Human Resource Management Practices at Barclays

The assignment provided is an analysis of human resource management practices at Barclays Bank. It discusses how equality and opportunity acts have impacted the organization's behavior and reputation, as well as the consolidation strategy that has benefited the company. The document also references various books and journals related to human resource management in tourism, entrepreneurship, and performance management.

Portfolio

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 5...............................................................................................................................................1
1 Barclays current talent management strategy......................................................................1
2 The relevant regulatory factor that impact Barclays and HRM practices...........................2
3 Identification of environment factor which might impact on HRM practices of Barclays
Bank........................................................................................................................................3
4 identification and analysis of a core position within the business organisations................4
5.Recommendation to the firm relation to the strategies must pursuing. It link with the
academic.................................................................................................................................7
6.Recommendation on these strategies could be operational.................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The Portfolio has been formed as private organisation with its sole purpose to provide a
holistic assets' solution to both public and private entities. The current portfolio of the Barclays
bank which form the retail banking industry as well investment baking. It operates across the 40
nation with the highest manpower of 120000 staff. It is organisation which is consisted of four
core business that can be personal and corporate. Further the portfolio covers the Bank current
talented management strategy including recruitment, selct6ion, performance management,
reward, training and development and equality and diversity. The regulatory and environment
factor that impact the firm and Human resource practices in general. Identification and analysis
of a core position within the business unit.
Task 5
1 Barclays current talent management strategy.
The most challenging task for the any organization is to manage their talent for the
various task performing in the organizations. In the Barclays bank human resource management
focus effectively toward it operation and the growth and development of the organisation is also
makes the careful decision.
Recruitment: Recruitment and choice procedure of the firm is as indicated by the retail business
which can convey the most ideal asset to adding to accomplish target of the association. For the
best administration they permit bringing the different procedure yet bring down level
representatives procuring have the fix structure of determination process on the straightforward
meeting process. So it is basic for the relationship to apply the strict decision process for the
lower level organization to obtain the effective method the firm . It has been seen that past
specialists of Barclay check be returned to as indicated by essential of occupation. This system is
pragmatic and extras a great deal of time. As the Organisation follows the various step for the
recruitment such as follows:
 Register candidate interest
 Business Insight Stage 1
 Business Insight Stage 2
 Barclays Business Meeting
 Offer or feedback
1

Selection: The other huge favourable position of selecting past delegates is that they are to a
great degree learned with the parts and commitments of the movement. It empowers relationship
to spend less on their arrangement and change. moreover, fought that convincing idea of internal
notice is also central to imply by the organization of Barclays In this, association can ask for that
its present delegates give reference of qualified individuals who can address the issue of
affiliation. With an assistance of this, cost factor similarly as outside advertisement can be settled
suitably so key outcome can be capable. It helps in fulfilling the unfilled occupations fittingly
and ensure that delegates are in like manner feel regarded. Sharing and coordination in such
process impacts delegates to feel moved in light of the way that it progresses inside coordination.
Specialist referrals is in like manner a source which helps in assurance of right confident
effortlessly.
Performance management: Employee execution measure by the taking evaluation of their
execution with various strategies. It is line chief who will executing the execution evaluation for
the workers and give appropriate criticism to them(Brewster and Morely, 2013). to prepare a
scale against which employees will be evaluated. This will enable Barclays bank to be able to
determine the performance and progress made by their staff. The scale should rank the
performance of employees using words such as below average, average, above average, good
performance, excellent performance and even poor performance to describe situations where an
employee is doing very badly. The determination of a means to reward the staffs that perform
well. This will serve as a means to motivate employees and they will always strive to do their
best for the organization. Workers will always appreciate being rewarded for their efforts. Giving
rewards to employees in accordance to their performance will enhance the effective
implementation of the performance management system.
Reward: This can be important aspect for the organisation in which the employees can be
motivate. The reward can be finical and non financial. The employee which are performing
effective in the organisation will get more reward in terms of incentives and other aspect.
Barclays Blue Rewards offers the best monthly rewards for more average UK-salary workers
than any other provider
Training and Development: Training and Development will build the execution of workers will
be increment. In the event that the preparation will be given legitimately than the firm will get
successful result as indicated by the planing of human asset administration. On the off chance
2

