Importance of HRM Practices in Enhancing Performance

This article discusses the importance of HRM practices in enhancing performance for both employers and employees. It evaluates the effectiveness of different HRM practices and their impact on productivity. It also highlights the significance of employee relations and the main components of employment legislation.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
P1. HRM intentions and function................................................................................................1
P 2 Strengths as well as weaknesses of various approaches in context recruitment along with
selection.......................................................................................................................................2
TASK2.............................................................................................................................................3
P3 Benefits of HRM practices in relation to both the employer as well as employee ..............3
P4 Evaluate the effectiveness of different HRM practices .........................................................4
TASK3.............................................................................................................................................4
P5 Importance of employee relations .........................................................................................4
P6 Determine main components relating to employment legislation with their impact............5
TASK 4............................................................................................................................................6
P 7 Illustrate the application of HRM practices in a work-related context,using examples........6
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management implies to all those activities through which management
of people is this so that the performances can be enhanced (Malik and Garg, 2020). It is
implemented to work on the welfare of employees as well as of the enterprises. For this report,
HSBC which is a British multinational bank and has it headquarters in London. This bank is
working with the total assest of US $ 2.984 trillion and founded in 1865. In this organisation
around 226059 employees are working and for this it is essential to manage the workforce
properly. The mission of HSBC is to bring together people, capital and ideas that develop growth
for creating a better world. The main objectives are to satisfy the client and customers related to
financial terms for serving champion inclusivity.
In this report purpose as well as functions of HRM are discussed with merits and
demerits of various approaches. Further this report consider external and internal elements which
impact HRM decisions along with the application of HRM practices. In addition it also throw
light on legislation of employment.
TASK1
P1. HRM intentions and function
HRM refers to practice relating to recruitment, deploying, hiring as well as managing the
employees of enterprises.
Purpose of HRM: To it HSBC bank it will serve the following purposes:-
 It will accomplish the goals of bank with the proper utilisation of its bank employees.
 It will assure healthy relationship between the employees and they will be easily adapting
the structure of HSBC bank.
 HRM will develop various opportunities as well as facilities for the bank employees
which will be in the coordination with development as well as growth of HSBC bank.
 It will enhance the performance of the HSBC bank employees as HRM monitor as well
as evaluate the strategies along with the activities of the workers (Shibiti, 2019).

Functions:- It guarantee crease-less working of an entity. Its operations begins with the
formulation of right schemes in relation to the needs of jobs and it end by delivering successful
development to an enterprise. In relation to HSBC bank, its functions are mention below:- Design as well as analyse job: HSBC can define duties, operations as well as
responsibilities of the respective jobs. Further bank can also describe the needs like skills,
qualification relating to job. Management of performance. HRM ensures HSBC bank the effective management of
performance as it see that employers output meet the employees goals.

 Training and development: With the imparting of accurate training HSBC bank can
guarantee the improvisation of chosen candidates. Recruitment as well as selection: It will deliver efficient workers to HSBC bank by
employing right qualified persons with. After the procedure of recruitments HSBC bank
can select individuals through interview process (Benny and Abraham, 2020).
 Compensation as well as Benefits: For HSBC bank these two elements form the leading
crux relating to entire cost of expenditure. With this bank can distribute equal as well as
fair wages to its employees .
Workforce planning is very essential within an organisation because it helps in keeping and
attracting the suitable talent within the firm so that overall objective is to be attained. This allows
manager to anticipate change so that employees aresaved from getting suprised. In case of
HSBC, manager need to focus on workforce planning at the time of hiring new talent so that
effective and authentic hiring of employes is to be done thatv helps in gaining profitable results
within long term survival.
P 2 Strengths as well as weaknesses of various approaches in context recruitment along with
selection
Recruitment: It is the procedure of finding, attracting, identifying, shortlsting, screening as well
as inverviewing the right person who fit the requirements of the job.
Internal approches: Internal approach implies the process through which entities fill the
vacant jobs within their business by picking corrent emplyess from existing workforce. In
context to HSBC bank, they uses promotion as well as tranfer approach for filling up their
vacant seats. The advantage of this approch is that, the training cost HSBC bank will be reduce
as employess are already train. It will also boot the morale of bank employess as promotion will
motivate tehm to work more. With this bank will lack in fresh preceptive as already employeed
people bring less innovative ideas.
