How COVID-19 Changed HR Approaches in the UK Banking Sector

This research report investigates the transformations in Human Resource (HR) approaches within the UK banking sector following the COVID-19 pandemic. The study examines the changes businesses implemented in their HR policies to navigate the complexities of the pandemic and regain their market position. The research employs a quantitative methodology, utilizing a deductive approach to address the research questions. The findings highlight various HR strategies adopted by UK banks, such as remote working and online recruitment, to manage their workforce and maintain business functions during the outbreak. The report explores the significance of HR in the banking sector, emphasizing the importance of employee management and the ability to adapt to the changing environment. The study also identifies challenges faced by the banking sector due to changes in HR approaches. The report concludes with recommendations for future HR strategies in the banking sector, offering valuable insights for managing organizations in the post-pandemic era.

HOW HAS HR APPROACHES HAS
CHANGED POST COVID IN THE
BANKING SECTOR OF THE UK
1

ABSTRACT
Purpose
The current research report is based on analysing the changes introduced by the
businesses within their HR policies so that to deal with complication of COVID-19 and to regain
business position after the crisis. The report has examined that COVID-19 has given massive
changes to the industries in which they adopted different measures so that to manage their
employees and to manage business functions as well. On the other hand, this has also examined
that these changes strategies are such as remote working, online recruitment and many others. So
that using these HR approach organisation may develop their businesses and acquire success.
Methodology
In the current research the investigator have used quantitative research methods so that to
align the research methods with objectives of the research. In this research, deductive research
approach is being used so that the research topic can be addressed.
Findings
From the current research this has been analysed that there are different HR approaches that can
be used by the banking sector of UK so that to manage business functions within the COVID
outbreak. Using such methods this will be easier so that to gain market success and to align
business functions with needs of their customers.
Practical implications
The present research study mainly emphasise on evaluating the extent the extent at which
HR approaches have been changed after the outbreak of COVID-19. In addition to this, present
research also offers aid in evaluating the roles of HR approaches to manage the changes
experienced by organisation after covid-19.
Originality/ Value
The aspects that has been duly collected through the present research significantly aid in
evaluating elements that affected organisation after covid-19 along with HR strategies to manage
them. This research significantly offer valuable in depth detail of HR strategies to manage
organisation after the pandemic.
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ACKNOWLEDGEMENT
First of all I would like to thank my parents for their blessing and support which they had
given to me throughout the research. I would also like to draw my gratitude to my professor as
they have helped me to manage my research in more appropriate manner. I would like to express
my gratitude to friends and team mates as they supported me throughout the journey in which I
was able to acquire higher opportunities to accomplish my research needs. At last I would like to
thank my seniors as well for assisting me in gaining authentic and accurate information.
Yours sincerely
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Table of Contents
ABSTRACT ....................................................................................................................................2
ACKNOWLEDGEMENT...............................................................................................................3
INTRODUCTION ..........................................................................................................................5
Overview of the topic.............................................................................................................5
Research aim..........................................................................................................................5
Research Objectives ..............................................................................................................6
Research Question..................................................................................................................6
Rationale of the research........................................................................................................6
LITERATURE REVIEW................................................................................................................7
What is concept and significance of HR approaches in context to banking sector?..............7
What are the changes in HR approaches in the UK banking sector after Covid-19?...........10
What are the challenges faced due to changes in HR approaches by banking sector in UK?13
RESEARCH METHODOLOGY...................................................................................................16
FINDINGS AND DISCUSSION ..................................................................................................19
Data analysis ........................................................................................................................19
Discussion.............................................................................................................................29
CONCLUSION AND RECOMMENDATIONS..........................................................................36
CONCLUSION....................................................................................................................36
RECOMMENDATIONS.....................................................................................................37
REFERENCES..............................................................................................................................39
APPENDIX....................................................................................................................................43
APPLICATION FOR ETHICAL CLEARANCE FORM....................................................43
Questionnaire .......................................................................................................................44
Frequency distribution table ................................................................................................45
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INTRODUCTION
Overview of the topic
The current study is based on the topic of human resource department which is
considered as the most important part of the company as it helps in recruiting and selecting
talented staff for working towards achieving the goals and objectives in the competitive market
(Zhu, 2019). The HR approaches are the most effective method that helps in deriving employees
to work more efficiently and effectively for achieving high growth and productivity in the
business market. Covid-19 has effected the banks adversely and this has reduced the working
capability of the employees to produce effective work quality. Covid-19 has resulted in
decreasing the value of the banks as customers are not visiting the bank for doing transactions
and for this the banks needs to improve their online presence so that they receive business online
also. Human resource management helps the bank in hiring employees online so that they do the
work according to the norms and procedures mentioned by the government. The HR department
mainly focuses on maximising the performance of the employees that are working for the
organisation towards the employer strategic goals. Human resource department is the soul of
every organization as it helps in motivating and inspiriting employees to do work for producing
more enhanced results and for gaining high success in the time of pandemic (Liu and Meyer,
2020). bank of the UK is of great importance from the view point of the customers as it helps in
delivering better service to the customer so that they receive huge business for enhanced growth
in the business market. The HR department mainly focus on developing online facilities so that
employees can work from heir home in order to get them prevented from the effect of the virus
(Bell, 2005). The current study defined about the importance and role of HR approaches in
reducing the impact of Covid-19 in the life of the employees that are working in the bank for
earning their basic livelihood. The research also identifies various challenges that bank face with
the effect of the Covid-19 across the world which results in decreased profitability and
productivity.
Research aim
The main aim of this research is “To identify how has HR approaches has changed post
coved in the banking sector of the UK”.
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Research Objectives
 To know the concept and significance of HR approaches in context to banking sector
 To understand the changes in HR approaches in the UK banking sector after Covid-19.
 To examine the challenges faced due to changes in HR approaches by banking sector in
UK.
Research Question
 What is concept and significance of HR approaches in context to banking sector?
 What are the changes in HR approaches in the UK banking sector after Covid-19?
 What are the challenges faced due to changes in HR approaches by banking sector in
UK?
Rationale of the research
The main purpose of carrying out thus present research is identifying the importance of
HR approaches in improving the position of the banks of the UK during Covid-19 pandemic.
This is considered as an important topic of the research that helps in gaining knowledge about
the given topic in an effective and efficient manner for the overall development of the bank
(Reis, 2018). The investigation is helps the researcher in gaining in depth information about the
chosen research topic so that future research can be conducted in a proper manner and quality
and reliable information for other researcher in case they want to perform future research. The
following research fulfils two types of objectives from the view point of the researcher which are
defined as personal and professional objectives. In context of personal objective, this helps the
researcher in gaining detailed information about the given selected topic so that the improve their
way of working and also for engaging in the working activities effectively and reliably. In
context of professional objectives, the researcher will gain effective information about the
chosen topic which is easily understandable. It helps the companies in gaining new and
innovative ideas fro dealing with the present situation effectively and efficiently.
6

