Human Resource Management Practices and Recruitment

This report delves into the realm of Human Resource Management (HRM) practices, highlighting their significance in getting and retaining the right employees for an organization. The performance of a company heavily relies on the qualities of its employed individuals. The study outlines the meaning, functions, purposes, nature, and scope of HRM. It then discusses the strengths and weaknesses of internal and external recruitment methods, as well as selection methods like campus placement and personality tests. Additionally, the report explores the benefits of HRM practices for both employees and employers, and their impact on organizational profit and productivity. Furthermore, it touches upon the effect of employment legislation on HRM decision-making. The study concludes with a detailed job specification and job description example from Barclay's bank, showcasing the responsibilities and requirements of a Human Resource Assistant Manager position.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management is a process of approaches and actions which emphasis on
managing workforce effectively at different stages and scope of HRM, the purpose and functions
of the HRM. Further, it will outline the strength and weaknesses of different types of recruitment
like internal and external recruitment. In addition, the assignment will focus on benefits and
limitation of different types of selection method like campus placement and personality tests.
After that the report will highlight the benefits of different HRM practices to the employee and to
the employer. It will also discuss the effectiveness of these HRM practices in increasing the
organisation's profit and productivity. Also, the report will discuss the elements of employment
legislation.
TASK 1
P1 Purpose and functions of HRM
Human Resources Management- It is a strategic approach to effective management
through planning, organizing, directing, controlling of people in an organization (Mahembe, and
Engelbrecht, 2014). Human resource management is also a function of management concern
with hiring, recruiting, selecting, motivating and maintaining people in an organization.
Nature -
 It encourages the people to give the best to an organization
 It tries to help the employees to develop their skill through training and development
 It focuses on the company goal or results with compliance with legal framework
 It is a comprehensive function because they manage the people in the organization
Scope-
 Personal management: Scope of strategic HR is concerned with recruitment, planning,
selection, training, promotion, development, manpower, pay off, etc.
 Industrial relationship – This cover grievance handling, collective bargaining, settlement
and disputes, consultancy, union management relationship, etc.
 Welfare aspects – In this strategic HRM is focused on employee health and safety,
education or deals with working condition and amenities such as canteen, work hour,
lunch or rest room, transportation facilities, etc.
Purpose and function -

 Recruitment and selection- Recruitment is the process of hiring qualified candidates by
giving advertisement in the newspapers, social sites, television media, online resources
and on social networking media to fill up vacant seats in organisation. In this purpose of
Barclay bank is to recruiting employees by two ways, which is recruit the employees
through internal and external sources (Tirelli, 2015). Internal recruitment helps Barclay
bank for giving or receiving chance to the existing employees for recruitment process. Or
external process helps the company for recruit the new employees outside the company.
Which is help to Barclay bank to increase their productivity or future growth. Purpose of
this function is to pool talented candidate with regard to workforce planning on the basis
of changing employment trends.
 Training and development – These process is help the organization to develop the new
skills over the employees to perform their job effectively. Barclay bank use these
function for the purpose of develop the new skills on the basis of new technology. With
the help of training and development employer of bank is able to enhance the
performance or knowledge for increase the performance and productivity of the Barclay
bank. The purpose of this function is to educate and increase the skills and knowledge of
employees in particular concept.
 Performance appraisal – It is process that measure the performance of the employee.
Barclay bank use this method for evaluating the individual performance at workplace on
the basis of productivity and performance. So they can manage the employees pay off,
incentives remuneration, compensation, job status on the basis of performance. They can
measure the standard or actual performance for increase the future performance of the
employee. Which can help to company for purpose to enhance the future growth or
reduce the cost of production.
Hard HRM- Hard HRM means the identify workforce need in the organization and recruitment
or managing accordingly for company needs. Barclay Bank use the short changes in their
number of employees (Stroeymeyt, 2014). Pay minimum wages to recruit and retain enough
staff. They can focus on making judgement good or bad so employee can perform well. Barclay
uses the autocratic leadership in their business.
Soft HRM – Soft HRM means treats the employee as a most important people in the
organization concentrates on the needs of employers and employees – their rewards, roles,

