HRM Practices and Employment Legislation

This assignment focuses on the significance of Human Resource Management (HRM) practices in an organization. It also delves into the crucial aspects of employment legislation, which are essential for ensuring fair treatment of employees and adherence to regulatory requirements. The assignment discusses various HRM studies and research papers that highlight the importance of effective HRM practices and their impact on business performance. By examining these key concepts, students can gain a deeper understanding of how HRM practices and employment legislation intersect to create a positive work environment and promote organizational success.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and scope of HRM...................................................................................................1
P2 Strengths and weakness of the different approaches of the recruitment and selection..........3
TASK 2............................................................................................................................................4
P3 Benefits of different HR practice for both employees and the employer..............................4
P4 Effectiveness of HRM practice in term of enhance HSBC bank profit and Productivity.....5
P5 Role of employee relation and legislation in influencing HRM practices.............................6
TASK 3............................................................................................................................................8
P6 Key factor of employees legislation......................................................................................8
TASK4.............................................................................................................................................9
P7 Explain key elements of employment legislation that create impact upon HRM decision-
making process............................................................................................................................9
CONCLISION...............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources management can be define as the term which are used to explain formal
systems devised for management of persons with in a work place. The major role of human
resources manager has divided into three areas workers compensation and benefits, staffing,
designing job responsibilities of each one staff members. HR manager play vital role in an
organisation that includes hiring, selecting, appraisals, compensation, transfer, training and
development program etc. By this, firm are manage as well as control all workers in an effective
manner in order to achieve goals and objectives in limited period of time. In this report HSBC
bank plc that is the world largest financial and banking services firm (Arnaud and Wasieleski,
2014). Organisation have around 7500 offices in over 80 nations with almost 85000 employees
are working here. In this assignment covers purpose, function of human resources management
and strength as well as weaknesses of several selection, recruitment process. It also covers
effectiveness of HRM practices and its benefits for employers as well as employees with
important key labour laws.
TASK 1
P1 Purpose and scope of HRM
Human resources are most valuable resource for the every firm to achieve organization
objectives if the employees of the firm are enough talented and skill able than it’s consider the
competitive advantage for the firm. It’s the main function of the Human resource department and
HR manager of HSBC BANK to provide right candidate at right place at the right time (Bardoel
and et. al., 2014). For this HR department follows the various functions these are:- Planning:- Firstly the process starts with the analyze the need of employees for this
human resource manager of HSBC bank analyze the current employees skills and the
desired skills for the future project if the current employees can fulfill the need through
desired training and development program so organize this and the new skills set require
than decide the recruitment of new employees. Recruitment and selection:- In this steps HR administration department analyze and
decide the skills and talent require in newly hired employees and set the standards
through working experiences and qualification of the candidate and draft the policy
according to company requirements.
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 Orientation :- HR managers conduct orientation programs for the selected candidate so
they can easily understand the working culture vision and mission of the company and
their duties and responsibilities regarding their job (Chelladurai and Kerwin, 2017). Training and development:- Hr managers of HSBC BANK provides the necessary
training and development program to employees (new and existing) according to desired
skills set and enhance their productivity which depend upon the current and upcoming
projects of the HSBC BANK. Performance appraisal:- HR department of HSBC BANK periodically evaluate the
performance of the employees according to firm policy and requirements of the projects
and objectives of the HSBC BANK. There are various methods available for the
performance appraisel ex- MBO, 360 degree evaluation, BARS etc.
Scope of the human resources management at workplace:- We can elaborate this
through various aspects of HRM, these are :- Employee relation:- Hr managers maintain the relation between employee and firm
through communication, negotiation and secure their rights and development of the
employees. Grievances handling:- HR department of any organization is responsible to handle and
address all the issues behind the grievance among the employee and encourage smoothly
function of organization day to day functions (Collins, Zhu and Warner, 2012).
 Employee empowerment:- The HR administrator of the company are liable to
empowerment of employees and introduce the various programs and policies which
enhance the personal skills of the employees.
In today’s era scope of human resources management is too wide and HSBC Bank
understands the role of HR department in strategic management and accomplish the targets of the
bank.
P2 Strengths and weakness of the different approaches of the recruitment and selection Internal recruitment method :- It involves the fill the vacancy within the organization
and give chance to existing employees. In this method firm already aware about the
candidate profile and take decision easily this approach consider best for the top
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managerial post of the company (Glover and et. al., 2011). Methods of internal
recruitment are promotion, transfer and demotion in an organization.
