Determinants of Employee Engagement in the Banking Industry: A Critical Review

The provided content consists of academic articles and online resources related to Human Resource Management (HRM). The articles cover various topics such as employee engagement, HRM in the banking industry, knowledge management, and organizational culture. Additionally, there are online resources from organizations like Tesco plc, providing best practices in HR management.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
(a) Purpose of workforce planning and role of HR manager .....................................................1
(b) Strengths and weaknesses of different types of recruitment approaches .............................2
M1 Assessment of human resource function for fulfilling the business objectives ...................2
M2 Evaluating strengths and weaknesses of different recruitment approaches..........................3
D1 Critically evaluating strengths and weaknesses of different recruitment and selecting
approaches...................................................................................................................................3
TASK 2............................................................................................................................................4
(a) Job advertisement .................................................................................................................4
(b) Platform for placing the job advertisement ..........................................................................4
(c) Job specification and personal specifications .......................................................................4
M5 Application of HRM practices .............................................................................................5
TASK 3............................................................................................................................................5
(a) Differences between training and development....................................................................5
(b) Changes in customers expectations affected business organizations ...................................6
(c) Methods of training carried out by TESCO...........................................................................6
(d) Identifications of training needs ...........................................................................................7
(e) Benefits of structured training program ................................................................................7
(f) Impact of training on return on investments .........................................................................8
(g) Flexibility approaches which is used by organization for expanding it business activities. .8
M 3 Methods used by Tesco for developing its employees .......................................................9
D 2 Critical evaluation of HRM practices .................................................................................9
TASK 4..........................................................................................................................................10
a) Importance of maintaining good employee relationship.......................................................10
b) Key elements in employee legislation..................................................................................11

M4 Key aspects of employee relationship management...........................................................11
D3 Evaluation of employee relations and application of HRM practices.................................12
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCTION
Workforce planning is a continuous process which is aligns the needs and priorities of an
organisation with its workforce in order to meet its legislative, regulatory, service and production
requirements and achieve the objectives of the organisation. The present report focuses on
purpose of workforce planning and role of HR in workforce planning in the cited organisation.
Further, it explains strengths and weaknesses of different approaches to recruitment and
selection.
Training and development are crucial for an enterprise (Salvendy, 2012). Training aims
to improve currenrt job performance and in development, individuals are prepared for additional
roles in long term. This report explains the difference between training and development. It also
explains the impact of changes in customer expectation in the cited organisation and need to train
its staff. Moreover, it provides analysis of importance to maintain good employee relationship
and its impact on HR decision. Lastly, it throws a light on the key elements in employee's
legislation.
TASK 1
(a) Purpose of workforce planning and role of HR manager
Workforce planning is process in which organization sets its priorities and ensure that
staff meets are allocated specific jobs and tasks (Armstrong and Taylor, 2014). Jobs are assigned
to each staff member according to their skills and knowledge. Workforce planning also ensures
that entity meets its legislative and regulatory services along with production requirements.
Role of HR manager in workforces planning is recruiting and selecting the individual for
vacant jobs. It is also essential for organization to retainiand develop employees skills. In
Woodhill College, HR manager is responsible for recruiting right people for the right position.
HR manager is responsible for developing strategy so that objectives of the organization can
beachieves properly (Buller and McEvoy, 2012). In Woodhill College, human resource manager
hires talented and skilled employees and develop long term relationships with them. Workforce
planning includes different types of strategies such as conducting development programs,
providing training, staffing and deciding employees’ wages.
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(b) Strengths and weaknesses of different types of recruitment approaches
Recruitment is the core function of human resource management. It refers to overall
process of attracting, selecting and retaining employees within organization. There are different
types of recruiting approaches which are used by the entities (Kehoe. and Wright, 2013). Mainly,
there are two types of recruitment approaches i.e. internal and external.
Internal approach
It includes transfers, promotion and job rotations within organizations. Human recourse
management of Woodhill College can use this approach for filling the vacant positions (Mondy,
and Martocchio, 2016). Strengths of is this approach is for creating positives environment at
workplace and motivate employees for performing better. By recruiting employees internally,
Woodhill College enhances productivity of their employees and it is a cost effective approach.
However, it also creates competition among employees which leads to negativity in the firm.