motivation, etc. Barclay focus on the employee satisfaction, long-term workforce planning. They
can maintain good relationship with their employee. And Appraisal systems focused on
identifying and developing training and other employee development needs.
P2 Strengths and Weaknesses of different approaches to recruitment and selection
Recruitment - Recruitment is the process of selection, hiring and adopting the best
qualified candidate for the job through external or internal process.
Types of recruitment Strength Weaknesses
Internal process – Internal
process which fill the vacancy
within the organization
selecting or transferring
existing employees. Through
promotion, job rotation,
transferring, rehiring
employees within the company
(Nieboer, and Gruis, 2014).
 Save money -the cost is
cheaper in internal
process. In this Barclay
bank do not have to
post any advertise or
vacancy on outside.
They communicate to
the word of mouth
manager tell about the
vacancy during in
meeting and general
communication
 Enhance the morale of
employee to get
opportunity to better
progression or increase
the productivity of
Barclay bank
 Provide the limited
choices in the
company. Pool of
talent or innovative
ideas are remaining
constant. So Barclay
bank cannot generate
the new ideas or new
talent in the internal
environment
 Internal employees play
a negative impact on
morale. If there is
already s set employee
in HR mind, then
employees feel that HR
is simply paying off
and not recognising
their hard work. So
Barclay bank have an
affected or employees
cannot interest work
with Barclay bank

External process -
External process is hiring,
selecting or recruiting the
qualified candidate from
outside the company like,
advertisement, educational
institutes, employment
exchange etc.
 These process which
help to find the right
person for right job.
Barclay company
generate the pool of
application to find the
best candidate on an
organization (Aitken,
and Von Treuer, 2014).
 Barclay bank increase
the competitive spirit.
Creates a competition
between the new or
existing employee
which help to firm
increase individual
growth of the employee
 External process is
costly or time
consuming in this
Barclay they were
posted the advertise
and vacancy or also
they can choose the
candidate from pool of
application for fill the
vacancy through
interview.
 Recruit the new
candidate with limited
understanding so there
is high chance to
misunderstanding
Barclay bank require
the training and
development
programme who affect
the cost of the firm.
Selection method Strength Weaknesses
Interview Barclay use this method for
selecting the employee these is
benefit for the company
because interview provide the
sufficient information about
the candidate so they can be
successfully evaluate or
These process generally very
expensive for the company or
also time consuming Barclay
adopts this method for
selection but company face
some issue related the
expenses these process incur

analysed the information and
select the best candidate in the
organization
the operating cost of the bank.
Personality Test Barclay bank use these process
for the selection of the
employee these process help to
recognize the best candidate
for the suitable job (Anitha,
2016). These process offers a
deeper insight into how they
might fit into a company work
culture. Further Barclays has
an advantage for conducting
the good relationship with the
employees to enhance the
productivity.
Barclay faces the lack of
diversity. These test results
would lead to hiring the same
personality types over and over
again. So these is the
disadvantage for company who
cannot hire the different traits
of employee.
TASK 2
P3 Benefits of different HRM Practises within the firm for both the employer and employee
HRM Practises Benefit to employee's Benefit to BARCLAYS Bank
1) Learning, development
and training practises-
It is defined as the formal,
ongoing efforts that are made
within an organisation to
improve the performance of
employees'.
There are some highly
effective training methods that
can be used by Human
 When, continuous
learning and
development practise
is followed in the
organisation then,
efficiency and
productivity of the
staff will improve.
 By providing
continuous training to
 Well trained employees
will provide better
quality of the services
to bank customers.
 Trained staff will
require less supervision
by head of the
department.
 Employees will
commit fewer errors

resource manager of the bank
like, orientation of new
employees, etc.
The employees must be given
training on how to use
Information Technology in
their work. Ex. Use of new
software, providing basic
training on computer to clerical
staff and officers.
the employees, it will
help them to remain up
to date with new
technology and also
help to improve
productivity.
 It will improve the
skills of employees to
work on software.
while providing
services to the
customers of the bank.
2) Payment and Reward
Management-
It means from growth of
organisation, employee should
be rewarded as per
performance in terms of bonus,
incentives, promotion.
Rewards system include
compensation and benefits,
professional development
through training programs and
work life balance by
recognition.
Two types of rewards can be
provided to staff to enhance
their performance like,
performance bonus, job
promotion etc.
 Payment and Reward
Management System
will provide direct
incentives for better
performance of
employees.
 Job satisfaction level
of the staff will
improve.
 It will motivate the
employee to work
better so that they will
receive more
incentives according to
their performance.
 It gives advantage in
terms of employee-
related concerns like,
benefits, pay and
training etc.
 HR team prepares a
plan to give rewards
once a month.
 It is less expensive than
total rewards statement.
3) Performance Appraisal-
It means, evaluation of
 Staff of bank will have
more clarity about
 It helps the company to
assess employee’s

