The Importance of Human Resource Department

The provided document is an assignment that emphasizes the crucial role of human resource (HR) departments in organizations. It explains how HR supports business by retaining skilled employees for longer durations and motivating people. The document also discusses the impact of employment protection legislation, labour market dualism, and inequality on Europe. It references various books and journals, as well as online resources, to support its arguments. The assignment aims to educate students about the importance of employee relations and HR best practices in a workplace setting.

HUMAN RESOURCES
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 the function of HRM and definition , scope , hard and soft approaches:...............................1
P2 strength and weakness of the various approaches to the selection and recruitment:..............3
P3 Benefits of various HRM practices between employer and employee's:...............................5
P4 evaluate the effectiveness practices of the HRM....................................................................7
P5 analysis of importance of employee relation in respect to influencing HRM decision
making........................................................................................................................................10
P6 identify the key elements of employment legislation and the impact it has upon HRM
decision-making.........................................................................................................................11
P7 illustrate the application of HRM practices in a work-related context you might be familiar
with so you can use specific industry examples........................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The human resource management is put on very simple functions. There are performs the
task of human resource management practices into the group of functions and individual
program (Zhang and et.al., 2015). The human resource management is considered for the better
task in the organization. Human resource management defined as planning, controlling,
organising and directing in the company. It is identifying the HSBC Bank is holding services
company. This is a British multinational company of financial and banking services of the
business. The HSBC Bank 7th largest and high potion bank in the world. And also broad in the
Europe. The bank founder is Thomas Sutherland and CEO name is John M. Flint. In report will
include human resource management functions, scope of strategies, and hard version or soft
version approaches. They will define the company strength and weaknesses and internal/
external recruitment of advantage and disadvantages. The key elements of employment
legislation and its impact, importance of employees relation to influence HRM decisions.
Illustrations of application of HRM practices. They can determine the company employee and
employer both of benefits. They are search of fully human resource management.
LO1
P1 the function of HRM and definition , scope , hard and soft approaches:
There are various types of functions but three major functions of human resource
management are referred: first is managerial functions second is operative functions and last one
is advisory functions. HRM is personal department of the companies, there are in play to most
important role of management of the human resource. This management is provides all services
and facilities to another departments and individuals matters. The manager is all employee in
relation to another management of the company (Saridakis, Lai and Cooper, 2017).
Managerial functions in HR manager is heart of the business management. So they are basic
functions perform by the management department like as: planning, controlling, organising, and
directing. These are functions in relation their department of the company.
Planning:
The HSBC Bank company will make a plan for the company's goals. Planning means the
personal and separately functions that will distribute to the mission and objectives of the HSBC
Bank company, i.e., job descriptions of the source of selection, planning for job requirements
and anticipating vacancies (Ştefănescu, 2015). There are all things completed given the
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subordinates and managers should plan ahead. The planning process includes three steps. The
first step needs knowledge to strategic posture and goals of company both in the labour market
situations. Second step needs job categories and projects completed for a special time because
there are in net shortage and excess of personally. Third step is requires developed the plan for
the excess of personnel categories of human resources, and remove the forecast shortages
(Norton. and Cherastidtham, 2018).
Organising:
Human resource manger make a plan for established goals and developed plans and
functions to HSBC Bank company, they can design and mange(develop) company structure to
safety out the many operations and managements. There are involves structures;
1. Human resource manager creates different activities of coordination for the company's
employees.
2.they are different functions assigned to different groups and individuals.
3. There are in grouping activities of logically functions and positions.
4. A human resource manager provides task and responsibilities according to employees ability,
then delegation of the authority given assigned the task accordingly (Barbieri and Cutuli, 2015).
Directing:
The human resource plans direct impact by the peoples. Then how to implement the plans
depend on the employees' motivation. The direction program of the HR manger includes
employee to work effectively for the objectives and missions of the HSBC Bank company. This
is function directly motivated and guided to the employee to the personal and separate programs.
 Controlling:
Controlling functions helps for evaluate the performance of the management in the many
operative programs. There are includes critical examination of separate records, performance
appraisal and statics.
Definition of HRM:
Human resource management is a part of the business, it is process of bringing company
and person together so they are achieving goals and objectives. There are in various terms of
HRM involves; its present in all companies and firms (Griffith and Macartney, 2014).
The scope of strategic:
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The scope of HRM referred with manpower planning, recruitment, training, developing,
promotion and selection in the personnel aspect. There are in legal process of which covers
settlement, management relation, bargaining, discipline etc. it is including; employee hiring,
employee motivation, organization relations, employee maintenance and employee remuneration
(Donate, Peña and Sanchez de Pablo, 2016).
