Human Resource Management and Development at Barclays Bank

Desklib provides past papers and solved assignments. This report analyzes employee development strategies at Barclays.

DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS
IN THE CONTEXT OF BARCLAYS ORGANISATION
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Table of Contents
INTRODUCTION...........................................................................................................................................3
LO1..............................................................................................................................................................4
P1.............................................................................................................................................................4
P2 & M1...................................................................................................................................................7
LO2............................................................................................................................................................11
P3...........................................................................................................................................................11
P4...........................................................................................................................................................14
M2.........................................................................................................................................................17
LO3............................................................................................................................................................20
P5...........................................................................................................................................................20
M3.........................................................................................................................................................23
LO4............................................................................................................................................................24
P6...........................................................................................................................................................24
M4.........................................................................................................................................................26
CONCLUSION.............................................................................................................................................28
REFERENCES..............................................................................................................................................29
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INTRODUCTION
Human resource management plays very important role in global organization, where large
number of employees working in the organization. HR department is one of the main
departments of the organization and responsible for managing employees and organization
culture. Core activities of HR department are recruitment, selection, and training, development,
monitoring Company’s culture, employee’s behavior and overall workforce development in the
organization (Argyris, 2017).
It is very important to develop individuals and teams in the organization by providing required
training and development programs to them. Trained and skilled employees key to the success
of the organization. This is the work of HR department to make strategies for development of
employees in the organization by helping and supporting them in their problems.
The project work helps to understand that how organizations can help employees and teams in
their continuous development and managing their performance in the organization. The project
also includes that how high-performance working of employees should be managed and
support employees in the organization (Argyris, 2017).
Barclays plc is a multinational investment bank and financial services British organization and
headquarter of Barclays situated in London, UK. Rather than investment banking Barclays is
divided into four different sectors, which are personal banking, corporate banking, wealth
management and investment management. Barclays established in 1690. The group operated
in 50 countries across Europe, Asia, Africa, the Middle East and America. Currently more than
130000 employees are working in the organization (Argyris, 2017).
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LO1
P1
An HR manager should have professional skills and qualification for serving in the banking and
finance industry such as Barclays. HR professional should have some skill set for serving in
banking and finance industries, which are as follows:
Communication skills: HR professionals should have communication skills in the organization to
communicate his message across team members and departmental employees. In banking
sector HR professional should have strong communication skill because the work required
higher responsibility and it cannot achieve without strong communication skills (Brierley and
Gwilliam, 2017).
Informational skills: HR professional should have strong informational skills in banking and
finance sector for good flow of information in the organization.
Decisional skills: HR professional should ready to take quick decisions related to employees in
banking sector because it is the requirement of time for taking strong decisions in banking
sector related to employees (Brierley and Gwilliam, 2017).
Problem solving skills: HR professional should able to solve queries and problems of employees
in banking and finance sector because if employees face problems in the organization so they
cannot work effectively and efficiently in the organization.
Numeracy skills: This is very obvious that banking sector required numerical skills of every
employee because ultimately employees have to play with numbers in banking sector and HR
professionals also required numerical skills in the organization.
Teamwork skills: Employees are working in teams in the organization such as departmental
team, project team etc. HR professional should able to make team and foster team
development in the organization (Brierley and Gwilliam, 2017).
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Training and development skills: HR department should able to make strong training &
development program for employees because without strong training programs employees
cannot work effectively in banking sector.
Budgeting skills: HR professional should able to make budget for recruitment and selection of
employees and also for the organization for hurdle less flow of business.
Technological skills: Technological skills are required in every field and in every department of
the organization and in today’s scenario software related to HR department helps HR
department to manage data of employees (Cascio, 2015).
Leadership skills: Leadership skill is must to lead employees in the organization that how to
work efficiently in the organization and how to behave with customers etc.
Behavior set required for HR professionals in banking and finance department is as follows:
 HR professional should flexible with employees and should give them chance to give
their suggestions and ideas in the organization. Flexible nature of an HR helps
employees to serve very confidently in the organization.
 HR professional should be a strategic thinkerand always do their work by making strong
strategy because without making strategy not any employee can perform well and
banking sectors need much strategic decisions to implement (Cascio, 2015).
 An HR professional should transparent with employees and always do clear
communication for eliminating any type of problems in future in the organization.
 HR professional never stop learning behavior can help them to take favorable decisions
for the organization.
 HR professionals should respect their employees because employees are everything for
any organization.
 HR manager should not bias and equally treat his employees and give equal chances to
each employee in the organization (Cascio, 2015).
These are necessary skills and behavior set for HR professionals to effectively manage
employees in the organization.
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6

