Human Resource Management Practices

This assignment delves into the crucial role of human resource management in achieving organizational goals. It examines various recruitment and selection methods, highlighting strategies for attracting and retaining talented individuals. The assignment further discusses training and development techniques to enhance employee skills and knowledge. It emphasizes the importance of motivation and its impact on employee performance and overall organizational productivity.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Purpose & functions of Human Resource Management...................................................1
P2 Strengths & weaknesses of recruitment and selection approach.......................................2
P3 Benefits of various HRM practices for employer and employee......................................4
P4 Effectiveness of various HRM practices regarding raising profit & productivity of firm 6
P5 Significance of good employee relation and its influence on decision making...............7
P6 Important elements of employment legislation and its influence on HR decision-making11
P7 Application of HRM practices in an organization............................................................1
CONCLUSION ...............................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
Human Resource Management is an important function in every organisation. It plays
vital role in hiring and managing personnel within the company. It contributes in enhancing
productivity & performance of manpower and leads firm towards growth and success (Anderson,
2013). The prime responsibility of HR manager is to determine manpower needs and recruit
skilled & competent personnel in organisation that are able to attain targets and meet objectives
of business. In the present assignment, given company is HSBC Bank which is located in
London. The organisation offers banking and financial services to its customers. The assignment
covers various purposes and functions of HRM that are applicable to manpower planning &
resourcing in firm. It also includes strengths and weaknesses of recruitment approach. Apart
from this, benefits of various Human Resource Management practices for both employer as well
as workforce and effectiveness of these in terms of increasing profitability and productivity is
defined. Besides this, significance of employee relation and its impact on human resource
management as well as key elements of employment legislation is included in the project.
TASK 1
P1 Purpose & functions of Human Resource Management
HRM is a process related to recruitment & selection of manpower, providing induction
and orientation, training & development, administer compensation and benefits, managing
healthy relation, motivating, health and safety, welfare etc. It assists in attaining set objectives
and targets of the firm and leads it towards growth and success. It ensures hiring of skilled
employees that assists in meeting customer needs and retaining workforce (Aswathappa, 2013).
Purpose of HRM:
The main aim of human resource management is to hire right person for right position in
right time. For this, it is necessary for manager to anticipate manpower needs of firm and fulfil
that by hiring skilled and competent individuals. Management team of HR department formulate
different strategies in order to build commitment of workers towards firm. They assist in
building capacity of organisation by setting goals.
Functions of HRM:
Selection and recruitment: Skilled and talented employees assists in increasing
productivity of company. It is the major function of human resource department to recruit and
select knowledgable and competent workforce that leads the firm towards. It is the main

responsibility of HR manager of HSBC Bank to anticipate the staff needs and higher right
number of employees for appropriate position (Bamberger, Biron and Meshoulam, 2014). They
invite large pool of applicants and select the most suitable candidate for job from that.
Training and development: It is essential for every organisation to render training and
development to its staff members in order to develop their skills & abilities. The manager of
HSBC Bank administer training to personnel so that they understand working in proper manner
and able to their work effectively. For this, managers require to identify training needs of
employees in order to administer them appropriate learning that assists in increasing their
performance.
Compensations and benefits: Human resource manager of HSBC Bank develop
compensation plan for employees as per the legislations that assists in encouraging ethical
practices at work place. This facilitates in increasing motivation of workers and they are able to
do well. By providing good benefits and compensation to workforce, manager can improve the
performance of firm.
Hard & soft human resource management: Hard HRM: In this, all individuals of organization are an assets for business concern in
which a powerful link is determined with the planning process of corporate enterprise. In
this, administrator emphasize on the necessity of manpower and hire & manage
workforce as per requirements of HSBC Bank.
 Soft HRM: Under soft human resource management, all individuals are treated as a
valuable and essential resources of HSBC Bank & stay a source of making an
organization competitive. Under this, all workers are treated as valuable resources and
administrator gives shapes to the process of planning. Administrator focussing on
requirements of employees according to their responsibilities and duties, render them
motivation as well as extra rewards (Brewster and Hegewisch, 2017).
P2 Strengths & weaknesses of recruitment and selection approach
Recruitment refers to a process of attracting the suitable candidates among pool of
candidates in the required job in the company. This process selects the qualified and trained
personnel. It is the positive process. Selection is the positive process in which suitable candidates
are selected according to the job requirement (Chelladurai and Kerwin, 2012). It helps in