employees according to their
performance and abilities.
The appraisal formats should
be simple, clear, easy to
understand, achievable, time
bound and measurable.
It should be based on a
thorough analysis of job.
Standardised for all the
employees. There must be a
standard form for performance
appraisal.
functions that they
have to perform.
 It will motivate the
employees and give a
better understanding of
their personal strengths
and weaknesses.
 It will help in self-
development of
employees.
technical skills, human
skills, and conceptual
skills. It will help
supervisors to check out
promotion programmes
to judge efficient
employees.
 It will help the
supervisors to
understand the
procedure and
importance of selecting
the staff of the bank.
4) Safe Working Conditions-
It comprises physical,
geographical location and
immediate surroundings where
benefits associated with
employment. Like, working
conditions, stress etc.
Company must have a policy
on preventing and managing
stress of employees at their
workplace.
 Good working
environment will help
to improve job
satisfaction of
employees.
 Employees will be
more committed
towards their work
and they will work
hard to achieve
organisation goals.
 Employees of the bank
will not remain absent
from their workplace.
 It will help in reducing
employee turnover and
recruitment cost of the
bank.
 Bank will have a more
positive public image.
P4 Effectiveness of different HRM practices and terms of raising organizational profit and
productivity
1) Learning, Development, and Training Practises:
Training is a key element to improve the performance of employees, it will increase the
level of individual and organizational competency. By providing continuous learning, training

and development opportunity to staff, bank will gain competitive advantage over other
competitors. Proper training programs will help the organisation in making their employees
acquaint with more advance technology and gaining better competency and improver skills in
order to handle various functions of bank. It helps to increase the effectiveness and efficiency of
both employees and employer. Proper training helps the employees to improve their
capabilities. They will be able to learn new work concepts, refresh their work attitude and boost
the productivity of working.
Training to employees is an important variable that will help in improving organisational
productivity. By the help of Learning and development, employees will become proficient in
their jobs, employees will remain up to date with new technology they will be able to give better
results there will be less wastage of time, money and resources which results in higher
performance, increase in the profits and improvement in the productivity of the bank (Gerpott,
2015).
2)Payment and Reward System:
Cash bonus is a way of rewarding employees for their exemplary performance.
Employees contribute in accomplishing the task, for this they must receive rewards in exchange
of productivity. These rewards are important to retain the best human resource. Human Resource
Manager of the bank must recognize and appreciate the employees for their performance. Ex.
Acknowledge the employees before their peers for accomplishments they have achieved. Such
rewards will motivate the staff; their morale will increase. There is a positive relation between
reward and satisfaction and motivation. Salary and other incentives like, bonuses and shares are
important aspect in reward system because, when employees are rewarded for better
performance it motivates them to work towards achieving organisational goals and in improving
the productivity of work which will ultimately help in increasing the profits of the organisation
(Noe, 2017).
3)Performance Appraisal- It is the process of observing, measuring, judging, identifying
employee performance in organization. Performance Appraisal considers the previous
performance of the employees and focuses on improving their future performance. During
performance appraisal, management motivates their employees to improve their performance. It
helps to improve employee productivity and as well as it helps in communicating performance
expectations. Ex. Employee productivity will improve through constructive feedback regarding

