Human Resources Management - HSBC bank

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Purpose and functions of HRM applicable to workforce planning and resource.................1
P2. Strengths and weakness of different approaches to recruitment and selection.....................2
LO 2.................................................................................................................................................4
P3. Benefits and different HRM practices within organisation for both employer and
employee.....................................................................................................................................4
P4. Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................5
LO 3.................................................................................................................................................6
P5. Analysing importance of employee relations in respect to influence HRM decision
making.........................................................................................................................................6
P6. Identifying key elements of employment legislation and impact it has upon HRM decision
making.........................................................................................................................................8
LO 4.................................................................................................................................................9
P7. Application of HRM practices..............................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resources are termed as the most valuable and also the unique assets that are
available in organisation (Roshni Das and Amitabh Deo Kodwani, 2018). It is also defined as
process in order to manage employees that are available in a company. It also include
involvement of hiring, training and motivating employees. In the following report, HSBC bank
has been taken into consideration. It is a British multinational banking and financial services and
the 7th largest bank in whole world. It has been headquartered in London, United Kingdom.
In the following report, functions and purposes of human resource management has been
discussed along with strengths and weakness of different approaches related to recruitment and
selection. Further, benefits of different HRM practices and its effectiveness in raising the profit
of HSBC bank has also been analysed. In addition to this, this report also highlights on key
elements of employment legislation and its impact on HRM decision making has been discussed.
LO 1
P1. Purpose and functions of HRM applicable to workforce planning and resource.
Human Resource Management is a term that is referred to as the strategic approach to the
management in effective way so that they can help the business in order to earn competitive
advantage (Halil Zaim, Yavuz Keceli, Ashraf Jaradat and Selma Kastrati, 2018). It is also known
as HR department and is designed in order to maximise the performance of employees in the
services related to the strategic objectives of employees. Thus, the purpose and function of
Human resource management in HSBC bank has been discussed as per below context-
Purpose
 Internal customer management- This is the key purpose of human resource management
of HSBC bank. The productivity depends mainly on employees that are involved in a
particular organisation. They further leads in defining and implementing objectives that is
required in order to attract, recruit and retain the high quality of workforce. It also plays
important role in financial performance of the cited company like compensation related to
employees, benefits, team structure etc. They also leads in serving internal customers and
helps in creating the external relationships successfully.
 Cultural sensitivity- The human resource management of HSBC bank maintains cultural
awareness. They are routinely called up in order to manage differences that are related to
1

the culture. Thus, to hire candidates or applicants from one part of the world and relocate
it to another requires understanding the visas, contrats and also red tape in appropriate
manner. Therefore, HR manager of cited bank plans alternate strategies and also
anticipates delay by adopting various strategies.
Functions
 Recruitment and selection- This is the main and important function that is done by human
resource manager of HSBC bank. Thus, recruitment is termed as the process in order to
captivate, screen and also select the candidates that are qualified and potential for a
particular job. The goal or aim is to attract the applicants that are qualified and also to
encourage the one who are unqualified to bring their inbuilt skills out.
 Training and development- Training is the major responsibility of HR manager of HSBC
bank. This function of training and development helps the employees to understand the
process clearly and also makes the process easy so that they can perform their work with
great ease. The results are further monitored in the process of training and development.
This is done in order to find out about the requirements of skills of employees which can
be fulfilled with this training and development process.
 Orientation- Orientation is the fundamental step in order to help employees so that they
can adjust themselves with the supervisor and also with the job. So this is the role of
manager of Human resource to give intensive orientation to workers that are involved in
HSBC bank.
 Personal research- Human resource manager plays vital part in terms of researching.
Thus, it has been performed in terms of keeping a check on an employee opinion in terms
of wages, promotions, work conditions, welfare activities' employee satisfaction etc.
 Personal record- The functions of personal record includes recording, maintaining and
retrieving employee related information that also includes employment history, work
hours of their in HSBC bank and also history related in terms of earning.
Hard /Soft model
Hard HRM
 Treats employs as a resource of a business simple.
 They also have strong link with corporate business planning.
2