selecting trained and skilful person. These two methods are important in the organization.
Through this activities and tasks run efficiently and effectively. It helps in increasing the
productivity of the firm. Organization uses various approaches for selection and recruitment. The
strengths and weaknesses of these approaches are described below -
 Internal source of recruitment – Company recruits the employees from within the firm.
They do not recruit members from the outside source. It increases the motivation and zeal
of existing employees.
Strengths Weakness
 It helps in increasing the motivation
level of existing employees. So staff
members work with full dedication and
passion. It leads to good quality of
output. Thus it leads to efficient
functioning of the activities and tasks.
This leads to increasing productivity
and organization can maintain unique
position in the market.
 No training is to be given to existing
employees. Thus firm can save the cost
and time of training and recruitment.
Trained and educated employees can
perform better. It leads firm towards
increasing profits & market share.
Thus, organization can maintain unique
position in an industry. They can give
strong competition to other firms.
 There is no innovation and creativity in
the organization. As firms recruit
employees from within the organization
they cannot give unique and innovative
ideas. Thus firm cannot make
innovative products. It leads to
reduction in sales and performance of
firm. So it cannot generate huge
revenues and cannot expand the
business.
 Organization cannot hire the talented
and fresh employees. So hence work
cannot be done efficiently and
effectively. New employees can give
good quality of output. So hence it
leads to low productivity. It leads to
low performance of firm in the market
and cannot give competition to other
companies.

 External sources of recruitment is the process in which organization recruit employees
from outside the organization. It recruits talented and educated employees. Thus
organization can perform better.
Strength Weakness
 Organization can recruit the creative
and innovative employees. So thus they
give new and unique ideas for creating
the product. Activities and tasks run
successfully. It increases the
productivity in the organization.
 Organization can be successful as it
hires skilful, knowledgable and trained
employees. So they can perform with
full efficiency. They give good results.
Thus firm can generate more profits.
Thus organization can maintain distinct
position in the market and cannot give
strong competition to other companies.
 It includes huge recruiting costs. More
time is wasted in the process. So thus
organization cannot concentrates on
important plans and policies. Thus firm
cannot make strategies for various
activities and tasks. It leads to low
growth of firm.
 More disputes between existing and
new employees. Employees cannot
work with their full efficiency and
cannot give good results. Thus
activities and tasks cannot function
properly. This leads to low performance
and growth of the firm.
P3 Benefits of various HRM practices for employer and employee
HSBC is multinational bank which provides their services world wide. The main aim of
HSBC is to maintain good relation between their employees. This contributes to increase
involvement of employees in their functions (Cummings and Worley, 2014). For this purpose,
management of HSBC adopt many practices which provides large number of advantages to both
employer and employee. For employer, helps to achieve their targets in stipulated time and for
employees, improve personality and professional career. Such practices which are adopt by
manager of HSBC are mentioned below:
 Monitoring and managing employee's performance: Employees are considered as
important asset and success of every organisation depends upon the ability of employees
regarding performance of their functions. This provides opportunity regarding
maintenance of sustainability in their activities and expand their functions successfully.

