Human Resource Management Report

This report analyzes the role of Human Resource Management (HRM) in BARCLAYS Bank, exploring its purpose and functions in workforce planning, recruitment, selection, employee relations, and legal compliance. It examines the benefits of HRM practices for both employees and the employer, highlighting the importance of employee relations in decision-making. The report also provides examples of the application of HRM activities within the bank.

Human
Resource
Management
Table of Contents

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM in terms of workforce planning and resourcing within
BARCLAYS Bank......................................................................................................................1
P2 Strengths and weaknesses of different approaches of recruitment, selection and also
benefits and drawbacks of methods which are used by BARCLAYS Bank...............................3
Task 2...............................................................................................................................................7
P3 Benefits of HRM practices to employee and employer within BARCLAYS Bank..............7
P4 Importance of effectiveness of different HRM practices.......................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relations to influence HRM decision-making in BARCLAYS
Bank............................................................................................................................................9
P6 Key element of employee's legislation and their impact on decision making process of
HRM of BARCLAYS Bank......................................................................................................10
TASK 4..........................................................................................................................................12
P7 Applications of HRM activities...........................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is defined as a formal system which is devised to provide
individuals with recruitment, selection, their induction, orientation, provide them with training
and development, appraise performance of employees, decide compensation, provide benefits,
motivate them, build healthy relationship with them by following different labour laws (Human
resource management, 2016). Elementary objective of HRM is to place appropriate candidate at
specific place. In this report, BARCLAYS Bank in Central London is taken into consideration. It
is a public limited company which deals with banking and financial services. It was founded on
November 17, 1690 in City of London, Kingdom of England. It is headquartered in London, UK.
They provide their customers with wealth management, investment, commercial and retail
banking. This report deals with purpose and functions of HRM which are applicable to
workforce planning. Moreover, advantages and disadvantages of contrasting approaches of
recruitment and selection are provided. Furthermore, benefits of HRM practices and their
effectiveness in terms of organisational productivity and profitability is evaluated. Importance of
employee relations with respect to decision-making are analysed and key elements of
employment legislation with their impact has been identified. At last, applications of HRM
practices using peculiar examples have been illustrated.
TASK 1
P1 Purpose and function of HRM in terms of workforce planning and resourcing within
BARCLAYS Bank.
Human resource management refers to set of functions, programs and activities which are
planned and carried out so that effectiveness of both organisation and employees can be
maximised. As per Flippo, Human resource management refers to making plans, their
organisation, direction and control of acquisition, improvement, recompense, segregation,
maintenance and detachment of human resources to the end by which social, organisational and
individual objectives are fulfilled (Bondarouk and Ruël, 2013). Workforce planning is defined as
a process to ensure that current and future needs of organisation related with human capital to
accomplish different activities are met. Managers of BARCLAYS bank carry out workforce
planning in effectual way. They use formative process by which they are able to identify
requirements related with human capital, gap in present and future workforce and determination

of internal and external drivers associated with engagement of workforce. By this, they will be
able maintain around 80,000 employees who are working with them.
Purpose of Human Resource Management
HRM refers to function within organisation which emphasise on recruitment,
management and giving directions to employees who are working within organisation. This
function can be also carried out by line managers (Chang, Chiang and Han, 2012). By this
profitability of organisation can be enhanced and their internal workforce can also be
strengthened. Primary purpose of HRM is to establish bridge between employees and
management by which organisational objectives can be fulfilled. HR manager of BARCLAYS
bank carry out their functionalities and operations in shaping way. Purpose of HRM is mentioned
below:
Make better organisational culture: This factor is essential which must be taken into
consideration in efficacious manner. HR manager needs to make use of specified techniques and
tools by which they will be able to provide is provide enhanced organisational culture.
BARCLAYS HR manager must provide their employees with healthy and optimistic working
environment. Apart from this, they also ensure that work is allotted to candidates on the basis of
their capabilities and skills. This will assist HR manager to eliminate any kind of stress within
working environment. By this, they will be able to complete their tasks in stipulated time
duration with higher efficiency.
Law: Different countries have their own set of regulations and laws which are build by
their own government. HR manager of BARCLAYS bank ensure that they bide all legal policies
like union and negotiation act, health and safety act, data protection act and other acts by which
they can safeguard rights of their employees (Chelladurai and Kerwin, 2017). It enables HR
manager to furnish stable and secure working structure to all employees which will lead to have
significant impact on profitability of organisation. Thereby, it assist HR manager of
BARCLAYS bank to make their decisions on the basis of laws which are formulated by
government. This will automatically benefit organisation to carry out their operations within
falling into any kind of legal hindrances.
Functions of Human Resource Management
HR manager of BARCLAYS bank carry out different functions which are mentioned
below:

