BMSK5002: Relationships, Workplace Achievement & Development

This report examines the significance of human resource management in fostering employee development and workplace achievement, particularly within the context of HSBC bank. It highlights the potential benefits of individual development, including improved job satisfaction, enhanced productivity, and organizational performance. The report emphasizes the importance of managing employee expectations, aligning training with individual goals, and providing clear objectives. It also discusses various development vehicles and the need for performance evaluation to ensure effective career and potential development. The report concludes by underscoring the role of human resource management in driving organizational success through employee empowerment and skill enhancement. Desklib offers a wealth of similar resources for students.

DEVELOPING RELATIONSHIP AND WORKPLACE ACHIEVEMENT
DEVELOPING RELATIONSHIP AND WORKPLACE ACHIEVEMENT
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Name of the University:
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DEVELOPING RELATIONSHIP AND WORKPLACE ACHIEVEMENT
Executive Summery
Human resource management is important for proper running of the business. There are various
factors dependent on managing the human resource. Aim of the human resource management is
to evaluate the performance of the employees and give the employees proper training regarding
the development of the career. It has been seen that the development of the individual’s potential
at the workplace helps the organization to achieve the overall success. In order to enhance the
potential of the individuals, the assessment of the performance is needed to be done in a proper
way. There are certain development indicators those are responsible to for individual’s
development. In order to achieve all these things, the proper management of the human resources
are needed which is successfully implemented by this organization. In this case, the evaluation of
the human resources for the HSBC will help to understand the significance of the career and
potential development of the individuals.

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Table of Contents
Introduction......................................................................................................................................3
Potential benefits to the HSBC of developing individuals in the workplace:.................................4
Managing an individual’s expectations in respect of personal development..................................6
Evaluation of development vehicles available to HSBC appropriate to the development needs of
the individual.................................................................................................................................10
Need for evaluation of performence:.............................................................................................12
Detailed plan to meet the identified development needs of an individual in the workplace and the
management of performance.........................................................................................................14
Creation of the framework:........................................................................................................14
Conclusion.....................................................................................................................................15
References......................................................................................................................................17

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Introduction
An organization selected in order to evaluate the significance of the human resource for
measuring the individual’s performance (Ayers 2015). The selected organization is HSBC bank
and on the basis of this organization the importance of development of the employees can be
evaluated. The reason for choosing this organization is that HSBC is a well known name in the
banking industry (Ağan et al.2016). It is holding its position and the business successfully for
over the years (Bakhtina et al. 2015). Apart from that this banking organization is delivering the
services to the consumers maintaining the quality and the standards. After maintaining all these
things the organization is also expanding its business in the financial sector (Carvalho and
Chambel 2014). HSBC is the world’s 6th largest bank and the largest bank in Europe. Currently
the bank has 7500 offices around the world and its business is expanded over 87 countries.
Presently the banking organization is working on the four sectors- retail banking, private
banking, commercial banking and investment banking.
The main objective of this paper is to evaluate the importance of the human resource
management from the different perspective (Mittal and Dhar 2015). In order to do this the
primary focus in this discussion is on the development of the potential of the individuals in the
organization and the importance of the evaluation of the performance of the individuals. In order
to discuss these factors HSBC bank has been selected (Wu et al. 2017). The discussion will focus
on the human resource management of the HSBC bank for different projects and the
consequences of managing the human resource on the performance of the bank (Shields et al.
2015). From this discussion the factors those drive the organizations for the development of
skills and the performance of the individuals can be understood (Bakhtina et al. 2015). Apart

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from that the modification of the development in order to meet the expected outcome in the
organization can also be identified from this discussion.
Potential benefits to the HSBC of developing individuals in the workplace:
The development of individuals by the organization enhances the workforce in different ways.
Improvement of the workforce and productivity of organization through job satisfaction:
It can be assumed that not all the employees working in the organization is satisfied with
the job or the way of working. In this case, if an employee is not satisfied with his or her job the
performance of this respective employee will be affected (Ağan et al.2016). This indicates the
importance of the performance evaluation of the individuals. The job satisfaction is dependent on
various factors like the socio-economic condition of the respective employees, working culture
of the office, the type of job he or she is assigned to (Bakhtina et al. 2015). According to Nair,
Jayaram and Das (2015), it has been seen motivation plays an important part for the
enhancement of the performance of the employees.
Regarding the motivational factor Maslow’s hierarchy can be maintained. This hierarchy
can be on the employees of any organization (Sun, Ni and Lam 2015). The highest two factors
in this hierarchy are self esteem and self realization. Proper leadership quality can boost the self
esteem of the individuals. According to Munyon et al. (2015), the leadership quality and the
working environment is responsible for enhancing the motivational factors of the employees
(Ağan et al.2016). In case, if the employee is motivated and the working environment is
preferable, that respective employee will be motivated to do the work in a proper way. The job
satisfaction will eventually lead to the enhancement of the job performance which will cause the
benefit of the company in a larger picture.