This practice of management, includes about the appraisal of performance of staff
members of HSBC and provide proper guidance to improve their performance and skills.
This helps in determination of the issues which are associated with their performance
and present at workplace (Daley, 2012). This provides opportunity regarding adoption
and preparation of such policies which are working as standard and helps in removal of
such existing problems.
 Training and development programmes: This includes two process, one is
identification of the training requirement and preparation of programmes as per their
needs. This provides opportunity regarding development of their skills. It provides
benefits to employees in development of their personality and professional career. It also
contributes in creation of innovation among staff members which helps in satisfaction of
different demands of consumers.
Benefits derived by HSBC and employees through application of such practices
Large number of benefits are derived by both HSBC and staff members through such
HRM practices which are applied at workplace. Benefits can understood for both through table
which is define below:
HSBC Staff members
Motivating factor: Training programmes
which are provide by HSBC to their employees
helps in development of their personality. This
will prove as large motivating factor for
employer because it helps in attainment of
confidence of employees towards their
services. This provides opportunity regarding
easily identification of different preferences of
customer and make changes in their
approaches. This provides chance to improve
their brand image in all over the world.
Personality development: Training
programmes which are provide by HSBC helps
in improvement of existing skills and increase
their knowledge regarding their specific job.
On other hand, development programmes helps
in development of their behaviour.
Long term relation: The practices which are
applied by management of HSBC helps to gain
Positive atmosphere: Providence of different
HRM practices helps in creation of supportive

the loyalty and trust of employees. This also
helps in improvements of communication
channels and removal of the problems. This
provides opportunity regarding maintenance of
long term relation with their employees and
employed them for large number of period.
behaviour among the employees. This
contributes in creation of positive atmosphere
at workplace. This provides opportunity
regarding removal of stress and tension and
works with free minds. Through this
performance of employees are increased and
helps in achievement of their personal and
professional targets. This helps in removal of
office politics and makes easier to perform
regularly for 8 hours.
P4 Effectiveness of various HRM practices regarding raising profit & productivity of firm
Training & Development can be defined as an ongoing efforts made by a business enterprise to
enhance the productivity and performance of employees in an efficient manner which ultimately
assist in generating higher revenues and profits. Whether the company aimed for higher lead
generation, more efficient manufacturing, higher profitability ratio, better use of information
technology or simply rely on team that find best possible solution, training is considered as the
best solution (Grossman and Salas, 2011).
HSBC believes that the diversity and talent of their workforce people serves as the foundation of
their growth and success. They thinks their competitive advantage comes from their personnel
only as they provide superior experience to their customers with their abilities which gives them
higher competitive advantage as compared to others financial services entities. Their systematic
approach towards training and development program benefits the growth of both worker and
company. It's training programme consist of following stages:
1. Determining training needs: It is often required when business is changing or to measure
the critical area of HSBC.
2. Training Objectives: They set SMART objectives which keeps training and development
programme focused and relevant.
3. Employee Commitment: Success of training depends upon how effectively firm involve
their workforce in training program. Here, the primary responsibility of firm to figure out

the skills and traits of each personnel and render training to them accordingly. Also they
are require to figure how their workers prefer to learn (Guest, 2011). It mainly includes
group learning, hand-on-experience, shadowing etc.
4. The Training Plan: It blueprints structure and result that HSBC is expecting from training.
It consist of list of training activities that is going to be conducted in HSBC that results in
improving the efficiency and productivity of employees.
5. In-house Training: These normally takes place when new joinee joins the organisation.
Their aim is to increase the performance of all workers up-to the standard set by HSBC as
quickly and economically as possible.
Following are the benefits of training and development:
1. Increased productivity: Training and development program directly enhance the
efficiency and productivity of workforce. They remain updated with new innovative and
advance technology and thus utilize current one in a better manner. Well trained workers
show both quality and quantity performance. There is less wastage in term of time,
resources and cost when personnel are trained properly.
2. Reduction of accidents and errors: Most of the mistakes and error arises because many
personnel lacks desired skill and knowledge required for carrying out specific job.
Continuous learning, development and training ensures that worker get right knowledge
and skill at right time. Chances of committing mistakes reduces when employees are
more trained which ultimately increase the chances of higher profitability.
3. Job Satisfaction: Training and development makes worker feel more valued and satisfied
with the task or role they are portraying in the organisation. It makes them feel connected
and associated with the company which makes them retain for longer period. Satisfied
employee works effectively and efficiently towards yielding higher profits and sales.
4. Reduction in learning time: Systematic training often reduces the learning time which can
be utilized in lead generation, better customer services that results in yielding higher
profits and revenues (Hobfoll, 2011).