that the motivational factor can not be decide to help the representatives' execution than they will
disappoint in the activity because of fewer connections of human asset administration with them.
It is importation for the administration to connected every one of the practices in better approach
to gain the benefits of the organizations. The employees therefore have a large potential to climb
the corporate ladder. The system also accords the staff of Barclays bank an opportunity for
development. The system provides leadership development programs for the employees in order
for them to improve and sharpen their skills
2 The relevant regulatory factor that impact Barclays and HRM practices.
There are certain legislation which will impact to the organization which will help to
implement the effective system of the organisation which can be most important task. This
legislation can be describe below.
Equality and Diversity: Equality Act and Equal opportunity act 2010 versus Diversity
administration It can be recognized that different models will outline better culture of
association. From the Harvard model of systems it can be fundamentally utilize shape the
utilized of administration decent variety. From the model of decent variety administration
Barclays bank can centre around the different variables which are important to oversee assorted
variety models. The order of components can be as rules, laws, association work and so on. The
diversity in the organisation brings the effective culture of the organisation due to different
employees are available from the various background the custom.
The Equality Act 2010 :
it can be ensures consistency in what chiefs and delegates need to do to make their workplaces a
sensible circumstance and consent to the law.
Equal Opportunity Act 2010
The goals of the Equal Opportunity Act 2010 are to enable the conspicuous verification and
transfer of isolation, improper conduct and abuse and their causes, and to progress and support
the dynamic affirmation of adjust.
The Different Human resource practices have been implicates in the Barclays bank are describe
such as follows:
 Recruitment and selection: For each human asset supervisor this the fundamental
capacity they need to centre that is enrolment and determination in the association.
Enlistment begin with seeking or locate the new representatives, to plan the new position
3

in the association every one of the things will be consider on the enrolment while the
enlistment end the procedure of choice will begin. It incorporates the way toward
procuring any authoritative take after, for example, talk with stages and different process
fore contracting of new representatives contribute in the hierarchical achievement(Baum,,
2012).
 Induction and orientations: It is the procedure after the determination in which the
association welcome the new workers. Acceptance thought process is to give essential
comprehension of the parts and obligations need to perform to the representative in the
association and style of working is considered in it.
 Training and Development: if the authoritative needs their representative to be more
gifted and create. It is obligation of the human asset to support the worker execution with
legitimate preparing and advancement.
 Maintain the organisational Environment: Human asset administration need to keep
up the hierarchical condition with specific exercises, for example, usage of legitimate
asset of the association and well-being should be satisfied of the representatives to
improve working condition more which can be leaded to deal with the hierarchical
condition.
3 Identification of environment factor which might impact on HRM practices of Barclays Bank.
The most important aspect for the organizations is the society factor under which their
certain scandal have been done by the Barclays bank which will influence the behaviour of the
people towards the bank is negative. For instance, the Labour rate embarrassment is issue which
has affected the brand esteem and made long haul issues with respect to have maintainability. It
has been seen that Barclays controlled Labour to profit exchanges and its own base line. It has
affected the general result in differing way. In year 2007, the bank has introduced the higher loan
fee when contrasted with typical financing costs. It has affected the general piece of the overall
industry and working of the organization. Showing a false Lobar rate is one of moral and
corporate issue. In 2012 Barclays confessed to wrongdoing with giving false data to the Labour
framework. The organization was fined over £290m with their inclusion and the Financial
Service Authority and the British Bankers' Association are as yet researching the organization.
It implies the administration to create models in such way that the issues as far as moral esteems
can be overcome appropriately. It is one of key reason that administration need to dissect
4

different variables identified with moral practice. Guarantee that chiefs effectively assume
liability for the group and its measures. Get the perfect individuals, whose esteems mirror the
association's own(Adhikari, 2016). Therefore, due to such issues the Human resource practices
have of the organisation have been impact. The employee required more ethical towards the
organisation. It is important for the Human resource management required to make cretin
policies which will stop such impact on the organisation which are also brings the negative
image of the firm in front of the society and competitor.
4 identification and analysis of a core position within the business organisations.
For every organization the most important aspect for find out the various roles and
responsibility required a succession planning. It is an executive process as it is strategic nature. It
is a most challenging process for the Human resource management which need to focus on the
fill the position which is not possible to replace the same potential in comparison of the previous
employee who is working. The most of the companies have various kinds of jobs that are
typically in around 30 to 45 jobs in the financial and banking industry. These job position called
the crucial position is one of the importance impact on the key performance measurement in term
of earning, expenditure, attribute as per client engagement metric or critical position is to the
business strategy, due to organisation closely focus on these jobs which are in the part of the
enterprises, a deficiency of qualified employee for difficult jobs can get the reverse outcomes.
The proper analysis of core job in the business that can be sales occupation considered of various
difficult job as salesmen and sales engineer.
Job Specification and Job Description: It is a statement of the important position of job class
including short summary of the work to be performed, primary roles and responsibilities and the
minimum education and required to perform the different function of the job. In the organisation
the most important and challenging on is for the sales person. The job specification is not same
the job description in the person qualification will be included and the background of education
and personal detail are available in the job specification. The position description is the any
actual statement which need to perform by the employees in the firm. The job Description of the
particular job which give all the details about the job which required to performance the
organisation and certain demand for the firm which need to complete. job descriptions of all the
employees should be updated. Updating the job descriptions is important to make the duties of
the entire employees match with the current organizational needs. The job description will be
5

