Human Resource Management Practices

This assignment covers various aspects of human resource management, including employee engagement, HRM practices, and their impact on competitive advantage. It also discusses employment legislations that focus on providing equality and fair treatment to all employees, eliminating discrimination in the workplace. The assignment draws from a range of sources, including academic journals and books, to provide an integrated approach to understanding human resource management.

HR Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1.......................................................................................................................................1
P1. Purpose and functions of Human resource management......................................................1
M1. How HRM function helps in providing appropriate talent and skill to fulfil business
objective......................................................................................................................................3
P2 & (M2). Strength and weakness of different approaches of recruitment and selection.........3
Recruitment.................................................................................................................................3
M3. Evaluation of different approaches of recruitment and selection.......................................5
TASK 2.......................................................................................................................................6
P3. Benefits of different HRM practices.....................................................................................6
P4. Effectiveness of different HRM practices in raising organisational profit and productivity
.....................................................................................................................................................7
M3. Evaluation of different method used in HRM practices......................................................8
D2. Evaluation of HRM practices and application with in the BARCLAYS bank....................8
TASK 3 ...........................................................................................................................................1
P5. Importance of employee relation with respect to employee decision making......................1
P6. key elements of employment legislation and its impact on HRM decision making.............2
M4. Key aspects of employee relation management and employment legislation that affect
HRM decision-making................................................................................................................3
TASK 4............................................................................................................................................3
P7. Application of human resource management practices in the work- related context with
the help of specific examples......................................................................................................3
M4. Provide a rationale for the application of specific HRM practices in work related context5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and journal............................................................................................................................8

INTRODUCTION
Human resource management is defines as a practice which manage all the activities of
the human resource in the organisation. It includes various processes such planning, hiring,
recruiting, directing and controlling the employees in the enterprise. Human resource plays an
important role in accomplishing organisational goal through providing skilled employees to
company(Albrecht and et.al., 2015). This report will present the purpose and function of human
resource management which are applicable in the workforce planning and resourcing an
organisation. This study also defines the strength and weakness of different approaches of
recruitment and selection. In this we also determine the benefits of HRM practices for both
employee and management. This report also evaluates the effectiveness of various HRM
practices which results in higher productivity as well as profitability.
TASK 1
P1. Purpose and functions of Human resource management
“HRM refers to the process which hire and develop the job applicants so that they can
become more valuable for the enterprise towards the efficient attainment of organisational goal”
The main purpose of human resource management is work force planning in the
organisation which can be possible only through identifying the staffing needs of BARCLAYS
bank and also make the job and hire the employee for performing organisational task. Human
resource management also plays an important role in the development of the employee and
organisation. To achieve desired level of results for organisation human resource management
provides various training activities for improving the performance of the employee towards the
accomplishment of organisational goal(Brewster, 2017).
Functions of human resource management
Human resource management plays an important role in workforce planning and
resourcing the BARCLAYS bank through their various function such as job analysis, recruitment
& selection, training and development, performance appraisal and employee relation(Functions
of human resource management, 2015).
Job analysis
job analysis is the main function of the human resource management which helps the
organisation in the effective work force planning process of BARCLAYN bank because it

identify the information about the required position in terms of required level of skill and
knowledge for particular position in the firm. Job analysis use two main approaches for effective
work force planning such as work load analysis and work force analysis(DeGeest and et.al.,
2017).
Recruitment and selection
recruitment and selection function of HRM helps in resourcing an organization with
skilled and knowledgable employees through through attracting and recruiting the job applicants
towards the business unit. After recruitment process selection process begins for identifying the
skill and knowledge of employee and also evaluates the suitability of candidate on the job and if
applicants are suitable than they are selected.
Training and development
this functions are is essential for effective attainment of organisational aim which can be
possible only through providing appropriate training to needed employees and also develop the
skill and knowledge of the employees. With the help of training and development BARCLAYS
bank can find out which applicants are more suitable for required jobs in the corporate
unit(Jayasinghe, 2016).
Performance appraisal
performance appraisal function also applicable in resourcing an organisation through
retaining employee in the firm by providing performance based reward to employees which
ultimately results in the high productivity in the firm. In this function employee set the standard
of performance for employee and evaluate them with their actual performance for identifying the
success of employees in terms of completing task.
Hard HRM
Hard human resource management refers to the idea of HRM in the staff management
system which defines employees as a resource that need to be controlled for achieving higher
productivity and profitability in the company. The main focus of Hard HRM is on the task which
need to be done for accomplishing aim of BARCLAYS bank.
Soft HRM
soft human resource management is the part of employee management system which
defines that employee are important source for BARCLAYS bank's growth and development in