P5 Significance of good employee relation and its influence on decision making
Employee relation: Employee relation is considered as the good terms in between the
employer and employee. This will also needed among the employees also having good relation
with each other. Relation between employer and employee having large number of advantages
for organisation like attain trust and loyalty of employees, easily provide duties and roles,
competitive advantage, removal of office politics, supportive behaviour, positive atmosphere etc.
This also includes about the procedure of fair treatment of workers by employer in organisation
while performing their functions in firm (Kakuma and et. al., 2011).
.
Importance of employee relation for HSBC
HSBC is a bank which provides their banking activities in London. The main aim of bank
is to provide their services effectively for the benefit of consumers and achieve their
predetermined targets. The management of bank noticed that there is huge importance of
employee relation to improve engagement of employees in their activities. It is observed that
employees are real assets of organisation and on the basis of their performance success is
achieved in future. Large number of steps are taken by HSBC to improve employee relation and
engagement of employee in their functions. For this purpose, they provide flexible working
conditions, proper training and development programmes etc. So, different benefits which are
achieved by HSBC through good employee relation is define below:
 Low conflicts: A good relation between the management of HSBC and employees helps
in creation of positive atmosphere in bank. This will improves the passion of staff in their
activities and helps in removal of the issues which are arisen between the management
and employees on daily basis. This will results in removal of the situations of strikes and
delay in their routine works. This provides opportunity to HSBC regarding effectively
satisfy different demands of their customers.
 Communication: The major importance of employee relation is development of
effective communication between management and staff members of HSBC. Such
communication provides opportunity in maintenance of good relation with their staff and
retain them for longer period of time (McKenzie and et. al., 2012). Better communication
also helps to make good relation with their customers and understand their preferences.

Communication also contributes in making of coordination between different functions of
HSBC and timely completion of their projects.

Strategy regarding improvement of employee engagement
There is large number of importance of employee engagement in growth of HSBC in
future. For this purpose, many strategies are adopt by the management of HSBC which improves
the trust and loyalty of employees in functions of HSBC are flexible working conditions, more
participation in decision making process etc. Importance of such strategies are define below:
 Flexible working conditions: This includes about giving flexibility to the staff members
of HSBC that due to having some work or any reason they are allowed to come late for
work. Such linnet policies of HSBC helps to attain the confidence of employee's on the
functions of management. This improves the engagement of employees on their functions
(Meredith Belbin, 2011).
 Employees contribution in decision-making: This will have dual importance for bank
and employees too. Contribution of employees in decision making process helps in
attainment of their real views which enhance decision-making power of HSBC.
Simultaneously, employees feel the important part of bank which increases their passion
towards their work. This also helps in improvement of engagement of staff members.
Importance of trade union in UK
Trade unions which are working in UK having large number of importance for
employees and employers. They are working to provide legal relief to employees and for
employers they helps in improvement of their functions.
For employees
 All the employees whom are the member of such trade union are getting higher wages in
comparison to such workers which are non unionised.
 Trade unions are working as the representatives of the employees and raise their voice in
the legal matters
 They are working to protect the employees from exploitation and provides full rights
For Employers
 Employees rights are protected by trade unions so, all the employers feel motivated
 This provides opportunity regarding improvement of their efficiency and productivity
(Payne and Isaacs, 2017).

