HR Report: HR Function, Objectives, and Change at BCB Finance

This report provides a comprehensive overview of the HR function within BCB Finance, addressing key aspects such as organizational objectives, change management strategies, and HR practices. The introduction emphasizes the importance of the HR department in aligning employee standards, policies, and actions with the company's goals, particularly within the financial sector. The main body delves into how HR supports BCB's objectives, including workforce recruitment, policy adaptation, and the fostering of innovation. It examines change management theories, such as the Lewis change model, and discusses the role of HR professionals in maintaining ethical and professional standards. The report further explains the diverse ways HR objectives are delivered and how HR functions vary across different sectors and company sizes. It also evaluates how the HR function's contribution can be measured through various metrics and practices. The report highlights the importance of high-performance working and investment in human capital to achieve organizational success.

HR

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Organisational objectives...................................................................................................................3
1.1 Organisational objectives of BCB finance company....................................................................4
1.2 Managing change.........................................................................................................................5
1.3 HR professionals role into high professional, ethical and just manner.........................................6
2.1Different ways in which HR objectives can be delivered in company..........................................6
2.2 HR functions varies in different sectors and different sizes.........................................................7
3.1 Evaluation....................................................................................................................................7
4.1 HR practices................................................................................................................................8
4.2 High performance working..........................................................................................................8
CONCLUSION.....................................................................................................................................9
REFERENCES....................................................................................................................................10

INTRODUCTION
HR is considered to be one of the most important department within business of
company which keeps analysis of all employees working standards, policies framework and
also develops all actions onto which all employees shall be guided to develop their job role
and working patterns. BCB finance company is one of the high known bank which offers
various financial management services and provides various large sources of gaining high
effective functioning among all customers market share. Report explains various functions of
HR important to achieve company business objectives and to attain large profitability for
long effective change management, change procedural aspects and how business fundamental
are developing their specific functional parameters. The report brings forward hope HR role
is becoming one of the most advanced, important and highly challenging to keep strong
technical advancement among employees functional role where more emphasis is given on
developing strong innovative team who is adaptive to new changes and functionally active to
deliver large customer satisfaction services (Alkhazali, Aldabbagh and Abu-Rumman, 2019).
MAIN BODY
Organisational objectives
The various company objectives which HR department will be responsible to achieve
for delivering high effective benchmarks at BCB finance company can be understood by the
fact that the role of HR is highly correlated with various department functioning. HR has the
function to recruit and select best workforce for company who are active to deliver high
growth parameters to pertain long term goodwill among consumers and to bring large
synergy of innovation into funnel of company operations. HR policies need to be highly
adaptive and dynamic with various changes coming up within business scenario where
customers look up-to best paradigms of services and technically advanced paradigm onto
which they can get best financial management services. BCB works with the objective to
serve all clients with high management expertise and posses high effective talented team
which is working with high dynamics in all situations variably coming up in business world.
The HR department analyses the requirements and prerequisites of workforce , goals with
which company wants to develop team within all departments and onto what fundamentals
they look upon hiring employees. BCB objectives and Hr department work with high synergy
of correlation where the roles are synchronised to all parameters to achieve high effective
working targets. Larger vision proposition of company business scenario can be built with

high strong skilled effective team working with vision and to resourcefully skill them with
best paradigms to determine higher objectives completion. Organisation objectives to deliver
high quality standards among all services and to pertain large productive arenas are
functionally shared and collaborated all time with HR department whose function is to select
best expertise skilled workforce and train them to attain higher objectives (Antonacopoulou,
2016).
1.1 Organisational objectives of BCB finance company
HR delivers its objectives by bringing on various innovative policies and training
platforms to develop strong committed team workforce and also provide them with high
motivational work ethics for boosting up their morale. The HR objectives at BCB bank can
be understood with wide parameters of functional energy onto which all employees are
working where employees work with various paradigms for large effective working scenario.
However resources used within HR department are widely different within large and a small
company as operations and financial functioning are also developed into set horizons. For
example: Tesco which is one of the biggest retail company in UK industry has large
workforce of employees working among all stores and within various departments. Whereas
small enterprise such as Pure planet has limited short workforce comparatively, Hr objectives
are variably small and not strongly focused to attain higher profitability onto company sales
parameters (Barman and Das,., 2018). These factors explain how HR objectives are highly
different and technically differentiated within a small and big company whose resource to put
into training is also wide and variedly changing with the variable business scenarios and
technology availability. The HR delivers its objectives to overall development and higher
profitability factor where teams of employees are also directed to work onto the set
paradigms to develop strong efficiency for higher growth. This factor enables us to analyse
that HR policies within Big companies are functionally different with existing small
companies HR policies and business framework which is vastly changing with new
paradigms. HR delivers it functions with the objective to productively deliver high technical
advancement and to resource more productive factors onto which employees can be trained
with latest functional channels and relative services. HR role is vastly changing in the
dynamic business world where BBC finance also work towards more productive outputs and
generate high functional synergy onto which strong output can be generated.

