Deutsche Bank UK: Strategic HRM and its Impact on Performance

This report examines the human resource management strategies employed by Deutsche Bank UK, focusing on their impact on organizational performance and productivity. It highlights key strategies such as recruitment and selection processes, training and development programs, talent management, fostering a better work culture, ensuring transparency, and implementing high involvement management. The analysis covers both internal and external factors influencing HRM, including employee promotion, skill assessment, and background checks. The report also discusses the importance of work-life balance, time management training, and competitive compensation to motivate employees and enhance their performance. Furthermore, it explores how a positive work environment and clear communication contribute to employee satisfaction and organizational success. The report concludes that effective HRM strategies are crucial for Deutsche Bank to maintain a competitive edge and achieve its business objectives, with an emphasis on continuous improvement and adaptation to market challenges. Desklib provides access to this and other solved assignments.

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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Human resource management strategies.....................................................................................3
Recruitment and selection..................................................................................................3
Training and development program...................................................................................4
Talent management strategy..............................................................................................4
Better work culture............................................................................................................5
Transparency......................................................................................................................5
High involvement management.........................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management refers to the management of organizational employees this
department various function such as recruiting, selecting, hiring, firing and also assist in
developing as well as motivating the staff of the company (Bratton, and Gold 2017). Human
resources department is the most important internal factor which help in achieving the aim of the
organization. The present report will examine the strategies of human resource management in
context of the largest financial institute named as Deutsche Bank of UK. The bank has four
leading sections such as finance, corporate, private bank and asset management The analysis
also highlights the impact of strategies on performance and productivity of the organization.
MAIN BODY
Human resource management strategies
The human resources sector determine interior as well as outside strength and weakness
of the administration. HRM strategies is linkage between department of human resources and
the strategies of organizations employments (Almutairi, and Alsawalhah, A2020). The strategies
give assistance in increasing the scale of the performance and production of the organization by
developing the best plans and policies. Plans of actions are formed to accomplish the purpose
and objectives of the business enterprises which are elaborated as follows.
Recruitment and selection
Human resource team at the Deutsche Bank follow the internal factor as well external
factors strategies at the organization. In context to internal factor company promote its existing
employee over different designated role in organization structure.
In this plan of action the organization recruit candidate on bases of eligibility and requirement of
company. Responsible person of the organization shortlisted candidate by evaluating the skill
assessment test or conducting paper pen exams of the candidate. Selecting the best employees
from the market will increase the productivity and performance of organization by delivering
perfect quality of work. The selected candidate should be attentive who can provide work on
time with accuracy so company can satisfy the customers needs (Bailey, Mankin, and Garavan,
2018). The satisfaction of customer helps in achieving aim of the organization. Along with
exams the human resources check the background of the employees for the security of

organization. Manager of financial institute select candidate on the bases of educational
qualification an individual pursued. Because proper knowledge of particular department will help
in identifying the competition in the market as well as delivered the task in appropriate manner
(Armstrong, 2019). Selecting and recruiting the finest quality of worker lead the marketplace by
competing the competitors. The same plan of action used by other financial institute for example
The Access Bank UK Limited, Bank of Beirut (UK) Ltd etc.
Training and development program
The manger of organization conduct the training programme for the new joining in order
to manage the skills in proper manner. The organization utilized on job training criteria as plan
of action in which instruction are given on job. With the help of training programme the
employees of organization modify skills and Knowledge of individual(Martinez-Sanchez,
Vicente-Oliva, and Pérez-Pérez, 2020). The HR manager motivate and support the employees
personally and professionally to survive in market. Under this programme the company develop
assorted internal factors as strategies for welfare of the financial institute. First one is
development of trust in order to take responsibility of the assets of the organization. Therefore,
the firm can alter the security level of the working capital. Another one is work life balance in
which responsible person create challenges and task to maintain the workflow within
organization. Because of this program the new comers decrease their pressure and get idea of
delivering the services in best form. The training of time management boost the employees to
compete the work on time as banking sectors demand for competing work on time. The
appropriate training to employees impact the performance of an organization by rising the
market share and profitability of the bank as well as render satisfaction to the customer (Anjum,
and Ali, 2018).
Talent management strategy
The company offer great opportunities to employees of the organization so worker
provide potential services to organization. The manager of a company supply promotions and
appreciation as growth opportunities to the worker. The manager of the bank motivate
employees by analysing individual talent. In order to grow the employees deliver best services to
the customer which result in building reputation in the market. Human resources management