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Benefits of providing training to the employees:
According to Mostafa, Gould‐Williams and Bottomley (2015), there are certain benefits
of giving proper training to the employees in the organization. The training to the individuals
will help to increase the potential regarding the work. Apart from that the employees in the
organization can apply the knowledge in more effective way leading to the innovation of the new
things and sometimes reducing the overhead cost for the company(Ağan et al.2016). According
to Noe et al.(2014), training to the individuals will help the organization to have the skilled
employees who the assets for the companies (Ağan et al.2016). Some cases it has been seen that
the trained employees are resigning from the organization for the better opportunity. This is not
desirable for the organization. In this case, some of the organizations put some terms and
conditions to the employees before the training process which is known as bond (Ağan et
al.2016). However, according to Bakhtina et al. (2015)., these type of approach should not be
followed as it decreases the flexibility for managing the human resource. The organization
should not hold back employees to enhance their career. However, the organizations can think
about becoming more employees friendly and maintain the proper working environment along
with the opportunities for the career growth. All these things will make the employees interested
to stay and work for the organization.
Benefits related to the organizational performance:
According to Mone and London (2018), the companies are also benefitted from the
training of the individuals. It has been seen that the knowledgeable employees can apply the
theories and application in more effective way (Ağan et al.2016). In this case, they are able to
provide the solutions to the problems in more effective manner. In this context the mention of the

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Google can be made. Google encourages it employees to gain knowledge in different areas and
domains of the technology and management (Cardy and Leonard 2014). This organization
permits the employees to spend the total 20% of working hour on the innovation of their own
(Ağan et al.2016). In this case, the organization also provides the necessary equipments for the
experiment and innovations. In this context it can be mentioned that the starting of the Gmail is
one of the result of this innovation.
From this it can be said that providing proper training and infrastructures to the
employees in the organization can be beneficial for the organization itself as it enhances the
overall potential of the company.
Managing an individual’s expectations in respect of personal development
While providing the personal development of the individuals through the training it is
required to be concerned that the training is meeting the personal expectations of the individuals.
The main objective of giving the training to the employees is to enhance their existing skills. In
this case, relevant training maintaining the domain of the workings of the individuals are needed
to be maintained (Anitha 2014). In some cases it has been seen that the employees are being
trained in different technology which are not included in the domain. This can be regarded as the
wastage of the resources and time for both the employees and the organizations as the
employees may not apply the knowledge in their domain application. In this case, the selection
of the employees to be trained and their respective field of application are needed to be
considered during the conduction of the training (Ağan et al.2016). Some off the factors are
needed to be maintained during the skill development of the individuals so that the expectations
of the employees can be met. These factors are-

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Defining the clear expectations and goals:
When the enterprise or an organization set the goals , the main responsibility of the
employees is to execute the goals. In order to do this the development of the skill is needed to be
maintained (Bakhtina et al. 2015. During the execution of the project, the entire project is not
done by the one employee (Ağan et al.2016). Rather the project is divided into parts or modules
and assigned to the different members of the team. In this case, while giving the training for the
execution of the project, each of the project team member is needed to be provided with the
proper goals and objective for the respective part.
In this case, a hierarchy can be maintained for the providing the proper training to the
individuals in the organization. In this case, the cascading diagram can be useful to denote the
goals for the individuals and the team (Sun, Ni and Lam 2015). The hierarchy helps in merging
the aim of the individuals and the team along with the organization and indicates the type of the
training can be given to the employees so that both individual’s and organizational goal can be
fulfilled at the same time. The at the bottom of the hierarchy the goal o the aim of the individuals
can be maintained (Ağan et al.2016). In this case, the individual employees will try to find out
the own interest through the training. In this case, the example of HSBC can be given (Boxall,
Hutchison and Wassenaar 2015). HSBC is one of the leading names among the banks that has
permitted the use of the digital technology for the innovation and improvement in the banking
sector. In order to handle the digital disruption in the banking system and the daily process, the
bank trains the employees to handle certain technologies (Marchington 2016). It has been seen
that the employees are interested to take the training for certain purpose (Bakhtina et al. 2015). It
can be said that the employees working in the financial system may not be interested learning the
technical things , however, this is important for them to handle the daily systems driven by the

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technology(Ağan et al.2016). In this case, the employees would be initially interested to take the
training for enhancing the chances for the promotions and skill development.
The second step from the bottom in the hierarchy is the aims and interest of the team. The
skill development of the individuals in a team will enhance the quality of the project. Apart from
that this will increase the competitiveness among different teams in the organization (Ağan et
al.2016). In this case, the main objective of the project team is to increase the productivity or
deliver a high quality project. In case of HSBC bank, there was a project which was concerned
about the implementation of ATM system in the developing countries (Camisón and Villar-
López 2014). In that case, the system implementation needed the collaboration of the both
technical and business teams (Sun, Ni and Lam 2015). In this case, the business team needed to
know some of the technical terms in order to understand the working of systems those are
being implemented. In this case, the bank had to provide a training sessions to the employees
(Ağan et al.2016). The main objective of the project team in this case is to implement the ATM
system in a proper that will serve the positive effect of the digital disruption.
The topmost stage of this hierarchy is the organization goal. The organizational goal is to
maintain the service and the goodwill of the organization. This can be achieved through the
projects and services the organization is providing to the consumers and the users. In the case of
HSBC bank the implementation of the ATM systems in the developing countries will help to
identify this bank in these countries are the pioneer of the digital disruption in the banking and
financial sectors (Ngacho and Das 2014). This will eventually enhance the goodwill and the
brand value of HSBC bank. The eagerness to achieve the success by the organization is driven
by the organizational competencies. In this case, the organizations will try to train the people so
that the outcome of the services can be superior compared to the other companies (Jundt, Shoss