the global market. This approach encourage the employees interest towards the
enterprise(Albrecht and et.al., 2015).
M1. How HRM function helps in providing appropriate talent and skill to fulfil business
objective
Human resource management plays an important role in the effective attainment of
organisational goal through providing appropriate skill and knowledge to the enterprise which
can be possible through HRM function. For example, recruitment and selection function attract
the capable employees with skill and knowledge towards the firm and with the help of selection
procedure BARCLAYS bank can hire appropriate employees with required skill and knowledge
which is essential for performing job effectively towards completing organisational goal,
P2 & (M2). Strength and weakness of different approaches of recruitment and selection
Recruitment
Recruitment defined as the process of attracting, short-listing, and appointing job
applicant for the intervener in organisation. Recruitment is the systematic process of finding and
hiring appropriate candidate on the job in the company. It includes two main approaches such as
internal recruitment and external recruitment,
internal recruitment
internal approach of recruitment is the process in which employees hired from with in the
organisation or from existing employees for the vacant post in the enterprise. This approach also
defined as the method identifying and attracting candidates for job from with in the existing
workforce(Noe and et.al.,2017).
Strength of the internal recruitment
 it is the quicker and cheaper process recruiting employees from with in the organisations.
 It has strength in terms of hired employees are already familiar with organisation and
their working policies.
 This approach strengthen the employees engagement because this approach provides the
promotional opportunities to their employees.
Weaknesses
 if employees hire from within the organisation then it reduce the chances introducing the
new idea from out side world.

 It create a gap in existing work force because when employees hired from employees for
filling position then the old position become vacant.
 It has limited pool of number of potential applicant.
External recruitment
This approach of recruitment takes place when employees hired from out side the
organisation for fulfilling the vacant position in the firm.
Strength
 this approach of recruitment brings a new idea in the organisation.
 It facilitates the larger pool of applicants with high level of skill and knowledge
 it provides the fresher skill and inputs towards the accomplishment of organisational
goal(Shipton and et.al., 2017).
Weakness
 it consumes high cost due to requirement of advertisement and interview process.
 It is the longer process of recruitment.
 It hired employees who have limited understanding about the employees.
Selection process
it is the systematic process of interviewing and evaluating appropriate employees for a
specific job in the company. This process ensures the right people on the right job towards
completing organisational goal. It includes two main approaches such as interview and ability
and aptitude test.
Interview
it refers to a face to face conversation between interviewee and interviewer. With the help
of interview approach employer can find out the whole information about the candidates in terms
of skill, knowledge and capability of working.
Strength
 it has strength in terms of hiring right candidate with better qualification and skills.
 It helps in collecting the important information about candidates in terms of their
academics, attitude and personality.
Weakness
 it is an incomplete process because because it is not an effective tool for extracting every
single information about the job applicant.

