KCB Bank Leadership Position Description

This assignment details a leadership position at KCB bank, specifically an HR manager role. It outlines key qualities and skills required for the position, such as knowledge of finance, communication abilities, and leadership experience. The document also explains the application process, emphasizing resume submission through the official KCB website followed by interviews conducted by the HR manager.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
TASK 1............................................................................................................................................3
P1 Different purpose and function of HRM, applicable to workforce planning and resourcing 3
P2 Strengths and weaknesses of different approaches to recruitment and selection..............4
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices within KCB for the employer and employee........................5
P4 Effectiveness of different HRM practices for raising productivity and profits.................6
TASK 3............................................................................................................................................7
P5 Analyse the importance of employee relationship with respect to influencing HRM
decision making......................................................................................................................7
P6 Key elements of employment legalisation and its impact upon HRM decision making. .8
TASK 4............................................................................................................................................9
P7 Job advertisement, specification and CV..........................................................................9
REFERENCES..............................................................................................................................13
TASK 1

P1 Different purpose and function of HRM, applicable to workforce planning and resourcing
Human Resource Management (HRM) is an important part of KCB as it helps in
developing the human resources and management within the firm effectively. The main purpose
of HRM is to manage human resources’ activities and management activities as well.
 Planning: Planning is necessary for all organisations as it will help them to plan for their
present and future activities (Berman And et.al., 2012). This includes resource
management, employees’ management, plans and strategies for future uncertainties etc.
HRM ensures that employees in KCB are working at right time and place as well as
evaluates the needs of recruiting new employees for the firm effectively. It is a
continuous process and helps business to use their available resources well to keep
balance between workers and distribution.
 Recruitment and selection: This is a very crucial process in which the HR manager
recruits and selects new people in the firm. The employees are selected through
recruitment and selection process in which they are tested with their knowledge and skills
effectively (Sparrow, Brewster and Chung, 2016). This will also help to fulfil the needs
of employment efficiently. It will also help management to find some knowledgeable and
skilled people for KCB.
M1
Human resource manager is a key for KCB to manage and handle the internal and
external business activities effectively. HRM practices is important for the firm in order to
increase the performance level of employees. Human resource manager is the back bone of any
business that it helps to manage and handle the business activities and operations.
 Performance management: HR manager in the firm has also the main role or duty to
manage and handle the performance of employees at workplace effectively. This will
help him to evaluate the individual performance of an employee in relation to his given
work. Performance management also helps employees to review their efforts and
mistakes from which they are able to perform better next time with more efficiencies.
 Training and development: These programs are organised by KCB and managed by the
HR manager effectively. Such programs help employees to learn new things about their
job and work (Beardwell and Thompson, 2014). This will help them to increase their
knowledge and skills from which they can manage their work effectually plus accomplish

their individual goals and targets. It will also help KCB to achieve its desired objectives
and goals.
P2 Strengths and weaknesses of different approaches to recruitment and selection
 Recruitment and selection: This is a process where some new people with effective
knowledge and skills are selected to work with KCB. It also helps to fulfil the
requirements of employment which contribute to increase the economy as well
effectively and efficiently (Scullion and Collings, 2011). People who have good morality,
loyalty, knowledge and skills are selected by the managers through an interview process,
where the managers analyse the skills of an individual to work with them. HRM plays a
crucial role in this activity and help KCB to find some effective employees. Here are
strengths and weaknesses of recruitment and selection as discussed below:
 Quality employees: HRM has a responsibility to select appropriate candidates to work
with them to achieve the objectives and goals. The manager recruits some qualified
employees to work with them who are knowledgeable and have some business skills.
This will help the business to enhance its productivity as well as profitability. Quality
employees also help KCB to create some future opportunities for them in order to
accomplish their present objectives and goals.
M2
 Business growth: Recruitment and selection is a process which determines the future
personal needs and also understanding the job listing. This will help management to
select appropriate employees in the firm who helps in achieving the business goals and
objectives successfully (Meredith Belbin, 2011). Employees with effective knowledge
and skills increase the business growth through enhancing the production and sales
efficiently.
 Enticement: This is a disadvantage for KCB in terms of their employees. Enticement
such as high salary, extra packages, health benefits etc. Such things diverse the
employees thinking towards organisation and increase disputes between them. This is a
major disadvantage for the firm as employees may change the company in case, they are
receiving any kind of extra benefits from any other firm effectively.
 Time consuming: Recruitment and selection is a time-consuming process as it consumes
the energy and time of managers to manage the process and candidates as well. HRM can

apply some strategy to make the recruitment and selection process easy such as
advertisement, social media announcement etc. (Aswathappa, 2013).
TASK 2
P3 Benefits of HRM practices within KCB for the employer and employee
HRM is managed by both employees and employers in different terms and situations to
control the business performance effectively.
 Positive behaviour: Practices of HRM creates a peaceful and positive environment
within the firm and between the employees. This will help them to work with positive
environment and behaviour to accomplish their individual goals and objectives
effectively (Marchington and et.al., 2016). It will help KCB to increase the productivity
and profitability which will help to achieve its desired goals and objectives in well-
defined manner.
 Retaining qualified employees: HRM practices helps employer to provide flexibility
and access to employees towards their individual benefits. This will help employers to
find some best and quality employees to work with them in KCB effectively. Employees
with skill, knowledge and qualities helps management to reduce the burden of work and
also support in achieving the businesses personal objectives and goals effectively.
M3
There are many benefits of HRM practices within a firm. It helps to increase the
profitability and productivity of KCB and also improve the performance, skills and knowledge of
employees and employers.
 Improving performance: HRM practices helps both employer and employees to
improve and develop their individual performances towards their work at workplace
effectively. Performance improvement enhance the productivity and profitability
efficiently. This will also help HR manager to reduce the burden of recruitment and
selection within the firm (Armstrong and Taylor, 2014).
 Relationship development: HRM practices will help employees and employers to keep
their relationship bond strong and effective, which will help both of them to increase the
communication skills and positive behaviours in them. This will also help to reduce the
chances of conflicts between them and will increase their potential effectively.

 Flexible workplace for employees: Existing employees and employers in the firm
expect flexible and better workplace from the past. HRM practices will help them to
improve the flexibility at workplace so that the employees and employers can work in a
positive environment. Good communication, composition of groups and peaceful
working environment are some elements which should be considered in HRM practices
which will improve and develop the flexible workplace for employees.
 Training and development: Training and development programs are organised for
employers and employees to increase their working capabilities and skills in order to
achieve their individual goals and objectives effectively. It also improves the internal and
external activities of an individual to perform better in tasks.
P4 Effectiveness of different HRM practices for raising productivity and profits
HRM practices helps KCB to raise its productivity and profitability effectively and efficiently.
Here are some elements of different HRM practices which will help organisation increase its
profitability and production (Kinicki and Kreitner, 2012).
 Effective and innovative employees: HRM practices increase the skills, knowledge and
working capabilities of employees, which will help them to achieve their individual goals
and objectives. This will also help organisation to raise its profitability and production
effectively.
 Team with Individual goals: Effective communication between team members allow
them to share their views, thoughts and knowledge etc. HRM practices also help
employees and team members to achieve their individual goals and objectives which
leads towards productivity and profitability effectively.
 Direction and execution: HRM practices involve effective plans and strategies to
manage their employees performance at workplace effectively. Such strategies and plans
help HR manager to improve the skills of employees towards their individual task which
helps to increase the profitability and production efficiently.
 Rewards drive performances: Rewards is an extra benefit for employee in terms of
incentives. An individual gets a lot of benefits in terms of rewards with his individual
performance towards achieving objectives and goals effectively (Harzing and Pinnington,
eds., 2010). Such things also encourage other employees in the firm to give extra efforts

towards their task which helps KCB to increase its profitability and production
effectively.
 Performance management: Employees work collaboratively and share their views
towards tasks with fellow workers to improve the performance. Different HRM practices
also help an individual to manage his performance at workplace. Performance
management also increase the skills and knowledge of an employee to achieve its
objectives and goals (Anderson, 2013). Non monetary factors also increase the energy,
loyalty, motivation and skills of an employee towards his performance, which helps
organisation to raise its profitability and production.
TASK 3
P5 Analyse the importance of employee relationship with respect to influencing HRM decision
making
 Remove conflicts among employees: There is a great importance of employee
relationship in KCB to remove the conflicts and issues arising between employees at
workplace. Employees should trust each other in order to maintain their loyalty and
health relations with fellow workers. This will help them to reduce the chances of
conflicts and also help HR manager to make effective decisions regarding business
operational activities.
M4
Employee relationship is also crucial in order to maintain the equality and decision
making by HR manager.
 Loyal employees: Health relationship between employees help them to become loyal for
both organisation and other fellow workers effectively. Loyal employees creates positive
and peaceful environment at workplace, which help others to become loyal and effective
towards their tasks and objectives (Chelladurai and Kerwin, 2017). Loyal employees also
respect the decisions made by the HR manager to improve the performance of employees
effectively.
 Equality: Employees working in the firm also ensures the equality between them that
they all are aware of organisational activities effectively. There are no secrets, which they
don't know about the firms and activities, which will help them to maintain a good