 External recruitment method:- This method involves the recruitment from outside of the
organization through various methods by campus placement, contractors, walk-in
interviews, outsourcing, consultant companies, job portals, referrals etc. The main
advantage of this approach it provides large pool of desired candidates from different
working environment. This methods bridge the gap between employees and employer.
There various advantage and disadvantage of the different approaches these are
following:-
Base Internal recruitment External recruitment
Requirements This method is most
suitable for the vacancy of
senior level.
This is appropriate for the
mid and lower level of
vacancies.
Cost This method occurs low
cost for the company due to
not conduct any
recruitment, selection and
orientation program (Guest,
2011).
This methods consider
expensive due to set a
recruitment and selection
process according to
working environment and
also extra cost of induction
and training program.
Time It is not time taking method
for the company.
It is time consumive task
for the company
Biasness Most of the time this
decision influence by the
employers favoritism
instead of deserve
candidate.
In this process minimum
chance of biasness instead
of employee referral.
Employee moral and
performance
It increase the employee
moral towards firm which
positively impact on the
performance of the
employees. If the decision
taken on the basis of the
favoritism it decrease the
moral and its negative
impact upon the employees.
It is increase the employee
moral and performance due
to hired desired candidate
for the job (Hobfoll, 2011).
Human resource manager of HSBC Bank apply both methods according to project
required skills sets and talent. Company can go for internal recruitment for the top managerial
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post and for the mid level and lower level of post through external recruitment approach depend
upon the current and future plans of the HSBC Bank.
TASK 2
P3 Benefits of different HR practice for both employees and the employer
A good and sound policy of human resource department of HSBC Bank is benefited both
the company and the employees of the firm in different aspect these are following:- Employee retention:- A sound HR policy considers all the facts which motivates to the
employee towards deliver their best and also create such type of working environment
which leads to personal growth and development of the employee which increase the
employee retention rate which directly and indirectly beneficial for both employees and
employer (López-Nicolás and Meroño-Cerdán, 2011). Accomplish organizational objective:- The all functions of the HR department take place
to keep in mind to achieve organizational target for this various steps taken by the
employer like recruitment, selection, job specification, training and development,
performance appraisal, job enlargement, job enrichment, grievance handling, employee
welfare etc. Employees engagement:- The various policy and plans run by the HR department which
leads to employees engagement which introduce creativity and innovation in the firm and
satisfy the clients of the HSBC Bank. Design job specification and job description:- HR manager firstly analyse the project
and specific task requirements then design the job specification and description so it will
easy to identify which type of skills required to accomplish the task and provides training
to current employees and also hire new employees with desire skill set (Messersmith and
et. al., 2011). This all function helps the company to save time and money for both
employee and employers and give better result to the firm. Increase employees moral :- If the HRM practice of the fair then its leads to increase
employees moral towards their work and company also which positive impact is that they
can self motivated and committed towards their work.
 Empowerment of the both employees and employer:- Empowerment refers to personal
growth and development of employees at workplace and give them right to take decision
by themselves which build the leadership and decision making skills and leads a firm
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towards innovative and creative way to accomplish the task which positive impact on
both.
So there is a large numbers of positive and negative impact of HRM policy. In today’s
rapidly change environment HR practice and policy play an important role as a strategic tool for
the HSBC Bank to deliver the best services and products to their client and enhance their
experience which makes unique the HSBC Bank from their competitors in terms of best services
delivery and products (Minbaeva and et. al., 2014).
P4 Effectiveness of HRM practice in term of enhance HSBC bank profit and Productivity
 Cost effective:- HR department of the company design the policy for hired desired
candidate for the job profile through analyze the job requirement in term of talent and
skills. It closely inter- related to performance of the employees and which directly impact
on the turnover and profit of the firm and leads to personal improvement of the
employees.
 Effectively utilization of resources:- Human capital or employees are manage the
effective utilization of scarce resources of the company to take maximum output for
minimal effects through various strategy and understanding market trends which leads an
organization to gain maximum profits.
 Enhance customers experience:- Human resources department are organize the various
programs for the personal development of employees respect to customers need and
provides all the training according to employees task to so they can better deliver service
to their customer which make the clients loyal towards the HSBC bank services (Purser
and et. al., 2015). A satisfied and delight customer is the valuable assets for the company
at present and future also.
