Human Resource Management Report

This report analyzes the role of Human Resource Management (HRM) in HSBC, a global financial institution. It explores key HRM functions, discusses the strengths and weaknesses of recruitment methods, examines the effectiveness of HRM practices, and analyzes the impact of employment legislation on HRM decision-making. The report also includes a job specification and CV for a Photographer position at Vogue magazine.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management is the process in which managers of an organisation
manages the utilisation of the workers in performing the activities of the firm. It is very crucial
for firms to effectively manage the workforce of the organisation for attaining the set objectives.
The taken company is HSBC in this report which is a public limited bank based in London,
United Kingdom. In this report, the various purposes and function of Human Resource
Management which are relevant to employees for preparing plan and managing resources in an
organisation along with some HRM definitions, nature and scope of strategic HRM, Hard and
Soft HRM approaches has been discussed. The strengths and weakness of the various approaches
which are used in recruitment and benefits and shortcomings of internal and external recruitment
will be discussed also in this report. In the end, analysis of various internal and external factors
which are effecting decision making of human resource management with the HRM practices in
a work related context of HSBC has been explained.
TASK 1
P1
HRM is the process of designing and planning the use and utilisation of the workforce in
an organisation for effectively achieving the goals. The HRM is responsible for regulating the
different individuals and teams for their proper functioning in the company (Bloom and Van
Reenen, 2011). The main concern of HRM of HSBC includes selection, planning, placement,
promotion, training of employees for increasing their efficiency and skills. HRM of HSBC is
very effective in utilising the skills of their employees effectively. Through the best HRM
practices, HSBC can attain high growth and performance in the market.
The nature and scope of HRM are given below:
Scope of HRM:
 To provide training and developmental workshops to the employees.
 To encourage the employees towards work by increasing motivation.
 Recruiting, selection and performance based incentives of employees. To provide security and safety to the employees.
Nature of HRM:
 It is a constant ongoing process.

 It includes various roles such as training, performance appraisal, planning,
selection of man power etc.
 It is the internal and integral part of an organisation.
 It is associated with the various level of employees (Abdelhak, Grostick and
Hanken, 2014).
Functions of HRM
Training and development: HSBC HR manager provides training to the employees at a
regular interval for keeping them up to date with the latest trends of market.
Compensation and benefits: HSBC can achieve the desired goals by providing the
additional benefits to employees for increasing their motivation.
Performance appraisal: The HR manager of HSBC must need to provide appraisals and
incentives to the employees on the basis of their performance for increasing their efficiency.
Planning: It is necessary for HSBC for effectively achieving their goals through
working in a structured and systematic way.
Soft and Hard skills
Hard skills: In this, HSBC use the workers as resources for their operations and activities
in the process of planning. The major aim of company is to hire and manage the workforce on
the basis of company's need and requirements.
Soft skills: In this, the focus of HR manager of HSBC is on the requirements and needs
of employees in doing their work and to increase the motivation level of employees for executing
the task efficiently (Flamholtz, 2012).

P2
Recruitment is the process of inviting and hiring individuals for the working needs of an
organisation. This process is controlled by the HR department. It is a very essential process of an
organisation. The recruitments process includes Job analysis, job description, and personal
qualifications. It can be done both internally and externally which is been given below:
Internal recruitment and selection
In this HR manager of HSBC choose the candidates and workers in an organisation. It is
very effective in saving cost and time. There is no need to go out for recruiting the candidates. It
also helps in enhancing the motivating level of employees. Three sources of internal recruitment
and selection are discussed under:
 Promotion: It is helpful for increasing the motivation of employees in order to get
promotion on the next level by giving adequate quality of work and performance to
the HSBC for the future growth (Iles, Chuai and Preece, 2010).
 Transfer: In this a individual or employee of HSBC are shifted from one location to
other location of the company or department.
 Employee referrals: In this the existing employees provide their reference to their
friends and family for the vacant position of the organisation.
Strengths
The internal recruitment and selection process of the HSBC is helpful for saving cost and
time. In their internal recruitment process, HR manager of HSBC already know the skills and
abilities of potential employees which are helpful in increasing the motivation of existing
workers.
Weaknesses
Through the internal recruitment and selection process of the HSBC, discrimination may
developed between existing employees. Due to this discrimination, conflicts and issues can rise
among the workers which can hamper the growth of firm.
External recruitment and selection
In this process the candidates are recruited from outside by HR manager of HSBC. It
includes elements such as college placements, constancy, pool campus, through advertisement
(Kakuma and et. al., 2011).
Strengths