P2 & M1
CPD (Continuous Professional Development)
Continuous professional development refers to learning activities for professionals to improve
their knowledge, skills and ability to work efficiently in the organization. CPD include various
activities such as workshops, seminars, conference learning, e-skills training, best methods of
work, idea and suggestion sharing all these activities are organized for development of
employees. It helps in career development of employees as-well-as future development of
employees (Chelladurai and Kerwin, 2018).
Different types of CPD practice in different organizations such as structured CPD, reflective CPD
and self-directed CPD. The program is very essential for employees for improving their
knowledge as per requirement and business world.
SKILL AUDIT DEFINITION IN THE ORGANIZATION
Skill audit is the process of identifying gaps between already has skills and required skills for
employees in the organization (Chelladurai and Kerwin, 2018). Skill audit identify the needs of
training for employees in the organization. skill gaps can identify with the list of activities such
firstly listing the roles of the organization than list the needed skills for each role, create survey
program by survey on workforce in the organization and then compile results and analysis of
data. Last stage is analysis of data helps to understand the gap between required skills and
already had skills.
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Figure1: skill audit
(Source: Chelladurai and Kerwin, 2018)
SKILL AUDIT OF ROBERT CAMBO AT BARCLAYS ORGANIZATION
Commercial awareness Organizational skills Interpersonal skills Teamwork skills
Robert needs to
develop his commercial
awareness in the
organization. He has
good knowledge of
work but sometimes he
deny to do work
related to top level
management (DeCenzo
et al., 2016).
Robert is very good in
organizing tasks related
to his work and show
very good
organizational skills at
work. He is
multitasking and help
senior department as
well in the
organization. He has
required set of
organizational skills.
Robert has positive
nature, reliable,
empathetic, strong
leadership styles in the
organization.
Robert is introvert by
nature and not much
mature to cooperate
with team members
and this threat of his
nature decrease his
teamwork skills.
Communication skills Attentive by nature Numerical skills IT skills
Robert has good
communication skills
although he is
introvert but he has
smart convincing skills.
He very easily
convinces customers
and helps to grow the
business of Barclays
plc.
Robert introvert nature
helps him to give
proper attention to the
operations of the
organization. Attentive
nature helps him in his
work and that’s why he
is doing his work on
time (DeCenzo et al.,
2016).
Robert has normal
level of numerical skills
however he is not
working in the
department where
numerical skills are
much necessary but as
an bank employee
Robert needs to
develop his numerical
Robert has very good
IT skills and computer
knowledge and he
manages his work very
efficiently with the help
of technology. Also
Robert has good
technical knowledge
about his work and he
always do his work
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skills. before time even he is
working under
pressure (DeCenzo et
al., 2016).
Table1: skill audit
(Source: DeCenzo et al., 2016)
PERSONAL DEVELOPMENT PLAN FOR ROBERT CAMBO AS PER HIS SKILL AUDIT
TRAINING
PROGRAMME
DATES DURATION OF
PROGRAMME
KEY LEARNING KEY BENEFITS
Seminar related
to financial
knowledge
18/04/2019 18/04/19-
18/06/2019
Financial
knowledge will
increase
Financial
knowledge can
help Robert to
take higher
position in the
organization.
Team
development
program
10/05/2019 10/04/19-
11/05/2019
Cooperation
level will
increase
It helps Robert in
effectively
managing teams
at workplace and
improves
relations with
employees
(Dixon, 2017).
Developing
numerical skills
18/05/2019 18/05/19-
18/06/2019
Increase
calculation speed
Robert can helps
other
departments
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also by
developing his
numerical skills
at workplace.
Personal
development
antiquates
30/05/2019 30/05/19-
30/06/2019
Communication
skills and other
personal skills
will increase
Better
communication
improves
understanding
between Robert
and subordinates
(Dixon, 2017).
Personal development program, which is developed for Robert help him to overcome by his
skills, which are required to develop in the organization (Dixon, 2017).
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LO2
P3
Definition of organizational learning
Learning organization and organizational learning are two different aspects. Organizational
learning is the set of activities by which an organization gain some knowledge about the
environment, goals and processes for continuous improvement within the organization.
Definition of individual learning
Individual learning is the process of learning of an employee in the organization through
different business practices such as by providing training to the employee and whatever he
observe he learn from the observation, learning in team such as leadership, cooperation,
communication, control etc. Individual learning help employee to make his strong career in the
organization (Dixon, 2017).
Key difference between individual learning and organizational learning
Individual learning Organizational learning
 Individual learning includes learning of
an individual or employee in the
organization.
 An individual learn in the organization
by organization practices.
 An individual learn from personal
memory, personal experience,
observation, team, training, seminars
and workshops.
 Learning occurs from knowledge
acquisition program (Ericsson et al.,
2018).
 Organizational learning includes
learning of overall organization such as
all employees.
 An organization learns from different
organizational practices and from
other organizations as well.
 An organization learns from database,
procedures, core competencies, and
processes of other organizations.
 Learning occurs from organizational
memory.
 Learning process ends on
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 Learning process in the organization
starts from individual learning.
 In Barclays organization individual
learning start from by providing
training to an individual (Ericsson et
al., 2018).
organizational learning.
 In Barclays organization learning starts
when the bank and finance
organization learn from its past
practices and mistakes as-well-as from
other same level organizations
(Ericsson et al., 2018).
Table2: individual learning and organizational learning
(Source: Ericsson et al., 2018)
TRAINING AND DEVELOPMENT
Training and development are both two different terms in the organization. Training and
development emphasizes on improvement of performance of an individual, team and overall
organization. Training is of different types depends on the type of services of the organization.
It is an educational process for improving skills, ability, knowledge, attitude, behavior of an
employee to work in the organization. An effective training program helps individual and
organization to perform better in the business world (Katzenbach and Smith, 2015).
Difference between training and development
Training Development
Training aims to develop additional skills of an
individual, which are required to perform well
in the organization.
Development aims to improve overall
personality and future development of an
individual.
It is reactive process Development is a pro-active process
Training is an organizational process. Development is an individual process
It is a short term process and ends after
completion (Katzenbach and Smith, 2015)
Development is a long-term continuous
process and never ends till retirement of
employee
It focuses on present condition of an Development focuses on future of employees
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