 It produce the snap judgement because the interviewer have to given a specific time for
judging employee and give the final result.
Ability and aptitude test
it is the important part of recruitment process which help in identifying the strength,
weakness and limitations of the job applicants.
Strength
 this test reduce the anxiety which attract those candidates who might behave erratic when
subjected to pressure in the one to one assessment towards the organisation.
 It helps in finding the need assessment of the job applicants and arrange the appropriate
training program(Sparrow, and Otaye-Ebede, 2017).
Weaknesses
 it does not necessarily result in the good performance of the employees.
 It has negative affect on the performance of candidate due to availability of the
psychological impact on the candidates mind known as test anxiety.
M3. Evaluation of different approaches of recruitment and selection
The internal recruitment approach of recruitment process is cheaply and quicker process
to find out the appropriate candidates from the existing employee and also provide the candidate
who are familiar with the companies policies and working methods.
For example- if BARCLAYS bank hired their employees from with in their department, this
process provides the candidates with low cost because there is no need of advertisement for
required post. It encourage employees for giving better efforts towards the organisational goal
because BARCLAYS bank provides its employees to promotional opportunities.
The external recruitment provides the huge pool of high skilled and knowledgable
employees. If BARCLAYS bank hire their employees from out side of the bank, this process
help in finding better employee with required skill and knowledge which helps in improving the
working process of bank through innovative ideas which are provided by the new applicants .
The interview approach of selection process is helps the BARCLAYS bank in selecting
the appropriate through the face to face interview process which identifies the all information
about the candidate in terms of their qualification, skill and capability of the work(Jayasinghe,
2016).

The ability and aptitude test of selection process also help the BARCLAYS bank through
providing high skilled employee because it determine the strength and weakness and talent of the
employees which are required for the vacant post in the bank.
TASK 2
P3. Benefits of different HRM practices
HRM practices employee Employers
(BARCLAYS)
Learning, training and
development processes
Learning, training and
development practices increase
the level job satisfaction of
employee and also increase the
morale among the employees.
With the help of training and
development practices
employer improve the
performance of employees
which ultimately results in the
high productivity of the firm.
Performance management Performance management
benefited to employee in terms
of clarifying the job
accountabilities and defines
career paths(Brewster, 2017).
It improves the performance of
the organisation and also
reduce the barriers of
communications through
clearly defining accountability
to employees.
Reward management Reward management benefited
to employees in terms
providing incentives, bonuses
and growth opportunities
which encourage employee
interest towards putting best
efforts in achieving
organisational goal(Shipton
and et.al., 2017).
With help of reward
management employee feel
motivated to work hard and
also committed to the work
which increase the
productivity of the company.
Employee relation Employee relation refers to the Employee relation reduce the

relationship among employees
which encourage them to be
work friendly with each other
and involves the employee
with their team effectively.
conflicts among employees,
create a healthy working
environment and retain the
employees in the organisation
as well as decreasing the rate
of turnover(Sparrow, and
Otaye-Ebede, 2017).
P4. Effectiveness of different HRM practices in raising organisational profit and productivity
The human resource management includes various practices such as training and
development, performance management and reward management, which are effective for
BARCLAYS Bank in terms of raising profit and productivity.
Effectiveness of training and development practice of HRM
The BARCLAYS bank provides the various training and development activities to its
employees for improving their performance towards the accomplishment of organisational goal.
HRM provides innovative working environment through training and development activities
which encourage employees to give their best efforts in increasing the productivity of firm(Noe
and et.al.,2017).
Performance management
performance management is the second practice of human resource management which
increase the performance of the BARCLAYS bank through clarifying the accountability of
employees in terms of performance standard. With the help of this practice employer also
evaluates the performance of the each employee in terms of weather they achieve the desired
level of result or not.
Reward management
Reward management plays an important role in rising the profitability and productivity of
the BARCLAYS bank through encouraging employees to give their best efforts towards the
attainment of organisational goal by providing performance based rewards. With the help of this
practices BARCLAYS bank can provides work targets to their employee and with this also
provides the incentives to those employees who achieve their work targets timely, this process
ultimately results in high productivity and profitability(Albrecht and et.al., 2015).
Employee relation