1. Managerial function: This function comprises of planning, organising, directing and
controlling various functions. HR manager of BARCLAY bank is responsible for
formulating plans related with identification of workforce, handling of existing
employees and providing healthy working environment to all. They also needs to
organise different activities by which bank can increase their profit and have adequate
profit. Furthermore, HR manager of BARCLAYS bank need to provide employees with
proper guidelines by which they can carry out their operations in enhanced way and their
operations are controlled.
2. Operative function: This function of HR management is related with activities such as
procuring, development, compensation and maintaining enhanced workforce. Within
BARCLAYS bank HR manager ensures that training and development sessions are
provided to their employees by which their efficiency can be increased.
3. Procurement function: HR manager of BARCLAYS bank make sure that right person is
appointed at right place which will ensure that organisational goals and objectives can be
attained effectively. It include planning, job analysis, recruitment, selection and
placement.
Approaches of HRM:
There are different approaches in context to HRM. Basically they include:
1. Hard HR: Employees are treated as resources for business such as buildings and
machinery. Within BARCLAYS Bank emphasis is on management of performance, cost
control, recruitment of employees on the basis of their capabilities and their firing if they
are not able to attain goal.
2. Soft HR: In this employees are treated as essential assets of organisation by which they
are able to attain competitive edge within market. They focuses on employees needs,
their training and development, their commitment for specific job role, participation and
quality (CHUANG and Liao, 2010).
P2 Strengths and weaknesses of different approaches of recruitment, selection and also benefits
and drawbacks of methods which are used by BARCLAYS Bank.
Recruitment refers to a process to attract, screen and select potential and skilled
individuals. It is necessary for organisation to use different development techniques and tools by
which they will be able to acquire candidates for their vacant position, this will enable them to

attain organisational goals in effective manner. HR manager of BARCLAYS Bank perform their
operations in effectual way by which they are able to establish connection between potential job
seekers and every department of bank. Selection refers to process through which appropriate
candidate can be chosen for empty position within organisation (Costea, Amiridis and Crump,
2012). Internal and external sources ofr recruitment are their. In case of internal recruitment,
BARCLAYS Bank has opted for transfers, up-gradation and promotions whereas for external
recruitment they are using placement agencies, consultancies, campus recruitments and
advertisements. This will assist to acquire qualified, effective and potential candidates according
to their job requirement. These two sources of selection and recruitment are mentioned beneath:
Internal Sources of Recruitment: This process refers to filling up position within
organisation by employees who are already working within same premises. In this, existing
workforce is considered for empty position. This will boost up team spirit and enhance level of
motivation among employees simultaneously. This will strengthen productivity and workforce
culture. Strengths and weaknesses of this source of recruitment is explained below:
Strength Weaknesses
 This enables sense of satisfaction
within employees that if they work hard
with high sincerity then they will be
promoted. This results in enhancement
in quality and efforts of employees.
 There are zero chances for selection of
wrong candidate as recruitment is
conducted internally and management
also knows those employees and their
working capabilities (Daley, 2012).
 External recruitment contains different
activities like interview,
advertisements, etc. this is both money
and time consuming. Internal
recruitment saves ample of time.
 When employees are being transferred
 It promotes unemployment as
employees are recruited from inside
though they can hire from outside who
may have capability to fulfil task with
high efficiency.
 It also involves partiality and unfair
practices as management may take
favourite person from group.
 This source limits options of
organisation as employees within
organisation may not possess skills
which are required for that specific
post.

to other profile then they generate sense
of being valued which results in
significant improvement in faithfulness
and loyalty towards BARCLAYS
Bank.
 It takes time for new employees to
adjust to new working environment but
existing employees are aware of
working conditions (Durão and et. al.,
2012).
External sources of recruitment: In this method employees are recruited for empty post
from outside means existing employees are not taken into consideration. This will enable them to
acquire new candidates who have fresh and innovative ideas. This will have relevant impact on
productivity of BARCLAYS Bank. Their strengths and weaknesses are explained below:
Strength Weaknesses
 This creates a pool of qualified and
eligible candidates which enables them
to select as per their requirement.
 Employees are externally recruited that
means there is flow of enthusiasm,
skills and new ideas (Fulton and et. al.,
2011).
 As technology is rapidly changing and
demands of customers are also varying.
For this BARCLAYS Bank need to
acquire candidates who have innovative
approach to deal with changes.
 Employees who work hard are
demoralized as they do not get option
for promotion or switching, this may
even lead to their resignation from job.
 It is time consuming process as it
includes announcement of job, training,
orientation, etc. This also needs lots of
cost.
 It takes lots of time for adapt to new
working environment and culture which
may hamper their performance.
 There may be nepotism (preference to
known persons). In this case it is high.

