Unit 3: Human Resource Management

Unit 3 human resource
management
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Table of Contents
PROJECT 1.....................................................................................................................................3
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 purpose of HR function and reward system...........................................................................3
P2 Strength and weakness of different approaches of recruitment..............................................4
M1 Function of HRM provide talent and skills...........................................................................6
M2 pros and cons of recruitment methods..................................................................................6
LO 4.................................................................................................................................................7
P7 document for recruitment and selection.................................................................................7
M5 rationale for application of HRM........................................................................................10
CONCLUSION..............................................................................................................................11
PROJECT 2...................................................................................................................................11
INTRODUCTION.........................................................................................................................11
Employee relation......................................................................................................................11
The Equality Act 2010...............................................................................................................12
GDPR.........................................................................................................................................13
REFERENCES..............................................................................................................................17
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PROJECT 1
INTRODUCTION
In every organisation it is necessary to manage and organise employees which are working.
For that HRM is responsible for it. they also identify needs of organisation and on basis of that
hire employees. Alongside, HRM performs various types of functions as well such as providing
training, measuring employee performance, work force planning, etc. it entirely depends on HR
that how to manage staff in effective way (Kornau, , Frerichs,. and Sieben, , 2020). Moreover,
they increases employee efficiency to achieve goals.
The report will lay emphasis on purpose of HR function and reward system. Also, it will be
discussed about pros and cons of different recruitment methods. Besides that, it will be described
about document required for selection.
Here, Barclays is MNC bank headquartered in London and offer variety of banking services
such as retail, commercial, investment banking, etc. it was founded in 1690 and operate
worldwide. There are 83,500 employees working in it.
LO 1
P1 purpose of HR function and reward system
In an organisation HR plays a significant role. So it is defined as procedure of selecting, training,
recruiting, etc. of employees. They also organise them by assigning roles and duties. It entirely
depends on HR that right person is placed at right position. Here, they also focus on maintaining
strong relation with management of firm. in this way a positive culture is developed. Apart from
it, there are many other function of HR which is defined as (Anlesinya, and Susomrith,., 2020)
Planning- it is main function of HR in which they do planning about work force requirement,
skills, abilities, etc required for job role. In this way planning is done accordingly in it. in this
work force planning is done as well that how many staff is required, for what position, etc. it
enable in giving overview and then proceeding it as per plan. Through that, Barclays
performance is improved in effective way.
Recruitment and hiring- this is a function in which HR focus on hiring of candidate as per job
role. Skilled and experienced work force is recruited which allow in performing job roles in
efficient manner.
T&D- in Barclays HR provide training and development to staff. this is done to train them in
order to perform task in job. Also, HR identify needs of staff and accordingly provide them
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training. It leads to enhance in their productivity. Besides that, there are several practices and
methods applied as well in training. The training is given on basis of type of job and individual
needs (Latukha,, Poór,. and Linge, 2020).
Performance management- it is the main function of HR in Barclays where they evaluate
performance of candidate to find out goals are achieved or not. Along with it, with help of
performance reward and benefits are given to them. however, there are different techniques of
performance management which is applied by HR.
Maintain employee relation- this is also a function in which HR maintain relation between
employer and employee. This is done to ensure no conflicts occur in it and work environment is
not hampered. The HR solve personal problems of staff as well by taking their feedback.
Thus, these are roles and responsibilities of HR in Barclays. It allows them to manage
number of staff easily by providing training and hiring them. also, HR is responsible for
measuring performance so that employee can grow and develop.
P2 Strength and weakness of different approaches of recruitment
In company there are various types of people who are being recruited and hired. However, it
is essential to place right people are right place. The HRM of Barclays uses different approaches
for it by which people are hired. The use of approach depend on need of firm, type and cost
incurred in it. however, each approach is having its pros and cons. Basically there are 2
common methods in it that are internal and external. It is defined as below
Internal- here, hiring is done from within organization itself (de Souza Freitas, Caldeira-
Oliveira, and Teixeira, 2020). This is used normally when only 5-10 people are required. The
cost incurred is less as hiring is done quickly. there are many other methods in it as well which is
as follows
Transfer- the method involve transfer of people from one place to another who are at same
position or level in organization. In this there is no change in job role and description.
Pros
Posts vacant are filled quickly.
Less cost and time is incurred in it.
There is no requirement of training
Cons
There is restriction is entry of new talent
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