 They identify and determine the needs of employees and accordingly recruit candidates
and manage them.
Soft HRM
 Treats employees as their most important part that may lead them towards competitive
advantage.
 The workers that are involved in HSBC bank are treated as an individual ratehr than
machines and their needs are planned accordingly.
P2. Strengths and weakness of different approaches to recruitment and selection.
The term recruitment is defined as the process in order to identify the needs of the
particular organisation so that they can employ individual in order to perform that particular
work (Marwa Gaber Ahmed Fahim, 2018). Selection is termed as the process that involves the
task to choose the suitable candidates filling a post. Thus, approaches of recruitment and
selection has been discussed as per below context-
Job descriptions- Job descriptions is the best way to appoint the suitable candidate. This
includes detailed information that includes pay ranges, task, requirements and also the
responsibilities. This helps the candidates in measuring their interest in more accurate manner in
various positions and also provides insight where applicants feel satisfied in a particular role in
fully manner.
Skills inventory- If HSBC bank desires to find ideal candidates for specific jobs, then
they have to first compile a list that represents the skills of an employee in ideal manner. In
addition to this, this list helps in finding the ideal candidate from a large pool of applicants. This
leads in finding most likely candidates in order to succeed in a business.
Internal and External recruitment
Internal recruitment
Internal recruitment is done when HSBC bank desire to fill the vacancy from the
employees that are existed in that particular business.
Approaches Corporate culture- internal recruitment mainly contributes towards creation of cultuire
that is in corporate and has loyalty values. Thus, in this culture, employees feel that they
opportunities in terms of advancement. Thus, HR manager of HSBC bank has to develop
3

such culture by creating policies in terms of recruitment that all employees are actually
aware of.
Strengths
 Internal recruitment results in cheaper and in quicker way.
 The employees that are chosen are already familiar with the business and also with its
operations.
 It also helps in providing opportunities in terms of promotion in the particular bank and
can be motivating. Strengths and weakness of the candidates are known by the business already.
Weakness
 lack of potential candidates
 Lack of new ideas that can be introduced from outside.
 It can cause resentment among candidates that are not nominated.
 It further creates another vacant place because of filling the vacant place.
External recruitment
External recruitment is done when HSBC bank has requirement for any suitable
candidate from outside the business in order to fill the vacancy.
Approaches
Social media- this is the best approach to find the best and talented candidate for particular
position. For this, HR manager will have to share their actual requirements for position on social
media so that the relevant candidate may apply for that particular job position.
Strengths
 It helps in bringing new ideas from outside people.
 It consists of larger pool of workers that creates a smooth way in finding the best and
potential one. People from outside the bank will have wider range of experience.
Weakness
 It is the long term process takes huge volume of time.
 It is quite expensive as it requires advertisements and interviews.
 The process in terms of selection may not be termed as enough effective in order to
reveal out the best candidates.
4

LO 2
P3. Benefits and different HRM practices within organisation for both employer and employee.
HRM practices are termed as that means through which personnel of human resource can
develop the leadership of staff (Sarah Sanders Smith, Samuel L. Rohr, Richard N. Panton, 2018).
This occurs through practice in terms of developing extensive courses related to training and also
motivational programmes. This includes the devastating system in order to direct and to assist
management in order to perform the ongoing appraisals of performance. Thus, HR practices has
been discussed as per below context-
 Employment security- This is the first and most important practice that has been taken
into consideration. This means that there is a social contract between HSBC bank and
workers involved in it. Workers will perform any work if they get anything in return to
this as security in terms of employment. This security benefits the cited bank as it helps
in retaining people. If they laid off, then the particular organisation has to pay for this.
Thus, they are the ones who have invested in process of selection, training and
development of such employees.
 Selective hiring- This is second best HR practice. This enables the HSBC bank in
bringing those workers to company that may help in adding values. They have to select
best person and one which is actually suitable for that particular job. Therefore, HR
manager of HSBC bank does utmost best in order to hire exceptional individuals as they
add values to business. This helps in achieving long terms success and high profitability.
 Self managed and effective teams- Teams with high performance plays essential role in
order to achieve long term success. Thus, to obtain teams that gives the best performance
becomes key responsibilities of HR manager of HSBC bank. Therefore, they have to
encourage different teams in order to work together which further helps in building
efficient and effective organisation. In addition to this, organisational network analysis is
one of the best tools that can be used for this practice of HR.
 Compensation- If HSBC bank hires right people they will have to compensate them with
high benefits that may be above average. This is because that this company adds best
value to the cited bank so they have to retain those employees by paying them in fair
manner. They must also try to share ownership of sharing ideas and views. Thus, it will
5

