get the advantage of worker when the employees work. As
opined by Milewicz (2013), if any employee can discriminate by the others and the individual
can provide a prove to the authority, that can be an issue. In the year 1997 this act was little
revise by the Labor authority to involve the suitable working time in the work process. If any
organization has decided to terminate an employee, the management has to show reason to the
individual according to the Employment Right act.
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P7. Illustrate the application of HR management practices in a work-related content, using
specific scenario of The Barclays: (M5)
Employee welfare comities: The Barclays should create Employee welfare comities, which
maintain all the employee related issue and maintain a correct employee management ratio (Cox,
2016). These comities may look after all the employee’s problem and helps to the HR
management to identify the right candidate as require its job profile.
Job and person condition: Preprinting job preparing and candidate's situation applies to the
employment circumstance and requirements of The Barclays, taking into description legislation
and company policy.
Recruitment and selection procedure: The HR management plays a vital role in the interview
and selection process and helps the company to make a right decision for choosing the best
employee for the job.
Design and placing job advertisement: For promoting The Barclays, the HR manager is the
backbone of this company. According to the viewpoint of Milewicz (2013), today's market is
demand less offline marketing and more online marketing, to promote the company in the online
market makes a solid foundation in the business field.
Shortlist and processing application: In interview season, the company receives millions of
uses of an applicant, and from there it is next to impossible to choose the right person for the job.
In that case, the HR management system helps to shortlisted the application of candidates and
reduces the pressure from the company for the recruitment process.
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Interview and training process: In selection process HR team have to go through all the rule
and regulation step by step and take all the responsibility. From interviewing to the training
period, all the process conducts under the guidance of HR department.
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Conclusion:
In this statement, many Human Resource topics have been talked about into thoughtfulness on
which have shown the effectiveness of HR management in raising The Barclays yield and profit.
The impact of HR management decision makes a profound effect towards company's exposure.
The HR team maintains a leadership attitude towards the employee which helps to boost up in
work (Solansky, 2018). In addition to employees right and responsibilities is described
throughout the entire assignment. The good or bad effect both are mention of HR department in
The Barclays Inc company. After examine and research process it is clear that human resource
management in The Barclays company helps to influence the employees and take the better
decision to achieve they are required goal and fulfill all the demands of the employees.
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Referencing:
Barclays.com, (2018) Available at https://www.barclays.com/ [Accessed on 24 May 2018]
Bell, S (2012) Grouping of Resources, Public Service Commission of Wisconsin, PP-51(a)
Cox, L. (2016) The Theory of Resourcing, Singapore: Candid Creation Pub, pp-22
Harel, GH (2015) Effects of Human Management, Hoboken: Wiley, pp-89
Hendry, C. (2014) Human Resource Management, Business Management, pp-144
Jarvis, S. (2015) Organization of Resources, New York: Nova Science Publishers, pp-56(1)
Legge, K (2017) Human Resources, Information Science Reference, pp-154
Milewicz, L. (2013) “Journal of consumer marketing”, Leadership Management, pp-123
Neely, A. (2013) “Journal of Intellectual Capital”, Plymouth: Alta Mira Press pp45
Politis, J. (2012) Leadership & Organization of Resources, LAP LAMBERT Academic
Publishing , PP-71
Price, L. (2016) “Human Resource Management Journal”, Emerald Group Publishing Ltd, pp-52
Solansky, T. (2018) “Journal of Organization of Human Resources” Journal of applied
psychology, PP-1094(1)
Warkentin, M. (2017) Decision Making of Resources, New York: McGraw-Hill, pp-113
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