the performance of employees and it will foster the commitment, mutual understanding and
builds positive working relationships between management and employees which result in
improving their morale, they will contribute their efforts to achieve organisational goals and
improving the productivity of work ultimately profits of the organisation will increase.
4) Workplace Flexibility-It means providing employees an opportunity to make their own
choice regarding when, where, and how employees engage in work related projects and tasks. In
order to maintain talented employees in the organisation, management must provide a
comfortable working environment to the employees. Because flexible working options will make
employees feel more valued and appreciated, which will encourage them to perform maximum.
Employees will give their maximum efforts to meet the manager's expectations. Organisation can
provide different working options to employees like, telecommuting which helps in reducing
turnover rates as employees tend to be more satisfied and productive. Allowing flexible
scheduling helps to reduce stress and employee become more productive and more focussed
towards their work which will helps to improve the productivity of their work which will results
in increase in the profits of the organisation and to achieve the goals. Specific ways of workplace
flexibility that bank can offer like, Flex time that is slight variation in staff member;s normal
schedule, Allowing employees to complete their task at home, Job sharing in which two staff
members will share the responsibilities, Allowing workers to do part- time work that is working
less than 20 hours per week.(Stone, 2015).
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision- making
Employee relation concerns with the emotional, physical, contractual and practical
relationship between employer and employee. It aligns relationship between manager and
employee in such a way that it can be either appreciation, mutual respect, trust, fear and lack of
transparency (Tambe, 2014). Good employee relation is very crucial to every company because
when managers and its employees share a positive feedback then, employee engagement,
productivity, motivation and morale are high.
For employee relation the report uses, Robinson Drivers of Employee Engagement. This
model suggest that employee engagement is a positive attitude held by the employees towards
the organisation and its values. The model further identifies that a well organised employee has

knowledge and being aware of business context and add value to market share of organisation.
(Phillips, 2015). The model is described below: -
 Training and development- It is the vital part of human resource development. Training
and development involves improving the effectiveness of organisation and the individual
and team within them. Training is a program that help employees to learn specific skills
for improving performance in their current work. Development focuses on employee
growth and future performance, rather than an immediate job role. With training,
employees will be more knowledgable and can take more sorted and appropriate
decisions.
 Performance and appraisal- It evaluates individual performance in growth of
organisation. As per judgement of their performance from their supervisors get appraisal
of their hard and smart work which makes employee relation healthy and friendly. It is
done to identify the strengths and weaknesses of employees to place right person at right
job. Appraisal encourages employees and managers to work more competitively. So,
greed of earning appraisal will enhance their decision making skills.
 Communication- Effective communication between employees is significant for the
organisation to perform the basic work assigned to each individual by their supervisors.
Communication helps manager to perform their jobs and responsibilities. All the essential
information must be communicated to the managers who in turn must communicate the
plan to implement them. Thus, it can be concluded that effective communication is a
building block of successful organisation. With the help of communication, the decisions
taken will be more good as before taking decision proper communication would have
been done.
 Pay, benefits and conditions- It includes different types of non-wage compensation that
are provided to employees in addition to their annual income. It is also called as benefits
in kind, fringe benefits, perquisites and perks. The purpose of giving benefits to
employees is to increase the economic security of staff members.
 Health and safety- It enables employees to undertake their occupation in such a way that
causes the least harm to their health. The best reason for a business to look for health of
its employees is to enhance productivity and loyalty of the employees (Amah, 2016). If
the workplace is safe and hygienic then employees will feel optimistic and will take

proper decisions. Employees will be comfortable to work in their workplace and feel
relaxed regarding their safety and security.
 Cooperation-By cooperating with employees, it can make difference between success
and failure for many businesses. In cooperating environment within organisation,
individuals feel to have voluntarily engagement in open communication. Management
and lower level employees work together and try to keep arguments to a minimum level.
Cooperation makes employee relation healthy as working in a team becomes easier for
employees.
 Job satisfaction- Employees wants job satisfaction as it should be of their area of interest
and their specialisation (Naile, 2014). Job satisfaction happens when an employee feels
that work that assigned by supervisor gives job stability, career growth and a comfortable
work life balance. It increases efficiency of doing work and increases employee relation
for sharing of information and ideas.
P6 Key elements of employment legislation and the impact it has upon HRM decision- making
Employment legislation makes law for organisation that governs the employment within
the workplace and make aware of policies. The role of legislation laws is to ensure that it
provides equality between employees such that there is no discrimination, how they are
recruiting and selecting candidates and how to treat them during process, the minimum terms and
conditions under which they can work, and the policies that made to apply when any employee
found guilty of breaking laws. (Cherry, 2017).
 Anti-discrimination law- This law is made to maintain equality within organisation.
Under this law, employees cannot discriminate against colour, caste, religion, creed,
nationality, sex. All employees on same level are treated equally. It refereed to protected
groups or classes. Barclay HRM organise game events once every month to avoid such
discrimination and maintaining equality between them. It makes employee to feel
comfortable in workplace and they can do their work effectively and efficiently.
 Data protection act 2018- To maintain privacy of organisation, UK made data
protection law under which employee makes a contract with organisation that they do not
have right to access information of organisation and if anyone found guilty, actions can
be taken place against them. Barclay makes a written contract with employees so that

