Importance of Employee Relations in HRM Decision-Making

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1. Purpose and the functions of HRM.......................................................................................3
P2. Strengths and weaknesses of different approaches to recruitment and selection..................4
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................7
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................8
P6 Key elements of employment legislation and its impact upon HRM decision-making.........9
P7 illustrate the application of HRM practices in work related context, by using suitable
example......................................................................................................................................10
CONCLUSION..............................................................................................................................12

INTRODUCTION
Human resource management can be defined as the approach which can be used by
organization in order to manage employees so that goals and objectives can be achieved by firm.
It has been analysed that managing of human resource can assist firm in gaining competitive
advantage. Present report will lay emphasis on Barclays Bank which is a multinational
investment bank that has been headquartered in London, United Kingdom. Present report will lay
emphasis on the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization. It will explain strength and weakness of different approaches related
with recruitment and selection.
MAIN BODY
P1. Purpose and the functions of HRM
Define: Human resource management can be defined as the function related to hiring,
recruiting, training, motivation and compensation. It is function related to managing of human
resource.
Main functions of HRM
Recruitment and selection: One of the most important functions of HRM is to recruit
and select effective and highly trained staff. This will support Barclays bank in increasing their
productivity as well as operational efficiency (Dany and Torchy, 2017).
Training and development: This function will support Barclays bank in increasing the
skills and abilities of employees so that goals and objectives of firm can be achieved. This will
help them in gaining competitive advantage.
Performance management: This function can assist Barclays bank in managing
performance of employees by comparing it from the past performance. This will assist
employees in reducing the errors in their work. It will support them in growing.
Best Fit approach vs. the best practice approach
Best fit approach lays emphasis on the aspects that company is making use of Hr
strategies so that the company can be saved from the external environmental threats. It also takes
in account the need of employees working in firm. On the other hand best practice approach
emphasize on activities performed by HR department so that the competitive advantage can be
gained by firm.
Hard and soft approach of HRM.

In the Hard approach the company is been engaged in looking on workers as the
resources that needs to be controlled and forced so that day to day business activities can be
performed by them. On the other hand soft approach means that firm has adequate human
resources who are motivated and committed towards who can help them in growing and
achieving goals and objectives.
Workforce planning: It can be done by Barclays bank by analyzing the type of labor
market in which firm is conducting their business. It also includes implication of various laws
like health and safety act, 1974 so that employees can be provided with safe and secure
environment. This will assist them in reducing the employee turnover.
Impact that advances in technology
The advancing technology has huge impact on improvising the efficiency of HR
department. It has assisted them in recruiting better and trained staff which is really necessary for
them to increase productivity and operational efficiency of firm. Making use of advanced
technology has also reduced the workload of HR department which they have invested in other
productive activities.
P2. Strengths and weaknesses of different approaches to recruitment and selection.
Different approaches can be used by Barclays bank for recruiting and selecting the employees. It
includes the following:
Recruitment approaches:
Internal and external approaches: In the internal approach the employees are being
transferred and promoted from within the organization. In the external approach they are been
recruited from outside through agency or social media platforms (Holm and Haahr, 2018).
Method Strength Weakness
Job analysis The strength of job analysis is
that Barclays bank can have
direct job related information.
It enhances the hiring method.
It helps in analyzing the past
performance of employees.
It has been analyzed that this
method of recruitment is really
time consuming.
Job description This method can assist
Barclay’s banks in motivating
It has been analyzed that main
weakness of Job description is