Human Resource Management Practices at Barclays Bank PLC

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HUMAN RESOURCE MANAGEMENT
Barclays Bank PLC

Contents
INTRODUCTION......................................................................................................................... 3
LO1................................................................................................................................................ 3
INDUCTION MANUAL FOR HUMAN RESOURCE MANAGEMENT DEPARTMENT OF BARCLAYS
PLC............................................................................................................................................. 3
INDUCTION MANUAL FOR HRM DEPARTMENT OF BARCLAYS PLC............................................3
COMPANY OVERVIEW................................................................................................................3
PURPOSE OF HRM......................................................................................................................3
SCOPE OF HR FUNCTIONS AT BARCLAYS PLC.............................................................................5
STRENGTH AND WEAKNESS OF VARIOUS APPROACHES TO RECRUITMENT AND SELECTION. . .6
LO2.................................................................................................................................................7
BENEFITS OF HRM......................................................................................................................7
EFFECTIVENESS OF DIFFERENT HRM PRACTICES AT BARCLAYS BANK PLC.................................7
LO3................................................................................................................................................ 8
IMPORTANCE OF EMPLOYEE RELATIONS IN RESPECT TO INFLUENCING THE HRM DECISION
MAKING..................................................................................................................................... 8
KEY AREAS OF EMPLOYEE LEGISLATION WITHIN WHICH THE UNILEVER MUST WORK...........10
LO4............................................................................................................................................... 10
JOB SPECIFICATIONS FOR HUMAN RESOURCE MANAGER AT BARCLAYS PLC..........................10
INTERVIEW NOTE SHEET..........................................................................................................12
JOB OFFER LETTER FOR HUMAN RESOURCE MANAGER AT BARCLAYS PLC.............................13
EVALUATION OF PROCESS AND RATIONALE FOR CONDUCTING APPROPRIATE HR PRACTICES
................................................................................................................................................. 14
CONCLUSION............................................................................................................................... 14
REFERENCES.................................................................................................................................15

INTRODUCTION
In today's competitive business environment companies are adopting every possible measure to
gain a competitive edge in the market. Organizations are adopting the latest methodologies and
practices to run their business. The different departments of the organization are working
towards achieving the goals and targets of the company. The human resource management of the
organization is helping the organization by managing the human capital of the organization. The
HRM of the organization performs many functions (Armstrong and Taylor, 2014). These include
recruitment and selection, planning, managing, performance management etc.
LO1
INDUCTION MANUAL FOR HUMAN RESOURCE MANAGEMENT DEPARTMENT OF
BARCLAYS PLC
The induction manual is a document that is given to a new employee in there induction training.
The main aim of the report is to provide information about the department and its working and
practices followed at the organization. The human resource department of Barclays Plc. has
created an employee induction manual.
INDUCTION MANUAL FOR HRM DEPARTMENT OF BARCLAYS PLC
COMPANY OVERVIEW
Barclays Plc. is a UK based multinational investment bank and financial services company. The
company headquarter is located in London. The companies also have a business in personal
banking, corporate banking, wealth management and investment management. The company
traces its roots to a goldsmith business established in the city of London in the year 1690. In the
year 1732, a businessman by the name of James Barclay took partnership in the business. Several
banks in London and English provinces joined together and formed Barclays and Co. The growth
of the bank helped the company to become a nationwide bank.
PURPOSE OF HRM
The HRM of Barclays Plc. is the most important department of the organization. The HRM of
Barclays Plc. has played a significant role in making the company a great success. The

