Human Resource Management - Barclays Assignment

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management plays essential role in each and every organisation. HR
planning, recruitment, selection, compensation, training and development are various practices
which are performed by employer. These activities are executed by seniors so that appropriate
workforce is available with firm. Business strategy specifies information about policies, plan and
framework which is designed by top personnels to guide members; thereby make them perform
tasks effectively. Vision and mission statement, goals and objectives are various other aspects
which are included by administration to design system and make it function effectively (Cascio,
2018). This report is based on Barclays which has headquartered in London. It is a transnational
investment bank which provides different financial services to people. Human resource planning,
performance management and reward are various activities which help employer have adequate
manpower which are skilled and competent to perform tasks effectively. Performance
management is tactic which benefits seniors to compare outcomes with standards; thereby have
complete knowledge about capabilities of subordinates.
TASK
Business strategy
This aspect defines that management frame plan which defines information about goals
and objectives that are formulated by top personnels. Vision and mission statement is constructed
by by administration to execute business operations in efficient manner. These are various tactics
which are used by seniors to build strategic framework.
In Barclays, employees are divided into team and given duties and tasks in according to
their skills and abilities. Superior provides instruction and guidance to members to make them
perform activities effectively and deliver quality services to customers. Thus, this is process
executed by management to measure strategic progress and performance of firm are stated below
(Ones, Viswesvaran and Schmidt, 2017):
 Subordinates are given information about vision and objectives to guide them and make
them conduct activities effectively.
 Administration frame plan in respect to past results and making appropriate decisions and
judgements which are beneficial for system functionality.
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 Benchmarks are set by seniors to acknowledge capabilities of employees by comparing
outcomes with standards.
Business strategy success indicators: A key performance indicator is technique which is
used by management of Barclays to identify system functionality. With the help of KPI, top
management can know about how far company is for attaining strategic goals.
Performance management:
It is a natural activity conducted by human resource to manage subordinates and make
them work in proficient manner. Members are distributed in team and given duties in respect to
their skills and knowledge. Management responsibility is to coordinate and direct staff to make
them conduct activities and complete work within defined time.
Performance management is tactic which specifies activities executed by administration
to frame plan which defines information about objectives and targets. These aspects help
superiors to guide subordinates and make them perform tasks effectively. Performance appraisal
is technique used by management to have complete information about workers which are execute
work effectively. Underperformance ones are identified by seniors to train staff and make them
competent to perform tasks in proficient manner. Employee’s capabilities are analysed by
management to conduct sessions and seminars to enhance their abilities (Grobelna and
Marciszewska, 2016).
Characteristics of performance management: These are features that performance
management concept has on system functionality are stated beneath:
Clarity of organisation goals: Human resource provides accurate information to
employees about targets and objectives required to be accomplished. This help subordinates to
perform tasks in proficient manner and complete activities within defined time. In Barclays,
staffs are given information about duties and market conditions. Members are aware about vision
and mission statement of firm. This helps management to make them perform activities in
proficient manner and deliver quality services to clients.
Evaluation: Standards set by management is used as benchmark to compare outcomes to
anticipate abilities of members. This helps Barclays to examine quality of items and services that
are provided to customers. Key performance indicators are aspects which are used by
management to have complete information about benchmarks which need to be followed by
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staff. This also help superior to construct competitive advantage in respect to rival firms
(Abdullah and Zulkifli, 2015).
Motivation: Performance appraisal is tactic which helps administration to increase
morale of employees by giving them recognition and reward in respect to their outcomes and
work. Various intrinsic and extrinsic components are provided by management to motivate and
dedicate staff members. Promotion, award, appraisal, compensation and many other facilities are
given by seniors to increase morale of subordinates by giving recognition to their performance
and outcomes.
Coaching: Superior provide targets and tasks to employees which require to be
performed by them to deliver appropriate items and services in market. Barclays executes
meeting and conference to provide instruction and guidance to staff members in respect to duties
assigned by seniors. Sessions and seminars are organised by superior to make employees learn
about technologies so that they are able to give quality services and facilities to clients.
Monitoring performance: Management conducts observation, discussion and asses work
of employees to have complete information about extent to which goal will be achieved. It is
essential that superior identify difficulties and problems that staff members might face while
production process. Thus, training programmes are executed to improve skills and abilities of
employees and make them competent to perform activities in proficient manner.
Role of managers: Superior responsibility is to provide information to subordinates
about tasks and targets. By making employees acknowledge expectations of seniors help them to
give proper guidance and instruction. Along, this management of Barclays set benchmarks which
are used as standard to assess capabilities of staff. This helps superior to have complete
information about skills and knowledge of members in respect to outcomes generated by them.
Seniors acknowledge quality of services that are given to customers which determine goodwill
and image of firm in market (Shen and Benson, 2016).
Role of leaders: Leader constructs healthy relations with subordinates to make them feel
connected and dedicated towards job. It is essential that leader solve issues and conflicts faced by
members; thereby provide them appropriate solutions. This helps Barclays to retain skilled and
competent members for longer period (Donate and de Pablo, 2015)
Purpose of performance management: These are various aims which define use of this
aspect for functioning of system are stated below:
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Administrative: Top personnel conduct decision-making activities to take appropriate
judgements in respect to salary, incentives and reward. Barclays is bank which provides financial
services to people. For giving appropriate things to customers, superior require to have adequate
members. Employees require getting monetary benefits in according to their performance and
outcomes. This help management retain skilled and competent people for longer period.
Strategic: Human resource provides duties and targets to staff members in respect to their
skills and abilities. This helps management of Barclays to execute business operations effectively
and accomplish goals and objectives.
Developmental: Performance appraisal is technique used by administration to compare
actual results with standards to identify capabilities of members. This help employer anticipate
need of conducting training programmes. Sessions and seminars are executed to improve skills
and abilities of staff; thereby make them competent to conduct tasks effectively (Jennings and
Stadler, 2015).
Benefits of performance management: These are importance which helps human
resource to conducts business operations effectively are as follows:
 Construct objectives are provide targets to members to direct them and make them
perform activities properly.
 Employee development is connected with performance examination, so that employer
gives adequate rewards to members to motivate and make them dedicated towards job.
 Enhance productivity and profitability by giving appropriate information to subordinates
about targets and goals.
 Performance appraisal tool helps management to monitor work of employees and
acknowledge their abilities.
 Identify merits of training and development programmes on functionality of staff. Administer compensation plans and improve in according to motivate members by giving
them appropriate salary and incentives (Baum, Schäfer and Kabst, 2016).
Performance management link with business strategy:
Human resource management formulate policies and tactics to design system and make it
function effectively. Goals and objectives are main components which require to be
accomplished by administration. Benchmarks are set by top personnels to give guidance and
instruction to staff members to make them perform tasks in respect to standards. This help
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management to asses capabilities of members by comparing actual outcomes with benchmarks.
This define that performance management has direct connection with business strategy aspect.
Barclays is multinational bank which has outlets in different nations. Various financial
services are provided by management to customers. For giving quality and appropriate services
to customers, it is essential that adequate tools and technologies are used by firm. Employees
require to have complete knowledge and skills to perform tasks in proficient manner. This help
company provide appropriate things to clients and fulfil their needs and wants.
Performance management link with other HRM practices:
Human resource requires having adequate workforce to execute business activities in
effective manner. Recruitment, selection, compensation, training and development are various
practices which are executed by employer of Barclays. Performance management system
function properly, if superior are determined and encouraged to carry out activities efficiently.
Management responsibility is to provide appropriate working environment and conditions to
members to make them perform tasks effectively (Baum, 2015).
Performance management is aspect which has interconnection with HRM practices, as it
is part of duty which employer conducts to assess potential and abilities of staff members. This
help top personnel to have complete knowledge about activities performed by workers to deliver
adequate items and services in market.
Job analysis: This tactic define that human resource responsibility is to make appropriate
plan which specifies description about duties and job profiles. Key performance indicators are
formulated by seniors to give targets to subordinates to direct them and perform activities in
proficient manner.