P6 Important elements of employment legislation and its influence on HR decision-making
Employment legislation: This includes the rules and regulation which are administered
by UK government which are required to apply by all the organisation and banks while
providing their activities. Such legislation governs the activities of HSBC in perfect manner and
provides the opportunity to attain better involvement of employees in their working. This also
helps in reduction of the legal penalties and fines (Romney and Steinbart, 2012). This contributes
in improving the image of bank in UK and attract large number of customers as they feel secured
to transact their activities with HSBC. Such different employment legislation which are need to
implement are define below:
 Equality Act 2010: The chief provision of this act is to render equal opportunities to all
staff members of HSBC and no bias treatment is adopted by management regarding
appraisal of their performance. Under this, management of HSBC also have the duty to
adopt equal policy in determination of wages of staff members and there is no
discrimination based on gender, religion, age, caste etc.
 Health and safety Act 1974: An important provision under this act, is to give safe
working surroundings to the employees of HSBC. It is a legal obligation upon HSBC
regarding take care the health of their employees.
Impact of employment legislation
 Keeping working hours records: Adoption of this legislation provides obligation upon
HSBC to keep adequate records of working hours for which the employees provides their
services in HSBC. This provides that no employee is working for more than 8 hours.
 Record of minimum pay: This includes about duty of HSBC to keep record of minimum
pay which is provide by them to their employees. Such legislations brings obligation
upon HSBC not provide less wages than such minimum amount provided by government
under NMW Act 1998 (Scullion and Collings, 2011).

P7 Application of HRM practices in an organization
Hotel receptionist training
Training title/ Workshop- Date- Time-
Location Trainer
Anticipated
Participants
Activity Anticipated time Procedure Equipments
Introduction
Aim of Training
a)
b)
Warm up
Important Content
and points
Job Advertisement
5 Posts of Business lecturer are vacated in UCL
Qualifications
 Required to have degree of MBA from Finance
 Good communication and leadership skills
 Required to having good management skills
Experience: All the candidates whom are applying for the post of Business Lecturer in UCL
requires the experience of at least 4 years of teaching in recognised college as a lecturer.
Date and time of submit application
All the interested candidates are required to send their CV with proper documents at their
official website. The last date of sending applications is 10 February 2018.
Website: www.ucl.com

Contact No:

Job specification
Qualification Required to having the degree of health and
social care from recognised university
Necessary to obtain 2 years practical training
from hospital
Experience Required to having 1 year experience of
regular working as nurse from government
authorised health and social care home.
Area of expertise Required to having the expertise in use of basic
medical tools and preliminary check-up.
Other qualities Required to have better communication and
learning skills to effectively understand the
problems of patients.
Necessary to know about all health related
guideline and policies which are provided by
government in this regard for performance of
their activities.
Interview Questions
 What is your best quality?
 Tell about your some weaknesses?
 What marks you achieved in Higher secondary and in your professional course?
 What functions are mainly performed by you at your previous job profile?
 Why you want to work with us?
Person specification
Particulars Necessary criteria Desired criteria

Qualification and training Required to having degree in
Hotel Management from
recognised college
Required to having
preliminary training of Chef
from any 5 star hotel
Experience Effective skills to deal with
customers
Having the quality to perform
effectively under pressure
Required to having 2 years
experience as chef in any 3 star
hotel
Skills and knowledge Patience while performing
their activities and effectively
listen other staff members
Problem solving skills
Personal characteristics Requires to have
communication and leadership
skills and leads the problems
from front
CV
General information
Name:
Father's name:
Mother's name:
Mobile no,:
Email id:
Key skills:
 2 years experience of working in studio with creative teams
 Specified information regarding digital filming
 Having experience of working on MAC system
 Coordinating skills while working with large team
 Easily learn new techniques and methods and having the knowledge of using digital
technology

Experience:
 Saddington and baynes: working of retouching
 Prime portraits Ltd: Working as manager regarding correction of digital pictures and
preparation of digital pictures for sale
CONCLUSION
from the above report, it has been concluded that human resource management is very
important in any organisation as it is related with managing people in better way for the purpose
of attaining goals and objectives. It is essential for increasing productivity and developing the
business in appropriate manner. In this assignment, it has discussed various methods of
recruitment and selections for bringing more talented person and it also defined the tools or
techniques of training and development that support in enhancing knowledge or abilities of
employees. It support in providing motivations to them so that they will able to work hard for
achieving set goals and objectives of an organisation.

REFERENCES
Books and Journals