External approach
In this approach, organization fills the vacant positions by hiring employees from outside
through private placements agencies, campus recruiting and workers contractors. By Hiring
employees through this approach organization can brings new talents in organization. Hiring
new and skilled employees assist company for improving its productivity (Jackson, Schuler. and
Jiang, 2014). Weakness of this approach is that recruiting from outside is a time consuming
process and it may create job dissatisfaction among employees.
M1 Assessment of human resource function for fulfilling the business objectives
In every organization, it is the responsibility of HR manager for hiring and selecting
workers for appropriate job (Kehoe and Wright, 2013). It is also responsible for maintaining long
term relationship with employees along with providing wages, maintaining work place safety
and offering training to employees. Following are the functions, roles and responsibilities of HR
which assist Woodhill College for achieving its business objectives:
 Main role of HR is hiring staff in the entity. By hiring talented and skilled employees,
human resource manager ensure long term growth of organization (Vanhala and Ritala
2016). In the college, HR manager is always focused on recruiting highly skilled
employees which help it in executing the functions effectively.
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 For ensuring long term growth of organization, human resource department maintains
healthy relations with its employees (Weekley and Ployhart 2013). For that, HR manager
takes positive actions for improving the morale and motivation level of employees.
 Human resource management is also accontable for providingsafety to employees. It
supports in reducing conflict and grievance in the organization. Paece and harmony can
be maintained and smooth functioning of organization can be ensured.
M2 Evaluating strengths and weaknesses of different recruitment approaches
There are two types of recruiting approaches which are used by Woodhill College i.e.
internal and external. Internal approach means fulfilling vacant positions internally. It is time and
cost effective approach which is used by the entity (Storey, 2014). Through this approach,
employees of organization feel motivated and perform in a better way. Internal hiring is also
useful enhancing employee’s productivity. However, it also creates conflicts among employees.
By making use of External recruitment approach, human resource hires employees from
outside of the organizations (Ulrich, 2013.). By using this approach, college recruits fresh and
talented employees that assists company in providing better services to its customers. External
hiring creates new opportunities for the organization. On the other hand, this approach also has
some weaknesses such as it creates job dissatisfaction among employees (Hoque, 2013).It
provides method of attracting suitable and talented candidates to apply for the job role.
D1 Critically evaluating strengths and weaknesses of different recruitment and selecting
approaches
Internal recruiting means hiring employees from internal organization. on the other hand
external recruiting means hiring employees from outside the company. Internal hiring involves
promotions, job rotations and transfers and external hiring includes recruiting employees through
campus recruitment, job placement agencies and employee’s contractors (Jackson, Schuler. and
Jiang,2014). Internal hiring motivates employees for improving their skills and increasing
existing knowledge. In external hiring, employees have a wide experience and knowledge.
Internal recruiting do not give wide choices to the entity and no innovations and
creativity take place. On the other hand, external recruiting is a long and costly process but
brings fresh talent as well. Internal approach is time and cost effective process but limits
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numbers of applicants. External recruiting process brings talented and experienced candidates in
organization but may lead to job dissatisfaction among present employees.
TASK 2
(a) Job advertisement
Woodhill college needs to hire suitable and talented employees for fillings the vacant
positions (Mathis, and et.al., 2016). The college is looking for Chemistry teachers of the job for
that company is using a systematic approach. This job advertisement is used by company for
filling the vacant position. Job advertisement of Chemistry is as described:
JOB ADVERTISEMENT
College name: Woodhill collges
Job post: Chemistry teacher
Numbers of vacancy: 7
Eligibility Criteria: Masters in Science
Experience: Minimum experience should be five years in teaching
skills : Must have good communication skills
Note: Along with application form must send CV and two photographs need to be submitted at
offices of Woodhill college.
(b) Platform for placing the job advertisement
For getting more applicant for the job company y can use various types of platforms.
There are many platforms which are available for college such as social media, college websites
and job searching websites (Mokaya and Kipyegon, 2014). The main platforms which can be
suede by company is social media where company gets many eligible applicants for the jobs. Its
has wide rages of network of the people and college gets many employees. The another
platforms which is used by the organizations is colleges websites where they get many
applicants. There are also various types of stents groups which can assist to college fro filling
vacant positions.
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(c) Job specification and personal specifications
It is assertive that HR department of Woodhill college should prepare relevant documents
for which are requires for the jobs (Kehoe and Wright, 2013.). Details of the job specification
and person specifications are as follows.