be termed as great way that may help in creating commitment to long term vision of cited
company.
 Extensive training- This states that HSBC bank must invest in high manner in training
time and also in budget for employees. Thus, after recruitment of the perfect people they
must ensure that employees are getting complete knowledge that is required in HSBC
bank. In addition to this, training has become very essential in today's business
environment as there is increase in technology development.
P4. Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
Human resource management has been termed as very effective in order to raise
organisational profit and also in raising the productivity of HSBC bank (María Paula Lechuga
Sancho, Domingo Martínez-Martínez, Manuel Larran Jorge and Jesús Herrera Madueño, 2018).
HRM implementation in bank helped them in achieving higher profitability and also
productivity. Further it has been discussed as per below context-
 Innovative and high performing employees- Human Resource Manager of HSBC bank
tries to promote innovative environment that later helps in motivating employees by
giving them better facilities. This leads cited bank in raising profits due to high level of
productivity.
 Effective setting and executing of direction- Human resource manager of the cited bank
further helps in recruiting appropriate managers to work on the right place in a bank. In
addition to this, these managers and leaders plays very initial and significant role in terms
of direction, purpose, priorities, goals and also roles in workforce. This leads company to
achieve superior place in market with help of profitability and also due to productivity.
 Effective rewards that drives the performance- after implementation of practices of HRM
in terms of monetary rewards directly tied performance with each particular goals that
has been targeted. This motivates employees and they perform their task in more
effective manner. This in turn helps in increasing the productivity and profitability of
organisation.
 Updating skills of employees in order to maintain productivity- if the HSBC bank wants
to cope up with competition in global manner, they will have to create massive pace of
change that means that they must update skills set of employees. The manager of the
6

cited bank must identify workers having less optimal skills. Later, HRM has to take care
of this and update them accordingly.
 Non- monetary factors in order to improve employees- The manager of cited bank along
with leaders and workers working in a team provides non monetary factors which later
helps in increasing excitement, motivation level and loyalty base of customers. The non-
monetary factors includes praise, recognition, exposure challenge and various
opportunities in terms of learning. Further, HR manager of HSBC bank has to ensure
effectiveness of utilisation of these non monetary factors.
Thus, it can be analysed clearly that there are different HRM practices which plays
essential role in order to increase the productivity and profitability of cited bank.
LO 3
P5. Analysing importance of employee relations in respect to influence HRM decision making.
Employee relations is termed as an effort in order to manage the relationship between
employers and the employees (Adnan Iqbal, 2018). Having good relations also means that
company is providing equal and fair treatment to every members that are involved in the cited
company. Thus, every person in a particular business effective relationship with their workers as
they believe that the employees are humans not the machines which will start by pressing a
switch. Thus, importance of employee relationship has been discussed as per below context- Work becomes easy if shared among all- having healthy relationship in an organisation
helps the workers in order to work with ease. As no one can do all work alone, so
responsibilities has to be divided among team members so that they can easily
accomplish the assigned task within a particular time period. If employees of HSBC bank
has a good support between them then they will always feel eager to help each other in
their task. This makes the work done earlier and in smoother way. Discourages conflict among members- having good relations between members leads in
reducing chance of conflicts between them. This will also help in trusting each other and
will also assist in their performance. This later leads in achieving the targeted goals
earlier. In addition to this. Productivity increases that motivates HRM in taking better
decisions related to HSBC bank.
7