The external recruitment and selection of HSBC provides the opportunity to new and
fresh talent. It also helps in generating new and effective ideas. Through this approach,
discrimination thinking will not develops among existing employees.
Weaknesses
The external recruitment and selection of HSBC is time and cost consuming. Also in
this, training must be provided to the new employees. Through this, Dissatisfaction mat
developed in existing workers.
TASK 2
P3
Various HRM practices has been used by the HSBC for improving the performance of
employees and their HRM. Some of these practices with advantages are given below:
Learning, training and development practices: The skills and knowledge of employees
varies in an organisation. It is the responsibility of manager to provide training to workers for
increasing their confidence and productivity (Song and et. al., 2010). The two types of trainings
are: On job training: This training is provided within the HSBC for reducing the costs. Such
training is provided regarding the roles and responsibilities of the job. Methods of such
training are job rotation, internship, Apprenticeship etc. By providing the On job training
to the employees of HSBC, the profitability along with the performance of organisation
and its employees can increase at workplace which is helpful in raising the organisation
profit.
 Off job training: In this the training is given from outside of the company. HSBC has
recruited a expensive trainer for providing this training. This training consist of case
studies, conferences, seminars etc. Through this training, employees of HSBC can
contribute their maximum efforts for raising the organisation profit and productivity.
Reward and payment management: It is an efficient HRM practice and suitable for
providing motivation. It is associated with the development and execution of strategies which
provides rewards on the basis of performance. The two types of rewards are: Intrinsic reward: It is a non-physical reward system. It consists of sense of
achievements, credit and satisfaction. It is determined on the basis of attitude and

behaviour of workers. Through these rewards, the employees of HSBC can perform with
required efficiency due to provided rewards on the basis of performance. When
employees work with their full efficiency, the profit and sales of the HSBC can improve
which also improve the revenue.
 Extrinsic reward: It is a tangible and used for encouraging employees. It includes medal,
certificate, monetary benefits etc. Through this, employees feels motivated in their
working and can achieve the desired goals in an effective manner which will help in
raising organisation profit.
Flexible working options: This practice is defined in various ways such as flexible work
hours or working timings, location, schedules etc. It is necessary for the HR manager of HSBC
to provide flexible working hours to employees for reducing their anxiety and stress along with
some free time and intervals. This practice of HRM has many benefits and also useful for
motivation among employees. It will help in providing the development and growth to
employees as well as to company (Tarique and Schuler, 2010). Through this, The workers of
HSBC can work effectively in their task without any stress and anxiety which will ultimately
help in increasing the profitability of the firm in the market.
P4
The major aim of HSBC is to increase the profit and productivity of employees along
with the organisation. Effective HRM practices are used by the company for generating more
growth and productivity. The different HRM practices like training or development, reward
system etc. helps the company to identify the gap in the performance and abilities which are
required to perform the job. Effectiveness of these practices are given below: Learning, development and training practices: These will help the HSBC and their
employees to perform well in their assigned task using the given training. Through this
the employees can achieve their goals easily which will also helps in enhancing the
productivity and profit of the company in the market. Flexible working options: Through this, the employees can work stress and anxiety free
which will help them to work efficiently with motivation (Guest, Paauwe and Wright,
2012). Employees can chose suitable shift and working hours for better productivity
which will strengthen the HSBC productivity in providing their services to the clients.

 Payment and reward management: Through this employees feels motivated and
encouraged due to benefits involved on their working performance. They tends to work
faster and efficient for taking these benefits. It will help the company to provide its
services in a better way due to employees commitment towards work.
TASK 4
P5
Employee relations is the relationship between employees and the management of the
company. Strong relation among employees and management is necessary for understanding the
problems and issues of employees in a better way. It helps in enhancing the growth and
productivity of the HSBC. It is necessary for managers of HSBC to maintain a healthy and
effective relationship with employees. With strong relations chances of arising conflict and
issues becomes less at the workplace. This relationship can be between staff members,
employees, management and sub ordinates etc. It is must for workers to establish good relations
with others for a better and healthy working environment. Some ways for maintaining this
relationship are given below:
Better communication: Better communication skills of managers helps in determining
the issues of workers easily for providing them solutions (Chang and et. Al., 2013). Employees
are valuable asset to the HSBC bank and gives their maximum efforts for achieving the goals and
objectives of the company in an effective and proper manner. It is the major responsibility of
managers of HSBC to communicate with workers regularly in order to identify their flaws and
problems of working in the company.
Share vision: It is necessary for managers of HSBC to share the plans, policies and
vision of the organisation with the employees. The meetings are one of the effective ways to
convey such plans and policies to the workers for achieving the goals of the organisation.
Employee engagement activities: Managers of HSBC needs to motivate their workers for
maintaining healthy relationship. Managers needs to conduct various activities and entertainment
programs for employees in order to increase their engagement in the activities of company. This
will help in communication of employees with each other effectively.