organization growth is due to the constant efforts of the employee. The HRM functions of
Barclays can be divided into two major categories (Aswathappa, 2013).
Managerial Functions
The managerial functions are those roles and responsibilities that are associated with
management duties such as planning, organizing, directing and controlling the human capital of
the organization.
Planning: The HRM of an organization has the responsibility of doing research and analyses of
current and future human capital demand for the organization. The HRM of Barclays Plc. is
tasked with studying and understanding the employee’s skills and expertise. If the company is
having demand for new talent the HRM of Barclays will conduct recruitment and selection of
new employees. All the planning such as advertising job requirements and conducting interview
falls under the responsibility of HRM of the organization.
Organizing: The HRM of Barclays Plc. organizes the daily working of each employee of the
organization. The HRM assigns duties to each employee based on the skills and qualification
level of the employees. The managers organize the employees in different teams and these teams
are able to achieve the business objectives of the organization.
Directing: HRM of the Barclays Plc. has the responsibility of making the employee work
towards achieving the company targets and goals. The HRM of the organization tries to provide
a positive workplace to the employee. The employee feels motivated and work with higher
productivity.
Controlling: The HRM of Barclays has an important responsibility of managing the human
capital of the organization. The HRM activities such as conflict resolution, promoting effective
communication needs to be carried out by the HRM department.
Operative Functions
The operative functions of HRM are associated with the operations of the HRM department of
the organization.

Recruitment: Barclays Plc. is a global organization. The company has around 79,900 (2018),
employee. The HRM of Barclays is responsible for recruitment and selection of new employee
for the organization.
Job analysis: Analyses of the job role and skill, qualification, and key responsibility associated
is done by the HRM of the organization.
Performance Management: Performance management is an important responsibility of the
HRM of Barclays Plc. Performance management is defined as the set of activities that are
applied to improve the performance of the employee.
Training and Development: Training and development of employee are very important.
Through training and development organization can improve the skill and knowledge level of
their employee. The organizations that give training to their employee are found to be more
productive.
Maintenance: The HRM should adopt policies and measure to increase the retention rate of
skilled and talented employees. Having a skilled workforce is very important for any
organization (Boxall and Purcell, 2011).
SCOPE OF HR FUNCTIONS AT BARCLAYS PLC
The scope of HR functions is referred to all the activities that fall under the responsibility of
HRM of an organization.
Personnel Aspect: The personnel aspect of HRM deals with various activities such as
recruitment and selection, management of employee, performance management etc.
Welfare Aspect: The Barclays Bank Plc. gives many benefits to its employees. The benefits
include personal insurance, health insurance, housing, pension etc. The HRM manages all the
welfare related activities (Vaiman et al., 2012).
Industrial Relations Aspect: For running a successful business it is important to maintain a
healthy relationship with other organizations. The HRM of Barclays Plc. has a responsibility to
keep good relations with other organizations.

STRENGTH AND WEAKNESS OF VARIOUS APPROACHES TO RECRUITMENT AND
SELECTION
The recruitment and selection is a very important responsibility of HRM of Barclays Bank Plc.
The company use different approaches to recruitment. The various approaches to recruitment and
selection used by Barclays Plc. are;
Internal Recruitment: When an employee is recruited from within the organization then it is
known as internal recruitment. In internal recruitment, an existing employee is either promoted
or transferred for filling a vacant position at the organization. The HRM can also provide training
for making the process of employee transition from one role to another smooth and simple. The
main advantage of internal recruitment is that the recruitment process becomes less time-
consuming. As the employee has to be recruited from within the company there is no need for
sourcing candidates form the open market. The HRM will have to manage less number of
candidates. This type of recruitment is also very cost effective. While internal recruitment has
many advantages there are some disadvantages associated with internal recruitment. Since no
new employee is selected during internal recruitment it decreases the diversity of the
organization (Bratton and Gold, 2017).
External Recruitment: This type of recruitment approach the company recruits new employee’s
form outside of the organization. HRM use various ways for external recruitment.
Online Job Boards and Websites: The HRM of Barclay Bank Plc. advertises vacant positions
on Online Job Boards and websites. The job specification document is created and shared on
these platforms. The interested candidates can send their job application online. The advantage
of this technique is that the HRM can manage a large number of applications by using online
websites and job boards for recruitment and selection. The strength of external recruitment is the
company gets a large pool of skilled and talented candidates. The major drawback of this
technique is that it is time-consuming and more costly than internal recruitment (Sackett et al.,
2012).
Social Media: Nowadays many people are using social media for connecting with other people.
Use of social media platform helps in reaching a large number of potential candidates.

Job fairs and events: The HRM of an organization can organize job fairs and recruitment
events. This way of external recruitment can give a large number of good candidates. Barclays
also recruit directly from campus through campus placements.
Referrals: Internal employee of an organization can refer candidates either from their
professional circle or friend circle.
Recruiting Agencies: The HRM of Barclay Bank Plc. sometimes takes help from recruitment
agencies.
LO2
BENEFITS OF HRM
The HRM policies of organization help both the employer and the employee. The manager can
adopt employee friendly HRM practice (Caldwell et al., 2011). The major benefits of HRM are;
 The HRM manages the employee of the organization. A well-managed human capital
has better performance.
 The HRM of the organization motivates employee. A motivated employee is more
productive
 The HRM promotes a strong organizational culture by establishing rules and procedures
within the organization.
 Providing training and development
EFFECTIVENESS OF DIFFERENT HRM PRACTICES AT BARCLAYS BANK PLC
Workforce Planning: workforce planning is the process of ensuring that the organization has
access to human capital needed to fulfil business objectives. The HRM is responsible for
analyzing, forecasting and planning workplace supply in order to meet the current and future
demand for human capital. Workplace planning is very important HRM practice at Barclays Plc.
The HR managers regularly review plans so that they do not have to face shortness of staff at the
organization (Purce, 2014).
Recruitment and Selection: Recruitment is the process of identifying and making interested
candidates apply for the job while the selection is the process of choosing the best candidate for

the vacant position at the organization. The HRM of Barclay Plc. conduct recruitment and
selection for choosing desired candidates for the organization. The HRM tries to hire the skilled
and talented staff for Barclays Plc. Skilled employees are needed for taking on the competition.
Selection of right candidate having the required skills and qualification can increase the overall
performance of the organization.
Training and Development: One of the most important functions of HRM is training and
development. Training is referred to as the process of imparting skill and knowledge about a job.
Training is given in order to make the employee aware of a particular job and how to perform
any task related to that job. Development is referred to as overall carrier growth. Training and
development are given an employee the opportunity for skill development. Through training and
development, an existing employee can be skilled and promoted to higher positions. This can
save a lot of time and cost to the company (Noe et al., 2017).
Performance Management: Performance management is the process of making continuous
communication between the employee and the managers of the organization. Performance
management is important for making the employee reach a maximum level of productivity.
Barclays Plc. managers continuously evaluate the performance of their employees. The next
performance management involves the setting of personalized goals for employees. The goals
are dynamic and change dynamically with the change in business goals (Card et al., 2012).
The benefit received by the employee for their performance in an organization is called a reward.
The employee can have different expectations form their employer. Some people may have the
expectation of better salary and wage while others may be expecting better facility such as
accommodation, medical facility, health and safety. HRM of Barclays has adopted an effective
reward system. All the employees are entitled to receive benefits provided by the company.
LO3
IMPORTANCE OF EMPLOYEE RELATIONS IN RESPECT TO INFLUENCING THE
HRM DECISION MAKING
 Organizational Growth: The HRM of an organization is responsible for analyzing the
current and future demand for human capital. Organizational growth has an influence on

HRM decision making. The HRM has to make plans for the expansion of the
organization. The organization may need to make plans for the recruitment and selection
of new employee.
 Use of Technology: Organizations nowadays adopt various latest technology and
techniques effective management of human capital. Use of technology saves a lot of time
and is also cost-effective. Better management of people can be done by use of
technology. Use of technology has a big impact on HRM decision making within an
organization. Companies can use apps and websites for managing the employee.
Recruitment and selection can also be done by using online applications. Barclay has now
used the latest software for its HRM operations at the organization (Shafique, 2012).
 Employee Relations: The HRM of Barclays maintains good relations with the employee.
Employee relation plays an important role in HRM decision making. The organization
with good employee relations is more productive. The employees are treated fairly by the
organization.
 Employee Engagement: The HRM of an organization must ensure that employee should
communicate with each other. The employees should be motivated to form a relationship
with other employees. There should be a high level of cooperation and coordination
between employees of the organization. If the employee will have good relations then
HRM will be able to assign teamwork. Working in teams is more productive than
working individually (Cascio, 2015).
The main external factors that influence the decision-making process of an organization are;
 Government Regulations: Every business is liable to follow UK government regulations
for running any business. Government regulations and laws have a great impact on HRM
decision making.
 Company’s Location: There are many factors that are influenced by the company
location. The HRM has to analyze the human capital availability in that location. The
quality and skill level of employees also affect HRM decision making.
 Availability of labour: If the current location does not have sufficient labour then the
company has to source and recruit new employees from other locations. The company
should also provide accommodation facility for these employees.

KEY AREAS OF EMPLOYEE LEGISLATION WITHIN WHICH THE UNILEVER MUST
WORK
Equality Act 2010 – According to the equality act, no employee should be discriminated on the
basis of race, colour, sex, gender and religion. All employees should be treated equally. Barclay
Plc. Do discourage any type of discrimination at the workplace (Gold, 2010).
General Data Protection Act 2018 – Directs the organizations to make sure that the private data
of employee do not get misused others. The employer should keep the data in a safe and secure
location. Barclays is using a safe and secure database server for storing information.
Fixed Term Employment Regulations Act 2002– The fixed term employment act states that
fixed-term employee should be treated like permanent employees. There should not be any
discrimination between permanent and fixed-term employees (Granvetter, 2018).
Health and Safety at work act 1974 – Every individual has the right to work in a safe and
secure environment. The organization should make sure that no employee gets hurt at the
workplace. The employers have the responsibility for making health and safety arrangement at
the workplace.
Minimum wage pays – Every employee is entitled to receive the minimum wage pay set by the
government.
Working Hours – The employee of the organization should not work for more than 48 per
week. Barclays Plc. the employee needs to work for 40 hours per week.
Pension Act – The UK pension act gives rights to each employee to receive a pension. The
employer should contribute to the employee pension fund (Hall, 2010).
LO4
JOB SPECIFICATIONS FOR HUMAN RESOURCE MANAGER AT BARCLAYS PLC
Role: Human Resource Manager
Skills and Responsibility:

 Plan, develop and implement HR strategies of the organization.
 Manage recruitment and selection process.
 Promote employee relations.
 Analyze the current and future need of human capital for the organization
 Motivate employee for achieving high productivity at the workplace.
 Manage pay and benefits programs
 Oversee the training and development plan
 Ensure all regulations are followed by various units of the organization
Qualification:
 Degree in Human Resource or related fields
 Proven knowledge of HRM practices
 People-oriented
 Strong leadership skills
 Knowledge of HR systems
 Knowledge of labour laws
 Excellent negotiation and presentation skills
Experience:
At least 3-5 year of experience in Human Resource Management
Salary:
• £45,000 yearly
• Salary is no bar for deserving candidates.
Working Hours:
• 40 hours per week
Professional Development:
• Employees get learning and skill development opportunity

Carrier Prospect:
• The company believes in providing high growth carrier.
INTERVIEW NOTE SHEET
Profile: Human Resource Manager
Candidate Name:
Panel Name:
Essential Skills Notes
Degree Holder (Business, Management)
3-5 years of experience in HRM
Strong communication skill
People Oriented
Knowledge about labour laws
Excellent planning and execution skills
Desirable Skills Notes
Experience in working with HR systems
negotiation and presentation skills
Knowledge of office tools(MS Excel, MS
Word, MS Powerpoint)
JOB OFFER LETTER FOR HUMAN RESOURCE MANAGER AT BARCLAYS PLC
MM/DD/YYYY