Hard version:
The hard approaches mean tradition capitalism in human resources' management. It is
long standing. Hard approaches focus on strategic and calculative managing of the HRM. There
are in business maximum benefits and minimum cost of the main objectives. Human resource
management is focus on the HSBC Bank need to respond to the outside threat incising from
highly competition (Veth and et.al., 2017).
Soft version:
The soft approaches process of human resources' management traces to the peoples
relations given development of healthy business culture by utilize of motivation, leadership, and
effective conversation of more than performance. There are in highly commitment and highly
trust of culture in the HSBC Bank.
P2 strength and weakness of the various approaches to the selection and recruitment:
There are many selections and recruitments of the peoples, HSBC Bank needs to good and
best quality employees, they have needs some strength like as some weaknesses. Human
resource manager want to the great and better selection for the recruitment and take a good
results of the selection and recruitments (Olson and et.al., 2018).
Ready to recruit:
It is concerns to the requirement of the company for good employee. Basically company want to
hire the fresher people and most of experience people in the business. Because they will growth
their productivity and earning maximum profits. It is change for the best and good results, of the
selection in the HSBC Bank. Thus, it's needs to good time for the planning of recruitment for the
business. So the company invests some part of amount the hire of training and developing skills.
They want to perfect and special team for the company (7 Human Resource Best Practices,
2018).
Show on the resume:
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An employee education, knowledge and experience show on their resume, so they are prepared
resume for the job and then applied. HSBC Bank should have focus on the employee basic
information and their personal details so its given their resume. The human resource manger can
decided who person is set for the company work and for the job. A company weakness that they
are not judgement pass show the resume (Importance of Employee Relations - Why Employee
Relations at Workplace, 2018). Because the employee talent knowledge and skills not showing
the paper. They are select for the job only not resume, they are selected knowledge and talent for
the practical work.
Pre hiring test for the selection:
Pre hiring test use for various companies. They can use this approaches for the
recruitments and selections. These tests will decide any level of selections process for the any
place. HSBC Bank will also take telephonic test of the people. Recruiters ask question for the
field of the job and some projects are practices in these tests. It is including basic knowledge of
the people, computer knowledge, communication skills, grammar and so on. However, HSBC
Bank selection given this term will not show work of ethics, will be failed test so there are fail to
show the knowledge and talent of the people (Norton. and Cherastidtham, 2018). They want to
the best talent for the work performance of the job placement for the best person.
Benefits of internal and external recruitment:
There are two ways of recruitments so the company can be use for the recruits.
Internal recruitment is use for when the company looks to done the vacancy from workforce. Or
external recruitment is use for when the company looks to done the vacancy from suitable
sources external the company. Internal recruitments are most benefits of the human resource
management, it is including advantages.
Internal advantages:
 The company can know their conditions what strengths and what weaknesses of the
employees.
 Person already understand how to operates of the business and they are familiar with their
company (Griffith and Macartney, 2014).
 They can provide opportunities for the promotion with in the company and also can be
motivating.
 They can quicker recruit of the candidate for the company.
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Disadvantage:
 There are no new ideas and information coming from outside areas.
 They can create other vacancy which needs and wants to be completed.
External recruitments are benefits in the human resource management. It is including advantages.
External Advantages:
 There are in the company of external people bring in new ideas.
 The person has a wider range of knowledge and experience.
 The company selected which person the best for the work for the job and larger pool of
employees from the better candidates (Donate, Peña and Sanchez de Pablo, 2016).
Disadvantages:
 External recruitment is very longer process for the candidates.
 There are maximum expenses given by advertising and interview requirements or for
training.
P3 Benefits of various HRM practices between employer and employee's:
Human resource management prefer that the features that motivate candidates are which
focus on meeting separately needs of the particular.
Benefits of HRM practices Employee employer
Employee satisfaction
Human resource management
responsible for the employee
satisfaction. It is very special.
Its focus on company's
employee and their goals. The
employees are dissatisfaction
because they have issues and
problems regarding their
projects so they are in stress
and dip-ration (Griffith and
Macartney, 2014). HSBC
Bank will try resolve their
issues then given happiness
Human resource manger needs
to good and best employee for
the company work. They can
good profits and bonus
provides so satisfy their
employees. An employer want
to fulfil the employees needs
and satisfactions. HSBC Bank
manager helps with their
employees work regarding
issues and problems.
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and satisfaction. They are
created the solution with staff
members and motivated. They
can try to exactly problems
and issues that employees can
facing these problems and
create a good solution for the
ways.
Training and development Employees needs to good
training and development
because they are learning skills
and developing from trainer.
Then they can improvement of
themselves. HSBC Bank in
growth will be profit from
training and learning requires
for their employees. They can
reduce employees goals and
improve their staff's retention.
HR manager provides by
training session for their
employees. They can
maximum investment for their
training and development
recruitment. They want to
good and great person select
for the job. They are
impressive who employee best
fit for the position so they can
be given the best opportunities
for them (Zhang and et.al.,
2015).
Improve employee
performance
Human resource
managements requires
assigned for the employees.
The company provides training
session for the employees'
improvement. They are
leaning according on the
training. Human resource
management develop teams for
The human resource manager
fully try to development of the
employees, the employer needs
the best quality of team
member. So they can good
recruitment and selection for
the HSBC Bank. The employer
needs good performance of the
employees and their reviews.
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good performance of the
management department
systems. It is professional and
employees can easily job, they
have expert and good skill of
knowledge for the position
(Saridakis, Lai and Cooper,
2017).
P4 evaluate the effectiveness practices of the HRM
The human resource management in generally communicate with the company. It is
including business partners, business strategies, and value added resources with the industry.
HRM uses HR practices for better and good business results. It is in determine essential areas for
expansions reductions and investments. They are given amount for accountable spent within the
company. Human resource management can makes high skilled of HR practices so that can be
effective in the business (Ştefănescu, 2015). There are many types of HR practices like as;
 flexible working options
 employee monitoring and performance managements
 learning, development and training practices payment and rewards management
Flexible working options:
The human resource manager and employee have worked together to making plans of
meeting and communicating organization needs while given good and better flexibility, then
different work arrangements. It is offer to various features to getting work completed given
locations, work hours and job structures. HSBC Bank balancing employees work with the rest of
some time (7 Human Resource Best Practices, 2018).
By providing flexible working hours to the staff members HSBC Bank would be able to
enahcne motivation level of its workers. As people will be able to make balance between
personal and professional life. This will raise their trust on business unit and they will put hard
efforts to enhance profitability of the banks. HSBC Bank allows its employees to work from
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home and working shift. This is beneficial for the person to meet their personal needs and raise
their confidence as well (Olson and et.al., 2018).
Learning, development and training
The main agenda of HR manager is to provide necessary training to its staff members so
that people can understand their job role and can perform it well. HSBC Bank always emphases
on raising skills of its employees thus, it organises training and development programs for its
employees. HSBC Bank organises off the job training sessions for its bankers, in this training
they get to know about new policies and new updates. This makes them able to treat its
depositors effectively and providing them banking services efficiently. Training practices make
them aware with new technologies and they become able to work on new technique significantly.
This raises their contribution and enhances their working performance as well. That is why most
of people of HSBC Bank earn huge incentives and bonuses (Veth and et.al., 2017).
Employee performance management and monitoring
HSBC Bank provides promotional opportunities and rewards to its employees on the
bases of their performance. It takes support of result approach in order to measure performance
of its workers. This aids firm in evaluating working efficiency of people and promoting them
accordingly. Performance management is essential for employer in order to know their existing
level and comparing them with others. By this way they analyses their development needs and
improve their skills by working on it. Performance management helps HR manager of HSBC
Bank to identifying training needs of workers and arranging them training for workers
accordingly. This helps in improving productivity and profitability of bank. This is the best way
to enhance motivation level of people and making them positive towards brand. Hence, HSBC
Bank can retain its skilled bankers in HSBC Bank for longer duration. Furthermore, HSBC Bank
monitors performance of its workers, this aid in identifying issues in their work and rectifying
them timely (Norton. and Cherastidtham, 2018).
Payment and reward management
This is another important HRM practice, rewarding people helps bank in motivating
employees and improving their working efficiency. HSBC bank gives financial and non financial
rewards to its employees. This boost energy of people and make them positive towards
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brand .Thus, they put hard efforts and always try to satisfy its consumers. This assists in
increasing demand of services of the firm (Ştefănescu, 2015).
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P5 analysis of importance of employee relation in respect to influencing HRM decision
making.
In order to enhance the capability and efficiency of individuals of the company, it is must to have
keep communicating with each other. Individuals of the company are the human resources who
have feelings in them. They can work with their best efficiency only if they have freedom to
share their feelings with co-workers. It also results in creation of a strong bond between them
which is important for them to work efficiently in the team.
People recruited in HSBC bank have right to communicate with their co-workers as well
with their seniors and fellow workers. HRM of HSBC Bank knows that a healthy communication
within the organisation is essential for the success of any organisation. It is important for the
HRM of company to make their workforce to feel comfortable with each other and a healthy
communication is only way for it. Until the workforce starts feeling comfortable within the
organisational premises, they can't work with their full efficiency(Zhang,2015).
Achieving common goals: every organisation have a common goals and common objectives to
achieve those common goals. When the goal of a team is common, it is essential to have a good
communication between them in order to transfer their ideas regarding achievement of the goal,
have a healthy conversation to discuss all the ideas and come-out with the best solution regarding
strategies formation to achieve the set goals(Saridakis, Lai. and Cooper, 2017).
Reducing conflict among the workforce: A healthy communication workers give them chance
to put their part and have a healthy discussion on them. It automatically reduces chance of
having conflict among them. Good communication between workers of HSBC bank makes the
workers consider their co workers as their friends or colleagues rather than their competitors. It
results in enhancement of productivity which helps HRM in taking best decisions in the
company.
Increase in quality of workers: an interactive environment in the HSBC bank's premises
increases the willingness of employees to perform their tasks given to them. They keep ready to
provide more and more efforts for their performance which leads in bringing a great return to the
bank. It makes decision making task quite easy for the mangers of bank.
Delegation of work: delegation of work is very important in any business organisation. Through
delegation of work one gives his juniors grab opportunities to learn new things and enhancing
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their skills. Which is a strength of any organisation. It also helps them to keep motivating. It
ultimately helps HRM of HSBC to take productive decisions for the bank.
All the points mentioned above brings a good relation among the workforce. It leads to
creation of healthy culture in the organisation. When HSBC bank have a healthy culture within
the premises, it influences the efficiency of managers of their decision making power. And as
workforce of HSBC Bank have a good relation between them, managers of the organisation have
a good decision making power.
P6 identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Employment legislation refers to the regulations made by legislature of the country for the
protection of employment rights of the workforce of the country. HSBC Bank follows all the
employment legislations applicable on it for the sake of safety of its employees.
Some of the key elements of employment legislation and its impact over the decision making are
as under:
 Professional misconduct: professional misconduct is a major element of creation of
employment legislation. The main reason of employment legislation to provide safeguard
from any professional misconduct which can happen with them at any time during their
professional life. All the decisions of HSBC Bank are being taken in a way so that their
must not be any disagreement with any employment law of the country(Ştefănescu,
2015).
 Anti discrimination: the employment legislation regarding anti discrimination has been
passes by UK Govt. in order to make sure that their must not be any discrimination with
the workforce whether it is related to sex, religion or cast. HSBC Bank takes care while
taking any decision that it must not result in any discrimination with its
workforce(Donate., Peña,. and Sanchez de Pablo., 2016).
 Equality: every employee is equally important for the HSBC Bank at different level.
Managers of company must take into consideration that every employee of the bank must
get payment for their work as per their performance. Their must not be any
discrimination regarding work pay as it, may also lead to demotivation of the employees.
And make them feel less important to the company(Norton,. and Cherastidtham, 2018.).
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 Conditions of work: it includes working hours, holidays, child labour prohibition,
providing proper working condition to the women employees, proper extra pay for the
extra work done by the employees, etc. HRM of HSBC bank should make decision
regarding all theses factors and make sure that no decision could have any disagreement
with the employment law of the country.
 Health and safety: providing health and safety is the major factor to influence the
decision making of managers of HSBC Bank. Taking care about the health and safety
majors is very important in order to increase efficiency of the workers as when the
employee will get protection regarding health and safety, he will work with more
concentration and with more mental peace(Barbieri,. and Cutuli., 2015).
 Maternity: as per the employment legislation, pregnant women employees should get
some spacial health safety majors for preventing her health and not hurting her health in
any ways. According to this law, every organisation must have different policies for the
sake of safety or it pregnant women employee(Griffith,. and Macartney., 2014).
In this way we can see that there are some key elements relating to employment legislation and
they also have major impact over the decision making of HSBC Bank.
P7 illustrate the application of HRM practices in a work-related context you might be
familiar with so you can use specific industry examples.
Main purpose of HR practice is to provide maximum job satisfaction to the employees of bank in
order to enhance the capabilities of the employees. For this purpose, HRM of HSBC Bank adopts
different practices to resolve all the problems of employees and fulfilling their needs.
Some HRM practices are as follows:
 Job satisfaction: employees are the assets of the HSBC Bank. In order to expand their
capabilities and efficiency, it is essential for HRM to provide them full job satisfaction.
Providing satisfactory pay to the employees, giving them a healthy culture, creating good
values in the company are some ways to increase the job satisfaction of the employees.
When the productivity of employees goes high, the cost to company goes in diminishing
in this way job satisfaction is also beneficial to the bank.
 Training and development: Training and development is important for the organisation in
order to increase the skills and knowledge of the workforce. There are some factors like
training, development, motivation, organisational behaviour, healthy working
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environment, etc. which contributes highly in order to increase the performance of the
employees. HSBC Bank conducts training programme within the organisation frequently
to increase skills of the employees and get them aware about the latest technologies and
market structure etc. making employees updated never let them get out dated which
brings productivity in themselves it is helpful for both employee's and bank's career
development.
 Team work: working collectively in a team results in collaboration of different mind on
same project. It brings the best result of any problem as a team discusses different ideas
on same topic with their pros and cons through which they find the best solution for the
project assigned to them. HR of HSBC Bank adopts team work practice in the
organisation. Through which it gains the best result of every project very
efficiently(Olson, 2018).
 Employee participation: management should apply a kind of practice through which
every employee of the company can contribute towards the managerial decisions. HSBC
bank have adopted many practices like having feedback of employees, providing freedom
of communication, suggestion box etc. it helps the bank to making its employees feel that
they are also important part of the bank. It leads in enhancement of interest of employees
towards the company. Which is helpful in increase productivity of bank(Veth,2017).
 Proper compensation: compensation refers to what employee is getting in return whether
in cash or in kind. When the employees will get satisfactory compensation foe their
contribution in the company, they will work more efficiently. HSBC Bank have a good
compensation policies along with reward policies for the employees if the employee
performs well. It helps the bank to increase the productivity of the employees and also
results in motivating the employees to work more efficiently in order to gain rewards
from the company.
These approaches are important for every company and should be applied by the HRM in the
organisation to enhance the capacity of its human resources. In order to gain maximum return
from the employees for the cost company is spending on them.
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CONCLUSION
From the above detail it can be concluded that human resource department is most effective
functional unit of the company. That always supports business in retaining skilled employees
infirm for longer duration and motivating people. HR is responsible for recruiting skilled
employees and measuring their performance. This aids the firm in managing people well and
raising their contribution towards brand. Providing flexible working hours to the staff members
HSBC Bank would be able to enhance motivation level of its workers. As people will be able to
make balance between personal and professional life.
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REFERENCES
Books and Journals
Barbieri, P. and Cutuli, G., 2015. Employment protection legislation, labour market dualism, and
inequality in Europe. European Sociological Review. 32(4). pp.501-516.
Donate, M. J., Peña, I. and Sanchez de Pablo, J. D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Griffith, R. and Macartney, G., 2014. Employment protection legislation, multinational firms,
and innovation. Review of Economics and Statistics. 96(1). pp.135-150.
Norton, A. and Cherastidtham, I., 2018. Submission to the Education and Employment
Legislation Committee on the Higher Education Support Legislation Amendment
(Student Loan Sustainability) Bill 2018. Grattan Institute.
Olson, E. M. and et.al., 2018. The application of human resource management policies within the
marketing organization: The impact on business and marketing strategy
implementation. Industrial Marketing Management. 69. pp.62-73.
Saridakis, G., Lai, Y. and Cooper, C.L., 2017. Exploring the relationship between HRM and firm
performance: A meta-analysis of longitudinal studies. Human Resource Management
Review. 27(1). pp.87-96.
Ştefănescu, A., 2015. Employment Law and Human Resource Management-Necessity of
Occupation of Human Resource Expert. Jurnalul de studii juridice, (1-2/2015), pp.79-
84.
Veth, K. N. and et.al., 2017. Which HRM practices enhance employee outcomes at work across
the life-span?. The International Journal of Human Resource Management. pp.1-32.
Zhang, Y. and et.al., 2015. When is pay for performance related to employee creativity in the
Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic
motivation. Journal of Organizational Behavior. 36(5). pp.698-719.
Online
7 Human Resource Best Practices. 2018. [Online]. Available through <
https://www.digitalhrtech.com/human-resource-best-practices/>
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Importance of Employee Relations - Why Employee Relations at Workplace. 2018.[Online].
Available through < https://www.managementstudyguide.com/importance-of-employee-
relations.htm>
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