 Learning and development:- HR managers create such type of environment in the
organization which increase the leaning the attitude of the employees and their can give
valuable suggestion to team leader respect to company’s current and future plan. So the
Hr department draft the policy of employee development and leaning and provides
various soft skills training on the job and off the job which increase the productivity of
the employees and reduce the time and cost of accomplish a task and increase profit of
the company.
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The function and role of Human resources departments are too wide and play a pivotal
role while drafting strategic policy of HSBC bank. Basically HSBC bank is financial products
and service provider company where the employees engagement and role is very important to
satisfy customers financial needs and growth of the company (Tochaee, Hosseini and Reihani,
2016). HSBC bank top management understand the all facts and allot a good budget for the
Human resources departments activities and its effective HRM policies makes the HSBC bank
unique in terms of HR practices which result in increase productivity and profit.
P5 Role of employee relation and legislation in influencing HRM practices
Employees are consider as the valuable assets for an organization and play an important
role in decision making and designing strategic policy of the company. A company works
surrounded internal and external forces of the environment which have impact on firm’s day to
day operation. Employees consider as internal forces and employee legislation consider as
external forces. HR department must have managed all the forces while drafting HR policy of the
company.
Employer’s relation with employees and employee legislation or laws have play major
role in drafting and influence the HR practices of the firm as follows:-
 Employee’s union:- Employee’s union has major impact on HRM practice of the HSBC
bank due to negotiation, secure worker’s rights and welfare of the employees sometimes
if the demands of the union is not fulfill by the HR manager than it’s effects the working
of the organization and if the HR manager maintain a good relation with them than it’s
create win-win situation for the company (Vaiman and Brewster, 2015).
 Employee relation:- It’s good for the company to maintain good relation with the firm
which minimizes the conflict in various situations. A satisfied employee can easily adapt
change due to good working culture of the company.
 Employee legislation or laws:- Employee legislation acts are secure the rights of the
employees and made by the government authorized bodies like minimum wages act,
maternity and paternity leaves, health and good working conditions, equal wages act etc.
and also addressed the employee welfare policy. The Hr department incorporated all the
rules for the particular industry to provide employee friendly environment and raise the
living standard of the employees of the company.
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Human resources department of the HSBC bank performs various functions to enhance
and enrichment of the firm in human capital like recruitment, selection, training and
development, performance appraisal, grievance handling, negotiation, design job description and
specification, salary, incentive, fridge benefits, employee relation management, employee
empowerment, employee retention, layoff and turnover etc. all the activities highly influenced by
the employees relation and legislation or laws for the employees (Warner, M. ed., 2014).
TASK 3
P6 Key factor of employees legislation
Employees legislation can de define as employment projection rule and regulation
develop by government in order to save workers right at work place. Authority body of United
Kingdom has create policies and all organisation which are run their business activities in UK
want to follow all regulation whatever they are homes firm or not (Chelladurai and Kerwin,
2017). Through this laws, government has reduces discrimination between candidates as well as
employees and provide them equal opportunity related to hiring, selection, promotion, transfer,
compensation, salary and many more. This rule has help to both existing as well as new staff
members to feel secure and safe into work place thus help to enhance their satisfaction and build
loyalty toward organisation. Some of the important legislation are detail below:
Defining positions: It is a minatory for all enterprises to provide all relevant information
to applicants related to job position, duties, their role and many more to candidates. So that,
employees fully aware about their work and firm are able to avoid conflicts which are rise due to
lack of knowledge about work. Government of United Kingdom has develop this rule for
reducing harassment of staff members at work place. Management of HSBC back has
implemented this rule into organisation to project candidates interest.
Providing compensation: HR manager of the company has provide equal opportunity to
all employees when they distribute compensation money. UK government introduce this law in
the year 2006. In this they are mention all company has give equal rights to all staff members
related to salary, wages, compensation and many other benefits (Bardoel and et. al., 2014).
Through this practices, enterprise are able to enhance loyalty among workers, self confidence
and satisfaction toward their jobs. It save right of individuals to get equal opportunity to earn into
work place.
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Equal payment act: Government has make law of equal payment act in the year of 1970
and each one organisation in UK has follows this rule and provide equal salary to all same scale
employees. Through this, firm are capable to motivate employees effectively resulted get profits
and higher customer's satisfaction.
Disability act: When HR manager of HSBC bank hire new candidates for their
organisation they provide equal opportunity to disable people. If any firms can not do the same
then they have legally punishable by government authorities. This law was established in the
year 1995.
Equal opportunity act: It is a responsibility of an organisation to provide equal
opportunity to each one employees at work place. This law was introduce in the year 2010.