LITERATURE REVIEW
It is the chapter that covers second-hand in relation to the research topic. This is the
section which majorly focuses over addressing each research question with great quality
information. It is the chapter which holds major data about the whole investigation and also aims
at finding research gap by collecting in-depth insights. Some of the secondary sources used in the
current study are: books, publications, articles, magazines, newspapers and so on.
What is concept and significance of HR approaches in context to banking sector?
According to Shaban (2019), bank is one of the significant financial pillars of every
economy. In today's increasing volatile and complex business world, companies are putting great
efforts to continue their business operations and succeed. In an organisation, HRM practices hold
great importance because it helps in their survival and existence in the presence of high
competition. In simpler words, human resource management practices define the organisational
activities focused at managing employees and ensure the resources are used towards the
attainment of company's objectives and goals.
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Illustration 1: Functions of Human resource department
The above illustration states that there are 12 major functions of human resource
department which are associated with providing edge to the employees so that overall personal
and business benefits can be provided. The first function is related with career planning in which
HR personnels are needed to provide career planning for their employees so that they can be
retained for longer duration of time. Another major function is related with recruitment and
selection so that under this skilled employees are recruited so that employees skills and
capabilities can be used in order to attain business objectives. Another prominent function is
related with performance management which means that the HR department is needed to use
several methods so that they can manage individual employee performance and acquire success.
On the other hand, another function is related with providing health and safety measures to
employees so that they can enhance their time of retention can be increased. During the time of
COVID-19 the major focus of all the organisations were to increase safety and hygiene measures
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so that safe environment can be provided to employees and customers. For banking industry as
customer footfall is high so that this can be said that the organisation is needed to adopt various
strategies. In the terms of banking industry as the banking functions are executed by employees
so that this is imperative that to have HR management so that individual needs of employees can
be understood.
Skilled and efficient employees are necessary in the organisation because they focus on
managing the financial risks that the banks require to take on continuous basis. The department
of human resource is majorly responsible to find talented employees and assigning them right
positions and responsibilities in the bank. For every company dealing with employees needs an
effective human resource management (Mwita, 2019). For bank, the significance of human
resource management has gained a lot of because of volatile nature of banking industry and the
main reason behind its volatile nature is that it is service-based. An effective management of
people in a company along with controlling the financial and economic risks at broader level is
one of the biggest challenges especially for banking industry.
Financial risks within banking industry can be controlled only by having skilled and
efficient manpower. Thus, the human resource department of banking industry is mainly
responsible to find talented employees and place them in apt jobs. Besides risks, an employee
working in a bank needs to handle day to day activities by keeping customer satisfaction in mind.
The employees working at the front of the bank become the face of the bank and it is the duty of
HR to appoint a candidate who is eligible to working up front (Rowland, Hall and Altarawneh,
2017). HR of the organisation makes sure that applicants chosen in the banks are provided with
necessary trainings so that they commence their work and get familiar with the nuances of the
customer relationship and core banking industry. The management of HR always thinks about
the quality as well as quantity needed in the bank and deal with the lack of skilled employees in
the organisation effectively and efficiently. Some of the significance of human resource
management in bank are:
Planning ahead for recruitment: The changing and volatile nature of banking industry,
with a steady growth and development in the past decade, has given outcome of many vacancies
and overall development in the banking industry. The management team of human resource is
majorly responsible for analysing future needs of bank in respect of new candidates and
applicants to carry out business functions and operations (Mousa and Othman, 2020). Thus, HR
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steadily calibrate recruitment procedure in the organisation so that every function and operation
of the organisation can be carried out effectively and efficiently.
Maintaining a balance of experienced and newly graduates in the workforce: The
changing nature of banking industry with emergence of core banking services and online
banking, there is a requirement to commence youth energy and exuberance in operations.
However, with an effective HR team, bank maintains the fine balance between experienced
professionals and youth energy, to form it a fruitful and successful combination (Mahmood and
et. al., 2019). Thus, the HR management is mainly responsible to maintain the balance and
undergo some management and cultural adjustments to fit in the employees operating.
Training and development of the manpower: The method of operating and technology
within bank is continuously changing with a faster pace. It not only includes machines, but
methods to several schemes, banking facilities and policies are changing with time. The newly
recruited candidates and the older employees, require to undergo essential training sessions for
grasping the knowledge and skills time to time (Cuéllar-Molina, García-Cabrera and de la Cruz
Déniz-Déniz, 2019). The human resource management of the bank makes sure that employees
operating are not facing any discrepancy. Encouraging and motivating employees with the
necessary training and comparing the performance afterwards, is what mainly the human
resource department requires to look after.
Talent spotting and performance management: The human resource management is
responsible to measure the overall performance of the whole workforce operating in different
departments of the bank. They majorly focuses over employees who lack the needed motivation
to work in the workplace and try to assist them in improving their performance for the success of
the bank (Eneizan and et. al., 2021). For giving the significance to the hard-work and dedication
of workforce, the HR department gives the right promotion and praise to them.
Keeping an eye on resignations and retirements: Retention of talent working in the
organisation is one of the most important responsibility of HR department. This team is majorly
responsible for making arrangements to stopping the resignations that the workforce is providing
to a specific company (Budhwar and Mellahi, 2018). They require for analysing and assessing
the reasons behind employees leaving the organisation so that they can be put into better
condition and situation. The HR team also focuses over having an appropriate record about the
planned retirements in forthcoming years.
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Understanding personal needs of the employees: Workforce in an organisation seeks for
great value. They focus on working and operating even harder one they get to know that they are
significant source for an organisation (Khan, 2017). Offering pay perks for good operations,
keeping some personal data and wishing them, allowing leaves and offering promotions to
employees etc. All these needs of employees are fulfilled by the HR department of the bank
because they always keep open and transparent communication in the organisation.
What are the changes in HR approaches in the UK banking sector after Covid-19?
As per the view of Kutieshat and Farmanesh (2022), change is the new trend that helps in
developing new practices that results in creating a positive working environment for employees
so that they work efficiently and effectively. Human resource department is the main part of the
company that helps in recruiting and selecting new employees for the business in order to attain
the aim and objectives of the business in a more successful manner. COVID-19 has effected the
business operations of UK bank as customers are not visiting the banks due to complete lock-
down situation all over the world (Lelissa, 2020). Employees are the strategic asset of the
business as they are the only one who work in an effective manner in order to achieve high
growth and success in the highly competitive bank. It is the responsibility of human resource
management to train employees in an effective manner so that they work in a proper and efficient
way for achieving the predetermined goals of the business (Jackson, 2022). The approaches used
by human resource department helps in delivering high performance from the employees in the
bank for attaining large number of customers towards receiving the services of the prescribed
bank. Change in the HR approaches helps during the time of COVID-19 pandemic helps in
improving the working culture of the company in an appropriate manner. Strategic human
resources is considered as creating a strong connection among the human resources of the bank
and with its strategies, objectives and goals of the business in the competitive market.
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Illustration 2: Changes in HR approaches after COVID-19
The illustration stated above demonstrates that there are several approaches which has
been used by HR after the outbreak of COVID-19. Approaches such as using digitalisation,
resilience, sustainability and business strategies are the major HR approaches which are being
used by the banking industry so that situational of crisis can be handled and needs of employees
can be managed. The banking industry is directly related with executing business functions with
the help of efforts of employees so that using significant changed HR approaches this will be
helpful for the industry to manage the situation of crisis.
The main aim of the strategic management of human resources during the time of
pandemic is to boost the culture of the workplace so that they feel safe and protected while
working. It is the main responsibility of the human resource manager of the bank to make
strategic changes in order to promote a healthy and positive working environment for employees
so that work in a same manner for achieving the business objectives (Hemachandra and Sharkasi,
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2021). Employing employees through online recruitment is the main change that HR managers
needs to do as this helps in gaining more number of candidates in the company for applying for
interview purposes and this helps in increasing their variability to work in the business in a more
effective and suitable manner (Dubey and Sangle, 2018). It is necessary for the human resource
manager to bring suitable changes in the approaches of HR so that they achieve the
predetermined objectives of the business and they are defined below:
 Provide training to employees – During the time of pandemic, it is important for the HR
managers to provide training to their employees through online platforms so that their
knowledge and skills can be increased (Butterick and Charlwood, 2021) . Training is an
effective tool that helps in improving the working capability and efficiency of employees
so that they achieve the aims and objectives of the business in a more successful manner.
Do deal with the COVID-19 pandemic effectively it is necessary to train their employees
by e-learning so that they achieve high profitability by working at home.
 Put safety and health first – Protecting the health and well-being of employees is the
main priority of the business as it helps in developing high growth and success in the
competitive business market of banks. During the time of pandemic, it is important for
the HR managers of the bank to make them feel protected and safe while performing their
activities in the business (Prajapati and Pandey, 2020). It is the responsibility of the HR
department to take care of their employees in a proper way so that maintain their business
operations in a relevant way. Virus is very dangerous and results in impacting the life of
people and this makes to needs to do strategic changes so that business goals can be
achieved in an appropriate way.
 Providing work from home facility – Work from home facility to the employees
working in the UK bank is the most strategic way as it helps in safeguarding them from
the effect of COVID-19. It is the duty of the HR managers to make sustainable changes
in the company because it helps in developing new rules and regulation for the employees
so that they work with their comfort level (Dajani and Zaki, 2020). Work from home is
the best way to satisfy and motivate employees to work in an appropriate way and this is
the best strategy to make them work and to deliver best services to the customers. This
helps in reducing the stress and anxiety of employees as they can work from their home
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and need not to go the customers for visit and this results in protecting them from the
affect of the virus.
 Give complete transparency – bank of the UK can helps in minimising the fact of
uncertainty and anxiety in the organisation by communicating the changes to the
employees in a systematic way so that they also work according to the working culture. It
is quite important for the bank leaders to remain transparent while following cautious
about making all the work related decisions and avoiding all the insignificant changes
that might be creating difficulty to keep on the road (Diab-Bahman and Al-Enzi, 2020).
Transparent nature helps in building strong relations among employee and bank leaders
so that they work in a more coordinated way and in gaining all the predetermined
objectives in a proper way.
 Keep benefits of employees competitive – In the time of COVID-19 pandemic,
organisations are mainly struggling to fill up the vacant position of the business so that
work can be completed in a proper and in a timely manner. It is important for the bank of
the UK to implement changes that helps in attracting individuals of the business so that
they gain low employee turnover rate (Malik and Sanders, 2021). Keeping the employee
benefits competitive helps the company in gaining a strategic position in the market also
helps in building a sense of trust in the minds of the customers and employees both.
What are the challenges faced due to changes in HR approaches by banking sector in UK?
According to Mohammed and Deshmukh (2020), the banking industry is considered as
the major industry which is highly unpredictable in nature and has higher adaptability as well.
The banking industry is highly uncertain in nature as this is directly inclined with economic
position. This is the major reason that higher changes are being seen within HR approaches as
the markets trends are needed to be adapted by the industry and at the same time balance can be
created within market and business functions. The success of the company mainly depends on
the role and efforts of human resource department so that high growth and market share can be
captured by the bank in the business market (Cippà and et. al., 2021). It is important for the
company managers to build a healthy and safe environment for all the employees so that they
work effectively to accomplish the predefined goals of the business in an appropriate way.
COVID-19 has affected the business operations of the banking industry in an adverse manner
and this results in decreased productivity and performance of employees. Employees are the
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main asset of the company who helps in retaining the customers towards receiving from the bank
as this is the most efficient strategy for the human resource department to overcome the
challenges (Arbab and Mahdi, 2018). There are different challenges which are being faced by
the bank due to change in HR approaches and this manner this is a difficult task to manage
employees and to manage business functions as well. These are the challenges which would
provide challenge to business operations and managing communication within the employees
(Hameed, 2021). Some of the challenges faced by banking industry due to changes in HR
policies are elaborated as under:
 Virtual connectivity: Before the outbreak of Coronavirus the 60% staff of 29% financial
companies had culture of working from home once a week. This was increased after the
outbreak of COVID-19 but not to an immersive percentage but it was reached to 69%.
This manner the organisations are facing issues to connect with their employee in virtual
manner (Dundon and Rafferty, 2018). This practice has lead into modifications of
different alterations into HR practices so that issues are seen in respect of managing
employee. The role of HR is related with managing employee skills in such a manner that
overall edge to the business can be attained. The virtual connectivity is associated with
executing overall functions and this way issues are faced within executing overall
business functions.
 Engaging employees within the company – Engaging employees working in the
company towards achieving the aims and objectives of the business is a major challenge
faced by the UK banking industry during the time of pandemic (Hamouche, 2021).
COVID-19 has developed a sense of fear in the minds of individuals and because of this
their working capability also gets reduced. It is important for the bank to sustain
employees within the company in a effective manner by motivating them in the strategic
way for surviving in the market for delivering high growth in the market (Williamson and
et. al., 2020). Engaging employees in the business organisation helps in delivering better
services so that they keep themselves engaged within the business activities and in the
process of decision making.
 Attracting talented employees – Acquiring the right type of talent within the company
is the main aim of human resource department but due to the effect of COVID-19
globally this has become a challenge as people are scared to resume the job. With the use
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of online video conferencing for hiring candidates for the particular job profile is a
problem for the company as people do not reply to to their calls and may face the
problem of internet connection ad this delays the process of interview and might result in
neglecting the candidate (Kurdi and Alshurideh, 2020). It is important for the company
managers to recruit employees by the use of online platforms so that they give interviews
by the comfort of their home and this helps the company in choosing the right type of
talent. Right candidate will be more fruitful for the company and helps in achieving the
predefined goals of the business in the time of pandemic more appropriately.
 Managing relationships properly – Managing the workplace relationships is considered
as the major challenge for the UK bank while implementing changed HR approaches
(Liu and Meyer, 2020). Maintaining coordination among the employees of the company
online is a major issue as some of them might not attend the meeting on time while some
are not getting proper internet connection and this results in creating a negative impact on
the working of the employees. It is important for the bank leaders to maintain healthy and
strong relations among employees and with customers as this helps in increasing their
satisfaction and morale to achieve growth in the pandemic situation also (Boselie, Van
Harten and Veld, 2021). It is the main responsibility of the employees to stay in contact
with the customers on a regular basis in order to gain business from them and for
competing the given set targets.
 Training and development strategies – Setting up training and development strategies
within the business is a major challenge for the UK bank and this creates problem for the
employees of the company (Przytuła, Strzelec and Krysińska-Kościańska, 2020).
Providing effective training through e-learning platforms is a major issue because of
internet connection and for this it is important for the company leaders to choose
effective online tool for providing training to their employees (Bajjou and Chafi, 2018).
This helps in increasing their knowledge and skills to do to the work in the right manner
and for accomplishing the set goals and objectives in a more scientific manner. Training
is the best tool of new employees as it helps in guiding and assisting them about the work
they need to perform and in a timely manner for increased performance and productivity
in their competitive banking industry.
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These are the some of the challenges that the UK bank face in the time of pandemic and it is
important for the company to deliver better practices to reduce the effect of COVID-19 in the life
of their employees (Pham, Tučková and Jabbour, 2019).
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RESEARCH METHODOLOGY
It is the chapter that gives certain techniques for identifying, selecting and interpreting
data in relation to the topic. This section allows researcher in evaluating reliability and validity of
the study. The present investigation has considered Saunders research onion framework so that
they can get layers for accumulating and evaluating information (Silverman, 2020). With the
assistance of this framework, researcher has used qualitative research for collecting and
analysing data which is available in theoretical and detailed manner.
Research Philosophy: Philosophy is the first layer in Saunders research onion framework
which helps in the analysis of the recorded information. This is of two kinds which are:
positivism and interpretivism philosophy. In the existing study, researcher has collected data
which is in statistical form. So, for analysing and interpreting theoretical data researcher has used
positivism philosophy. The major advantage of positivism philosophy is that it carries out
relevancy and authenticity of quantitative data and it also consumes short time duration. In
simpler words, positivism philosophy helps in identifying that gathered insights are close and
valid for achieving pre-defined aim and objectives of the study. The major strength of this
research philosophy is that this helps the researcher to manage deep analysis within research and
to manage reliability within research.
Research Approach: It refers to the second layer of the study which helps in providing
detailed knowledge about the theories through which data could be evaluated and analysed. It is
classified into two kinds which include: inductive approach and deductive approach. Researcher
has selected deductive approach for the study because it is mainly focus over collecting primary
data along with quantitative piece of information (Camic, 2021). The main benefit of deductive
approach is that helps researcher by providing flexibility, analyses data and finds information
closely to the context and supports in building and forming new theories. Thus, it assists in
carrying out accurate and apt conclusion by analysing data through newly established theory.
The another benefit of deductive research approach is that this approach helps in defining
relationship between concepts and variables so that appropriate findings can be taken out.
Research Strategy: The other research method which exists in Saunders research onion
framework is research strategy (Valtakoski, 2020). Some of the research strategies which are
mentioned in the Saunders research onion framework are: grounded theory, archival research,
case study, survey, systematic literature review, interview, focus group and so on. Investigator
18