Job specifications
Person should be responsible for taking classes and solving problems of students. Need to
work for anytime and require experience in maintaining chemistry laboratory, need to prepare for
study material stents and provides relevant notes to them (Najeeb, 2013). The organization
providing significant amount for performing tasks.
Person specifications
Candidates needs to depth knowledge of chemistry and have at least five years
experience in teaching field (Mondy and Martocchio, 2016). Preferences would be given to that
employees who can work in every conditions and have good comminations skills for the job.
M5 Application of HRM practices
Hrm practices helps to company for maintaining its manpower. The primary role of the
HR is support activities of entity and fulfil its business objectives (Okumus, 2013). The HR of
Woodhill college support to company for achieving its business objectives as well provides all
requirements which are important for the company. The HR of company gives save and secure
environment to their employees so they can attain their tasks smoothly. These practices also
ensures to hire correct persons for vacant positions (Jackson, Schuler and Jiang, 2014). This
practices also gives counselling in between management and employees if any conflict will arise.
TASK 3
(a) Differences between training and development
` Training and development is both are essentials for growth of organizations and its
employees. Training is focus on development of individuals skills and knowledge while
developments focuses on preparing employees for futures responsibilities. Training and
development are interrelated and have similar objectives (Paillé and et.al., 2014). TESCO use
both facilities of its employees so it ensures entity's growth along with employee's growth.
Following are difference between training and development.
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Basis Training Development
Function It focuses on improving
employees present skill and
knowledge. It includes formal
agenda for employees so
workers meets the
requirements of entity.
It focuses on preparing
employees for futures
responsibilities and includes
planning so workers of
company lead to entity in the
future.
Value It promotes grater
opportunities to workers. It
gives challenges and motivated
to them for performing better.
In TESCO developments
programs focus on progress of
employees career.
Benefits Training helps to workers for
improving their efficiency.
From the training programs
workers can increases
customers satisfaction.
Through developments
TESCO maintain long term
relations with its employees
along with entity's growth. It
also being s more innovations
and creativity at workplace.
(b) Changes in customers expectations affected business organizations
All services and products which are offers by business firm is only for attracting more
customers (Rosemann and vom Brocke, 2015). All the efforts which made by company is for
generating more customer's satisfaction. Training and development programs are based on that
idea. Its main aim is to give more customers satisfactions. In TESCO mainly customers
interaction is done by staff members so for the firm it is important to providing training to its
staff. Customers is most important assets for the organization. Their expectations such as likes,
dislikes, demands and security is highly effected company's performances.
For fulfil customer's expectation it is important for the TESCO to train their staff so they
maker good interactions with its buyers and explains about entity's services (Weekley and
Ployhart, 2013). The main aim of training and developments is not provided services to
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customers but also achieve firm objectives which is provided the best services and products to
its customers.
(c) Methods of training carried out by TESCO
There are various types of training which is carried by the TESCO. This training program
assist to company for improving and developing their employees knowledge (Song, and Kolb,
2013). Through this training programs entity improve employees present skills and make them
aware industry practices. Following are training programs which is conduct by TESCO.
On the job training
Under this method new or inexperienced employees learn through observing managers
and their work. Under this approach various methods includes such as coaching. Under this
approach company provide training to their workers step by step and also provide guidelines for
attempting tasks (Human Resources Advice, 2016). Team work is improved by this technique
and mutual understanding is also improves between team members.
Off the job training
For providing this training TESCO adopt different types technique such as case study
methods. Under this method employees study different types of complex situation which are
faced by the entity. It improves analytical and critical thinking of workers (Mokaya and
Kipyegon, 2014.). Role paying method is also used by organization in which different types of
situation are given to employees and asked to assume role of specific person to solve problems.
(d) Identifications of training needs
For identifying need of training strategic and systematic approach are used by the
organizations. Its supports company and make analysis of employees and providing them
training (Top 10 Best Practices in HR Management for 2013). Training need analysis is concepts
which is used by the entity for determining if training need exits in the company and assists to
them what kind of training is required for filling the gap.
Training Need Analysis is method which is used by the organization for determining
requirement of training at workplace. It covers the entire departments. Is make comparison in
between employees present skills, knowledge and attitude to require skills. Is make evaluations
of weak performing area in entity and on the basis that provides training to employees. Apart for
this methods company is received feedbacks from their clients and staff. On the basis of
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feedback entity provides training to their employees (Tesco. 2017). In additions there some
indicators such as conflict in staff members, poor quality and lacking to meeting deadlines.