1.2 Managing change
Effective change management is highly becoming one of the most crucial business
segment which is being recognised by HR executives and professionals within BCB finance
to be strongly implemented among teams of all employees to collectively develop strong
team workforce (de Zubielqui, Fryge and Jones, 2019). The dynamic changes coming up
into business scenario are focused to generate high profitability along with goodwill among
consumers market share which holds the biggest revenue collection opportunity on long term
basis. HR department at BCB bank has been highly responsive to bring in high evocative
changes and relatively develop strong business standards for higher growth perspectives and
train employees working within business to work with new changes and strong synergy of
optimism for gaining long term working development. Lewis change model is one the best
innovative change management theory where there are 3 phases which are unfreezing,
freezing and refreezing where management implies rational thinking with the various changes
which are occurring within business world. At unfreezing the management if focused to
remove old technology changes and unfunctioanl working patterns where relatively new
working synergy should be taught by leaders.
HR works with evaluation of new changes which needs to be built on among
marketing places and also to withdraw all old technique and restrictive working patterns
among people. At another step of freezing new changes, functional training period and varied
business steps which needs to be run onto to leverage the best synergy optimisation shall be
programmed to higher perspectives for higher growth factor. HR professionals and executives
at this step will develop new metrics and pertain the synergy of effective training for large
developed regularity and also to potentially motivate employees working within teams. The
refreezing step being the last and most important stage in business change management ius
focused to develop high developed working parameters where all new changes brought
within company shall be evaluated also to makes sure employees develop long term ability
to keep on working with the new skills learnt and also the synergy which is under procedures
Refreezing will be highly effective to keep on strong working parameters of efficiency for
long term working paradigms and also to program new synergy under force for training them
and developing new relative changes which needs to technically advanced (Hack-Polay,
Opute, and Rahman, 2020).

1.3 HR professionals role into high professional, ethical and just manner
HR professionals have the role to enable all employees functioning within company in
high professional , ethical and just manner which can be reinforced with complete innovation
and creativity among all forces within the HR policies. The business cases evaluates HR
professional, ethical and high just manner which needs rational and dynamic approaches
among working standards. The ethical situations which are working under business
development scenario by BCB finance bank determine all working steps and procedures,
where technical focus is balanced onto strong working force and employees motivational
standards are highly rational. The HR executives focus onto giving employees equal
opportunities at businesses by developing paradigms to keep them retained for longer
working frame, keeping the workforce highly advanced and functionally efficient to develop
strong business goals and to focus on developing stringent rational services. The employees
feedbacks and grievances should be listened by all HR team professionals to develop just
working hemisphere and also to functionally leverage the best synergy onwards which will
not only develop stringent business goals and also to develop higher commitment among all
team employees (Mariappanadar, 2019). The leaders should work forward to program out the
synergy onto which large ethical dynamic transformation among business is promoted onto
which it can be understood with the fact that just treatments to all employees should be
provided to keep their working parameters trained and also to program out synergy onto
which they can develop how working standards can be more technically advanced. BBC
bank HR executives and professors have the role to bring strong team which not only highly
responsive to various changes which may come with changing business scenario but is also
functionally focused towards relative synergy under which more growth can be focused and
better research matters used to explore better with all resources.
2.1Different ways in which HR objectives can be delivered in company
HR objectives at BCB finance to pertain on best working fundamentals within
workforce and develop new training sessions to bring higher evocative changes can be
focused by different ways:
 The HR professionals have role to keenly focus on new innovative business ways and to
leverage new standards of working targets to develop their performances, develop long term
synergy of marketing and reflectively bring high scale services within company goals.
Monitoring sessions by leaders will play an effective role to train employees further within

business services among employees and to rationally uplift new reflective strategies for
gaining higher proposed business value determinants.
 The HR professionals at BCB bank can reach HR objectives which needs to be delivered as
per the set targets by bringing on more advancement with developed business working
patterns, to pertain on new rational working resources which will also develop motivation
under their talents for gaining stronger business services and goodwill among customers.
2.2 HR functions varies in different sectors and different sizes
Hr functions are vividly developed and worked onto with varied business goals nad
sizes which are focused to bring on more rational working determinants, through which
higher scale productivity can be developed among employees skills. The smaller working
companies rationally look onto strategic goals within various sectors where employees are
trained, leveraged and rationally motivated to bring on stronger profits for technical
efficiency along with quested synergy onto the set paradigms of technical advancement. BCB
being one of the most used bank has wide operations under human capital where leaders
motivate and train employees for keen completion of set objectives and higher strengthened
business activities for gaining consumer goodwill worldwide.
3.1 Evaluation
The HR contribution in achieving all identified objectives can be measured by the fact
that company metrics are highly focused to keep on developing high ethical functional
channels and metrics which will enable the business to be sustained for higher hemispheres.
HR contribution and policies adopted by company are highly important and their impact can
be accessed by the way employees are working within the business scenario, the retaining
percentage among employees and also the various paradigms onto which their impact can be
analysed. The measures and metrics onto which other varied business segments are focused
can be technically developed by the fact that ethically it is more assessable and restorative to
keep on highly developing with the changing business scenario for long term effective
scenario (Mendy, 2018). HR contribution and force among all employees working standards
can also be looked upon how the various ethics are undertaken into business functioning ,
larger technology working hemispheres and also in restoring the various parameters to pertain
onto developed scenario for larger vision development. The image of BBC within consumer
segments and also within the industry is also an important metric which will enable to
evaluate various parameters and how HR is functioning its policies for overall development.
The more positivity in diversity among all operations by BBC bank, keenly programming HR

activities and in researching overall output of performance by employees is also an important
metric which will program out all avenues. The employees survey can be take to enable
detailed analysis of how various practices are working within HR department at BBC bank
and it will also enable to generate higher effective working performances metrics among
employees which will also promote HR roles done within company. Evaluation will generate
strong parameter of higher restored energy focused onto to keep functional strength strong
among all development zones and to generate strong synergy of working developments which
will not only keenly upgrade employees performance but overall goodwill of company on
world level.
4.1 HR practices
HR practices are highly responsive to bring overall development and building positive
organisation cultures within BBC bank as the HR department is highly responsive to bring
one new innovation and diversity within employees working standards and also to
productively develop working parameters. The larger vision is proposed to bring on creative
diversity among all employees and functionally implement new parameters of training to
keep them motivated for higher levels efficiency and for larger business objectives. The HR
practices play an important ground role into company business framework to generate higher
growth perspectives and to develop higher effective working energies which willwill enable
to keep employees motivated and satisfied. HR practises are highly governed to develop
overall working hemispheres among employees and the overall efficiency of company to gain
higher profitability and stronger goodwill energy. The more resources which are invested by
BBC bank to uplift training parameters and skilfully promote business goals to them to
develop strong synergy onto various patterns can be understood as one of the most important
role of HR teams. The overall company outcomes are highly presentable and focused towards
determinants which are focusing overall development of company business framework and
technical advancement within various scenarios. Employees are the real assets onto which
larger working strength is focused which should be pragmatically developed , vision and
trained to be highly reproductive onto various grounds (Pääkkö and Samuelsson, 2018
).
4.2 High performance working
The meaning of high performance working within the context of HR functioning and
department role can be understood by the way various high employment involvement
practices- self directed teams, quality circles and access to company information are

provided. High performance working is an innovative plethora of all human resource
practices where sophisticated, recruitment processes , performance appraisals , work redesign
and mentoring are the various parameters onto which large working paradigms by HR
executives are based upon . The BBC finance by bringing on HPW working analysis can be
understood by the fact that more financial output cam be generated by the determinants where
employees are the real strength of company for lager productivity. Human resources are
considered to be the real asset and big capital which works as one of the biggest factor to
develop various variants and productive strength of BBC bank for larger productivity and can
also factorise how rational synergy can be developed to technically built innovative working
plethora (Rashid and Ibrahim, 2018). Larger the productivity among employees more is the
advancement to produce higher growth fragments onto various arenas for technical
advancement. HR professionals play an active role to keep employees safely with high
developed infrastructure where all facilities are provided and also there is strong
advancement among all services which gathers determinants to develop business role on
larger working hemispheres. The human capital has wide impact on company business
scenario within all departments as they are the active face of band and is also one of the most
prominent figure to gain large customers segments for higher productive working strengths
and more restorative working parameters. BBC bank needs to promote high performance
working paradigms to generate high end working fundamental and to speed up the
development, training and motivation among employees working towards goals. The human
capital is not only one of the biggest strength and functional parameter to generate high end
reliable working outputs but yields highest generation of output onto various diameters.
CONCLUSION
The report can be concluded with the fact that there are various important aspects
under which role of HR fall into business development framework as employees cultivation,
keenly developing them for higher growth fundamentals are the various roles of Hr
department. The BBC bank is one of the most high attained goodwill bank under which HR
executives play an active toel to deploy all talented employees, keep them retained and
actively promote their skills to functionally leverage higher growth outputs. The report also
concludes vivid fundamental role of HR department to attain company objectives and to
program out synergy for best outcomes within the set time periods for strong working
scenario (Voegtlin and Greenwood, 2016).

REFERENCES
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