P6
Employment legislations is the concept of various rules and regulations imposed by the
government on the business activities of a company. These rules can impact the process of
decision making of HRM in an organisation adversely if company does not follow such rules.
These laws covers various employment aspects for maintaining strong relations among workers
and the company. Some of the employment laws are given below:
Equality act, 2010- This act states that organisations should provide equality to their
employees. It prevents the employees from any kind of discrimination at work place from the
management. Managers of HSBC must not discriminate the employees on the basis of age,
gender, culture and nationality as these will lead to dissatisfaction of worker at workplace.
among the male and female employees (Thite, Wilkinson and Shah, 2012). In this several
elements such as discrimination based on gender, sex, colour and nationality must not be done
otherwise it can negatively impact the brand image of the firm and on the HRM functions of
firm. Through this act, employees can work with equal treatment which will facilitate the
management to take appropriate decisions for the betterment of the firm and their employees.
Through these taken decisions, employees can work with their full capability due to non
discrimination.
Data Protection Act, 1998: This states that the organisations should not disclose the data
of the employees to anyone without their permission for their security and safety. it is the
responsibility of HSBC to protect the data of their employees from any illegal use. HSBC should
take necessary measures and precautions for protecting the personal data of employees. In this
act, the elements such as privacy and confidentiality of data, personal data, work related data
needs to be kept secret and if such data is disclosed in-front of anyone, then it can negatively
impact the person and the HRM functions of organisation. Through this act, management can
determine whether the taken decisions are not disclosing the data of their employees. If yes, then
management needs to make changes in their decisions.
P7
Job specification for the post of Photographer
Photographer position job Specification

Qualification
 Diploma in photography from a recognised institute
 Having a licence of photography
 Bachelors degree in photography
Experience
 Experience of minimum 3 years in picture taking
 Experience of 1-2 years in effectively managing the team of photographers.
Skills
 Creative in nature,
 Technical photography skills,
 Handling skills of critical situations, Team working skills etc.
Duties
 Make the combination of factors which are necessary for photography such as lighting,
film type and film speed.
 Resolve the issues of situations which are raised at the photo shoot
Area of expertise
The photographer need to be an expert in handling the critical situations during the photo
shoot.
Description of CV: To capture and shoots the best photos of models and individuals for
the Vogue magazine content.
1. General information
Name: Shiva Jason
Phone: [phone]
E-mail: [e-mail]
2. Qualifications required

MBA Michelin institute of
photography
88.00%
Graduation Michelin University 70.00%
Secondary education JDA school for education 77.00%
5. Personal information:
Father's name: – Sam Jason
Mother's name:- Shannara Jackson
DOB: 29th February, 1980
Skills:
 Adobe Photoshop, premier pro
 Able to handle camera including load, use and removing of photographic film
 Know to made advertisements
 Know handling the photography equipments
Experience:
 2 year experience as a photo editor in famous magazine
 Worked in a shot film during the college.
 6 months of internship in mass media and communication
Achievements: Best photographer of the year by the national photography club, UK

 Got 2nd prize in the state level photography competition
 20 Photos selected for national geographic TV series on globalisation.
Vogue magazine has a vacant position of photographer for suitable candidates. In the
process of recruitment and selection , Vogue has adopted latest technology like online job
portals, social networking sites like linked In, Facebook, Instagram etc. The company has given
advertisements on internet regarding their vacant position which is mentioned below:
VACANCY
Vogue magazine is recruiting for post of Professional photographer
Post – Photographer
Qualification – Bachelor in photography or higher
Experience – Minimum 2 years in the photography
The candidates who will be chosen will get a call for interview.
The candidates should apply from their personal mail id or through post
Last Date to apply- 10 December, 2018
Address: 4 Times Sq, Bsmt
Email: [e-mail]
Contact: 2222564814

After the advertisement, candidates starts to take interest in the job position and also
many of them come for the interview (Kim and Bae, 2017). HR manager selects the skilled and
qualified candidates by asking questions. Some of the questions are given below:
Questions for Interview
Q.1.Define yourself along with your qualities?
Q.2. What is the importance of photography in your life?
Q.3.How you deal with your clients during the shoots?
Q.4. What are your strengths and weaknesses?
Q.5. Which technology or camera you prefer for the convenience of the customers in shoots?

CONCLUSION
From the report, it has been analysed that various roles and purposes of HRM impacts the
performance of the company in providing their services to the clients. The strengths and
weakness of the approaches of recruitments which are adopted by the HSBC has also been
discussed and company should adopt suitable policies for overcoming these weakness of the
approaches. HRM practice and their effectiveness has been also measured with context to HSBC.
Proper maintaining of employee's relations is must for managers for improving the quality of
services provided by the company. The key elements of employment laws and regulations along
with the employment acts has also been described in this report. In the end,a one-page CV for a
Photographer for Vogue magazine has been developed for the post of professional photographer.

REFERENCES
Books and Journals
Abdelhak, M., Grostick, S. and Hanken, M.A., 2014. Health Information-E-Book: Management
of a Strategic Resource. Elsevier Health Sciences.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics.4. pp.1697-1767.
Chang, S., and et. Al., 2013. Flexibility-oriented HRM systems, absorptive capacity, and market
responsiveness and firm innovativeness. Journal of Management. 39(7). pp.1924-1951.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Guest, D.E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business.
45(2). pp.179-189.
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Routledge.
Song, C. and et. al., 2010. Limits of predictability in human mobility. Science. 327(5968).
pp.1018-1021.
Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business.45(2).
pp.122-133.
Thite, M., Wilkinson, A. and Shah, D., 2012. Internationalization and HRM strategies across
subsidiaries in multinational corporations from emerging economies—A conceptual
framework. Journal of World Business. 47(2). pp.251-258.