Human Resource Management Best Practices

This assignment provides a comprehensive analysis of human resource management (HRM) best practices. It includes an examination of various studies and research papers on HRM, such as the impact of high-performance HR practices on employees' attitudes and behaviors, the use of financial statements in making financial diagnoses, and the perceived qualities of older workers and age management in companies. The assignment also covers industry sector analysis for additive manufacturing, global HR challenges, and how to get best value from HR through shared services options. A mini-guide to HRM is provided along with a systematic approach to recruitment and selection, scope of human resource management, and the purpose of HR management.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Description on purpose and function of HR, scope of strategic HRM and also defined hard
and soft approaches.....................................................................................................................4
P2 Define strength and weakness of various approaches to recruitment and selection. Discuss
benefits and shortcomings of internal and external recruitment and selection...........................7
P3 Description on the benefits of HRM practices for employer and employee..........................9
P4 Evaluation on the effectiveness of different HRM practices for raising organization
profitability and productivity. ..................................................................................................10
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.......................................................................................................................................11
P6 Determine the key element of employment legislation and impact on HRM decision
making.......................................................................................................................................12
P7 Application of HRM practices in work related context with specific industry example.....13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource Management is a comprehensive and strategic approach of managing
people within the enterprise (Eikeland and Skjærseth, 2016). Thus, HR of firm are responsible to
work majorly for the areas as staffing, compensation and benefits of employees or designing of
task. Moreover, main goal of HRM is to have maximisation in productivity with help of
optimizing the employees effectiveness. Human resource management within the enterprise
works for proper utilisation of skilled workforce and they considered to be crucial assets to firm.
The present report is based on the business activities of Barclays Plc, it is British
multination investment bank and deal in finance related services. It is enity that organised inti
four core bsuinesse as personal bankin, wealth managment, corporate banking and investment
managment.
Furthermore, report will focus over topics as purpose and function of HR, scope of
Strategic HRM, approaches of HRM I.e hard and soft, benefital and shortcoming aspect of
recruitment and selection, evalation on the effectiveness of varied HRM practices. Lastlty,
application of work related HRM practices will be defined.
P1 Description on purpose and function of HR, scope of strategic HRM and also defined hard
and soft approaches.
The Human resource Management is a process that aids to bind people with enterprise.
Thus, number of practices, procedures and policies are needed to framed out to provide
assistance to employees and organization both to achieve the enterprise goals. The main mission
of HR department of Barclays plc is to make effective coordination among people so that
altogether they can able to achieve desired results.
Purpose of HRM-
Human Resource of the enterprise works as to have creation of bridge between line
management and company workforce. They are the personnel who has several key purpose as-
 The human resource management in enterprise creates and execute the policies in order
to attract, retain and recruit a quality workforce (What Is the Purpose of HR
Management?, 2017.).
 This department work as to serve internal customer and build better and effective external
relationships.

 Human resource management within enterprise structures employment contract and also
ensures to provide equal opportunity and safe working environment.
Function of HRM
To analyse the performance of employees is one of the core function that has to be
performed by Human resource engagement. Thus, to maximise both employee and enterprise
effectiveness, HR to the firm needs to perform the functions and that is inclusive of managerial
and operative as-
Managerial function-
 Planning- It is initial function in this HR needs to set aims and objectives of the entity.
Thus, HRM of Barclays Plc laid down the procedures and polices to get desired
objectives. It assists to management to collect, analyse and identify the current needs
within the enterprise.
 Organising- It comes after planning and aids to organise the proper structure. This
mainly related with allocation of task to member as per their skills and capabilities
(Albrecht and et.al., 2015). Thus, managers of Barclays plc assigned job role to
individuals as per their knowledge in particualr fields.
 Directing- This is function that defined each level has effective employees that aids to
making and contributing towards achieving organisation goals. By motivating and
commanding employees,firm can able to use their maximum potentials
 Controlling- At this level, post planhning and actual results are needed to be checked,
varied and compared. If there is any deviation, then controlling measures are needed to be
taken.
Operative function includes-
 Recruitment and selection- This is defined as process of screening and selecting
qualified and potential candidates based on well defined criteria for particular job. The
firm needs to execute the proper staffing plans and to grade employees as per their
capabilities ( George, Haas and Pentland, 2014). The HR of Barclays Plc perform this
role with effectiveness as it aids to have reduction in cost of mistakes as to hire
unmotivated, incompetent and under-qualified employees.
 Orientation- It is a program that has to conducted and should include objective and goals
of enterprise and aids to employee to achieve long and short term goals. This also helps

to employees to know his assigned duties and exact job description etc. It is helpful in
terms to take active role within enterprise.
 Maintaining good working conditions- The major responsibility of Human Resource
Management to provide better and effective working conditions (Borokhovich, Lee and
Simkins, 2016). The HR department of Barclays should motivate their employees, as
motivated employees make better contribution in business activities. Thus, employer
welfare should be at prime focus as it aids to promote job satisfaction.
 Managing employee relations- The relationship between employers and employees aids
to define the success of enterprise. They are the pillars of the organisation. It is assistive
in order to foster good employee relations. Moreover, management of Barclays Plc
should relationship that helps to promote healthy and balanced relations.
 Training and development- It is one of the indispensable function of Human resource
management. Thus, it aids to improvize the current and future performance with help of
enhancing the ability of individual by providing better training and development
opportunities. Thus, Barclays plc train employees after analysing their capabilities in
particular field and it aids to expand skill and person become more efficient to perform it.
Strategic Scope of HRM-
The scope of Human Resource Management is to put major consideration over managing
physical and emotional capital of employees. It is not only limited to exploit human intellect.
Thus, scope of HR is wide and far reaching. Therefore, it has been defined concisely in
following heads-
 HRM in personal management- The manpower management is inclusive of manpower
planning, hiring, training and development, transfer, promotion and employee
productivity (Scope of Human Resource Management, 2019, ). This is term that in
inclusive of performance appraisals, disbursement of wages, developing skills and other
job related functions. This all helps to contribute in organisation development.
 HRM in employee welfare- The Human resource managers of enterprise deal with
proper amenities and working conditions. It is inclusive of wide array of responsibilities
and services that provides safety service, health service, social security and medical
service. This term is about to determining the real needs and to full fill them so that
employees within the enterprise can feel motivated and perform at their best level.

 HRM in industrial relations- The HR of Barclays plc needs to facilitates the interaction
with employees. It must be based on addressing grievances, settling disputes in terms to
maintain peace and harmony within enterprise. Therefore, it will be beneficial in order to
safeguarding the interest of employees and to secure the highest level of understanding.
Hard and soft HRM approaches-
Hard HRM- As per this concept the employees to the enterprise should be treated as a resource
of the business. Thus, key features are as-
 To creates taller organisation structure.
 Provide enough pay to recruit and retain employees.
 To have use of autocratic style of leadership.
 The system of appraisal focused on making judgement of workers.
Soft HRM- It focuses on treating employees as a source of competitive advantage (Soft and
Hard HRM. 2018). The workers to the enterprise must be treated effectively and major focus
should be on roles, rewards and motivation. Thus, key features are as-
 To strong and regular two way communication.
 The strategic focus must be on longer term workforce planning.
 Employees within the enterprise are empowered, encouraged to seek delegation and take
responsibility.
 It provides competitive pay structure and better performance related awards. For
example- profit share and share options.
P2 Define strength and weakness of various approaches to recruitment and selection. Discuss
benefits and shortcomings of internal and external recruitment and selection.
The Recruitment and selection both are essential function in HRM and it aids to
maximize strength of employees to meet the employee strategic goals and objectives. This is
process that works as to process of sourcing, screening and short-listing and to have selection of
right candidates for for the required vacant position. This is process that helps to attract the right
kind of individuals to full fill the objectives. Thus, process of selection is negative as number of
candidates selected are less than the number of candidates recruited. Barclays plc is traking
various initiatives to approach recruiting with a reactive and proactive attitude, responding fast
to the vacancies of new job and select the well and qualified candidates before any other position
get open. Approaches to Recruitment and selection are defined in following heads as-