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and Huang 2015). While implementation of the multiple ATM systems in the developing
countries the objective of the HSBC bank was ‘ attention to details” The reason for this objective
is that the first implementation of the ATM system can lead to technical fault in case if the
proper attention is not given to each of the details. After the compilation of the project, the
workings of the employees were evaluated (Ağan et al.2016). In this case, the attention
providing factor can become the parameters for evaluation of the performance of the workers in
the project.
Reward and Motivation:
In order to meet the individual’s expectations by the companies through the training,
acknowledgement of the achievement of the employees can be done by the organization. In some
cases, motivation and rewards can be beneficial for motivating the employees to meet the team
and the organizational goals. However, the goal of the tem is needed to be decided by the manger
or the team leader (Bakhtina et al. 2015). In this case the example of HSBC bank can be
provided. Generally it has been seen in the organizations that there is a system for the evaluation
of the performance of the employees (Deepa, Palaniswamy and Kuppusamy 2014). Based on the
evaluation the pay scale or the salary of the respective employee is increased. The appraisal of
the salary can become a motivational factor for the employees. In order to get the better hike in
the pay scale, the employees can work properly in order to achieve the organizational goal. In
order to maintain the focus of the employees regarding the organizational goals and keeping
them motivated HSBC has the facility to rate the skill of the individuals and provide the
increased salary based on the rating of the employees (Sun, Ni and Lam 2015). For the increased
salary the performance along with the behavior and the attitude of the employees are also
evaluated.

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Evaluation of development vehicles available to HSBC appropriate to the development
needs of the individual
In order to give proper training to the employees in the organization, certain tools and
techniques are needed to be present in the organization (Ağan et al.2016). With the help of the
proper training provided by the organization the employees can apply their newly gained
knowledge and enhance the performance of the system and overall objective of the organization.
HSBC thinks that the proper training can turn a mediocre employee into a good one. The
main aim of providing the training by the HSBC is to make the employees best at their work.
The training for the employees at HSBC bank follows some certain steps. At first the
identification for the need of the training is done (Shin and Konrad 2017). In this step, the
managers and the higher authority of the bank decides if training on certain thing is needed to be
occurred (Ibarraran et al. 2014). In case, if there is a need for the training, the identification of
the area for training is needed to be identified. Generally it has been seen that the training is
needed in case if the changes happens in the process or the functioning of the banking system
(Aryee et al. 2016). Presently, the use of internet is changing the process of doing business
(Jackson 2015). In this case, this bank is going to implement various technological advances for
both internal and external operations in the banking system. In both cases, the training is needed
for the employees.
The internal operation of the banking system denotes the systems operated by the bank
for the managing the inter-banking operations (Ağan et al.2016). This includes the managing of
the data and the information related to the users and the organization. The managing of the
system and the data can be done using the cloud computing technology (Sun, Ni and Lam 2015).
In order to handle the advanced technology the employees are needed to be trained so that they

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can handle the newly implemented system in the digital disruption (Ericsson 2014). The external
operation of the banking system includes the operation regarding retail banking system
(Bolander et al. 2015). This includes providing services to the consumers through online portal
and availability of the information to the consumers and fetching the information from the
consumers can be done electronically (Bakhtina et al. 2015). Apart from that the implementation
of the proper security and the system for the online transactions have been adopted by this bank
(Sun, Ni and Lam 2015). In order to maintain and handle all these things, proper training is
needed to be given to the consumers along with the employees of the bank.
The training can be given to the consumers through giving the written instructions on the
online portal sometimes proper assistance is provided by this banking organization.
Apart from the changes in the business the proper training is needed in the critical area of
the business. HSBC trains the employees where they have to deal with the critical data and
components for the processing of the business (Miron-Spektor and Beenen 2015). In this
organization the need of the training is compared with the other possible solutions in the
organizations (Sun, Ni and Lam 2015). In case if it s seen that certain implementation of the
system or policy can eliminate the need of training that particular policy is taken care of. In this
case, the organization tries to mitigate the overhead cost of the banking system.
HSBC operates in different sections and the fields of the financial industry. The vastness
of the business of HSBC creates many problems in the process of the business (Sun, Ni and Lam
2015). In some cases, providing proper training to the employees is not suitable. However, this
decision can be taken by the management of the organization.
Reviewing the system policy of the organization: