Human Resource Management Report

This report examines the various functions and purposes of Human Resource Management (HRM) at Barclays Bank. It analyzes different recruitment and selection approaches, highlighting their strengths and weaknesses. The report also explores the benefits and effectiveness of various HRM practices, including learning and development, flexible working options, and employee compensation. It further discusses the importance of employee relations and the impact of UK employment legislation on HRM decision-making. Finally, the report provides a detailed job specification and person specification for a Human Resource Assistant position.

HUMAN RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The purpose and the functions of HRM............................................................................1
P2 Strengths and Weaknesses of different approaches to recruitment and selection.............4
TASK 2............................................................................................................................................6
P3 The benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................6
P4. The effectiveness of different HRM practices .............................................................8
TASK 3............................................................................................................................................9
P5. Importance of Employee relation in respect to influencing HRM decision-making.......9
P6. Key elements of Employment legislation and its impact on HRM decision -making...10
TASK 4..........................................................................................................................................12
P7. Application of HRM practices in a work.......................................................................12
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
This is the project report of Human resource management of Barclays. Barclays plc is a
British multinational investment bank and financial services company. This report outlines the
purpose and functions of Human resource management. Further its describe the strengths and
weakness of recruitment and selection process of its various approach . Than it will outlines the
Benefits of different Human resource practices. Than its measures the effectiveness of different
Human resource practices in terms of raising organisational profits and productivity. Further it
outlines the importance of Employees relation and impact of UK legislation on HR decision-
making. Lastly it explains the application of HRM practice.
TASK 1
P1 The purpose and the functions of HRM
HRM
Human Resource Management is utilisation of skilled workers that are available and also
efficient use of existing human resources. The manager personnel of HR handles functions like
HR planning, Job analysis, Conduct recruitment, selection and interviews (Bailey, and et.al.,
2018). These peoples are also manages Orientation and training programme. They also conduct
training and development in the organisation. They motivate the workforce of the organisation to
perform their best so that they can achieve organisational goal.
Purpose and Functions of HRM

 Recruitment and Selection
It is the main function of every HR Personnel of an organisation to deal with recruitment and
selection process. Like, in Barclay's employees are hired after conducting process of recruitment
and selection. The HR Personnel of Barclay's first advertises the job then they select applications
matching with job role. At last they conduct interviews for the selection of employees.
 Training and Development
Another function raise After hiring employees is conducting training programmes in Barclay's
for the new joining. They also conduct development programme for existing ones so that they
stay aware by the new technologies.
 Health and Safety
The HR Personnel is also responsible for the health and safety needs as well as aware them about
the same (Boon,and et.al., 2018). It is the function of Barclay's HR department to conduct
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Figure 1 :Function and purpose of HRM
Source : (Function and purpose of HRM, 2016)

awareness events regarding safety and health. They maintain clean and safe environment in
premises of Barclay's.
 Employee relationship
The HR department functions also involves to maintain good and friendly relationship with
employees. In Barclay's the HR personnel settle grievances of employees and allow them free
environment for flexibility. This offers satisfaction to employees and they feel belongingness
with the company.
The purpose of HR Department of Barclay's is to make use of employees skills effectively and
efficiently for the achievement of organisational goal. The Management personnel of HR
concerns for both individual and organisational goal. They focus to make efforts that complies
decrease in employee's turnover and increase in satisfaction level of employees (Bou‐Llusar, and
et.al., 2016). Their main purpose is to motivate employees to perform their best for growth of
Barclay's.
Hard HRM approach
In this type of approach, employees are treated same as other resources like machinery or
building. These organisations focus on needs of business and manage employee accordingly.
Entities following this approach is less indulged in conversation with employees. Hard HRM
approach is suitable for autocratic leadership style.
Soft HRM approach
This approach comprises employees as an important element. Employees needs are
carefully evaluated in organisations following soft HRM because these help them to gain
competitive advantage. The organisation focuses to motivate and reward employees for their
hard work. There is a strong two way communication held between employee-employer.