 Job description- It is systematic hiring policy that begins with through and accurate job
description. This document must be inclusive of detailed information of all aspect as pay
ranges, job task and all other supervisory responsibilities. Thus, job description assists
candidates to gauge the interest of employees in more accurate manner at different
positions.
 Skills inventory- In order to find ideal candidates for jobs it is essential to compile with
comprehensive list and this helps to identify the ideal set of skills for an employee in each
job (Reilly and Williams, 2017). The employees are needed to get selected on the basis of
their knowledge and capabilities.
 Job posting strategy- The management of Barclays plc, works as to fill position with
help of suitable skills and capabilities of the candidates. This aids to perform the function
within the enterprise effectively (A Systematic Approach to Recruitment & Selectio,
2019 ). For examples- If in firm there is requirement to fill management position then HR
authorities should select person bachelor degree candidates.
 Multi-step recruitment- The systematic interview process helps to know the interest of
candidates in order to get skilled employees. Thus, multi step recruitment helps to
identify the core strength of employees.
Benefits and shortcomings of internal and external recruitment-
Internal recruitment- It is term that termed out as to fill the vacancy from within the existing
workforce. The HR of the Barclays Plc selects any suitable individual who is already working
with any particular authority.
Advantages-
 This method is very cheaper and quicker to recruit.
 The firm already have idea about the strength and weakness of candidates.
 It is term that provides opportunities for promotion.
 It is source of motivation as employees feel encouraged to be promoted.
Disadvantage-
 There will be limit in terms to potential candidates within firm.
 The firm will not have any new applicants so new ideas cannot be introduced from
outside.
 It creates another vacancies and that needs to be filled.

External recruitment- It is term in which firm plans to fill the vacancy with suitable candidates
from outside the business.
Advantages-
 The firm can able to have candidates from outside by arranging better facilities and it aids
to have new ideas. Thus, with help of it effective innovation can be taken.
 To bring the fresh talent in the enterprise aids to motivates the current employees to
perform their best and achieve more in order to get promotional opportunity (Reilly and
Williams, 2016).
 By looking outside the enterprise aids the firm to target the key players and to cope up
with competition successfully.
Disadvantage-
 This is process that takes long time and more cost than hiring from within the enterprise.
 It is lengthy process.
 Sometimes, the process of selection will not be effective enough to reveal the best
candidates.
P3 Description on the benefits of HRM practices for employer and employee.
The better HRM practices aids to satisfy employees and encourage them to make
maximum contribution in intellectual assets of company. The practices of human resource
manager are beneficial for employers and employees (Rauch, Unterhofer and Dallasega, 2018).
Thus, practices of HRM defined in following heads as-
 The better HRM practices aids to creates the positive working environment and it is
beneficial to both the employees and employees. It aids to keeping workforce happy and
it leads to high level of productivity (Principi, Fabbietti and Lamura, 2015).
 Effective practices of HRM aids to satisfy employees and to motivates employee to make
contribution in intellectual assets of firm. This process is helpful in order to gain
competitive advantage.
 The Human Resource's Management to the enterprise should facilitate health and safety
work practices. This leads to facilitate better working environment and this function leads
to gain competitive advantage within enterprise. It is function that helps to promote better
and foster working of employees.

 The HRM of the enterprise provides training and development opportunities that aids to
bring systematic working force. Thus, effective training helps to enhance the knowledge
and skill so it helps to conduct the working in better manner.
 The HRM practices aids to diverse the workplaces with relates to employer flexibility.
The flexible working condition leads to facilitate better working condition and it helps to
retain employees for longer period.
 The Human resource management of the enterprise perform their business function in
terms to provide Reward to workers on the basis of their performance (Pepi, 2016). This
is function that leads to enhance morale of employees and this leads to raise the
motivation to both employer and employees.
 The successful practices of HRM assists people to enhance their feeling of being
competent for the specific position and it affect the working of enterprise. Thus,
employees who are performing under positive and hard-working mangers tend to feel
more confident and motivated.
 Human resource manager should work as to play the role of mediator and if any situation
in which conflicts between employer and employee’s arises then right course of action
can be taken in order to avoid it (7 Human Resource Best Practices (A mini-guide to
HRM) , 2019).
 The HRM of Barclays perform their practises effectively that enables the employer to
have reduction in employee turnover. Although, the turnover of employee can enhance
the cost of human resource department. In addition to it, turnover of employees can also
hamper the working of the enterprise at the greater extent.
P4 Evaluation on the effectiveness of different HRM practices for raising organization
profitability and productivity.
The practices of Human Resource Management are based on hiring, firing, training,
payroll and employee benefits administration (Noe and et.al.,2017). Thus, process of HRM will
be focused on factors as HR planning, staffing, recruiting and maintaining and flourishing
employee. Moreover, evaluation on different practices of HRM defined in following heads as-
 Learning, training and development practices- The process of learning and
improvement is the planned efforts that helps to facilitate the learning practices of
individuals ( Kehoe and Wright, 2013). Thus, main aim of taking training of employees is

to expand their knowledge and skills that leads to enhance personal skills among one and
more expertise areas. The HR of Barclays plc provides training to new individuals so that
they can able to get familiar with the working of enterprise and make maximum
contribution in order to get success within enterprise.
 Flexible working conditions- The better working environment create the positive
atmosphere within enterprise. Thus, flexibility at workplace aids to promote and
improvise the productivity and efficiency. It is very helpful in order to enhance employee
morale, commitment to the enterprise and engagement (Jiang and et.al., 2012). Thus,
Barclays must provide flexible working conditions as it helps to improvise the morale
and mental well being.
 Employee performance management and monitoring- The performance management
is a method that helps to systematically manage the people of enterprise for undertaking
better innovation. Thus, Barclays plc measures the performance of employees
consistently and provide feedback on the basis of evaluation. It is one of the attractive
term that plays strategic role in attracting and retaining key employees (Jiang and et.al.,
2012). In addition to it, this can be stated that it is one of significant practice that supports
to bring improvement in overall business performance.
 Payment and reward management- It is practice that needs to be performed in order to
achieve the strategic goals within the enterprise. This is function that is concerned with
implementation and formulation of policies and strategies and this aims to reward people
in equitably, fairly and consistently as per the performance of employees. Thus, HRM of
Barclays pays reward to employees in terms to encourage employees to perform at their
best level.
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
The main purpose of maintaining relation within the enterprise is to strengthen the
employer and employee relation with help of identifying and resolving the issues happens at
workplaces (Hong and et.al., 2013). In order to maintain positive working environment, the HR
to the enterprise should act as mediator and provide support to the workers. Furthermore, with
help of maintaining the strong employer and employee relations can be ultimate function in order
to get success within the enterprise. This is helpful function in order to bring improvement in

company performance management system. Thus, the importance of employee relationship has
defined in following grounds as-
 Productivity- Human resource force of Barclays plc, taking initiative to build better
relation between the workers so it leads to enhance the productivity. Thus, better relations
creates the pleasant atmosphere at workplace. This also helps to enhance employee
motivation with help of improving the employee morale. By undertaking the employee
relation program the firm can able to experience the enhancement in productivity. Thus,
it leads to enhance the profitability of enterprise.
 Employee loyalty- The creation of productive and pleasant work conditions has
significant impact on an employee loyalty to the business. This is very supportive
function in order to enforce loyal workforce. The better and effective workforce works as
to improvise the retention of the employees (George, Haas and Pentland, 2014). This also
leads to be beneficial in the cutting of cost of recruitment, hiring and training. The
reduction in employer turnover leads to ensure that employer has a trained and skilled set
of employees.
 Conflict reduction- If the environment of workplace is efficient and effective than the
situation of conflicts can be reduced. Thus, less conflicts results that employer to the
enterprise can able to give the proper focus over the task and they can able to perform in
more productive manner. Thus, it can be stated that the happy workforce is productive
workforce (Eikeland and Skjærseth, 2016). By creating the sound and efficient
environment of work with the good management and strong employer and employee
relation is vital key to the success of the enterprise. Thus, it can be stated that the better
flexible working condition aids to have enhancement in profitability and productivity.
 Reduction in problem of absenteeism- By developing healthy work relation aids to
have reduction in problem of absenteeism. This leads to employees to put their major
focus over work and its feel like coming office daily. Thus, the problem of taking
frequent leaver of employees can be reduced. It also leads to prevent complaint against
each other at workplace.
The following other points are needed to taken into consideration as-
 The employees within the enterprise must be rewarded and appreciated for doing their
job in better manner. It is helpful in order to boost team performance.

