Human Resources Management Report

This report provides a comprehensive analysis of Human Resources Management (HRM) practices within an organization, using Barclays as a case study. It covers the purposes and functions of HRM, different recruitment and selection approaches, the benefits of HRM practices for both employers and employees, and the evaluation of their effectiveness. The report also delves into the importance of employee relations in HRM's decision-making process, key elements of employment legislation, and the application of HRM practices in a work-related context. The analysis includes both theoretical concepts and practical applications, offering a detailed understanding of how HRM contributes to organizational success.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purposes and functions of HRM...........................................................................................1
P2. Strength and weaknesses of different recruitment and selection approaches.......................3
TASK 2............................................................................................................................................4
P3. Benefits of different HRM practices within an organisation for employer & employee......4
P4. Evaluating the effectiveness of different HRM practices.....................................................6
TASK 3............................................................................................................................................7
P5. Analysing the importance of employees relations in context with HRM's decision -
making process............................................................................................................................7
P6. Key elements of employment legislations ...........................................................................8
TASK 4............................................................................................................................................9
P7. Application HRM practices within the work related context...............................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
For every organisation the main resource accounts to be the workers of it. The
department of Human Resource Management is the responsible entity for allocating these
workers to their suitable and correct positions within the organisation with the motive of
enhancing the productivity as an outcome (Alfes and et.al., 2013). So, having an efficient HRM
department accounts to be the most important requirement of an organisation.
Barclays is one of the leading firms in the Canary Warf of East London. Basically, it is
multi national bank providing various types of services in finance. Its working areas expand
towards the sectors of wholesale, retail, investment-banking along with managing of wealth.
Credit cards and lending of mortgage is also included.
In order to fulfil the business objectives of a firm, HRM plays a key role. Henceforth, to
evaluate its effectiveness, the report lays focus upon the various principles & factors related to
Human Resource Management in context with work-related areas.
TASK 1
P1. Purposes and functions of Human-Resource Department
Defining Human Resource Management: The formal type of system assigned for managing
the workforce of particular organisation is described by the term Human Resource Management
(Anderson, 2013).
Nature of Strategic Human Resource Management:
 Its presence in all firms makes it persuasive.
 Focus is majorly laid upon outcomes.
 Employees are provided full assistance via it to enhance their potentials.
 It integrates people for the main motive of obtaining effective results.
 It is highly disciplined.
Scope of Strategic Human-resource Managing: A wide scope is provided by strategic HRM as
discussed below: Personal-aspects: The planning, recruiting, placing, transferring, promoting, training,
productivity, etc (Armstrong and Taylor, 2014). of manpower or workforce come under
the main concerns of personal aspects.
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 Welfare-aspects: In it, the working conditions of employees and associated amenity are
dealt with. It might include rest & lunch rooms, crèches, canteen, medical-assistance,
recreational facility, etc.
 Industry-relations-aspects: It takes in consideration joint-consultations, managing of
union's relations, settlement of arising dispute, etc.
'Hard and Soft HRM ‘:
Hard HRM: Within the hard approach of HRM, employees are being treated as if they are
business resources just like machines or a building. However, it assists in establishing a strong
link with the corporative planning of business. This includes finding out the required resources,
their associated costs and the way in which they could be get. Through it, the needs &
requirements of workforce are identified and accordingly on the basis of it recruiting and
managing is done.
Soft HRM: Within the soft approach of HRM employees are being treated as one of the most
important resources for gaining a competitive advantage (Brewster and et.al., 2016). The
employee is provided treatment like an individual and in accordance to their needs &
requirements are accordingly planned out. The concentration is fully done upon needs &
requirements of individual employees. Since focus is entirely given to the needs and
requirements of people the employee-turnover rate is low in organisations which imply soft
HRM.
Contrasting both the approaches: The hard approach lays more focus towards making the
workforce cost effective. This ensures that decisions are taken as quickly as possible by making
senior-managers main focus. The needs of employees are not address properly. This might turn
out to cause more absenteeism & employee-turnover.
On the other hand, the soft approach lays major focus upon the needs of employees. This
provides motivation to employees to enhance their efficiency by providing them ample benefits.
But this leads towards disadvantage in competing with other firms.
Since Barclays is a multinational organisation of Canary Wharf, it has faces tough
competition from Citigroup, Clifford Chance, Infosys, J.P. Morgan, etc. So, in order to gain
competitive advantage, it makes use of Hard HRM approach. Since it is a financial & banking
organisation, efficiency in managing the resources need to be there. So senior managers are
responsible for taking quick decisions related to finance.
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Purpose of HRM: The main purpose of HRM within an organisation is in relation with is
maximising organisational productivity by enhancing the performance as well as efficiency of
the workforce (Brewster and Hegewisch, 2017).