Organisations which follows democratic leadership styles suits the best for them.
Barclay's follows the soft HRM approach because the organisation want to gain competitive
advantage (Bratton, and Gold, 2017). Employee's of Barclay's are satisfied working with them.
They use their skills with efficiency and effectively. Therefore, Barclay's by following soft HRM
approach achieves short term organisational goal.
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P2 Strengths and Weaknesses of different approaches to recruitment and selection
Recruitment
Internal Recruitment
The existing employees of the organisation are taken into consideration to fulfil the vacant
position. Some internal recruitment are done by promotion, employee referral, Transfer etc.
Strengths
 By Internal recruitment encourages employee to work hard for promotions and better
position in Barclay's.
 It saves training and development cost of employees (Boon,and et.al., 2018).
 Employees skills are identified well and the company Barclay's offer the job role
accordingly. This motivates the employees and maintains their interest.
 Existing employee in no time get attach with job role assigned to them by Barclay's
whereas new ones takes time to familiarise.
Weakness
 Promotes biasness as the company may choose their favourites for the vacant seat.
 By internal recruitment, company have very limited choice. Employee choose for the vacant seats not capable for the job role the company offered.
External Recruitment
Employees are chosen from outside the organisation to fill the vacant position. External
recruitment done by calling candidates, campus placements, conducting interviews, private
employment agencies etc.
Strengths
 The company gets new talent, skills and ideas by external recruitment.
 By external recruitment, Barclay's get wide choices from available candidates.
 By hiring new employees from outside, Barclay's negatively motivates by creating
insecurity among the existing employees so that they work hard.
Weakness
 External recruitment increases the cost of Barclay's because conducting interviews and
development & training programme charges costs of the company.
 New hired employees takes time to familiarise with the environment of Barclay's.
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Selection methods
Interviews
Interviews are done in formal way by Barclays where interested candidates interact with
interview expertise (Bratton, and Gold, 2017). During interview, candidates go through various
set of questions. Interviewers evaluate skills and knowledge of candidates and choose the best fit
for the vacant position.
Strengths
 By selecting through interviews, there is a good relationship build between them which
motivates the candidates to join Barclay's.
 Interviews at Barclay's increases the knowledge of interviewer as well as candidates.
Candidates get new experience by appearing in the interview.
 Candidates get full opportunities to show their skills and also knows the expectation of
company for them (Bou‐Llusar, and et.al., 2016).
Weakness
 Interview process at Barclay's is too time consuming and expensive.
 Interviewer can be bias and choose for the vacant position according to their favouritism.
Online screening and short-listing
Barclay's chooses from online screening of CV applied by various candidates. After that they
short list some CV according to the job role with right set of candidates (Brewster,and et.al.,
2016).
Strengths
 It saves time of the company by short listing the appropriate one that matches their job
role (Bailey, and et.al., 2018).
 The company has a brief information about employees they are hiring and this gave
employee a personalised touch.
 Hired employees feel motivated by getting selected among wide competition of
candidates.
Weakness
 Potential candidates not get chance to present their skills and knowledge to the
company.
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 Employees who are hired are unaware about the job role and environment of the
company.
TASK 2
P3 The benefits of different HRM practices within an organisation for both the employer and
employee.
Barclay's follows various HRM practises which is found helpful for both employees and the
company.
Basis Benefits for employee Benefits for Barclay's.
Learning, development and
Training practices
The employees skills and
knowledge will improve from
development and training
practice programmes conducts
by HR department of
Barclay's.
Employees feel motivated and
confident being working with
the company after training.
By proper development and
training practice at Barclay's
they achieve organisational
goals and growth of the
company.
Barclay's decreases its
employee turnover ratio by
conducting regularly
development and training
programme for employees.
Flexible working options Employees of Barclay's
manages properly their work
life and personal life. Which
motivates them to retain in the
organisation (Bailey, and et.al.,
2018).
Employees at their
convenience able to work.
Which helps them to reduce
Barclay's offer them flexibility
working options to reduce
absenteeism and turnover
among employees.