 Developes Loyalty of employee- if working environment is pleasant and interactive, then
the customer loyalty base increases. Workers that are involved in HSBC bank will start
performing well as they gets motivated. This motivation leads them in pushing more
efforts in a particular task. Therefore, this helps in increasing the productivity and
profitability of a particular business. This also leads in low level of employee turnover
rate which decreases the cost of recruiting new applicants sooner. Effective communication helps in ensuring equality- HSBC bank has system of
effective communication. This helps in ensuring that there is lack of discrimination that
leads in increasing motivation level. This increased level of motivation aids in putting
high efforts in a particular task they are working on. Human resource manager can take
decisions in related to the bank on time due to proper communication system. Easy delegation- Effective relationships between members that are involved in company
helps in acknowledging and understanding strengths and weakness. They must consider
few points before delegating task which includes- They must assign task that may help in
challenging workers of HSBC bank and they must also assume responsibility of the
mistake undertaken by employees.
 Increased morale- having good relations helps workers to feel confident and also secure.
This confidence leads them in delivering the best. Increased morality helps in increasing
efforts into particular task. This in turn helps in increasing productivity and long term
success of business.
P6. Identifying key elements of employment legislation and impact it has upon HRM decision
making.
Employment legislation is termed as that law that governs employment within HSBC
bank (Adnan Iqbal, 2018). It also includes all types of measures related to protection of
employees. It also includes court rulings, bargained conditions of employment in continued
manner or the customary practice. It is the most important instrument of the government in terms
of organising, society and also in protecting citizens. It also determines rights and responsibilities
of individuals and also of authorities whom this type of legislation applies. Thus, key elements of
employment legislation and its impact on decision making of human resource management of
HSBC bank has been discussed as per below context-
8

 Disability act 2016- this act helps in prohibiting all employers that are involved in cited
company HSBC bank in order to discriminate among members having disabilities. This is
the prohibition that has been taken place in all aspects of employment as hiring, pay,
promotion, firing and many more related to this. This act also protects the employee of
HSBC bank from return when they enforce their right under this act.
 Discrimination Act 2010- Discrimination at workplace means harrasement and bullying.
Thus, each member that is involved has responsibility in order to make sure that all
members are treated fairly in HSBC bank. There for this bank must adopt this act that
will lead in lack of discrimination due to race, colour or religion. This will also help
company in order to achieve long term success.
 Equality Act 2010- this act leads in protecting people from discrimination in workplace
and also in wider society. If the cited bank adopts this act in their working environment
than it will help in increasing motivation level of employees as everyone will feel free to
share their views and ideas. This may help the bank to achieve the best ideas for the
company that may further leads in achieving long term success and high profitability.
 Data protection act 1998- This act was designed in order to protect all data that is
personal in a company. This data may be stored either in computers or in an organised
paper filing system. The cited company must adopt this act as it will help them in
safeguarding all personal data that is related to bank from their competitors.
 Employment protection act 1978- This act states that HSBC bank must provide
employees with certain structure in terms of salary. This structure must also include
working hours, pension or commencement of jobs. Thus, the HR manager must also try
to provide the workers that are involved in cited company with effective and appropriate
structure related to their salary.
 Health and safety work act 1974- Human resource manager of the HSBC bank must
provide with various facilities so that they can ensure good health of the workers. The
facilities include good working environment, safe instrument and also with opportunities
related to travelling. This will help HSBC bank in order to maintain good relationships
with employees.
Thus, all these acts must be adopted by HSBC bank in order to take decision in a positive
way. This will later help the company in achieving long term success and high productivity.
9