relationship with KCB and managers effectively. This will also help HR manager to
make effective decisions for business activities.
 Morning meetings and organising functions: Morning meetings is way, which
improves the relationship between employees and organisation effectively. This will help
them to encourage and motivate towards their individual tasks and also drive their
performances. Organising functions such as birthday parties, annual functions and other
occasional activities help employees maintain a good relationship with organisation. It
will also encourage them to respect the decisions made by HR managers towards their
tasks. KCB can improve its profitability and production by organising such activities in
the firm.
P6 Key elements of employment legalisation and its impact upon HRM decision making
 Employment law purpose: The main purpose of employment legalisation is to protect
employees obligations, rights, legal authorities and responsibilities effectively.
Employment law also include the health and safety, equality, contract law etc. such things
protect an employee in the organisation with his legalisations.
 Equality act 2010: HR manager of KCB should maintain the equality between
employees to avoid the inconveniences. Employees have legal rights to claim against
inequality (Budhwar and Debrah, eds., 2013). Equality should be in sex, age, work,
health and safety issues and time. This will help manager to remove discrimination
between employees effectively and also to make proper and appropriate decisions.
 Proper compensation: Proper compensation is required for all the employees in order to
maintain the legalisation regarding employees at workplace. This will also help
employees to ensure their proper working time and also allow them to take leaves for
occasions and any other legal activity.
 Time of work: Employees should also maintain their punctuality regarding business
times of work. They should also consider the time of completing work effectively. HR
manager and organisation is also responsible for giving valid leaves and compensation to
employees. This will affect the decision making process made by the HR manager or
management effectively.
 Data protection act 1998: Data protection act is established for protecting the
information and data within KCB. Employees have also legal rights to protect their

personal information and data. The act defines 8 principles from which the information
can be protected and processed legally.
 Health and safety act 1974: This act secures the health and safety regarding issues of
employees working in the firm effectively (Bratton and Gold, 2012). Dangerous
machines and equipments can harm any employee in any manner that the health and
safety of employees should be considered by managers and KCB effectively.
 Employment contracts: Employment contract is a legal agreement which describes the
employees responsibilities, rights, duties and conditions. Contact also involved the
information of resining from work place. Such things' comes under the employment act
and also has a significant impact upon HRM decision making within KCB effectively and
efficiently.
TASK 4
P7 Job advertisement, specification and CV
JOB ADVERTISEMENT
KCB is looking for a hotel manager for its branch at UK.
POST- HOTEL MANAGER
WORK PLACE- KCB, UK
SALARY- $2000
POLICIES
 BOND OF 1 YEAR
 SECURITY AMOUNT WILL BE CONDUCTED $200
 LEAVES APPLICABLE WITH RULES AND REGULATIONS
 TERMS AND CONDITIONS APPLY
JOB SPECIFICATION
JOB PURPOSE
Manage and leads the employees in KCB. Manager should communicate the business
objectives, policies and practices. Motivate employees to develop and improve their
performances. Good relationship is mandatory.
DUTIES AND RESPONSIBILITIES

 Staffing and recruiting
 Performance management
 Employment development, training for employees and keeping the records
 Employees relationship management
 Committee meetings participation
 Compensation and administration benefits
 Health and safety regarding issues solution and welfare and health reporting
 Maintain employees files and business reports
 Assist with day to day activities
 Development and training programs activities
 Experience, knowledge of working conditions
 Performance management capabilities (Boxall and Purcell, 2011).
 Participates in training programs and meetings
 Advertisement of employees requirement in KCB
 Manage the social media and business
PERSON SPECIFICATIONS
QUALIFICATIONS AND SKILLS
 Previous experience of management
 sufficient knowledge of KCB policies and products
 Motivation development Skills
 Written and oral skills with strong communication
 Strong customer relationship maintenance
 Diploma /Degree in business management
 Attractive personality
 Effective knowledge of finance and accounts activities
EXPERIENCE
 Experience towards working in a team as a leader
 Experience of HR manager at least 1 year mandatory

RESUME
TROOT LEPSY
five star hotel near UK main road
45236598552
OBJECTIVE
My objectives is to become an effective leader and expert in managing business activities
effectively and efficiently.
QUALIFICATION
 Passed 10th with 84%
 Passed 12th with 68%
 Masters from UK university of management
 Degree in business management
 Diploma in Human Resource Management
SKILLS
 Effective leader with leadership qualities
 Knowledgeable accounts as well as finance
 Strong written and oral skills with communication
 sufficient knowledge of business products and policies
 Encourager and self motivator
Interview and selection process: Interested candidates can send their resumes on the official
website of KCB (Bloom and Van Reenen, 2011). Appropriate candidates will be called for an
interview process. The present HR manager will take the interview and will evaluate the skills
and knowledge required for the post effectively. Further process will be discussed after the
completing the interview process.
Thank You.
HR manager
KCB

REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E. M. And et.al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp. 1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Marchington, M.and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19. 3.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.