The company is successfully
achieving their target time to
time, by which they are
gaining competitive advantage
and remain stable in market
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their stress level and increase
individual performance.
alone against competitors.
Employee performance
management
Employee stay motivated
because their performance are
evaluated. They work with
more attention and
concentration so that no errors
can be identified by the
company.
Weaknesses of employees get
highlighted by the evaluation
of performance management
of employees and thus, the
company can provide proper
training regarding the
weaknesses (Brewster,and
et.al., 2016).
Payment and rewards system
Employees performance will
improvement by payment and
reward systems offered by the
company.
For getting paid for their hard
work, employees satisfy their
individual needs.
Also, other employees get
inspired by the reward they get
by the company.
Barclay's offer rewards to
employees which helps them
to gain organisational goals
and therefore the company
grows with the efforts of the
employees (Bratton, and Gold,
2017).
Employer retention ratio is
also improving with the
payment and reward system
followed by Barclay's by
which company able to save
their cost and time.
P4. The effectiveness of different HRM practices
Learning, development and training practices
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The learning, development and training practices of Human resource management are
helpful in raising overall productivity and profitability of Barclays. The training practices of
Human resource management is helpful for the employees in achieving their personal goals,
which in helpful in enhancing the individual contribution to an organization. The training
programs consists of management providing the employees with accurate information and
communication about their job and responsibility in the Barclays as well as the learning program
ensures that learning is being given relevant to their jobs (Brewster and et.al., 2016.). Through
conducting seminars, workshops, Digital study and development programs training is being
given to the employees in Barclays. Training is being done internally by current employees and
by hiring an external company or consultant (Cooke, 2018). It is helpful in assisting the
organisation with its primary objective by bringing individual effectiveness.
Flexible working options
The flexible working options offer creative approaches for completing the work while
promoting balance between work and personal commitments of the employees of Barclays.
These approaches involve use of non-traditional work hours, locations and job structures. The
approaches are Flexible working time, Telecommuting and job sharing. Flexible working time
refers to flexible start and finish timing of work and job responsibility as per employees
suitability and it also includes work from home. Telecommuting refers to work off-site for all or
part of work-week on a regular basis (Guest, 2017). It enables the employees to work at home
from another off-site location. Job sharing allows the employee of Barclays to share their work
load on mutual basis to another employee. It helps in work completion of Employees of Barclays
within the allotted time duration and facilitate the employees to perform their job task with stress
free mind. It leads to improve overall efficiency of the Employees in order to achieve
profitability in Barclays.
Work environment
Work environment refers to surrounding conditions in which an employee operates. The
work environment impacts the Employee relation in which the human resource management
insures the health and safety of Employees in Barclays. The human resource management
facilitates the safer working conditions and comfort working zone to their employees. The
Human resource management insures that employees are free from recognized hazards that cause
or are likely to cause serious physical injury to the employees (Morgeson, Brannick and Levine,
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2019). The employees are facilitated with canteen and water coolers in the Barclay bank
premises. They also insure the availability of proper equipment in the Barclays so that there is
ease in doing work. They control the office climate through placing Air conditioners and heaters
in the Barclays premises. This is helpful in increasing employees' satisfaction and leads the
Barclay to greater profitability.
Employee Compensation
The employee compensation comprises Salary, benefits and incentives. The Human
resource management of Barclays determine the Salary on the basis of job responsibility and
working hours of the employees. The incentives is being given like bonus, salary increments and
prerequisites to drive the attraction of the employees and retaining the best employees in
Barclays (Nankervis and et.al., 2016.). To boost up their morale human resource management of
Barclays gives the benefits such as different type of insurance, Paid time is being given such as
holidays, sick leave, and vacation leave and fringe benefits like tuition assistance, flexible
medical or child-care spending accounts. This helps to increase motivation of the employees of
Barclays in order to increase productivity and profitability of Barclays.