employee relation practice of human resource management ensures better relationship
among the employees which helps in raising productivity and profitability of BARCLAYS bank
because better employee relationship maintains the healthy working environment in the firm
where every employee give their best possible efforts in terms of attaining organisational goal
efficiently.
M3. Evaluation of different method used in HRM practices
The performance management practice of human resource management used various
methods for providing performance based rewards to their employees such management by
objective and 360 degree appraisal system etc.
if BARCLAYS bank follow the management by objective method of performance management
practice of HRM. In this method BARCLYAS bank set common goals between employee and
employer and work together to accomplish common goal of the bank and also evaluated each
employees performance for giving them reward for better performance.
If BARCLAYS bank follow the 360 degree appraisal method, they can evaluates the
performance of the employees effectively through feedback system because in this employees
appraised by their supervisor, subordinates and their customer with whom he interact during
working period(Sparrow and Otaye-Ebede, 2017).
D2. Evaluation of HRM practices and application with in the BARCLAYS bank
Performance management practice of HRM and human resource information system
application of HRM plays an important role in the accomplishment of business objective. With
the help of human resource information system BARRCLYS bank can manage the all
information about the employees in terms of their academics, appraisals and personal
informations for effective performance management of the employees.

TASK 3
P5. Importance of employee relation with respect to employee decision making
One of the important factor that affect the decision making of the human resource
department is employee relation. It is an internal factor of the organisation and affects the
companies decision making from internally and its importance would be discussed below:
Employee relation – it may be defined as a relation between the organisation and the
employee. It is very important for human resource of the bank to ensure effective employee
relation in the organisation through proper decisions that foster the employer employee
relationship,in order to run the business smoothly because if the HR of the company fails to
ensure effective employee relation that it will create disharmony at the workplace and will hinder
the efficient running of the business towards achievement of the objectives of Barclays bank
effectively(Shields and et.al., 2015). Apart from this, if the company fails to maintain proper
employee relation than it will somewhere contribute towards spoiling the image of the bank as
the turnover of employees will increase and this will lead to creating the negative perspective of
the company in the mind of general public.
Hence, human resource department of the Barclays bank has to take various decisions in
order to maintain good employee relations such as by motivating them through various
rewards( for example; bonus, 3% increase in salary), recognition(for example: employee of the
month, best employee of the year), benefits( for example: medical facility, education allowance)
so that it will help in encouraging employees so that they retain in the company for a longer
period as well as it will reduce the employee turnover rate of employees.
Moreover, the bank has even taken the decision to improve employee relation by
empowering the employee to take their own decisions and does not have to depend upon others
for taking decisions for them. This will help in boosting their morale and thus will increase their
productivity. Human resource management has to take decisions regarding how to empower
employees and upto what extent(Ocampo, 2015).
It will even help in developing a sense of belongingness in the mind of employees which
will help in increasing their job satisfaction in the mind of employees and they could connect
with the bank and hold the belief that if the company will grow than they will also grow and this