department provide competitive salaries to the potential workers. The organization treat workers
as asset of the firms because the staff is internal factor of the organization. Along with this
strategy the company also use bonus and low interest rates on loans to the staff member. These
strategies are perfect as workforce deliver competition in the market in order to achieve
personal as well as organizational goal. The potential worker utilized the talent when manager
appreciate performance of individual. The enhancement of the talent impact the performance and
support in increasing profit ratio of the company (Codreanu, 2019).
Better work culture
The human resources management work on providing friendly environment for the
customer as well as worker of the organization. It is the internal as well as external cause for the
organization. In better work culture employees work effectively and efficiently without getting
bored. A better atmosphere decrease the stress and work load of the employees. Manger of the
financial institute organize Saturday activities for the workforce, so they can exchange the ideas
and make suggestions for the growth of company. Many financial institute of the United
Kingdom use these strategies in order to increase awareness and profitability in the market. In
this strategy the manager collaborate and coordinate with the employees which give lead to the
teamwork. As every person has different mindset employees bring creativity in the work
surroundings so everyone who work within the organization can enjoy working environment.
Transparency
Clarity in working culture is very important within the organization. The rules and
regulation formed in the Deutsche Bank will be the same for everyone. The transparency at firm
brings understanding communication between the collogues. Clarification of terms and
condition build good impression of trust on the employees of the organization. Transparency
within the organization carry-out innovative ideas and satisfaction to the employees. On other
hand non transparency carry-out demotivation for the employees (Lepak, Jiang, and Ployhart,
2017). Clear vision of the department give assistance in enhancing the skills and knowledge of
working personality. Although it increases the productivity of the administration as employees
who have clear mindset. The job role of person should be clear so that the individual can
cooperate with team members of the organization. The human resource department of structure

help in solving the issue faced by employees. The organization formed policies in which
company make promise to support their staff in order to maintain internal factor such as
cooperate culture. All these strategies contribute in achieving the aim of organization and
generate revenue for the financial institute.
High involvement management
It is one of the best approach of strategics human resource' management. The manager
of bank focus on decision-making practices of the employees. In this plan of action the economic
performance of the organization can be improved. The employees of the organization invest their
timer in making right decision. The manager of the firm control inappropriate performance of the
employees. It gives assistance in providing job satisfaction to the team members of the
organization. This scheme of business concern very with communication and creative opinion of
the administration.
The competition in the marketplace of finance is the biggest factor which affect the
organizational growth. Due to covid the scale of economy decreases which is affecting the
economy of business as well. The less customer are willing to use bank services because of
lock-down .
Role of the vertical and horizontal alignment
Vertical alignment refers to the alliance in the organization in which the company make
sure that resources are properly managed or not. This will give assistance in contribution of
organizational goal. The company realize its objectives and utilized or formed their own strategy
horizontal alignment refers to the alignment which make sure that plan of action is not
competitive with each other. It will give assistance in developing aligns with businessperson and
customers. In Deutsche Bank company use leadership strategy in context to vertical alignment.
The manger collaborate and encourage the staff of the organization. In horizontal alignment the
bank will focus on the aims and objective of the organization in order to deliver proper services.
CONCLUSION
From the above report it will be concluded that the human resources management
department perform essential responsibility on the behalf of the organization. Strategies are the
helping hands in the business as they impact the performance and production of the organization
(Nuraini, and Kasmir, 2020). With the help of different plan of action company can acquire a

better image in the marketplace. The above report also highlights how the financial institute
Deutsche Bank is managing thee employees and work environment in order to survive in the
market by using human resources strategies. Therefore, a successful company develop various
strategy in context to achieve the aim and objective of the business enterprise. For the success of
the organization, the firm adopt internal as well as external factors.

REFERENCES
Books and journal
Almutairi, M. and Alsawalhah, A.A., 2020. The Impact of Strategies Human Resource
Management on Organizational Commitment.(An Applied Study on Employees in
Jordanian Islamic Banks). Modern Applied Science, 14(4), pp.19-31.
Anjum, S. and Ali, T., 2018. role of effective training and development programs in achieving
high professional performance in Asian banking industry. Journal of Finance,
Accounting and Management. 9(2), pp.1-10.ic human resource management. Oxford
University Press.
Armstrong, M. 2019. Strategic human resource management. pdf drive. Com.
Bailey, C., Mankin, D. and Garavan, T., 2018. Strategy
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Codreanu, A., 2019. STRATEGIC HUMAN RESOURCE MANAGEMENT. A MILESTONE
FOR INTEGRITY BUILDING IN PUBLIC ADMINISTRATION. Redefining
Community in Intercultural Context, 8(1), pp.267-274.
Collings, D.G., McMackin, J., Nyberg, A.J. and Wright, P.M., 2021. Strategic human resource
management and COVID‐19: Emerging challenges and research opportunities. Journal
of Management Studies.
Karam, et.al. 2017. Human Resource Management And Talent Management Towards
Organizational Success Of Aluminium Industry In United Arab Emirates (UAE): A
Measurement Model. European Journal of Human Resource Management Studies.
Lepak, D., Jiang, K. and Ployhart, R.E., 2017. Hr strategy, structure and architecture. In A
research agenda for human resource management. Edward Elgar Publishing.
Martinez-Sanchez, A., Vicente-Oliva, S. and Pérez-Pérez, M., 2020. The strategy of human
resource flexibility versus absorptive capacity of knowledge: an integrative framework
in industrial firms. European Journal of Innovation Management.
Nuraini, S. and Kasmir, K., 2020. COMPANY STRATEGY IN DEVELOPING HUMAN
RESOURCE MANAGEMENT AND WORK MOTIVATION AS AN EFFORT TO
IMPROVE AN EMPLOYEE PERFORMANCE (CASE STUDY OF TRAINING
MANAGEMENT AT PT. SMF, WEST JAKARTA BRANCH). Dinasti International
Journal of Management Science, 2(1), pp.91-100.
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