TASK 3
P5. Importance of Employee relation in respect to influencing HRM decision-making
Importance of Employee relation in Barclays Bank
Employee relation is important for providing fair and consistent treatment to all
employees so they will be stick committed towards their jobs and maintaining loyalty with the
Barclays Bank. Healthy employee relations also discourage conflicts and fights among the
employees at the work place. A healthy employee relation reduces the problem of absenteeism at
the work place. It is helpful in enhancing the employees morale (Wright, 2018). Employees is
being rewarded and appreciated for a well-done job or for achieving and over-meeting their
targets by the Human resource management in the Barclays. It is helpful in increasing the overall
productivity of Barclays.
The Barclays follows three strategies to maintain employee relation:
Open communication
Open communication culture in the Barclays bank facilitates the human resource department to
do open conversation with their employees. Through this employees feels encouraged to share
their ideas and concerns in both positive and negative terms (Storey, 2016). To gives employees
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the sense that they are valued. This feeling of value leads the Barclays bank to greater sense, for
the employees ownership towards the company's success.
Negotiation
Negotiation work culture is being followed in the Barclays bank. The human resource
management and the employees agrees mutually on any negotiation decisions. Negotiation
includes to negotiating a salary offer after being selected for a new job. This influence decision
making of Human resource management, they make further changes in offered salary in order to
satisfy the employees needs (Noe and et.al., 2017). The human resource management of Barclays
Bank negotiates a leave of absence or the timing of a vacation in order to maintain employee
relation in Barclays Bank. The Human resource management negotiates a more flexible working
schedule to their employees in order to provide comfort working conditions to their employees to
maintain employee relations.
Conflicts management
The conflicts management aims in enhancing learning and to increase group outcomes,
including effectiveness or performance in Barclay Bank. The Human resource management
manage the conflicts and disputes in regards to culture indifference, differentiate values,
opinions and beliefs between the employees in the Barclays Bank. The Human resource
management tackles the conflicts through various ways in forcing they use formal authority or
power to satisfy the concerns without regard to the employees concerns (Newell and Scarbrough,
2017). In accommodating the Human resource management allows the employees to satisfy
their concerns while neglecting their own. In avoiding they not pay attention to the conflict and
not taking any action to resolve it. In compromising they attempt to resolve the conflict by
identifying a solution that is partially satisfactory to employees and the management. In
collaborating the Human resource management of Barclays Bank corporate with the employees
to understand their concerns in an effort to find a mutually satisfying solution to their problems
and quires.
P6. Key elements of Employment legislation and its impact on HRM decision -making
UK Legislation
The UK legislation is revised and has enacted 1267 laws in present. The law becomes a act of
parliament when a Bill is approved by both Houses of Parliament and when it receives the Royal
Assent.
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Anti discrimination Act – Anti discrimination act of UK legislation is legislates against pre
justice actions in the workplace. It protects the employees from discrimination based on age,
disability, gender assignment, race, religion and sexual orientation in the organisation. The Anti
discrimination law includes Direct discrimination, Harassment, Victimisation and Indirect
discrimination in the work culture. Direct discrimination refers to when an employer treats
someone less favourable in an organisation. Harassment refers to, when anyone effects or
violating the employees' dignity in an organisation. Indirect discrimination involves the
application of a provision and standardized practice to employees.
Impact of Anti discrimination Act on HR decision making of Barclay's Bank
The human resource management of Barclay Bank insures that every employee in the
Barclays treated equally on the ground of age, disability, gender reassignment, race, religion and
sexual orientation. They took decisions in context to resolve the disputes and conflicts among
the employees related to any type of discrimination in the Barclays. The Human resource
management takes decisions in order to provide justice to the employees in regards to any type of
anti discrimination they are facing in the Barclays Bank. At the time of recruitment, selection
and training process the human resource management insures that no favouritism or biasses is
being done during the interview and selection process. They treated every employee equally
during decision making of interview round.
Occupational Health and Safety Act 1974- The Health and Safety act 1974 is an Act of the
Parliament of the United Kingdom that insures Health and safety of employees in an
organisation. It comprises fundamental structure and authority for the regulation and
enforcement.