will in turn help in achieving the organisational objectives rather than focussing on individual
objectives.
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Hence, this will not only help in retaining the employees for a longer duration but will also
contribute towards creating harmony at the workplace(Cascio, 2015).
P6. key elements of employment legislation and its impact on HRM decision making.
Key elements of HRM decision making are as follows:
Employment Legislation – it may be defined as various laws and regulations related to
employment that must be followed in the organisation in order to avoid complexities in working
and unnecessary government restriction. It is one of the most important factor of external
environment and play a huge role in affecting the decision making of the company. Human
resource department of Barclays bank has to take decision regarding how to follow and
implement employment regulations within the workplace such as
National Minimum Wage Act, 1998 – this act has been established in order to protect
the rights of the employees in employment by providing them at least minimum wage. Human
resource department of Barclay bank has to take decision at the time of fixing the wages of the
employees in such a way that is reasonable, competitive and satisfy this legislation so as to
reduce the disputes arising at the workplace because of violation of the rights of the employees.
This will also help in improving the image of the company and keeping the employee satisfied.
Not only this it will further help in attracting more employees as the employees would be ready
to be a part of this bank because they are sure that they would be at least provided with minimum
wage.
Equal pay act, 1970 - This act has been laid down to provide equal pay irrespective of
gender that is men and women should be treated equally. Barclay bank has made decision so as
to promote fair treatment for employees such as fixing equal pay for all the employees who are
doing same job and whose productivity is same. Apart from this, the bank also focussed on
avoiding discrimination at the workplace by giving equal opportunity to all the people in terms
of hiring, promoting and training irrespective of their sex.
Disability discrimination act, 1995 – This law has been formulated in order to avoid
discrimination to the disable people and provide fair treatment to all the employees irrespective
of their ability(Fredman, 2017). Human resource department of Barclay bank has taken steps to
eliminate discrimination against disabled people by equal opportunity of the time of hiring,
promotion, incentives, etc.
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Human resource department has to make sure that the company follows the employment
legislation in order to encourage smooth running of the business and by avoiding various
restrictions by the government which may lead to increasing the complexities towards the aim of
achieving the objectives of the company efficiently and effectively.
M4. Key aspects of employee relation management and employment legislation that affect HRM
decision-making.
The key aspect of employee relation management that affect the HRM decision- making
of the bank is that to motivate the employees to retain in the company for a longer period of time
by providing them various kinds of incentives as well as making efforts to create job satisfaction
for employees by developing a sense of belongingness in the mind of employees(Noe and et.al.,
2017). This will help in reducing the employee turnover rate and conflicts arising at the
workplace which is very essential for the smooth running of the business.
On the other hand, employment legislation also plays a vital role towards the HRM
decision making as it helps in eliminating the discrimination at the workplace and fostering equal
treatment to all the employees irrespective of their ability or sex. Hence, human resource
department of Barclays bank has taken this measure to provide equal pay for equal job so as to
ensure equality and the workplace which will in turn lead to increasing the productivity of
employees and thus helps in achieving organisational objectives effectively and efficiently.
D3. Critically evaluate employee relations and employment legislation that the application of
HRM practices that affect the decision making of HRM.
TASK 4
P7. Application of human resource management practices in the work- related context with the
help of specific examples
Job specification
Job Title: manager of Human Resource department
Location: London
Working hours: 8 hours per day
Responsibilities: Recruiting and selection, training and development, resolving
conflicts and performance appraisal
Qualification: Graduated in in any stream, MBA in Human Resource Management and
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CIPD certified
Experience: 1 year of experience in the same field.
5 interview questions for the position of human resource manager
 what method of training and development would you use in order to train new as well as
current employees?
 What will be the basis for appraising the performance of employees ?
 How would you motivate your employees to perform better?
 Which method would you use to recruit and select the new employees?
 What would be the basis for promotion and transfer of employees?
Person Specification
Job title Chef position at Jamie Oliver star restaurant
Date 07/03/19
Qualification Required Essential Desirable Met
Bachelor's Degree or any
equivalent diploma in this
field
Food hygiene certificate
Certification From
American Culinary
Federation
Yes
Yes
Need of Experience
2 Years of professional
kitchen experience
Yes
Skills Needed
Specialisation in any kind Yes
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of cuisine.
Ability to work in high-
paced work environment.
Must possess the potential
to stand for long hours.
Must be creative in
preparing and presenting
food.
Must be careful regarding
cleanliness and safety.
Ability to work at night.
Yes
M4. Provide a rationale for the application of specific HRM practices in work related context
HRM practice such as recruitment and selection is done in order to fill the vacancy in the
organisation. In order to carry out smooth and effective recruitment in Barclays the management
has decided to recruit the employees from external sources in order to get the best talented
employees from all across the world(Sparrow and et.al., 2016). External recruitment is carried
out through employment faire, online recruitment and campus placement. After recruitment, best
candidates are selected on the basis of their interview and various kinds of employment test
based on the behaviour, mental ability and personality. The company adopts external recruitment