Government make this rule for protect rights of workers and save human interest. Through this,
employees feel motivated and performance out of the box because they know it beneficial for
them not for any other people in enterprise.
Discriminate act: Government of United kingdom has develop law related to
discrimination among employees on the basis of colour, education, age, gender, religion,
nationality and many more. On one company in UK has discriminate workers if they so then it is
a punishable offence. It create negative impact on staff member performance and they feel
demotivated, bias, unsatisfied resulted productivity should be decrease.
TASK4
P7 Explain key elements of employment legislation that create impact upon HRM decision-
making process
HR manager of HSBC has implemented all government policies at work place to
increase labour performance as well as productivity in long period of time. It is a human
resources executive responsibility to create healthy and safe working environment for all
individuals that help to achieve goals and objectives in limited period of time effectively (Arnaud
and Wasieleski, 2014). Human resources manager of HSBC has make job specification to fill
vacant position of human resources executive in the firm.
Job specification:
Job specification
Job Details:
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Post: Human resources executive
Department: Human resources department
Job purpose:
HR executive are able to find out potential candidates from internal as well as external sources
and make all preparation related to hiring new employees for an organisation.
Role and Responsibilities:
 Enhance employees satisfaction.
 Build positive working environment with in work place.
 Reduce employees turnover and increase their retention with in an organisation.
 Improve employees satisfaction.
CV
Curriculum vitae
Name:
Email ID:
Contact number:
Address:
Objective: Responsible for managing and controlling all staff members effectively. Highly able
to increase employees productivity as well as performance resulted organisation position into
market rise.
Education Qualification:
Fields University Grade Passing year
MBA HGFD university A 2015
Graduation in
commerce.
KJHGF University A+ 2012
Management in
human resources
JHGF College of
London.
B+ 2013
Experience:
Fresher or one year experience in relevant field.
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Skills:
 Strong communication
 Analytical
 Strong interpersonal skills
 Manage large number of workers
HSBC bank HR department formulate the strategic policy to consider all the factors
which leads to company on growth path and accomplish predefined targets. For this HR
department of the HSBC bank introduce various programs and take the welfare steps for the both
organization and employees achieve the company’s target while achieving individual growth
target.
CONCLISION
Form the above report it is concluded that human resources management has played vital
role with in an organisation. HR manager of HSBC bank has conducting training program for
staff members in order to enhance their performance as well as productivity in long period of
time. Through this, bank are able to achieve their goals and objectives in limited period of time.
There are several employment legislation are exist into United Kingdom like minimum salary
act, discrimination law, disability rule, equal opportunity and many more.
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REFERENCES
Books and Journals
Arnaud, S. and Wasieleski, D .M., 2014. Corporate humanistic responsibility: Social
performance through managerial discretion of the HRM. Journal of Business Ethics.
120(3). pp.313-334.
Bardoel, E.A., and et. al., 2014. Employee resilience: an emerging challenge for HRM. Asia
Pacific Journal of Human Resources. 52(3). pp.279-297.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Collins, N., Zhu, Y. and Warner, M., 2012. HRM and Asian socialist economies in transition:
China, Vietnam and North Korea (pp. 598-619). Edward Elgar Publishing.
Glover, W. J. and et. al., 2011. Critical success factors for the sustainability of Kaizen event
human resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
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performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Minbaeva, D., and et. al., 2014. MNC knowledge transfer, subsidiary absorptive capacity and
HRM. Journal of International Business Studies. 45(1). pp.38-51.
Purser, H. R., and et. al., 2015. Definitions versus categorization: assessing the development of
lexico-semantic knowledge in Williams syndrome. International journal of language &
communication disorders, pp.1-13.
Tochaee, E. B., Hosseini, H. M. and Reihani, S. S., 2016. On the fracture toughness behavior of
in-situ Al-Ti composites produced via mechanical alloying and hot extrusion. Journal of
Alloys and Compounds. 681, pp.12-21.
Vaiman, V. and Brewster, C., 2015. How far do cultural differences explain the differences
between nations? Implications for HRM. The International Journal of Human Resource
Management. 26(2). pp.151-164.
Warner, M. ed., 2014. Confucian HRM in greater China: Theory and practice. Routledge.
Online:
Importance of HRM practices in an organisation, 2018. [Online] Available through:
<https://www.managementstudyguide.com/importance-of-hrm.htm>.
Key element of employment legislation, 2017. [Online] Available through:
<https://businesscasestudies.co.uk/business-theory/people/employment-
legislation.html>.
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