Functions of HRM: Like every other multinational organisation, Barclays Human-Resource
Department functions are as follows:
 The tasks of employees in connection with the payroll of employees is properly managed
by aid of Payroll Module.Time-based accounting of employees in context to projects
allotted is effectively managed by aid of Time-sheet Module.
 The contribution done from staff-members within their organisations are traced as well as
recorded by aid of Appraisal Module.
 The potential candidates are able to be identified by aid of various online interviews,
selection & recruitment procedures that are in context to the accomplished principle
established by company (Chelladurai and Kerwin, 2017). This is aided by the aid of
Recruitment and Resume Manager Module.
 To allow the staff-members access company's database HR department has to deal with
various aroused queries of those employees. All this is managed by aid of Self-service
module.
 The database and profile of employee are effectively managed by aid of module provided
by Human Resource Management.
P2. Strength and weaknesses of different recruitment and selection approaches
Diversified methods of recruitment and selection methods are there which have been
briefly discussed below: Internal sourcing: In this approach, new vacancies are being advertised towards the
employees that already exist in organisation. This is done in context to a particular
business. It is advantageous in a way that the expenses involved in advertising & running
background check are eliminated. Also in addition to this, very little training needs to be
given (Cogin and Williamson, 2014). However, the potential candidates outside the
company get eliminated and company is stuck to already existing employees only. External sourcing: In this approach, utilisation of external recruitment tools comes.
These might include announcing via trade-publications, advertising through newspapers
and making effective use of job-boards. This provides an advantage in hiring employees
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that may or may-not be experienced in the business-line assigned to them. This provides
a disadvantage as well. Since there is a possibility that inexperienced candidates could be
hired, company's time gets wasted in first training the employees till they achieve
perfection. And also expenses are added up. Third-party sourcing: Under it placement agency is hired for recruiting and selecting
deserving candidates for assigned job. Hiring of third party reduces the work load of
company and also assists in achieving the desired results in shorter span of time (Hoque,
2013). This also proves to be an indicative of the fact that company is able to handle
multiple tasks that's why it took help from another organisation. Interviews: Interviews are conducted so that proper time is allotted to reviewing of
candidate's resume. Through it, the experiences as well as credentials earned by candidate
also gets focussed.
 Candidate's selection : It assists in selecting the desired candidate on the basis of the
ability with which he answered each & every question asked in the interview. This
assists in selecting desired candidates by observing the behaviour of candidates closely
(Jabbour and et.al., 2013). However, the candidates who are shy enough to ask the
interviewer any question often get eliminated.
Barclays utilises the approach of internal sourcing because since it’s a well-established
firm, experience of employees plays a key role. So, to cover this, internal sourcing is gradually
observed. Also, deserving candidates are given ample opportunities by organizing annual
interviews and then selecting appropriate candidate. This way Barclays is able to hire deserving
as well as experienced candidates that further assist in improving the efficiency of overall
organisation.
TASK 2
P3. Benefits of different Human Resource Management practices within an organisation for
employer & employee
Benefits provided by practices of HRM to employers:-
These practices provide an effective aid to the HR professionals to carry out their work in
a skilful and experienced manner. The knowledge of the employers is enhanced giving them a
broad spectrum of opportunities. The issues in context to employers are effectively managed by
the aid of innovative as well as constructive ideology. The fitting of these diversified issues
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along with the overall adopted business strategy assists the firm to take appropriate & managed
decisions (Jackson and et.al., 2014). Also, Human Resource Management practices provides
further assistance in developing an ability to take initiatives and accordingly perform evaluation
of projects being undertaken. Through the aid of HRM, employers can hire desired candidates
and accordingly provide training to them as well. It further provides assistance in maintaining
good professional relationships with employees.
Benefits provided by HRM practices to employees:-
One of the most important benefit that is provided to employees by aid of activities
performed by Human Resource Department is that their rights are efficiently protected via it.
This is achieved when employers operate within the employment & labour law's scope (Kehoe
and Wright, 2013). HRM assists in solving the disputes that occur anytime within a firm. The
Human resource managers effectively manage the disputes that might occur between employees
& management. The employees are provided the benefit of enhancing their knowledge base as
well as skills to work more efficiently. So, the human resource managers effectively provide
necessary training & development programmes to employees which further help s the employees
to enhance his efficiency. Also, if an employee feels that violation of his rights has occurred,
Human resource managers provide them the benefit of utilising various laws of anti-
discrimination as well as harassment if employees have faced this. The employee's level of
information gets enhanced by aid of Human resource managers staying abide by their duties of
Human Resource Management.
Benefits provided to Barclays as well as its employees by HRM
Barclays Employees
Offers critical as well as professional support. Great opportunities are provided in terms of
enhancing the careers.