has used case study and survey as their research strategies for accumulating accurate and relevant
information. With the help of case study, investigator focuses over generating detailed and in-
depth context in relation the proposed investigation's topic. Case study holds the power of
generating qualitative information authentic to the proposed study. Thus, the main benefit of case
study is gaining a great understanding about the subject and decreasing the chances of any kind
of bias. On the other hand, investigator has also used survey for gathering insights about the
selected investigation's topic. This is the strategy that allows researcher to depend upon primary
sources of data collection. Thus, these research strategies help investigator to meet defined
research aim, objectives and questions with relevant and authentic data. Survey is the cost
effective method so that in lesser time research objectives can be attained. On the other hand,
case study helps in examining the relationship between context and the research topic.
Research Choice: The other research method given by Saunders research onion
framework is research choice (de Villiers and et. al., 2021). This is of two significant forms
which are: qualitative and quantitative research choice. Investigator has chosen quantitative
research choice to collect data which is in statistical and transparent manner. Quantitative
research choice is directly linked with providing content and insights which are useful for
practical application in a precise way. The other advantage of quantitative choice is that it helps
in setting aside each judgement so that relevant and accurate study could be made along with
examining statistical piece of information (Jayachandran, Hill and Walmsley, 2021).
Quantitative research choice is relied upon numbers and variables so that information
Data Collection: It is the research method which allows investigator in collecting apt
information in relation to the research topic. It is the method to gather and measure data on
variables of interest, in an established precise way that helps investigator to answer each stated
research aim, question and objectives (Pope and Mays, 2020). This method is of two forms
which include primary and secondary data collection method. Investigator will be using both the
methods of data collection such as primary and secondary data collection method because it
allows investigator to collect which is already published and used and to gather reliable
information related with topic (Jensen, 2020). The main benefit of using primary and secondary
data collection method is that it only depends over information which is already carried out by
other people for their accomplishment of their own motives and purposes and at the same time
19

fresh study can be also be made. This helps research to consume limited time for meeting their
defined research objectives
Data Analysis: It is another research method which provides techniques for analysing
and evaluating data (Stewart and et. al., 2021). Researcher has used frequency distribution table
analysis for analysing and evaluating primary and quantitative piece of information. This
identifies the validity of statistical and detailed piece of information in the short period of time.
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FINDINGS AND DISCUSSION
Data analysis
Table 1: Outbreak of COVID-19 has made businesses to implement changes in their existing
business practices
Q.1. Do you think outbreak of COVID-19 has made businesses to
implement changes in their existing business practices?
Frequency
a) Yes 43
b) No 0
Interpretation: From the above graph this can be concluded that out of 43 respondents all have
said that due to outbreak of COVID-19 different businesses introduced changes in their business
practices so that to manage business functions. These change are acquired in such manner that
businesses may deal with negative implications faced by the COVID. The businesses situated in
India and UK had to provide remote working to their employees so that their working can be
performed in appropriate manner. On the other hand, the organisations were also started to
provide different trainings to their employees so that they can sharpen their skills and
capabilities.
Table 2: Banking sector of the United Kingdom and India has seen major changes in their HR
approaches
Q.2. Do you think the banking sector of the United Kingdom and India
has seen major changes in their HR approaches?
Frequency
a) Yes 37
b) No 4
Interpretation: From the above graph this can be examined that in banking sector of India and
United Kingdom different changes are seeing within the industry. Out of 43 respondents, 37 have
answered that they feel that in banking sector of UK and India major changes are seen within HR
approaches. While 4 respondents have said no about the above statement as they have less
knowledge about the role HR in the banking sector. Majority of respondents have answered that
21

the industry have instigated different changes in their HR approaches such as the organisations
are using different methods to increase employee engagement. On the other hand, the
organisations are now using efficient recruitment and selection system so that to manage skills of
their workforce and to manage their performance.
Table 3: HR approaches hold great importance in organizations
Q.3. Do you believe that HR approaches hold great importance in
organizations?
Frequency
a) Yes 40
b) No 1
Interpretation: From the above graphical representation this can be analysed that HR
approaches are important for the business as these are directly related with managing employees
and their proficiency. Out of 43 respondents, 40 of respondents has said that they feel that HR
approaches hold higher degree of importance in which employees are being managed. While 1
respondents have said no and is not in a favour of the above defined statement HR plays a very
important role in improving the performance of employees.
Table 4: HR approach is important within banking sector
Q.4. As per your perspective, which HR approach is important within
banking sector?
Frequency
a) Planning ahead for recruitment and selection. 16
b) Talent spotting and performance management 6
c) Understanding personal requirements of employees 4
d) Maintaining a balance of experienced and newly graduates in the
workforce
14
e) Training and development of the manpower 1
Interpretation: From the graph this can be stated that out of 43 respondents, 18 have said that
the major importance of HR approaches within banking sector is related with planning ahead of
recruitment and selection. 6 have said that the major importance of HR approaches within
banking sector is to spot talent and performance management. 4 has said that importance of HR
22

approaches within banking sector is to understand requirements of their employees. Whereas 14
has said that importance of HR approaches is to maintain balance between experienced and
newly graduates workforce in the organisation. At last 1 has answered that the importance of HR
approaches within banking sector is to train and develop manpower in the organisation.
Table 5: HR approach is essential for managing employees and continuing business operations
Q.5. Which HR approach is essential for managing employees and
continuing business operations?
Frequency
a) Providing and arranging timely training and development sessions 15
b) Making policies for welfare of employees 9
c) Performance appraisal 13
d) Talent acquisition and recruitment 4
Interpretation: From the graph stated this is stated that HR approaches are leading the business
to examine needs of their employees and satisfying the same so that they can perform better and
business objectives can also be attained. In this manner out of 41 respondents 15 have said that
HR approaches are helpful in providing ad arranging timely training and development sessions
for employees so that skills of employees can be boosted and the same can be used to continue
business operations. On the other hand, 9 respondents have said that HR approaches is important
for managing employees and making policies for them so that Welfare of employees can be
created. 13 respondents have said that HR approaches important for introducing performance
appraisal for employees so that they can be benefited to the maximum manner. While 4
respondents have said that talent recruitment and acquisition is important for the business
organisation.
Table 6: Major change emerged in HR approaches due to outbreak of global pandemic COVID-
19
Q.6. What is the major change emerged in HR approaches due to
outbreak of global pandemic COVID-19?
Frequency
a) Offering work-from-home facility 15
b) Online recruitment 3
c) Providing E-learning training to workforce 11
23

d) Making health and safety priority 9
e) Keeping and offering competitive employee benefits 3
Interpretation: From the above mentioned graph this can be concluded that there are different
HR approaches those are used within the time of global pandemic COVID-19 and these are used
in order to manage employees and business functions. Respondents itself answer that the major
change in HR approaches during the outbreak of it 15 was that the organisation started to offer
work from home facilities to their employees which made their job easier. Whereas 3 have said
that the company started using online recruitment systems which help them to recruit talented
staff. 11 respondents have answered that the major HR practice used during the outbreak of
COVID-19 was that the company started to provide e-learning training to the work force which
help their employees to sharpen their skills and capabilities. 9 have said that the organisation is
now making health and safety priority to their employees as an emerging HR approach after the
outbreak of global pandemic COVID-19. Whereas 3 respondents have said that offering and
keeping competitive employee benefits is an effective approach that help in increasing the
productivity of employees.
Table 7: Changes made in HR approaches after COVID-19 have helped in continuing business
operations effectively and efficiently
Q.7. Do you believe that changes made in HR approaches after COVID-
19 have helped in continuing business operations effectively and
efficiently?
Frequency
a) Yes 40
b) No 1
Interpretation: From the above graph this can be summarised that the emerging HR approaches
has helped the organisation to manage their business in effective manners and continue business
functions. Out of 40 respondents, one of them have said that they believe the changing with
nature approaches after the pandemic has helped in continue business operations in more
effective and efficient manner. The major changes in HR approaches are related with providing
24

remote working to the organisation so that employee may perform their roles responsibilities by
remotely attending the office work. Besides this, the organisations started to use digital
recruitment methods so that to appoint talented staff at vacant job position. At last there are
different employee engagement tools which were used by the industry so that so that to
encourage collaborative working.
Table 8: Human resource managers of banking industry need to adopt crisis management
practice so that they can easily overcome uncertain and risky situations
Q.8. Do human resource managers of banking industry need to adopt
crisis management practice so that they can easily overcome
uncertain and risky situations?
Frequency
a) Yes 39
b) No 2
Interpretation: From the above bar chart this can be analysed that human resource managers
within banking industry are required to adopt different prices management practices so that they
can manage future risks and situations of uncertain retains full stop out of 39 responded, 2 of
them have said that this is very necessary for the managers to adopt different practices of crisis
management so that difficult business situations can be take it in easy manner and negative harm
to the business can be avoided to its maximum level.
Table 9: Where you based
Q.9. Where you based? Frequency
a) India 30
b) UK 11
c) NA 0
Interpretation: The graph states that out of the overall respondents 30 have said that they
belong from India and another two have said that the belong from UK and for the rest 11
researcher was unable to get the information.
25

Table 10: years of work experience do you have
Q.10. How many years of work experience do you have? Frequency
a) 1-3 Years 21
b) 3-5 Years 12
c) More than 7 years 8
Interpretation: The above mention graph states that out of 41 respondents from whom
responses are taken 21 are having 1- 3 year experience 12 is having 3-5 years of experience and
8 are having more than 7 years of working experience.
Table 11: Industry do you work for
Q.11. Which industry do you work for? Frequency
a) Banking 6
b) Education 3
c) Retail 3
d) Others 29
Interpretation: From the above information this has been concluded that out of 41 respondents
29 belong to other industry which is different from Banking and Finance. Banking industry is
also important as 6 respondents have selected this as it helps in providing services to customers.
Table 12: Area do you work for
Q.12. Which Area do you work for? Frequency
a) Product 2
b) Human resource 7
c) Services 10
d) Marketing 6
e) Finance 1
f) BPO service 3
g) Support executive 2
h) Customer support 1
26

I) Construction 1
j) Healthcare 1
k) Investment 1
l) Hospitality 1
m) Delivery 1
n) E-commerce side 1
o) Supportive executive 2
p) Executive 1
Interpretation: Out of the gathered information from 41 respondents, 2 belongs to product area,
7 belongs to human resource area, 10 belong to human resource area of business. 6 respondents
work in marketing department, 1 in finance department. 3 in BPO service, 2 as a support
executive, 1 in customer support, 1 in construction, 1 in healthcare, 1 in investment, 1 in
hospitality, 1 for delivery, 1 for E-commerce, 2 as a supportive executive and 1 as executive.
27

Discussion
In the existing study, researcher has also focused over collecting second-hand
information about the whole research topic. For this various secondary sources are used by
researcher which are: books, articles, publications, newspapers and many more. Thematic
analysis technique is used by investigator to analyse the relevancy and accuracy of assembled
theoretical piece of information.
Concept and significance of HR approaches in context to banking sector
According to the information recorded in the section of literature review, it is carried out
that banking industry is one of the industries that play major role in developing economy. This
competitive world is continuously creating changes and adopting these changes in the business
so that they can succeed and develop. In a company, human resource management practices are
significant because it helps them in sustaining in the competitive world. Human resource
management practices explain the activities of organisation which mainly focus at managing
workforce and manage the resources so that objectives and goals of the company could be
attained. Efficient and talented workforce is essential in the company because they focus over
controlling and predicting the financial risks on a consistent basis. Human resource department is
made in the organisation so that talented workforce could be identified and retained in the
organisation for long run (Bratton, Bratton and Steele, 2021). Every organisation deals with the
needs and expectations of employees so that they could be easily managed and controlled.
Banking industry is the industry which is volatile in nature because it is service-based.
Management of people operating in a bank is necessary so that economic and financial risks
could be controlled in a systematic manner. Banks are the companies which always deals with
financial risks so it becomes significant for recruiting skilled and talented workforce. An HR
department of the bank majorly responsible of finding employee who could carry out operational
activities of the bank. Other than risks, an employee is also responsible for carrying out regular
and day-to-day activities and operations in a way that can easily satisfy customers and retain
them in the company for long run. All the employees who are working and operating from front
desk are the face of the bank and they promote the bank with full enthusiasm by giving great
service to each customer. Human resource department of the bank recruits employees who have
great knowledge as well as skill to deal with the different types of customers of the bank. Human
resource department focuses over managing the quantity and quality required by the banks so
28

that different functions and operations of the organisation could be conducted effectively and
efficiently.
It is identified in the section of literature review that there is great importance of human
resource management in the organisation. With the help of recorded data it is being analysed that
some of the importance are: planning ahead for recruitment, maintaining experienced and newly
graduates in the existing workforce of the bank, training & development of employees, keeping
eye on resignations and retirement, talent spotting and performance management and
understanding personal requirements of the employees (Kingston and et. al., 2021). Thus, with
the help of gathered information in the literature review it is analysed that the major importance
identified is planning ahead for recruitment because banking industry changes consistently and it
becomes important to plan right number of employees so that business operations could be
conducted in a smooth manner (Prouska and Kapsali, 2021). Thus, they determine the
requirement to analyse future requirements of new candidates in the workplace. Thus, it is
understood that human resource effectively operate to manage the strength of workforce in the
organisation by making proper plan of recruitment and in this process they determine the vacant
positions in the workplace. On the other hand, the other significant importance of human
resource in the bank is maintaining great proportion of experienced and newly graduates in the
workplace. In this human resource managers work to identify the need of youth energy in the
workplace so that cheerful environment can be created and new ideas could be generated and
employed in the workplace. With the assistance of experienced employees in the bank, efficiency
and effectiveness of the bank is easily maintained. With this successful combination of youth and
experienced employee in the bank, goals and objectives of the bank are met in the short duration.
29

Illustration 3: Significance of HR approaches
(Source: Jain, Ahirwar, 2019)
The graph states that HR approaches is helpful in attaining strategic business objectives
in which employment development opportunities can also be seen. On the other hand, HR
approaches are also helpful in providing value to the business along with higher success
opportunities. Rewarding is the major role of HR approach in which higher employee
satisfaction can be provided. In the context of banking industry the job is wholly dependent over
their employees so that with the help of appropriate HR approaches the banking industry can
grow and reach out to their business objectives. Training is the another HR approach which helps
in enhancing skills of individual so that they can work for organisational success.
Changes in HR approaches in the banking sector of the UK after Covid-19
As per the gathered information in the section of literature review, it is understood that
UK banking industry is one of the industries that had to continue their business during outbreak
of global pandemic COVID-19. Outbreak of global pandemic COVID-19 has created many
challenges and issues for different types of organisations and many businesses were forced to
shut their business operations for temporary time period. However, bank of the United Kingdom
30

was forced to continue their business operations because deposit and withdrawal of funds could
not be stopped (Swift and et. al., 2020). Employees working in the banks were scared to work
during COVID-19. Thus, human resources of the banks have adopted several approaches to keep
employees encouraged, empowered and motivated in the workplace during COVID-19 so that
they can focus over their assigned roles and responsibilities. Some of the important changes in
human resource approaches of the UK bank after global pandemic COVID-19 are: making health
and safety first, holding firm on the commitment of diversity and inclusion, keeping regular and
competitive benefits, e-learning, online recruitment, prioritising flexible work policies and many
more. These changes in human resource approaches have helped banks to grow and develop post
global pandemic COVID-19.
It is being analysed with the assistance of literature review that one of the changes in HR
approaches of banking industry is giving more importance to flexible work policies. It is one of
the trends that has gained great importance post pandemic in the bank because this gives more
freedom to employees in relation to working practices and hours. During global pandemic many
employees of the bank were provided work from home so that they can operate directly from
their house (Bratton, 2020). Work from home was only provided to those employees of the bank
who lie in the sales department and processing department. This does not include those
employees who have the responsibility of depositing funds and manage regular and day-to-day
activities in the bank. However, post pandemic human resource department of the bank has
provided flexible working schedule to workforce so that they can work without having any
pressure of fixed working hours. The other trend in the HR approaches of banking industry of the
United Kingdom is prioritising well-being of employees. After COVID-19, human resource of
the banks has energised campaigns on mental and physical health at great level so that every
employee can feel healthy in the bank. Human resource managers of banks have arranged virtual
mental-health gatherings with professionals and experts so that they can feel healthy and focus
over their assigned operations and activities. The most important change happened in the HR
approaches of bank is offering competitive benefits to employees so that employees could be
retained and engaged towards workplace (Hacioglu and Aksoy, 2021). Thus, outbreak of
COVID-19 has made human resource managers to provide safe and secure working environment
to employees so that they can feel safe while operating in the organisation. It is also determined
31

these changes in HR approaches have boosted confidence among employees and created mind-
set among employees that banks are putting efforts to keep them safe, secure and healthy.
Illustration 4: HR approaches in the banking sector of the UK after Covid-19
The above diagram shows that during the outbreak of COVID-19 the organisation has
faced different issues and these issues are needed to be managed so that business functions can
be executed in effective manner. The banking industry within UK started to use different
measures within their HR approaches so that business management can be rendered. In this
manner the organisation is using change management programs so that future changes can be
added into the business in prominent manner. On the other hand, another approach is related with
providing training so that individual skills can be sharpened and the same skills can be used to
manage business objectives.
Challenges faced due to changes in HR approaches by banking sector in UK
According to the data assembled information in the section of literature review, it is
determined that it is not an easy task to adopt changes in HR approaches. In banking industry,
managers and leaders work in such a way that they can adopt different HR trends and approaches
in a systematic manner (Gu, Nolan and Rowley, 2020). Banking industry directly helps the
economy in a systematic and precise manner. There are many challenges faced by bank due to
changes in HR practices are: chaos and confusion, more chances of disputes, resistance from
employees, managing relations, virtual connectivity, supporting employees, upgrading talent and
skills and many more. Human resource managers of the company have to keep their eye on each
trend in the market so that they can take advantage of first mover. With the presence of these
challenges, it has become quite difficult for banks to adopt these changes and work accordingly
32

(Campanella and et. al., 2020). One of the biggest challenge faced by banks while adopting
changes in the approaches of banking industry is providing training to employees for upgrading
their knowledge and skills. With the changes in HR approaches, human resource managers have
to look for different ways to provide training to employees so that they can perform better in
their assigned roles and responsibilities. This makes HR managers to make great provision of
budget so that they can easily arrange sessions for training and development for employees. The
other significant major challenge is virtual connectivity, as during COVID-19 the whole bank
was connected with virtual and digital tools. This has put pressure on employees to learn about
different digital methods so that they can easily connect with other people of the company. The
other challenge faced by bank due to changes in the HR approaches is more chaos and confusion
in the workplace. Every employee of the bank does not get appropriate information at right time
which ultimately leads to chaos and confusion among each employee working in the bank
(Bentley and et. al., 2020). These chaos and confusion negatively impacts the productivity and
performance of the employees and this ultimately contributes in the non-attainment of pre-
defined targets and objectives of the bank. The other challenge is resistance shown by employees
and this becomes barrier in the path of adopting changes happening in the HR approaches.
33

CONCLUSION AND RECOMMENDATIONS
CONCLUSION
As per the above assembled information in the report, it is summarised that human
resource department is one of the significant departments in a bank. Employees are the
significant asset in a company and for retaining them, human resource management works hard
to provide them positive environment in the workplace. Generally, human resource department
of the organisation recruits and selects candidates who can be beneficial for the organisation.
Outbreak of global pandemic COVID-19 has also created many changes in the approaches of
human resource department of the banks which include: putting health and safety, providing
competitive benefits and perks, giving them proper work culture, training and development of
the employees and so on. With the assistance of this study, it is clearly understood that human
resource management is one of the significant within banking industry because it directly
impacts the efficiency and effectiveness of the bank. From the various importance of human
resource department in the bank, the main and great benefit of them is they already make plan for
recruiting candidates for all vacant positions in the workplace. This is main importance because
it assists in determining the future requirements in terms of candidates in the workplace. The
other main importance of human resource management is training and development sessions for
employees so that they can be clear about assigned several roles and responsibilities in the
workplace. The other importance of human resource management is that they identify the
personal requirements of employees operating in the organisation. This report has also focused
over taking out challenges faced by bank while adopting changes in the HR approaches. These
consistent changes in the HR approaches create pressure on all human resource managers. They
have to keep their eye on each change happening in the market so that they can take first mover
advantage by adopting these changes. The global pandemic had made employees to work
through digital method so that they can continue with their assigned operations and functions.
This report has used qualitative methods of research for the collection and analysis of
information. It has used methods that allowed researcher to collect in-depth and detailed insights
about the selected research topic which is changes in HR approaches. Thus, this report has
included that it is necessary to adopt each change in the approaches of HR because it helps an
34