approach so as to get the most talented candidates from the pool of applied candidates. Though
external recruitment will increase the cost of hiring employees as well as lot of time has to be
spend on it but will help in recruiting better employees. Hence, when the organisation selects the
best employees, the company as a whole would be benefited and would grow and survive in the
long-run because human resource are the lifeblood of every organisation.
On the other hand, company in order to train and develop its employees used on the job
training method as it helps in reducing the cost of training because there is no need for bank to
own another place and provide training to employees there as well as it helps in better learning of
trainees as they can learn through seeing their superiors and peers working. Apart from they will
get the actual working environment and could easily develop. Barclays bank uses job rotation
method and mentoring method in order to provide on the job training(Wright, 2018). Job rotation
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method is chosen so that employee can learn different roles which would result in overall
development of an employee as he/ she would be rotated in different jobs and could learning
each kind of work while mentoring helps in giving proper attention to employees so that there
efficiency and productivity could be improved and they contribute more towards the
achievement of organisational objectives effectively and efficiently.
D3. Evaluation of employee relations and its application on HRM practices that affect the
decision making of HRM
Application of HRM practices play a huge role in affecting the decision making of the
human resource department. HRM practices such as training and development, reward
management, performance management and employee relation have a strong impact in
influencing the decision of HR(DeCenzo, Robbins, and Verhulst, 2016).
One of the important HRM practice is employee relation management. It is very
important for the management of Barclay bank to maintain effective relationship between the
organisation and its employees for smooth running of the business as well as to retain employees
for a longer period of time. If the employee relationship is not efficient than it will create
disharmony at the workplace which will further lead to dissatisfaction in the mind of employees
and increase the employee turnover rate. Furthermore, promoting good employee relationship
will help the bank in improving its brand image which will help in attracting new customers and
retaining old customers and this will in turn lead to increasing the revenue of the business. They
have an important role in influencing in decision-making as in order to maintain effective
employee relation company has taken decision to encouraging its employees and building up
their morale by providing them incentives and other kinds of benefits. Apart from this, human
resource department would also has to take decision regarding how to empower employees and
to what extent.
Other HRM practices include reward management, performance appraisal, training and
development, recruitment and selection(Hassan, 2016). All these affect the decision making of
HR such as human resource department has to take decision regarding on the job training to
employees or off the job training of employees like who will carry out training session, training
duration, etc. Apart from this, the organisation has to decide how to recruit employees through
internal recruitment or external recruitment and what would be the basis of selection. Moreover,
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the management of bank has to decide on what basis the performance would be appraised such as
the quantity of work or quality of work or a mixture of both.
Thus, all these HRM practices play a huge role in influencing the decision making of the HRM.
CONCLUSION
From the above study, it has been summarised that the organisation played a huge role in
maintaining good relations with the employees through motivating them by providing incentives
as well as by empowering them to take their own work related decisions. Apart from this, job
specification for the position of human resource manager was also prepared which included
various responsibilities that should be possessed by human resource manager as well as person
specification for a chef position in a restaurant was also prepared. Even human resource
management practices such as recruitment and selection, training and development were
discussed in the work related context. Moreover, various employment legislations were
discussed which focussed on providing equality and fair treatment to all and eliminating
discrimination.
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REFERENCES
Books and journal
Albrecht, S.L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Brewster, C., 2017. Human resource practices in multinational companies. The Blackwell
Handbook of Cross‐Cultural Management. pp.126-141.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
DeGeest, D.S. and et.al., 2017. RETRACTED: The Benefits of Benefits: A Dynamic Approach
to Motivation-Enhancing Human Resource Practices and Entrepreneurial Survival.
Journal of Management. 43(7). pp.2303-2332.
Fredman, S., 2017. Disability equality: A challenge to the existing anti-discrimination
paradigm?. In Disability and Equality Law (pp. 123-142). Routledge.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences. 6(1). pp.15-22.
Jayasinghe, M., 2016. The operational and signaling benefits of voluntary labor code adoption:
Reconceptualizing the scope of human resource management in emerging economies.
Academy of Management Journal. 59(2). pp.658-677.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Noe, R.A. And et.al.,2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Ocampo, C.L.P., 2015. Engagement and Retention: Essentials of Employee and Labor
Relations. Handbook of Human Resources Management. pp.1-22.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
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Shipton, H. and et.al., 2017. HRM and innovation: looking across levels. Human Resource
Management Journal. 27(2). pp.246-263.
Sparrow, P. and et.al., 2016. Human Resource Management, Innovation and Performance.
Springer.
Sparrow, P. and Otaye-Ebede, L., 2017. 10 HRM and productivity. A Research Agenda for
Human Resource Management. p.163.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
ONLINE
Functions of human resource management, 2015. [ONLINE]. Available through
<http://www.whatishumanresource.com/Human-Resource-Management-functions>
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