Recruitment and on-boarding: Job analysis is techniques which helps human resource of
Barclays to have accurate information about availability of workforce. Promotion, transfer,
employee referrals and so on are various internal sources to utilise present manpower to fill
vacant positions. Advertisement, campus recruitment, placement agencies are different external
tactics which help management to attract candidates and make them apply for job in respect to
their skills and knowledge. This benefit firm to have new talent which provide quality services
and conducts activities in innovative manner
(Ones, Viswesvaran and Schmidt, 2017).
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Staffing: Interview, test, group discussion and physical examination are various activities
executed by administration to assess capabilities and knowledge of candidates. This helps
management of Barclays to select best applicant and provide them duties and tasks in respect to
their skills and abilities. Benchmarks are set by senior to direct members and make them perform
activities effectively. Targets and duties are given to staff to make them execute work in
proficient manner and deliver adequate financial services to customers.
Reward and recognition: Human resource responsibility is to retain skilled and
competent people for longer period. It is necessary that employees get compensation in
according to their performance and outcomes. Performance appraisal is technique used by
management of Barclays to identify talented workers; thereby give them appropriate incentives
and awards. This help firm to motivate staff and make them dedicated towards job.
Apart from these things, feedback is taken by employer by interacting with subordinates
to anticipate market conditions and system functionality
(Grobelna and Marciszewska, 2016).
Performance appraisal: BARS, management by objective, 360-degree feedback,
assessment centre and many other techniques are used by human resource of Barclays.
Benchmarks are set by administration to direct members and assess their capabilities by
comparing actual outcomes with standards. This also helps seniors to account potentialities of
staff and conduct training and development programmes to improve skills of workers.
Disciplinary processes: Policies and strategies are formulated by management to make
system function in according to goals and objectives. Barclays is multinational bank which
require to provide safe and secure working environment and conditions to subordinates. This
help firm to make staff perform activities effectively and deliver quality services to customers.
Learning and development: Performance management helps human resource to asses
skill gap of employees; thereby provide them coaching and mentoring. Sessions, seminars,
conference and meeting are various training and development programmes. These are activities
which are executed by management to improve skills and abilities of staff members; thereby
make them perform tasks effectively (Abdullah and Zulkifli, 2015).
Succession planning: Employer identifies employees which are effective and possess
good abilities and characteristics. This helps Barclays to promote members to higher position to
utilise current workforce in adequate manner.
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Challenges: This are various difficulties and problems which performance management
aspect have on system functionality are stated below: Absence of integration: Human resource require to coordinate performance management
tactics with practices and take care that appropriate working conditions and environment
is provided to staff members. Employer faces difficulty to coordinate culture, structure
and system activities properly and execute operations effectively. Wrong design: Organisation goals and objectives are main tactics used by administration
to design system. It is essential that appropriate tools and technologies are used by
Barclays to provide quality and quick services to customers. Management require taking
care that competitors of firm are taken care to attract large number of people by giving
them adequate things (Shen and Benson, 2016). Lack of leadership commitment: Staff members require getting proper instruction and
guidance from superior to perform tasks in proficient manner. Organisation performance
and system functionality depend upon quality of leader and its characteristics. In
Barclays, employees execute activities and provide quality items and services to
customers; if leader give appropriate direction to them. Thus, workers tasks are affected
if they don't get adequate compensation and benefits from seniors. Incompetence: Management require having complete information about capabilities of
employees which help Barclays deliver appropriate things and services to customer. For
smooth functioning of system, goals and objectives require to be formulated by
administrations properly. Key performance indicators are conducted by seniors to direct
staff and make them execute activities effectively. But these impacts on work of firm if
appropriate tactics and strategies are not formulated (Stone and et. al., 2015).
 Ignore change management in system implementation: Top personnels skills and
knowledge determine policies and strategies formulated by them. Barclays is bank which
provides financial services to people. Market conditions are dynamic and keeps on
changing with time. For this, management will not make transformation and modification
in system as they know that it will affect their system functionality. But this, impacts on
market image and reputation which declines, if operations are not executed in modern
manner.
Literature review
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According to Albrecht and et. al. (2015), performance management is activity which help
organisation to anticipate, examine and improve working of staff members. Different techniques
are used by human resource to identify capabilities of employees. Benchmarks are used by
manager to direct members and make them perform activities effectively. This tactic helps
subordinates get safe and healthy working environment to retain skilled and competent people
for longer period.
Contribution of performance management on performance of organisation:
Increase productivity: As per Marchington and et. al. (2016), performance management
system helps seniors to conduct training and development programmes. Sessions and meeting are
conducted by administration to improve skills and abilities of employees. Thus, in Barclays
quality things and services are given to customers who increase firm image and goodwill in
market.
Enhance sales and profitability: On the basis of Chelladurai and Kerwin (2017),
employer provides duties and targets in respect to their skills and knowledge. This helps
Barclays to deliver quality services to clients to retain them for longer period. Performance
management benefits administration to assess abilities of staff; thereby provide them appropriate
instruction to members. Hence, customer gets adequate facilities which help bank to gain good
amount of funds.
Motivate employees: According to Brewster and Hegewisch (2017), performance
management system is used by human resource to have complete information about work of
subordinates. Meeting is organised by administration to aware staff about targets and incentives
that will be given if they complete work timely. Various other benefits such as, award,
promotion, appraisal and many other things are provided to increase morale of workers.
RECOMMENDATIONS
 Human resource management frame strategies and policies to direct staff members by
providing them information about goals and objectives. Barclays culture and values
required to be communicated with subordinates to make them feel connected with firm.
 Top personnel and seniors responsibility is to maintain relations with staff to provide
support and guidance to members.
 HRM practices are conducted by management of Barclays to have adequate manpower
which perform activities effectively.
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 Performance management is concept linked by business strategy, which defines that
changes in standards and tactics are made by administration to deliver appropriate things
to people.
 HRM practices are link with performance management to monitor and administer work
of staff members; thereby make them execute activities in effective manner.
 Train employees and enhance their capabilities and abilities to make them perform
activities in proficient manner.
 Feedback to employees and give them complete information about deviations of actual
outcomes from standards. This help staff to learn new methods and perform activities in
appropriate manner (Bratton and Gold, 2017).
 Examine efficiencies of performance management system to make changes in system
and implement latest tools and technologies to deliver quality items and services to
people.
CONCLUSION
As per above report, it can be comprehended that human resource management concept
plays important role in organisation. It is essential that business strategy determine framework
which are used by administration to manage staff members properly. Recruitment, selection,
compensation, training and development are various practices which are executed by employer
to have adequate workforce. Performance management is process which determine that key
performance indicators are set by seniors which are used as components to direct members.
Benchmarks are set by superiors to provide guidance and instruction to staff. Along this, top
personnels are even able to analyse capabilities of subordinates by comparing actual outcomes
from standards. Sessions, seminars, meeting and conference are various activities conducted by
management to improve skills and abilities of members. Besides this, monetary and non-
monetary benefits are provided to employees to retain skilled and competent people for longer
period. Workers need reward which are basic and main tactic and reason which motivate them
and inspire to conduct activities in effective manner. This helps firm accomplish goals and
objectives within defined time.
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REFERENCES
Books and Journals
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Stone, D. L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy
DEMATEL: An application to human resource management. Expert Systems with
Applications. 42(9). pp.4397-4409.
Grobelna, A. and Marciszewska, B., 2016, April. Work motivation of tourism and hospitality
students: implications for human resource management. In Proceedings of the 8th European
Conference on Intellectual Capital, ECIC. pp. 95-103.
Ones, D. S., Viswesvaran, C. and Schmidt, F. L., 2017. Realizing the full potential of
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management. Human Resource Management Review. 27(1). pp.201-215.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Baum, M., Schäfer, M. and Kabst, R., 2016. Modeling the Impact of Advertisement‐Image
Congruity on Applicant Attraction. Human Resource Management. 55(1). pp.7-24.
Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
challenges. Journal of Network and Systems Management. 23(3). pp.567-619.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
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