(e) Benefits of structured training program
Structured training refers to techniques and methodologies which is used by entity for
develop professional skills and enhance the proficiency of employees to perform better. The aim
of this training programs is to achieve business objectives. Under this approach employees are
put into realistic scenario with necessary conditions for improving task performances (Tesco plc.
2017). Staff members become capable of performing their work and fulfil their responsibilities in
effective manner. Through this training approach entity can perform their operational tasks in
smooth and effective way (Mondy, and Martocchio, 2016.). Overall performances of employees
and entity is also improves. Major benefits of this training programs is providing quality in
services to their customers and trained employees perform their relevant tasks in professional
manner. The trained employees are in positions to deal with critical situations by utilizing their
skills and abilities.
(f) Impact of training on return on investments
For providing training to employee's is not cost effective process for the TESCO. The
company made huge a lot of investments for providing training to employees. From that training
entity have received many long term and short term benefits (Kehoe and Wright, 2013). This
training programs has supported to gaining growth and success for the enterprises. Through this
training programs employees skills and knowledge has been improved and company revived
positive feedbacks.
The structures training programs is very beneficial for the TESCO. Through this
company is providing good customers services in their stores. The net profits is approximate is
5 millions pounds and total numbers of stores of company is more than 2200 (Vanhala and
Ritala,2016). On the basis of these achievements it can be said that providing training to
employees return on investment in positives for the company and sales of the company is also
increases by 2%. Through this entity' operational costs is also improves.
(g) Flexibility approaches which is used by organization for expanding it business activities
For expanding its business on international level company used various types of
Flexibility approaches used by organizations (Weekley and Ployhart, 2013). This flexibility
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approach assist to entity for expanding its activities as well as make sure that employees feel
good at workplace. There are various types of flexibility approaches which is used by TECSO.
Some of them are discussed below.
Work from home
TESCO provides opportunities to their employees to do work from home. In which
company give flexibility to their employee's for performing their tasks from their homes
(Jackson, Schuler and Jiang 2014). For expanding its business it is important for the company to
provides such facilitates to their workers which creates positive environment.
Provide flexible working hours
Flexibility working hours is means giving choices to employees for work. In this
approach company gives choices to their employees for performing their task at their desirable
time (Paillé and et.al., 2014). This approach motivated to employees for performing their task in
efficient manner and it also assists to company for expanding its business.
M 3 Methods used by Tesco for developing its employees
There are various types of programmes which is used by TESCO for developing its
employees capabilities and skills. Some of this discussed below.
On the job training
Under this programs company provides training to their employee's during to the working
hours (Rosemann and vom Brocke 2015). This approach makes aware to employees for gaining
knowledge about the industry. However, as per this approach add more operational cost on
company.
Off the job training
Off the job training is taken by the company through hiring any training institutions
where employees received proper training and skills to meet the futures requirements of entity
but this approach employees not get the entire knowledge and it is suitable for only low skilled
employee's.
Structural training programs
Under this training programs company give real life situations to their employee. It
enhances their skills and knowledge along with their experience (Song and Kolb, 2013). But for
the conducting such training programs company need to invest huge amount and it is only for the
long term purposes.
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D 2 Critical evaluation of HRM practices
HRM practices are used by Tesco for managing and handling ist manpower. All the
required functional activities are performed in effective manner (Jackson, Schuler and Jiang,
2014). The company uses wide ranges of HRM practices such as training and developments,
recruitment, flexibility, rewards and wages and compensations.
Training and developments
In entity there are various types of training and developments programs which aims to
improving employees skills and knowledge. On the job training, off the job training and
structural training (Vanhala and Ritala, 2016). All these programs focus on developments of
employees ability. However, management provides transparency in its training programs so no
conflicts will arise in the future.
Recruitment
The main aim of HRM practices is to hire right persons for the vacant position. By hiring
skilled and qualified employees HR of the Tesco try to improve decisions making process of the
company (Jackson, Schuler and Jiang, 2014). However, company need to bring more
recruitment process so its hiring process can be attempts in effective manner.