 The firm should offer competitive salary to each employees and it must be decision on
the basis of individuals talent, skills and competencies (Campbell, Coff and Kryscynski,
2012).
 By maintaining the continuous interaction with employer and employees helps to keep
them updated about policies, procedures and decision. They are needed to be well
informed so that they can take steps effectively.
P6 Determine the key element of employment legislation and impact on HRM decision making.
Employee legislation is the law that aids to governs employment within workplace and it
helps to conduct the better working practices. Thus, HR of Barclays plc needs to focus over key
element of legislation defined in following heads as-
 Sex discrimination act 1975- This law has been enforced in order to protect men and
women from discrimination on ground of marital and sex status (Buller and McEvoy,
2012). The following heads are covered under discrimination are as age, sex, religion or
belief, sexual orientation marriage and this all are unlawful. The enterprise who do not
practices the discrimination attracts and retain individuals.
 Equality act 2010- The equality act is a law that aids to protect the workers within
enterprise from discrimination. This is the law that prohibits the favourable treatment of
men and women in regards to pay and condition of employment (Borokhovich, Lee and
Simkins, 2016). Thus, Human recession of Barclays plc need to maintain the equality
among employees on the basis of fair and equivalent pay.
 Health and safety act 1974- This is act that enforced by law of UK in order to protect
workforce of entity in relation to wide range of matters as maintenance of building and
equipment etc. The enterprise that operates their working in UK needs to create
fundamental structure and authority in regards to health and safety of workplaces.
 National minimum wages act 1998- This is law that has been enforced by law in order
to creates a minimum wage across the United Kingdom. Thus, HR of Barclays are entity
to pay wage to workers as form 1 April 2018 was £7.83 per hour for workers and to
employees aged over 25, £7.38 per hour and workers aged 21 to 24, and £5.90 per hour
for workers aged 18 to 20.

P7 Application of HRM practices in work related context with specific industry example.
Human resource practices can be termed as the combination of conceptual and
implementation of HR strategy. One of the most important practices of HR is to recruit, hire and
select the right person for the vacant job at the right time. Human resource practices are the
system that have a great impact on the workforce and the organization. The Human resource
best practices that can be applied in the organization are:
 Employment security in the workplace. Every employees looks for the security of job and
the growth opportunity (Albrecht and et.al., 2015). Providing employment security will
assist the company in retaining the employees.
 Selective hiring is one of the best practice of HR, which applies to hire a candidate which
has required skills, knowledge and qualification that is best fit for the job.
 Providing compensation and benefit to the employees which assist in adding up more to
the organisation. It will assist the company to retain them and encourage the other
employees as well.
 Another HR practices ion wok context is providing extensive training to newly hired
candidates as well as the existing one for their personal and professional growth and
development.
 HR practices includes creating and nurturing high-performance teams in one of the key
responsibility of HR. understanding these process is one of the essential role of an HR
manager. It can be said that effective communication in workplace leads to make team
more effective.
JOB SPECIFICATION
Job Title- Human Resource Manager
Report- To Store manager of ABC Ltd.
Summary- Human Resource managers of enterprise are required to work with ABC services
with regard to accomplish the set desired goals of operation activities of enterprise. This
department is also responsible to look over the administrative aspect.
COMPETENCIES
 Good leadership
 Effective communication
 Better team working

 Problem solving skills
 Customer are needed to be focus point.
 Adaptability & Flexibility
JOB DUTIES-
 To dealing with issues of employees and customers.
 To motivates the staff and take initiative to maintain positive working environment.
 To provide assistance to sort out grievances of employees.
 Facilitating clear communication with employees and customers.
EXPERIENCE-
 At least experience of 3 years as Assistant HR manager
PHYSICAL APPEARANCE
 Handsome, Smart, Good walking and attractive body language skills.
FIVE INTERVIEW QUESTION FOR HR POST
 Tell me something about yourself?
 How did you come to know about the position?
 What are your strength and weakness in professional achievements?
 Why do you think that you are suitable for this position?
 Where you want to see yourself in upcoming 5 years.
CONCLUSION
Hereby, it can be concluded that Human resource management aids to enhance the
profitability by reducing the turnover of employees. Thus, HRM of enterprise perform their
functions as hiring, firing, training and several employee benefits administration. The present
report was based on the business activities of Barclays plc, it is investment bank and located in
United Kingdom.
Furthermore, the assignment has covered the various topics purpose and functions of
HRM so that desired standards of performing activities can be framed, strength and weakness of
recruitment and selection so that it is easy to find out best competent employee and evaluation of
HRM practices has been conducted in order to determining the raising of organisation profit and

productivity. Lastly, application of work related HRM practices has defined to carry out better
performance of employees.

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