able to stipulate what is expected from the employees. It will clearly define their responsibilities,
the skills required from them, the goals they are supposed to achieve and a clear distinction will
make on how they should relate with their customers.
Job Specification and Job Description for the sales Executive at Braclays.
It also required the different roles and
responsibility need to perform to a sales
executive such as follows:
 To meet the with the customer and
gives better knowledge about the
organisation and its products.
 To maintain the relationship with other
stakeholder which are the part of the
firm.
 To give regular customer feedback to
the supervisor and solve their query.
 To coordinate with the sales manager
for monthly target which is important
to achieve.
 To fulfil the organisation expectation
and understand the customer
requirement.
 Skills required for this job: Candidate
have good communication skills
Teamwork skill and experience of
handling the customer and solve their
issues.
Qualification and Characteristic: Candidate
must have MBA Degree in marketing from
Top category institute and have 5 years of
banking industry.
Recruitment Channels: This can be the most important task for the human resource
management and talent acquisition manager to use the recruitment channel to hire the right
6

candidate for the organisations. There are various channels of recruitment that every organisation
must follow:
Employee referral: This is a most effective channel of recruitment that company go for by
informing the employees for requirement of candidates. Existing employee give the best suitable
candidate name which can be their friends or family people. It will help to organisation to get an
potential candidate with the employee reference.
Social Media: This can be the another platform that organisation must utilise for hiring quality
employee. The social media in the most prominent channel for the recruitment with the help of
contacting candidate on the LinkedIn and Facebook. This will help to know the social status of
the candidate before choosing for final job.
Recruitment Website: This can be another recruitment channel can be used by the organisation
which will help to hire the right candidate in a lower cost incurring of hiring if the organization
requirement bulk employees for various job. But for a particular job it will be too costly. It is
also found that candidate are more searching job with their smartphone.
Campus drive: This can be the most important channel of recruitment for the company from the
college and institute of various stream. It will help to find the fresh and energetic candidate but
this types of hiring may give burden on the firm by increasing more attrition if the candidate left
the job.
Selection Methods: Once the recruitment process have been completed the next step for the firm
is to choose the selection criteria for the hiring candidate. There are various techniques in which
the company can select the candidate for different jobs such as follows:
 Preliminary screening: This is the first step that talent acquisition manager do is
screening the CV and choose the suitable candidate for the interview. Therefore, the
preliminary screening in better techniques for narrowing the selecting employees who
meet the basic requirement of the organisation job position(Laytras And Pablos, 2016).
 Telephone Interview: This is the second step in which the Scrutiny of the candidate
from the CV will be call by the Talent Acquisition manager. It is a benign of the
selecting the candidate. The manager will easily judge on the phone itself whether the
candidate is suitable for the next round or not.
 Personal Interview: This can be the face to face interviews in which panel of the
organisation will hire the candidate by asking certain question and their interest areas.
7

This step will help to know the seriousness of the candidate for the job(Burström and
Wilson, 2014).
 Psychometric Test: It is a test which most of the firms use for selecting the candidate.
The psychotomimetic test have certain question which is interlinked to each other. It will
determine the candidate behaviour and handling of various issues in team work.

Performance Management Criteria: This will help to the organisation to determine the
employee performance by adopting different criteria such as follows:
 Strategies Congruence: This is an effective criterion for the performance management
in this system will be evoke the performance of the job which is continued with the firm
action, objective and culture.
 Validity: It is another criteria for the performance management by assessing each and
every relevant and only the specific aspect of job performance will be considered.
 Reliability: This continuous of a performance measure in terms of degree to which the
performance criterion is escaped from random mistakes(Keller, 2016).
 Acceptability: The performance is considered to be passable or perfect by those who are
utilising this.
 Specificity: This will give all the information guideline to employees about what is
expected of them and how they can meet those requirements.
5.Recommendation to the firm relation to the strategies must pursuing. link with the academic.
There are certain strategies must pursuing by the organization which is recommanded for
effective operation in the organisation such as follows:
 Growth Strategy: This can be the most important strategy that organisation must pursuing
to increase the revenue and profit growth and set up a strong brand in global competitive
market. This will help in the academic growth when the proper strategy is formulated to
solve various purposes in the career.
 Consolidation strategy: The merger and acquisition of various small firm into the largest
one for taking economic advantages. From the academic point of the view this strategy
suggest that each and every individual required to consolidate with the people who are
already performing better in their academic career.
8