Provides assistance in developing business-
aligned HR-partners for enhancing as well as
maximising the efficiency of employees to
perform.
LLT (Leadership, Training & Talent) program
assists in developing their capabilities as an
individual.
Cultural inclusion is promoted through global
strategy and further assists in embedding
The Reward and Performance scheme assists in
bringing out their potentials to the uttermost
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diversity within the businesses of Barclays. level.
Great services are delivered to the colleagues
by proper management data-analytics,
procedures as well as various systems.
The effective use of My Performance tool
provided by Human Resource Department for
employees assists them in formulating their
annual objectives and further review their
individual performances.
LLT (Leadership, Training & Talent) program
assists in developing organisational culture.
Team building is effectively assured which
further enhance their leadership skills and
motivational ones as well (Kramar, 2014).
P4. Evaluating the effectiveness of different Human-Resource Management practices
These practices provide assistance in enhancing the profits of organisation by raising the
productivity. Barclays is one of the most popular and multinational financial & banking
institution of Canary Wharf. It has incorporated variety of HRM practices to enhance the
efficiency of its employers as well as employees who are the driving force of it. Evaluating the 'LLT program’: The Leadership, Learning and Training program Barclays
is responsible for overseeing the implementation of HR strategies at a global level
thereby maximising its profits to maximum. This practice assists in enhancing the overall
performance of individuals to make them do their tasks in the best possible way. The
performance is enhanced by the providing of effective training programs by Senior
Managers of Barclays which is the responsibility of HR manager so as to properly carry
the process in smooth way. Other organisations should take examples from Barclays
learning programs so that they are properly able to execute their functions within the
organisation (Lucas and et.al.,2016). Also, learning programmes assist in enhancing the
efficiency of employees since the knowledge provided to them enables them to carry out
their assigned tasks in systematic manner. Evaluating the Reward and performance practice: These schemes incorporated by
Barclays have assured that employees as well as their managers could effectively monitor
and further review their performances. This way the setting of annual objectives at
individual level is achievable. Once these objectives have been set, the employees are
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provided a clearer path which they have to follow in order to raise their efficiency. Also,
the Rewards scheme or practice introduced provide a sort of motivation to employees and
other staff m embers to perform their duties at their best. The values and behaviour
possessed by an individual gets directly linked to the set objectives of cited firm. When
employees are provided necessary rewards for their deserving performance then, they
further get motivated to enhance their efficiency and accordingly perform the necessary
tasks.
 Evaluating the management and monitoring of employee's performance: Barclays
ensures variety of schemes to monitor the overall performance of employees as discussed
above (Marchington and et.al.,2016). Also, in addition to this, effective management of
employees by the HR authorities have successfully made Barclays an multinational firm.
This has also assisted in creating a diversity among its workforce. This further enables to
be a fast paced organisation and also building an environment which possesses high-level
performance. Also, this management also has an inclusion of maintaining the relations
with employees so as to reduce the level of disputes which might affect the overall
performance of the organisation thereby causing a reduction in efficiency.
TASK 3
P5. Analysing the importance of employees relations in context with Human Resource
Management’s decision -making process
The HR managers are the responsible entities to provide full support to the employees
whose rights have been violated. If any sort of discrimination or harassment is faced by
employee, then HR managers provide necessary remedies to solve the matter (Marler and Fisher,
2013). Such situations involve the use of various anti-discrimination as well as harassment laws
to deal with all sorts of legal matters. This way the disagreements that arise between employees
and employers are mediated to a possible extent for avoiding any sorts of litigations. This way
the relations of employees and employers are maintained effectively.
If HR managers are able to successfully manage their employee’s relations then, they
could effectively take quick decisions. Barclays strategically throws light upon making positive-
changes which directly affect employees lives as well as their families. It has incorporated the
strategic policy of Be Well programme. This way it has been able to sustain the employee-
engagement scores. The health of an employee directly impacts their level of efficiency. In
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addition to laying focus upon just the physical health, the needs & requirements of employees are
also taken care of to enable in them a positive mindset (Newman and et.al., 2016). This strategic
policy of Be Well takes in consideration the following initiatives:
 In order for accessing the information & resources regarding wellbeing of employees,
Global Be Well online portal was developed.
 Well known experts discuss about health and other associated topics by live webcasting
the recordings for playbacks this is overall included in the global speaker-series.
 For promotion of awareness as well as associated activities the subsidised FitBit devices
are provided to staff.
 To lay focus upon optimum-performances as well as well-being leadership are
formulated as well.
 For looking after oneself as well as teams, programmes of line-management are
organised.