LO 4
P7. Application of HRM practices.
There is rapid increase in competition as locally or globally. Therefore, HSBC bank has
to become more comfortable in order to adapt, resilient and also focus on customer in order to
succeed in business. The HR manager will thus has to evolve in order to become strategic
partner. The focus of the HR manager of HSBC bank must be on strategic personnel retention
and also in developing the talents. They will also have to promote and will have to fight in terms
of values, ethics, beliefs and also for spirituality within a cited company. Further, if cited
company performs hiring process in selective manner, then it will help them in achieving the best
and full talent employees that will help them in hiring efficient members that will later help in
achieving high productivity and huge profitability. In addition to this, training and development
also plays vital role in the HSBC bank. As training helps in sharing the skills that is existed or in
building new talent and skills. This becomes important for company to achieve success and reach
the boost. Thus, employees will feel motivated in giving their full efforts on the task and will
also lead in building good relationships between employees. Thus, there will be lack of employee
turnover as people will feel free to share their views and ideas in confident manner. This will
lead company to gain the best ideas that may work in efficient manner for cited organisation that
is HSBC bank.
CV for photographer
Profeesional summary
 Enthusiastic photography assistant with strong experience of photography and sales. A
keen photographer with a desire in order to put knowledge in order to use as an
assistant. Combining personal interest with proven technical background.
Core qualifications
 NTCJ award in photojournalism
 Technical safety certificates
Key skills-
 Skilled in event and outdoor photography
 Excellent management skills and organisation.
Experience
10

 Photography assistant at Any biz.
Education
 BA Hons Journalism
Five interview questions for nurse position
1. Where do you see in healthcare in five years.
I think that nursing experience that I will have gained will have helped me become a first rate
nurse. I also believe in providing the best care that I can to all patients but there is nothing like
the exp[experience gained from working in a medical unit for a number of years
2. Interests about working at particular facility
I really want to get as much nursing experience as I can with cardiac patients in a hospital that is
leading the way with the latest heart research and procedures. Your facility has a very good
reputation for its programs and population and I believe I can gain a lot by working here.
3. DO YOU PREFER TO WORK ALONE OR AS PART OF A NURSING TEAM?
A: That really depends on the situation. I love working with a good team because I believe that
providing the best care and treatment in a hospital is a team effort. But I have worked alone on
wards before and enjoyed the autonomy and responsibility. But ideally I would prefer to be part
of a well-structured unit that works together as one.
CONCLUSION
From the above report, it has been concluded that Human resource manager plays
essential role in order to increase the productivity and profitability of HSBC bank. It has also
been analysed that they have great impact in decision making, good employment relations.
Further, rights and responsibilities of workers in company has been described. This helps the
company in order to influence workers so that they may take better decisions that later leads in
achieving targeted goals and long term success of a business.
11

REFERENCES
Books and Journal
Roshni Das, Amitabh Deo Kodwani, 2018 "Strategic human resource management: a power
based critique", , Vol. 25 Issue: 4, pp.1213-1231,
Halil Zaim, Yavuz Keceli, Ashraf Jaradat and Selma Kastrati, 2018 "The effects of knowledge
management processes on human resource management: Mediating role of knowledge
utilization", , Vol. 9 Issue: 3, pp.310-328,
Marwa Gaber Ahmed Fahim, 2018 "Strategic human resource management and public employee
retention", , Vol. 13 Issue: 2, pp.20-39
Sarah Sanders Smith, Samuel L. Rohr, Richard N. Panton, 2018 "Human resource management
and ethical challenges: building a culture for organization success", , Vol. 14 Issue: 2,
pp.66-79
María Paula Lechuga Sancho, Domingo Martínez-Martínez, Manuel Larran Jorge and Jesús
Herrera Madueño, 2018 "Understanding the link between socially responsible human
resource management and competitive performance in SMEs", , Vol. 47 Issue: 6, pp.1211-
1243
Adnan Iqbal, 2018 "The strategic human resource management approaches and organisational
performance: The mediating role of creative climate", ,
12