 Global strategy: This will help to firm presence in various geographic market. Same as in
the academic required to make a global strategy in terms of knowledge of various
locations.
 Cooperative strategy: This is the most important strategies that organisation must
pursuing for taking benefit from cooperate in which each member will outmatch the cost
of personal efforts. In the academic point of view the individual required to cooperative
with the each and every person to makes better network and learn from everyone.
The above strategy is interlinked with academic reading in terms of getting hire growth in the
education it required the growth strategy, to be the part of various people which will help to
uplift own skill which is the part of consolidate strategy, To make positive impact it is important
to have knowledge for every areas this can be the part of global strategy.
6.Recommendation on these strategies could be operational.
The above strategies are the effective for the organization if the implementation will be
better in terms rapid personalised to achieve certain objective:
 It is important to use the cooperative strategy which will help to make and faster
operation of organisation in terms of production and all the employee will work for a
common objective.
 The organisation will get better growth if they use the global strategy which will help to
increase the market credibility and enhance the profit of the company.
 The consolidation strategy can be operational with the help of building relationship from
the different organisation which will be interest for merge their business with the
organisation business to achieve a common objective.
 If the organisation want to set up a strong brand these all the strategy are important to
implement as per their requirement.
 The individual need to focus on the learning by making a high network which will help
them to achieve personal professional growth.
 The rapid operational objective can be achieve if the all the strategy will be form in a
effective manner.
CONCLUSION
From the Portfolio of Barclays bank is inferred that the talent acquisition management is
the most challenging task for the firm in competitive market. The organisation human resource
9

management focus effectively toward it operation and the growth and development of the
organisation to take certain decision in effective manner. The equality act 2010 and Equally
opportunity act 2010 are the regulatory factor that impact Barclays and it human resource
management practices. The society factors under which their certain scandal have been done by
the Barclays bank which will influence the behaviour of the people towards the bank is negative
impact on the goodwill. Consolidation strategy give benefit to the organisation. Hence, the
analysis of core job in business is sales occupation considered of various difficult job as
salesmen and sales engineer
10

REFERENCES
Books and Journals
Adhikari, R. D., 2016. Human resource development for performance : The case of Nepalese
organization. International Journal of Productivity and Performance Management. 59(4). pp.420
– 421.
Baum, T., 2012. Human resource management in tourism:a small island perspective.
International Journal of Culture, Tourism and Hospitality. 6(2). pp.420 - 421.
Brewster, C. and Morely, M., 2013. Human resource manBurström, T. and Wilson, L. T.,
2014agement in Central and Eastern Europe. Baltic Journal of Management. 5(2). ). pp.101 -
112.
Dabic, M. and Martinez. R. M., 2016. Human resource management in entrepreneurial firms: a
literature review. International Journal of Manpower. 32(1). pp.420 - 421.
Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process.
Routledge.
Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process.
Routledge.
Hornby, A.S., 2015. Oxford Advanced Learner’s Dictionary; 7th ed. London: Oxford University
Press.
Keller, J. M., 2016. Motivational Design for Learning and Performance: The ARCS Model
Approach. Springer.
Khan, B. and Farooq, A., 2012. Human resource management : an Islamic perspective. Asia-
Pacific Journal of Business Administration. 2(1). pp.101 - 112.
Laytras, D. M. And Pablos, O. P., 2016. Competencies and human resource management :
implications for organizational competitive advantage. Journal of Knowledge Management.
12(6). Pp.12-15.
Bergin, E., (2015). On becoming a manager and attaining managerial integrity. Leadership in
Health Services. 22(1). pp.58 - 75.
Bright, D., 2014. Whistleblowing at Work. Employee Relations. 24(1). pp.101 - 112.
Brown, M., 2017. The Essential Guide to Recruitment: How to Conduct Great Interviews and
Select the Best Employees. Library Review. 56(5). pp.420 - 421.
11

Burström, T. and Wilson, L. T., 2014. Requirement managers’ roles in industrial, platform
development. International Journal of Managing Projects in Business. 7(3). pp.493 - 517.
12