BARCLAYS HR manager is using both the methods to hire potential, qualified and
skilful candidate for required vacant position. For this they have established certain procedures
and policies which include, interview, job description, person specification, etc. Job description
is related with overall information of specific job, responsibilities which individual need to carry
out for specific role, skills and qualifications (Glendon, Clarke and McKenna, 2016). Person
specification includes detail of individual who have applied for respective profile this include
their CV, this helps to analyse capabilities of individual whether they meet requirements of
vacant post. This will enable BARCLAYS Bank to adopt potential and eligible candidates. HR
manager of BARCLAYS Bank has opted for interview method to have effective candidate for
desired position.
Interview method:
CRITERIA STRENGTH WEAKNESSES
It is a method of internal
source of recruitment in which
knowledge and skills of
candidates are judged. In this
interviewer frames questions
related with particular
position. Questions are based
to analyse mental ability of
candidate, technical
knowledge of respective
profile and quantitative
aptitude. This will enable
BARCLAYS Bank to identify
capabilities of candidate on
different perspectives (Schuler,
Jackson and Tarique, 2011).
In this quick response is
obtained from candidate,
which means that how much
candidate knows and their
mental presence can be
analysed. Moreover,
communication and
personality of candidate can be
also analysed.
This process is expensive and
time consuming as lots of
arrangements have to be made
for carrying out different
stages of recruitment, they
ranges from advertisements to
final selection of candidates.

Task 2
P3 Benefits of HRM practices to employee and employer within BARCLAYS Bank.
Management acquires advantage from different HRM practices which comprises of
selection, recruitment, development, etc, This will enable organisation to recruit and train
individuals in effective manner. It is foremost responsibility of HR manager of BARCLAYS
Banks as without workforce work cannot be done (Importance of HRM practices in an
organisation, 2018). HR Manager is gaining vantage of different HRM practices, they are
elaborated below:
Training and Development:
Employees are one of the most important factor in an organisation in order to fulfil its
objectives in effective manner. Hence, it is the responsibility of HR manager of BARCLAYS to
offer proper and effective training to their employees in order to increase their base of skills and
capabilities. HR managers of BARCLYAS provide different types of training measures such as,
boarding and technical training programmes in their organisational structure as to raise job
performance of company employees. This will aid Bank to strengthen their rate of production
while taking care of actual requirements of their employees.
Employee Relation:
As to ensure success rate of organisation it is important for an organisation to strengthen
relationship in between company and their employees so to formulate healthy and smooth
working environment. HR managers of BARCLAYS is taking advantage of effective measures
through which they share different types of innovative ideas with their employees and engage
them in decision making process of organisation. This process benefit Bank to raise their level of
productivity while stimulating growth rate in simultaneous manner (Shuck and Wollard, 2010).
ResolveConflict:
In order to conduct activities of organisation in formative and smooth way it is required
for HR managers of company to implement developmental techniques in order to resolve
organisational conflict in best possible way. BARCLAYS HR manager is taking advantage of
different types of tools and techniques so to overcome situations of conflicts in their culture in
effective manner. This will benefit bank to raise their level of proficiency and strengthen their
rate of success for long run.

BENIFITS TO EMPLOYEES BENEFITS TO BARCLAYS BANK
 With the help of continuous training
and development programmes
employees can effectively able to
increase their level of capabilities and
efficiencies.
 Effective employee relation aid
workers to performing their activities in
a collaborative manner and provide
more effective outcome (Bondarouk
and Ruël, 2013).
 Continuous training measure benefits
bank to conduct their banking activities
with great ease and in effective manner.
 With the help of formative employee
relation Bank can accomplish their
target by taking advantage of team
culture which can effectively help them
to accomplish their target in effective
manner.
P4 Importance of effectiveness of different HRM practices
Human Resource Management plays a key essential role in an organisation with the help
of which company can effectively recruit highly skilled and potential employees within each of
their departmental units. HR manager of BARCLAYS bank offer formative training and
developmental programmes to their employees in order to increase their effectiveness. HR
managers of bank implemented different types of practices in their working structure so to
improve performance level of their staff and retain them for long duration of time. There are
some formative practices mentioned below:
Update skills and abilities for maintaining productiveness:
As per the current prevailing situation competition is increasing day by day, that is
creating difficult situations for organisations to conduct their business operations in effective
manner. Therefore, it is the basic responsibility of BARCLAYS bank manger to formulate
effective strategies and policies in order to strengthen their core base such as employees and
quality of products (Chang, Chiang and Han, 2012). This will benefit Bank to offer their services
in best effective way while ensuring its sustainability.
Sharing and collaborations:
This concept is used when an organisation conduct their operational activities in
collaborative way with international companies and clients. BARCLAYS bank of company