The success of every organisation is directly in relation with the relationship possessed
among various employees working within it. The employees must try to maintain cordial
relations among themselves. The HR decision making process have a huge impact upon
maintaining these relations among employees. They are the responsible entity for binding the
employees as a whole (Popaitoon and Siengthai, 2014). Their decisions are responsible for
getting the employees involved in productive activities regarding organisation.
P6. Key elements of employment legislations
With time passing by, laws and legislations have been developed in order to govern
employers and employee’s relationships at the workplace. So, the following legislation acts have
been discussed that are considered in UK: The Employment-rights Act: This legislation was amended in a subsequent manner by
the 1999's and 2003's Employees Relations Acts. It affects the various rights of
employees. It has entitled National Minimum Wage. Also, it has provided entitlement to
the pay statement of employees (Renwick, Redman and Maguire, 2013). The employers
and employees need to follow the terms and conditions related to work that are usually
written. Also, the employees are provided protection against any sort of unfair dismissals
at workplace.
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 The Disability Discrimination Act: This is applicable to all the organisations who are
employing over 20 people. According to this, the needs and requirements of the disabled
employees should be accommodated. They right in higher-education, transport facilities
and other areas shall be made accessed and offered to the disabled employees (Sparrow,
Brewster and Chung, 2016). IF any of the disabled employee is being discriminated by
the employer or any other discriminator within a particular firm then this particular
legislation will enable the necessary justice providing to such employees. The National Minimum Wage Act, 1998: This legislation led to the formulation of
Nation al minimum wage rate. In most of the sectors of British economy, adult
employees shall not be paid below this decided rate. Upon workers of more than 21 years
of age, full entitlement is provided. On the other hand, the employees which are 18 or 20
years of age are applicable for minimum rates. When this legislation was formulated for
the very first time then, nearly 1.9 million people were found out to be paid less than that.
 The Working time Directive, 1999: In UK, this legislation provides a guarantee to all
employees for working 48 hours in a week (Sumelius and et.al., 2014). In addition, the
employees can also choose to opt out from the working hours. In addition, they could
also wish to work for late hours.
TASK 4
P7. Application of Human-Resource Management's practices within the work-related context
This poses powerful impact upon providing motivation, empowerment and satisfaction to
the employees. They are also responsible for providing necessary trainings to their existing
employees as well as newly appointed recruits. In order for the main motive of carrying out tasks
so as to gain maximum profits, HRM practices assist in developing such an advanced platform
which could be effectively utilised by various employees. By effectively utilising this platform,
employees further enhance their skills in order for attaining success within organisations. The
overall culture of organisation and climate as well gets hugely impacted by the HRM practices.
Since innovation demand has increased to much higher heights, Human-Resource Management
has proven itself to be another new step in the process of going hand-in-hand with innovation-
process (Employment legislation. 2017). In addition, HRM practices also play a key role in the
decisions of managers as well. This way the productivity of the organisation is directly linked to
the diversified practices implied by HRM.
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The relationships that exists between various organisations activities such as flexibility,
productivity, performance regarding financial-wise. The various practices of Human Resource
Management are :-
Recruitment and selection: The mission and vision of the organisation is usually responsible
for for the HR recruitment and selection practices. For example, in order to advertise for
recruitment in accordance with particular post or job of senior manager, platform of Financial
Times for Business Lecturer could be used. This advertisement should cover all the areas of job
profile which will further provide a brief about the required changes. Also, in order to advertise
for vacancies regarding the manager post, pool campus can be effectively organised at popular
universities and also utilisation of several other platforms could be done for influencing a
broader audience (Anderson, V., 2013).
Work-life Balance: It is the role of HR manager to offer flexible schedules of working to the
employees of an organisation. Also, various options of telecommuting shall be given to the
employees. Also in order for building a positive organisational cultures employees are provided
necessary support for maintaining balance in their work-life. Also, logistics need to be
effectively managed. In addition, the technology in practice shall be modified in order for
making it remotely accessible (Functions & Practices of Human Resource Management, 2017).
However, this further makes the environment of the organisation completely outcome oriented.
This further leads to enhancement of time-span which employees can spend with their families
and friends.
Training and Development: The HR manager are also responsible for properly carrying out the
necessary training as well as development sessions for the employees of their organisations. For
example, when advertisement will be given in the Financial Times, another parameter should be
included. It should specifically advertise that proper training programmes will be organised to
assist the new recruits in smoothly carrying their assigned duties. So, the training and
development additionally include new orientation regarding new employees. The newly recruits
should be properly trained in a systematic manner so as to enhance their skills in accordance with
the job. Furthermore, since the advertisement is based upon manager, so another training shall be
organised (Alfes and et.al., 2013). A manager also has to be a leader as well. So, he needs to be
provided effective training regarding leadership that will further enhance his leadership skills.
Also, it is the duty of HR manager that the newly appointed recruit is able to be developed a
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