The impact of Health and Safety Act 1974 on HR decision making of Barclay's Bank
The Human resource department insures that every employee in the Barclays Bank is
secured and safe while working in the Bank premises. They insures that there is proper canteen
and water cooler facility in the Barclay Bank in order to fulfil health demands of the employees
(DeCenzo, Robbins and Verhulst, 2016). They insures that proper first aid and Medicaid facility
is being given to the employees in case they get any harm or injury while working in the Barclay
Bank premises.
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The Data Protection Act 1998- The Data Protection Act 1998 is a United Kingdom Act of
Parliament is being designed to protect personal data storage on computers or in any of organised
paper filing system of an organisation.
The impact of Data protection Act 1998 on HR decision making of Barclay's Bank
The Human resource department insures that no personal and private data of Barclay
bank leaked outside the bank premises, if it so than they take actions and implement decisions
against the Employee. They take decisions to prohibited the data mining and to take decision in
maintaining data secrecy in the Barclays Bank premises.
TASK 4
P7. Application of HRM practices in a work
Rationale of Job specification
Job Title Human resource assistant
Reports to Senior Human resource manager
Roles & Responsibilities  Job responsibility related to Recruiting, selection and
staffing process.
 To do performance management and to make
improvement in tracking systems.
 To provide assistance in employee orientation,
development, and training logistics and to make track
record of employees.
 To give compensation and benefits to the Employees.
 To insure employees safety, welfare and health in the
organisation.
 To provide employment services
 Maintaining employees files and maintaining records of
Human resource filing system.
 Assisting with the day-to-day efficient operation of the
Human resource.
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Qualification High school diploma or bachelor's degrees often preferred.
13

Rationale of Person Specification
Title of the job Human resource assistant
Date: 28/02/2019
Qualification required Essential Desirable Met
Educational
Qualifications
High school diploma or
bachelor's degrees often
preferred and master
degree in Human
resource management.
Key skills- Computer
software basic
knowledge, data entry,
communications, and
basic office skills like
ability to work with
confidential information.
Yes
Yes
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Need of Experience
Minimum 2 years
experience required in
Human resource field.
Yes
Personal characteristics
& conduct
The human resource
assistant should be a
self-starter and a team
player.
The human resource
assistant must be a
detail-oriented and
have flexibility in his
working.
The human resource
assistant must be a
multitasking person
with creative and
innovative ideas.
Yes
Yes
Yes
Roles and
Responsibilities
 The human
resource
assistant support
all internal and
external Human
related inquiries
and problems.
The human resource
Yes
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assistant identifies the
candidates details in
recruitment and
selection process.
The human resource
assistant maintain
calendars of Human
Resource management
team.
The human resource
assistant oversee the
completion of
compensation and
benefit documentation.
The human resource
assistant helps in
training sessions and in
conducting meetings
and seminars.
Yes
Yes
Yes
Yes
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CONCLUSION
This report was concluded about different functions and purpose of HRM. Also, the strength and
weaknesses of selection method like interview and online screening were discussed. This report
also highlighted internal and external recruitment's strength and weaknesses. After that different
HRM practises were highlighted and their effectiveness and benefits were also discussed. Then
importance of employee and employer relation were discussed in the report. The report then
discuss about various employment legalisations. At last Job specification and person
specification were also formulated for better understanding.
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REFERENCES
Books and Journals
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press
management. Kogan Page Publishers.
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management.29(1).pp.34-67.
Bou‐Llusar, J.C. and et.al., 2016. Single‐and multiple‐informant research designs to examine the
human resource management− performance relationship. British Journal of Management.
27(3). pp.646-668.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and et.al., 2016. International human resource.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Nankervis, A.R. and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Newell, H. and Scarbrough, H., 2017. Human resource management in context: A case study
approach. Macmillan International Higher Education.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Rothenberg, S., Hull, C.E. and Tang, Z., 2017. The impact of human resource management on
corporate social performance strengths and concerns. Business & Society.56(3).pp.391-
418.
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