Strength- The main straength of conducting this recruitment under HSBC is that it saves
the time of maanger in recruiting candidates along with it is a highly cost effective in nature
because they attrcats candidate within organisation itself.
Weaknesses- The weakness of this recruitment approach is thatdue to this HSBC cannot
get fresh talent for a vacant position who have current knowldege regarding solving present
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issues.
External approches: In this approcah businesses will source individuales from outside the
enterprises. In context to HSBC bank they use social media as well as from referrals. From this
bank will generate new perspective as new candidates will join it. Bank will have the opportunity
to select right potential candiates for more positions from the large number individuals. This
process require time as well as it has high cost which will be a disadvantage for the bank (Nobre,
2020) .
Strength- In contextof HSBE, external recruitment aproach is highly beneficial because
iot provide current talent that have high knowldegeregarding market trends so that targets are
attained on time.
Weakness- In this HSBC involves high cost and also include more time to select a
suitable candidate for the vacant job role.
Selection: It implies methods which are used to pick most suitable or best applicant aganinst the
vacant job.
Online screening as well as shortlisting: In this HSBC bank can shortlist the potential
candidate by thier resume which carry their qualification, experience and some other
information. It will save cost and does not reqire much time which is an advantage for bank.
Their is alot of copetition and theri are high chances that applicahts nay shift to bank revirals
which is an disadvantgae.
Strength the main advanatge of thsi approach of selection is that it is less time
consuming along with it hires candidate approrpiately that is mainly efective for fulflling the
particular job role.
Weakness- Th major weakness is that it creates biasedness at the time time of seection.
Because in this manager provide opportunity to there favortism people due to which conflict is to
be create somtimes.
Interviews: In this HSBC bank will conduct interview with the choosen persons by
asking certain questions and the performace in the interview will decide the selection of that
person. It is a flexible process which is an advantage This process needs time and canditaes may
rehearse answers which will be an disadvatage for bank.
Strength- It is a two way process where manager of HSBE select the risght candidate by
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asking questions and getting answers. It helps in positive sellection of candidate that helpsin
gaining profitable results.
Weakness- The major weakness of this approach that HSBC face is that it is high cost
involving technique due to which overall operationg cost is to be affected.
TASK2
P3 Benefits of HRM practices in relation to both the employer as well as employee
HRM practices can be define as those means from personnel of human of resources can
improve the leadersship qualtiy of their staff. In context to HSBC bank, this will occur from
prctices realting to the development of extensive cources of training as well as with the programs
which are in context to motivation (Bussin, Mohamed-Padayachee and Serumaga-Zake, 2019).
Recruitment as well as selection: This practice will supply right kind of worker to the
enterprises. Benefits of this in relation to employess as well as employers are mention
underneath:-
Benefits to emplyess: This process deliver transparency which will encourage employess
of HSBC bank and they will be informed at evry point abut what is happening and whar will
hapeen next.
Benefits to employers: HSBC bank will get the right cnadidates which will fit to their
demands and they can attain more profit along with more customers alonbg with this they can
build gain trust of thr candidates also.
Training and development: It ensure the overall development of the employess and benefits of
this in relation to employess as well as employers are mention underneath:-
Benefits to emplyess: In relation to employess training as well as development will assist
them in the enhancement of their skills which will improve thier level of performance. HSBC
bank employees will be able to develop their skilss that helps in growing the future career
growth. It also helpful in assiting staffmember to develop thier potential in weak areas so that
they exploit the remarkable opportunities presents within marketplace.
Benefits to employers: It will contribute in the performance of the respective enterprise
which will assist them to get desise goals. HSBC bank by providing right trainging can develp
the knowledge of thier workers in order to derive effective outcomes. In case of HSBC providing
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training and development session to workers helps in developing skill and knowldegabe
employees at workplace due to thi high profitable results are enjoyed.
P4 Evaluate the effectiveness of different HRM practices
There are various practices relating to human resource managenmt which assist the4
administration to enhance thier profit margins along with productivity. The effcetiveness of these
practices in relation to HSBC bank is discussed underneath:-
Motivation of employess: Prectices of HRM motivate employess to work more as well as in
effective manner which will help organisation to generate more profit along with this it increase
retewntion of employess for HSBC bank. With various benefits as well as with compensation it
will become easy for bank to do so.
Strategic management: Administration of HSBC bank has form advance strategies in relation to
human resorce managenemt. Bank has introduced various tests in process of selection as well as
in recruitmtnt to get best candidate. This will asist bank to accomplish its goals, increse level of
productitvity and increse profit level (Jyoti, 2019) .
Training and development: This process will assist in improving the level of performance which
will contribute to the profit of HSBC bank as well as it will also increse customers for them. It
will also save time as trained workers know what they are require to do. From above report it is
to be evaluated that aproviding proper training and development session enhance the ability and
expeirnce of workers due to which employers get the advantegous results. Due to this individual
competentcies is to ve developed that revert productive results in HSBC that helps in gaining
competutive advanatge within marketplace.
Recruitmtnt as well as selection: With this procedure HSBC bank can select most eligible
persons who will be suit the job profile with thier skills as well as thier level of knowledge. This
will help HSBC bank to pick right and skilful canditate for thier vacant job profiles. By doing
proper recruitment and selection company get suitable candidate and due to this workers are also
satosfied that helps in offering positive results in the marketplace.
TASK3
P5 Importance of employee relations
Great relationship between employess incresaes the producitvity level of an enterprise.
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In context to HSBC bank, importance of employesws relation are expalined below:- Reduce conflict: HRM built a good realtionship between the employess of HSBC bank
which will result in the less conflicts as they will communicate more and this will
enhance their knowledge also. Enhance communication: This will build good communication among the employess of
HSBC bank, which will assit in the circulation of information within bank. This
circulation will make internal process of bank more smoother. It is one of the major
benefit of employee relation due to positive relation between employees within HSBC
helps in conducting two way communication that results the productive results in
compnay long term survival. Development in work culture: It will built a good environmrnt in the bannk as reduction
in conflicts, great communication as well as higher profits make the operations of HSBC
bank more effecetive.
 Improve productivity: Level of productivity of HSBC bank will be improved as
coordination among employess along with better relationships will encourage them to
work more and in better way. Due to psoitive employee relation HSBC enjoy the
prductive results that gain rofitable results and beat the rivaliries within the marketplace.
P6 Determine main components relating to employment legislation with their impact
Primary aim for which these norms, rules, plicies as well as legislation is applilied is that
these laws safeguard employess from any kind of unethical activity which may happen at any
time in an enterprise. In context to HSBC bank, these law will protect the interest of their
employees. These laws are mention below:- Equality Act: In this it is unlawful to discriminate employess in thier workplace based on
factors like age, pregency, marriage, disability, race, religion, gender as well as sexual
oriention. HSBC bank employess with the aid of this law can prevent themselves from
any type of such activites as this law ensure stright actions as well as it decreces the
instance of such discrimination. According to act company treat thier employees facirly
by providing fair salary and pay as per thier capability and ability. Data Protection Act: With the help of this law HSBC bank can protect privacy of its
data. These data is related to its customers aw well as to its employess. It will assist bank
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to build their brand image also. Employess Relation Act: All the provisions related to this act are applied to the process
of administration in order to enhance the relation of the employess of HSBC bank. Bank
can eliminate any kind of misbehaviour as well as abuse which occur inside their work
culture. In this act HSBC manger need to focus on following participative culture where
employees relations aredeveloped in positive manner so that targets areachived on time.
If any employee misbahave than they get the punishment due to which no other worker
do that and it will maintains firm decorum.
 Trade Union Act: . Trade unions are generally formed by the people who work in the
organisation. These people come togehter in norder to accomplish various motives such
as standaes of safety, safegarding the trade as well as determing good wages, better
conditons of work and so on. In context to HSBC bank, this act will build a string
relationship between bank and its employess as it delver benefits for both of them
(Abdulhakovna and Gulomovna, 2020).
TASK 4
P 7 Illustrate the application of HRM practices in a work-related context,using examples
In HSBC bank, recruitment as well as selection practice of HRM is implemented in order
to fill the post of Bank Manager. The related operation whcih are conducted are mention below:
Job advertisement: It is an proclamation of an open position of job. HSBC bank job
advertisement is given below:
HSBC bank
VACANCY ANNOUCEMENT
MANAGER
HSBC bank requires services of a Manager who will be posted in London. Details are as under:
Title Qualification Experience
Manager Minimum graduation, MBA
from a recognised university
Minimum 6 years of
experience in any commercial
bank.
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Salary: Competitive package
Date & Time: 04/04/2021 &10 AM
Address: Street 7, London , United Kingdom
Job description: It is a narrative which is in written and define tasks, duties as well as
responsibilities of a position (Kelly and Efthymiou, 2019). HSBC bank job description mention
below:-
Job description
 Title of job: Bank Manager
 Job summary:
Liable for daily activities relating to management of branch. Look after sales, operations as well
as business development inside the branch.
 Job duties as well as responsibilities:
1. Train as well as supervise staff.
2. Supervise all the activities of branch.
Job specification: It contains qualifications, particular qualities, experience and other related
information in written. HSBC bank job specification is given below:-
Job specification
Role: Manage branch.
Qualification and Experience:
 Minimum graduation, MBA from a recognised university
 Minimum 6 years of experience in any commercial bank
Responsibilities:
 Build effective strategies.
 Extraordinary analytical skills.
 Good communication.
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Interview questions
Interviews are the structure oral communication in which one participant ask question
and the other-one deliver answers (Bäckström and Bengtsson, 2019). Questions which are asked
by the HR manager of HSBC bank are given below:-
 Describe yourself in one word.
 How will manage an entity which is behind on its loan payments?
 What will you do if customers complained about the attitude of an employee?
Offer letter
It is a any notice which is in written form and informs a person that he is selected for the
employment. HR manager of HSBC bank has send the offer letter mention below:
Offer letter
Mr/Ms Robin,
We are pleased to impart this information with you that you are designated as Manager of
HSBC bank. All your recruitment as well as selection criteria are successfully accomplished.
You are requested to join as Manager on or before May 02, 2021. Some other information are
mention below-
Roles and responsibilities:
 Monitor target of sales.
 Ensuring high customer service level.
 Marketing as well as promoting branch along with its products.
Reporting to: Chief manager
Basic salary: £ 50000 per month
Thanks
HSBC bank
(Human Resource Management)
CONCLUSION
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From the information which is mention in this report it can be concluded that
management of human resources is a important part for any enterprise as it carry off the level of
performance of all the available resources. It involve practices like recruitment as well as
selection, training as well as development along with benefits and compensation which helps
management. It also have laws like equality act, trade union act, data protaction act and
employess protection act which safe gauards both employess ae well as employers.
REFERENCES
Books and Journals
Malik, P. and Garg, P., 2020. Learning organization and work engagement: The mediating role
of employee resilience. The International Journal of Human Resource Management.
31(8). pp.1071-1094.
Shibiti, R., 2019. Satisfaction with retention factors in relation to job embeddedness of public
school teachers. SA Journal of Human Resource Management. 17. p.9.
Benny, A. D. and Abraham, A. F., 2020. The seven pillars of current human resource practices-
An overview. SAARJ Journal on Banking & Insurance Research. 9(1). pp.28-34.
Nobre, R. M. S., 2020. How artificial intelligence can provide support in project resource
management (Doctoral dissertation).
Bussin, M. H., Mohamed-Padayachee, K. and Serumaga-Zake, P., 2019. A total rewards
framework for the attraction of Generation Y employees born 1981–2000 in South
Africa. SA Journal of Human Resource Management. 17(1). pp.1-14.
Jyoti, K., 2019. Green HRM–people management commitment to environmental sustainability.
In proceedings of 10th international conference on digital strategies for organizational
success.
Abdulhakovna, Z. S. and Gulomovna, Z. U., 2020. Information technologies in
management. International Journal on Integrated Education. 3(1). pp.19-22.
Kelly, D. and Efthymiou, M., 2019. An analysis of human factors in fifty controlled flight into
terrain aviation accidents from 2007 to 2017. Journal of safety research. 69. pp.155-165.
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Bäckström, I. and Bengtsson, L., 2019. A mapping study of employee innovation: proposing a
research agenda. European Journal of Innovation Management.
PAAIS, M. and PATTIRUHU, J. R., 2020. Effect of motivation, leadership, and organizational
culture on satisfaction and employee performance. The Journal of Asian Finance,
Economics, and Business. 7(8). pp.577-588.
(Malik and Garg, 2020) (Shibiti, 2019) (Benny and Abraham, 2020) (Nobre, 2020) (Bussin,
Mohamed-Padayachee and Serumaga-Zake, 2019) (Jyoti, 2019) (Abdulhakovna and
Gulomovna, 2020) (Kelly and Efthymiou, 2019) (Bäckström and Bengtsson, 2019)
(PAAIS and PATTIRUHU, 2020)
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