there is a statement proof. Information commissioner officer(ICO) has right to take
actions against fraud employees.
 Equality Act 2010- This act is made to maintain equality within organisation formed by
UK government. It provides satisfaction to employees that they are not being judged on
unfair means. They will be treated equally. (De Board, 2014). The primary purpose of the
act is to simplify the complicated and numerous way against anti-discrimination law by
making HRM policies such that employee employer and employee should follow them.
This act protects employees against discrimination like age, gender, caste, colour,
disability, nationality. All employees have equal rights for getting compensation and
rewards and makes them comfortable to work in their workplace effectively and
efficiently. It increases market share of organisation and makes organisation trustworthy,
healthy and friendly.
 Health and safety act 1974- This act gives satisfaction to employees regarding their
health and safety. This act made by UK government to pressurise organisation to take
care of their employees. It is duty of HRM to make employees satisfied in terms of
security. Barclay HRM provides insurance policies at time of joining so that if any issue
raises regarding health then employee can claim of their insurance policy and get benefits
of it. Barclay also organises healthy camps where physical check-up of employees held
every year. It aware them of their disease and get precautions on time itself.
TASK 4
P7 Application of HRM practises in work related context with example
Job description- It includes basic job related data that is useful to advertise a specific job
and attract a pool of talent.
Job specification- It is a written statement of educational qualification, specific qualities,
level of experience, responsibilities involved in a job, etc. (Fridrich, 2015).
Barclay's bank has a vacancy of a HR assistant manager and for that it has made a specimen of
the position's job description and specification.
Job title Human resource assistant manager
Reports to HR manager of Barclay

Department/selection Human resources
Standard working hour Monday to Saturday 9:00 am to 6:30 pm however overtime may
be required during peak periods and workloads
Qualification required  Any graduation with mathematics as a subject
 MBA with fulltime regular course of 2 years in human
resource management from CIPD.
 12 months internship in any organization.
Key tasks  Recruiting and selecting
 Training and development
 Reward management
 Employee safety, welfare, wellness and health
Responsible of equipment/
material
 Stationary
 Conduct interviews
 Taking feedback
 Taking suggestion from employees
Skills and competencies  Recording of executing HR related tasks.
 Experience on working with ms office.
 Frequent decision-making capability is required.
 Be self-driven and proactive.
 Strong and effective verbal and written communication
skills.
 Ability to work in a team.
Roles and responsibilities  Recruiting and selecting candidates by taking interview
through telephone or face to face.
 Keep tracking and recording of employee information.
 Taking feedback from employees.
 Arranging meetings to improve employee relationship.

 Providing compensation and benefits to employees.
 Maintain friendly and healthy work culture in
organization.
INTERVIEW QUESTIONS
1. What type of management style you will prefer to follow in an outperforming
organisation?
2. How would you drive your organisation towards the success?
3. How would you tackle Conflicts and disputes among the employees?
4. Do you think training and development really works for the overall growth of an
employee and what is your view point about job eliminations?
5. How would you motivate your employees in the worst circumstances at the workplace?
6. What necessary steps would you take in the selection and recruitment process?
CONCLUSION
This report concluded that human resource practices helped in getting and retaining the
right employees in the organisation. The performance of the company depends upon the qualities
of the people employed. The report outlines the meaning of HRM, its function, purpose, nature
and scope. After that it highlighted the strengths and weaknesses oh the types of recruitment
which are internal and external recruitment and the selection methods like campus placement and
personality test. Further, the report discusses the benefits of HRM practices for the employee and
employer and also the effect of HRM practices on organisational profit and productivity. The
report also tells the impact of employment legislation on the HRM decision making. At last, the
report with help of an example discusses the job specification and jod description of the
company.