organisation to develop and succeed. So, banks need to adopt ways through which they can
easily adopt changes in HR approaches and contribute in the development of whole economy.
RECOMMENDATIONS
Banking industry is one of the best service providing industry that mainly focus on
satisfying the customers by giving them safe and secure amount of interest on their earned
money in their life while working job. Human resource department plays a very important role in
the business organisation and they are mainly responsible for bringing new and talented
employees so that they achieve the predetermined goals of the business. With the surge COVID-
19 pandemic in the banking industry has resulted in effecting the working efficiency of
employees in the business. It is important for the banking managers to implement suitable
changes within the business organisation so that the effect of pandemic gets reduced and results
in increasing the engagement of employees to work more effectively and productively. The
following recommendations are described as under:
Ensuring business functions by remote working – Redesigning the business model of the
company is the most important strategy that they needs to adopt during the time of COVID-19 in
the global world. Pandemic has resulted in creating completing lock-down and restriction of
people to stay at their home in order to reduce human contact and the effect of virus. It is
important for the company to ensure that their employees are working effectively from their
home.
Annual hikes, incentives and appraisals – Many of the employees working in the UK bank are
working with the same zeal and confidence as they were working before and that is why it is
important for the business organisation to provide effective and attractive incentives to them.
This helps in increasing their morale and motivation to work hard in order to attain the
predefined aims of the business over other competitor companies. Annual hike and appraisals for
their good performance is the main strategy for the employees while they are working from their
home and this helps in increasing their working efficiency and effectiveness to perform in a more
suitable manner.
Regular review of performance – Regularly reviewing the performance of employees is also
considered as the most important strategy that helps in determining their weak areas. It is
important for the banking leaders of the company to focus on reviewing the performance of their
employees as they are working from their home so that they feel important and valued while
35

performing the business activities. This also results in assessing their weak areas of new
employees and this results in providing them training so that they can work in an effective
manner for achieving the sustainable goals of the business during the time of COVID-19.
36

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A longitudinal study. The International Journal of Human Resource
Management, 30(14), pp.2166-2185.
Online
39

Jain, S., Ahirwar, G., 2019, HRM Practices in Banks . [Online]. Available through:
<http://ignited.in/I/a/293165>
40

APPENDIX
APPLICATION FOR ETHICAL CLEARANCE FORM
Please tick YES NO
1. Does your research involve participants who are particularly vulnerable
or unable to give informed consent?
NO
2. Does your research involve children or young people under the age of
18?
NO
3. Will it be necessary for participants to take part in your research
without their knowledge/consent at the time? (e.g. an observation study)
NO
4. Will your research involve discussion of topics that the participants
might find sensitive (e.g. sexual activity, alcohol/drug use, discrimination
issues)?
NO
5. Will your research involve prolonged or repetitive physical or
psychological testing?
NO
6. Will your research involve physical examinations and/or the use of
medical records/reports?
NO
7. Could your research induce psychological stress, anxiety, cause harm,
or negative consequences?
NO
8. Will financial inducements of any kind be offered to participants? NO
9. In terms of personal safety, are you putting yourself and/or your
participants at risk in any way? (e.g., out alone at night, interviewing in
your or your participant’s home, carrying out research in unpredictable or
sensitive situations)
NO
10. Will your research involve the production of recorded media such as
audio and video recordings?
NO
11. Do you propose to carry out primary research in a place of work or
survey / interview staff of a specific organisation by any other means?
NO
41

12. Will any non RAIUL staff have access your results/data? NO
13. Will your research involve using online chat rooms, forums or blogs? NO
42

Questionnaire
Q.1. Do you think that outbreak of COVID-19 has made businesses to implement changes in
their existing business practices?
a) Yes
b) No
Q.2. Do you think the banking sector of the United Kingdom and India has seen major changes
in their HR approaches?
a) Yes
b) No
Q.3. Do you believe that HR approaches hold great importance in organizations?
a) Yes
b) No
Q.4. As per your perspective, which HR approach is important within banking sector?
a) Planning ahead for recruitment and selection.
b) Talent spotting and performance management
c) Understanding personal requirements of employees
d) Maintaining a balance of experienced and newly graduates in the workforce
e) Training and development of the manpower
Q.5. Which HR approach is essential for managing employees and continuing business
operations?
a) Providing and arranging timely training and development sessions
b) Making policies for welfare of employees
c) Performance appraisal
Q.6. What is the major change emerged in HR approaches due to outbreak of global pandemic
COVID-19?
a) Offering work-from-home facility
b) Online recruitment
c) Providing E-learning training to workforce
d) Making health and safety priority
Q.7. Do you believe that changes made in HR approaches after covid-19 have helped in
43

continuing business operations effectively and efficiently?
a) Yes
b) No
Q.8. Do human resource managers of banking industry need to adopt crisis management
practice so that they can easily overcome uncertain and risky situations?
a) Yes
b) No
Q.9. Where you based?
a) India
b) UK
Q.10. How many years of work experience do you have?
a) 1-3 Years
b) 3-5 Years
c) More than 7 years
Q.11. Which industry do you work for?
a) Banking
b) Financial services
c) Fintech
d) Others
Q.12. Which Area do you work for?
a) Product
b) Human resource
c) Others
Q.13 Any comment?
Frequency distribution table
Q.1. Do you think outbreak of COVID-19 has made businesses to
implement changes in their existing business practices?
Frequency
a) Yes 12
b) No 0
44

Q.2. Do you think the banking sector of the United Kingdom and India
has seen major changes in their HR approaches?
Frequency
a) Yes 11
b) No 1
Q.3. Do you believe that HR approaches hold great importance in
organizations?
Frequency
a) Yes 12
b) No 0
Q.4. As per your perspective, which HR approach is important within
banking sector?
Frequency
a) Planning ahead for recruitment and selection. 7
b) Talent spotting and performance management 2
c) Understanding personal requirements of employees 1
d) Maintaining a balance of experienced and newly graduates in the
workforce
1
e) Training and development of the manpower 1
Q.5. Which HR approach is essential for managing employees and
continuing business operations?
Frequency
a) Providing and arranging timely training and development sessions 5
b) Making policies for welfare of employees 2
c) Performance appraisal 5
Q.6. What is the major change emerged in HR approaches due to
outbreak of global pandemic COVID-19?
Frequency
a) Offering work-from-home facility 6
b) Online recruitment 2
c) Providing E-learning training to workforce 2
d) Making health and safety priority 2
Q.7. Do you believe that changes made in HR approaches after covid-19
have helped in continuing business operations effectively and
efficiently?
Frequency
a) Yes 12
45

b) No 0
Q.8. Do human resource managers of banking industry need to adopt
crisis management practice so that they can easily overcome
uncertain and risky situations?
Frequency
a) Yes 12
b) No 0
Q.9. Where you based? Frequency
a) India 1
b) UK 2
c) NA 9
Q.10. How many years of work experience do you have? Frequency
a) 1-3 Years 9
b) 3-5 Years 1
c) More than 7 years 2
Q.11. Which industry do you work for? Frequency
a) Banking NA
b) Financial services NA
c) Fintech NA
d) Others 3
Q.12. Which Area do you work for? Frequency
a) Product 1
b) Human resource 1
c) Others 1
d) NA 9
Q.13 Any comment?
46