formulate effective strategies and policies with the help of which they can effectively perform
their policies and conduct their activities with international clients in effective way. This will
benefit bank to raise their share of market in a global market which will simultaneously help
them to raise their overall base of profitability (Chelladurai and Kerwin, 2017).
Proper direction setting and execution:
In order to achieve goals and targets in directive way it is the basic responsibility of
company managers and leaders to formulate strategies and policies in defined way. In context
with BARCLAYS bank it is required to hire experienced and potential managers and leaders as
to take productivity and profitability of bank towards high level.
TASK 3
P5 Importance of employee relations to influence HRM decision-making in BARCLAYS Bank.
For being successful within organisation, it is necessary to have healthy relationship with
employees. Satisfaction and high productivity can be attained when healthy relationship is shared
among employers and employee. If employee is facing any kind of problem in context of
business then they can share it with other employees, if they have effective relationship. Suppose
if good relationship among employees is not established then this will lead to decline in their
performance and job satisfaction. These issues arises due to language differences, cultural
barriers or jealousy. Management of BARCLAYS Bank focuses on developing strong and
healthy relationship by which they can motivate their employees. This will have positive impact
on performance of employees. Manager needs to provide secure environment to their employees
this will ensure healthy working environment. For employees engagement BARCLAYS Bank
involve their employees in team work, trust and coordination, mutual understanding which
enhances good relation. Importance of employee relations is mentioned below:
Enhancement in Goodwill: Employee relation have relevant impact on goodwill of
organisation. BARCLAYS Bank is serving their customers which will enable them to enhance
their services. ATM, online banking, loans are some services which they provide. For this it is
essential to have coordination among employees (CHUANG and Liao, 2010).
Profit maximization: Organisation can increase their profit by maintaining healthy
relationship between every level of organisation which includes management and staff.

Employees of BARCLAYS Banks can be retained by this for a longer time period and will also
provide effective services to their customers.
Achievements of Set Targets: When mutual understanding is developed between
manage and employees then they can carry out interaction with leaders and managers. HR
Manager of BARCLAY Bank ensure that there employees are aware about aims and objectives
this assist them to attain their target within or before mentioned time.
Productivity: When powerful relationship is maintained then there will be applicable
improvement in performance and productivity of employees. Management of BARCLAYS Bank
motivate their employees which enables them to achieve their individual objectives (Costea,
Amiridis and Crump, 2012).
Increase in Retention: Employees can be retained within BARCLAYS Bank if healthy
relations are maintained. BARCLAYS Bank make sure that healthy relationship is maintained
among them which aids them to provide to customers with effective services. If opposite
happens then neither customers nor employees will be satisfied. This will lead to switching of
job and services.
Promote Teamwork: When employees are involved in making decisions then they
develop a sense of being valued. By this they are able to share their ideas, innovations and
opinion among different people which makes them confident and responsible. HR Manager of
BARCLAYS Bank promotes teamwork among employees which enables them to accomplish
their target within stipulated time duration (Shuck and Wollard, 2010).
HR Manager of BARCLAYS Bank gains advantage from these measures, by which they
are able to gain sustainability and stability within market for longer time. This enables them to
provide quality services to their customers. Services of BARCLAYS Bank are credit services,
loans, online banking, ATM services etc. This will provide customers with high satisfaction and
employees are also motivated to work till their potential.
P6 Key element of employee's legislation and their impact on decision making process of HRM
of BARCLAYS Bank.
Every nation have their own policies, regulations and rules by which they can deflect
impact of discrimination from working environment of organisation. Government of United
Kingdom have build different laws by which they can preserve security of employees (Daley,
2012). These legislations ensures that job applicants are given job responsibilities on the basis of