TASK 4
a) Importance of maintaining good employee relationship
Every employee of the organisation shares certain relationship with his fellow-workers
and colleagues. It is important that employee share a healthy relationship with each other at the
workplace. It is important to maintain good employee relationship because of following reasons :
 In various cases or circumstances, employee cannot take decision on his own, he needs
help and guidance of other fellow-workers.
 A healthy relationship enhances productivity as work load is shared among other co-
workers and hence, work becomes easy (Iles, Chuai and Preece, 2010).
 An individual loses focus and is not able to concentrate if he is stressed, talking to each
other reduces stress. If employee work together as a family, then, organisation becomes a
happy place to work.
 A good employee relationship ensures reduced fights and conflicts among individuals.
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A human resource professional plays a important role in binding employees together and
strengthening their bond. HR of ITV tries that employees involve themselves in something
productive and provide opportunities so that they can know each other better. Thus, good
employee relationship affects the decision of HR in the cited organisation.
b) Key elements in employee legislation
Following are the key elements in employee legislation that influences decision of HR in
ITV : Dismissal – Employees can be terminated from the organisation due to various reasons
like :
- Lack of Qualifications / Incapacity : An employee can be terminated if he has concealed some
important information or has been untruthful regarding any information or document provided by
him (Greenberg and Colquitt, 2013).
- Misconduct : In case of misconduct like assault or threatening behaviour which affects other
employees at the workplace. The working environment of the cited organisation should be free
from any kind of ill behaviour and employees should focus on their ability to perform business
functions. Discrimination : The core principle of discrimination is that no person should be treated
unfairly on following grounds :
- Sexual discrimination : no person should be discriminated on the basis of gender i.e. all should
be treated as equal regardless of their sex.
- Sexual orientation : Its one's choice whether he is homosexual, heterosexual or bisexual so
there should not be any discrimination on the basis of this choice.
- Equal pay : It would be unfair if the cited organisation pays less money to an employee for the
same job for which it is paying more to other employee.
- Religious discrimination : no person should be judged or treated unfairly on the basis of
religion.
- Disability discrimination : it would be unfair to make joke of other person's disability (Markos
and Sridevi, 2010).
M4 Key aspects of employee relationship management
Employee relationship management refers to the process of managing relations of the
employees in an organisation both between employee – employer as well as employees at the
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same level. It includes various activities undertaken by management to develop healthy
relationship among employees and extract the best out of each team member.1. Transparency in communication : Transparency is very important for healthy employee
relationship management. A single point of contact to be assigned to handle queries of all
the employees of the cited organisation (Decker, Riley and Siemer, 2012).2. Encourage group activities : Employees of ITV are motivated to participate in group
activities to increase their comfort level.3. Assigning challenging work : Employees of the cited organisation should be assigned
challenging work so that they feel motivated and deliver their best.
4. Encouraging employees to avoid politics and blame game : Such activities are highly
unproductive and spoils employee's relationship. Such practices should be a strict no-no
at the work place.
D3 Evaluation of employee relations and application of HRM practices
Performance evaluation : Annual performance review are important element for
employee development. It is a fair and balanced assessment of employee's performance. It
provides an opportunity to Discuss job performance Setting goals for professional development Evaluate expectations and accomplishments (Shuck and Wollard, 2010) Provide objectives to contribute to department's mission.
Following HRM practices are adopted by ITV for healthy employee relationship in the
organisation :
1. Involvment of team member.
2. Encourage to share work with each other.
3. Assignment of target and accomplishing them within stipulated time-frame.
4. Promoting written modes of communcation among employees for better transparency.
5. Encourage effective communication among team members.
6. Employees should be encouraged to take their lunch together at the same time.
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CONCLUSION
From the above report, it can be concluded that workforce planning is important for an
organisation and the role of HR is crucial with regard to workforce planning. Further, it states the
difference between training and development (Zheng, Yang and McLean, 2010). Training and
developments programs support company to its present requirement and improving skills of
employees along with prepare to them for future requirement. Its also make aware to employees
about organization practices so they can also give valuable information to entity. By adopting
different types of methods organization's HR is also making equal contribution entity's growth.
Moreover, it can be articulated that structured training program proves to be quite beneficial for
the cited organisation. It can also be inferred that changes in customer expectations affects the
business strategies of an organisation. Lastly, it can be concluded that good employee
relationship are crucial for an organisation and it impacts the decisions of HR.
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