their qualification and equal working opportunities are provided all. Employees legislation
include different Acts like, Minimum Wage Act, Age Discrimination Act, Safety and Health Act,
Data Protection Act and many others. These Acts safeguard right of employees and they have
direct impact on HRM practices and their decision-making. HR manager of BARCLAYS Bank
must understand this concept and take into consideration different Acts which will lead to
enhanced results and make them away from any kind of legal troubles. These all must be also
considered when recruitment and selection takes place. BARCLAYS Bank focus to provide
employees with secure and healthy working environment (Durão and et. al., 2012). Furthermore,
they ensure that benefits are given to them depending upon their performance in respective job
role. This aids them to retain their employees in longer run so that they need not to spend extra
amount in other activities. Laws which are related with employee's legislation are provided
below:
Occupational Safety and Health Act, 1970: As per this act it is mandatory to ensure
security and safety of employees. It is a primary responsibility of every organisation. For this
BARCLAYS Bank make sure that effective training is given to employees depending upon tools
and techniques they are using. This will also enable new employees to gain knowledge about
working aspects of Bank.
Age Discrimination in Employment Act, 1967: This act protects employees within
organisation from any kind of discrimination which can occur due to age. This act protects
employees who have attained age more than 40. BARCLAYS Bank follow this act and make
sure that no employee is terminated on the basis of this act (Schuler, Jackson and Tarique, 2011).
Data Protection Act, 1988: It is obligatory for every organisation to protect personal
information of every employee. They need to make sure that this is a confidential information
and this needs to be protected as its a trust issue. If it is required to share data of any employee
then permission from specific person must be taken. This information within BARCLAYS Bank
is stored in servers and is in encrypted form.
Equality Act, 2010: This act has been designed to eliminate discrimination which arises
at any moment of time it can be on the basis of either language, gender, nationality, age and
many other factors. This Act protects employees from illegal activities like abusive and unusual,
offensive activities which takes place in organisation (Fulton and et. al., 2011).

TASK 4
P7 Applications of HRM activities.
There are different HRM activities. They include identification of job, job description,
job specification, job advertisement, recruitment and selection, training and development and
many others. It essential for HR manager to recruit effective employees by which they can meet
organisational goals and objectives in stipulated time frame (Glendon, Clarke and McKenna,
2016).
Job Specification: It refers to written statement which includes, characteristics, educational
qualification, experience and technical skills which are required to accomplish roles and
responsibilities of specific job role.
Job Specification
Job Title: HR Manager
Organisation: BARCLAYS Bank
Essential Desirable
Qualification  Must possess post-graduation in
HR from reputed University or
college.
 Must have adequate knowledge
of working with Computers.
 Must have ability to
resolve conflicts
 Effectual problem
solving and
interpersonal skills.
Experience  At least 3 to 4 years of working
experience in same profile.
 Knowledge of different
languages
 Must be able to work
on Human Resource
Information System,
Applicant Tracking
System and Payroll
Software
Interview Questions: Few questions are mentioned below which can be asked by individual for
role of HR manager. They are:
1. Tell something about yourself?

2. What do you consider as primary roles and responsibilities of HR Manager?
3. Which management style will you use?
4. How will you distinguish between incentive and salary?
5. How will you deal with unethical or unwanted situations?
CONCLUSION
From above, it is concluded that human resource management plays integral and crucial
role within organisation. They need to carry out different operations or activities which include
job identification, recruitment, selection, directing, controlling, training and development of
employees. This will enhance overall profitability and productivity of organisation. It is primary
duty of HR manager to build strategies, rules and regulations by which they can enhance
competence of employees. Moreover, for this HR Manager needs to their employees with
training and development on basis of recent trends and their working area. This will lead to
enhancement in productivity of both employees and organisation. It is necessary for HR manager
to have adequate knowledge of legal and ethical aspects so that they can carry out their
functionality without any legal problems. This report also contains job specification which
provides essential details related with particular job role and interview questions which can be
asked at time of interview.

REFERENCES
Books and Journals
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study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships
among brand-centered HRM, brand psychological ownership, brand citizenship
behaviors, and customer satisfaction. European Journal of Marketing. 46(5). pp.626-
662.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C. H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and the principle of
potentiality: An aspect of the ethics of HRM. Journal of business ethics. 111(1). pp.25-
36.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Durão and et. al., 2012. Bone regeneration in osteoporotic conditions: healing of subcritical-size
calvarial defects in the ovariectomized rat. International Journal of Oral &
Maxillofacial Implants. 27(6).
Fulton, E. A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A. I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4). pp.506-
516.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
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Online:
Importance of HRM practices in an organisation, 2018. [Online] Available through:
<https://www.managementstudyguide.com/importance-of-hrm.htm>.
Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.