Human Resource Management Practices at Barclays Bank

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Human Resource Management
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Table of Contents
TASK 1(LO1)..................................................................................................................................4
TASK 2(LO2)..................................................................................................................................8
TASK 3 (LO3)...............................................................................................................................11
TASK4 (LO4)................................................................................................................................15
Conclusion.....................................................................................................................................19
Reference List................................................................................................................................20
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Introduction
Every Organisation has its own Human Resource Department, which assigns and controls the
employees and the organisational works and schedules. Therefore the Human Resource
Management is the managing of peoples which certain strategies and policies. The Policies,
strategies, discipline and decorum makes the company prompts professionalism and makes the
company gain advantage that is more competitive (Bratton and Gold, 2017).The HR Department
also looks after the efficiency of the employees in fulfilling the company goals and objectives.
This study has the motive of enunciation of the HR Department of the Barclays bank of Central
London (home.barclays, 2018). As the Human Resource Assistant, the detailed explanation will
be on the various constituents of the Human resource utilization in an organisation.
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TASK 1(LO1)
You are required to explain the purpose and scope of Human Resource Management in
terms of resourcing an organisation with talent and skills appropriate to fulfil business
objectives.
Introduction
The HRM Department deals with the controlling of the organisational functions and making the
organisation disciplined and decorum. The department also included in hiring new talents and
qualities of expertise to make the company gain more Efficiency and productiveness. The
discipline and decorum marks the employees do they work efficiently and behave ethically in the
workplace to make a much healthier environment. As the HR Assistant of the Barclays, there has
been an always a motivation to the employees engagement in every work and their opinions and
views were taken by the company to make the organisational activities more productive.
Functions of Human Resource Management
There are two departments in the Human Resource management. They are as follows:
Managerial Functions: The Managerial department includes subdivisions like
 Planning- The planning of the organisational activities by the correct application of
strategies to reach the desired goals and earn more revenues (Anderson and Dees, 2017). Organising- Organising falls under the decorum and discipline and distributing the tasks
among the employees according to their expertise so that they can extract more
productiveness and reach their goals and objectives in a desired time. Directing- The employees should be directed correctly and the way to bring more
efficiency
 Controlling the employee and the organisational activities- The analyzing of the goals
and objectives with the work done by the employees and the controlling can make them
understand the much more essential things to include being more productive. The
controlling also makes the employees excel in their field by rigorous hard work
Operative Functions – The Subdivisions of the Operative Functions includes
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 Recruiting or Hiring-The HR Department main work is to hire peoples and assign
employee in the work field according to the company-working domain (Moll, 2016).
 The description of Job- The description of the job to the employees and asking their
views and opinions to understand the interest of the employees on the particular domain Analysing employee performance- the analysis of the employee’s performance the
matching of the employee’s skills to the company expectation is necessary for the
company to bring productiveness. Therefore, it is an important task of the Human
Resource Department to see. Training of the employees-the training of the employees is very necessary to understand
the company working schedules and process. The lack of training can make the
employees confused and they cannot work productively. Wages/Incentives- The Human Resource department is responsible and capable of
deciding the wages and salaries. The Human Resource Department also manages the
salary distribution among the employees and solves the queries regarding the employee’s
salary and extra incentives (Jui, 2018). Workers Safety and Security- The facilitation of the employees are seen by the Human
Resource Department. The company for the satisfaction of the employees provides
numerous service and utilities. The HR Department solves the handling of all these
factors.
All these factors must be included in The Barclays Human Resource Department to make their
operations more high yielding to achieve competitive advantage.
Hard and Soft Models of Human Resource Department
The types of Human Resource Department are generally mentioned in two divisions they are soft
and hard. These two types of Human Resource are generally used in various fields, they are
different in their forms but are applied in the human resource department in case of humanitarian
or utilitarian principles, and they both provide essential contribution to make the HR Department
more fruitful and high yielding (Cordier, 2018). According to Colling’s and Wood 2018, the
effectiveness of the models of Soft and hard model is emphasised or understood after applying
them in the employees of the organisation and the results that come out by its application.
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Soft HRM is generally the understanding the movement of the employees like the behavioural
approach and understand their effectiveness of their work by their behavioural analysis. The Soft
HRM Deals with the talents and bringing out the best of the employees, the Soft HRM Utilises
the model of Mc Gregor’s X and Y Theory to understand its human characteristics and working
others behaviour they analyses the performance effectiveness. The Soft HRM is said to be the
most effective model to make the operation indulged in high commitment and work systematic
manner.
The Hard HRM is just the opposite of the Soft HRM as it is quantitative and calculative
approach. The Hard deals with the Strategic approach of the company and the achieving in the
goals in the desired time in the basis of calculations and strategy. The strategies ands policies of
the Hard HRM are chalked out according to the resource provided or available in the company.
The hard human resource department is attached with the Utilitarian approach and it is based and
relied on the “Strategic Fit “of the organisation (Jenkins and Williamson, 2015).
To explain the Internal and External Recruitment Processes to the HR Director there will be an
emphasizing of the advantages and the disadvantages of both the section methods.
Internal Recruitment (Advantages)
 The time is reduced and not much research is needed
 Much training is not needed in internal hiring as the employee knows the process of
working
 Less time and money consumption
 The employee relation and collaboration is strong in the Internal Recruitment
Internal Recruitment (Disadvantages)
 Disputes among internal employees
 The vacancy left by the internal employee to fill the second position leaves the previous
position vacant which lends to more problems and more process for hiring and recruiting
 There can be quality gap when internal employees are hired for new job roles and
responsibilities
External Recruitment (Advantages)
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 Increases resource for new talents
 New fresh expert talents and employees can be hired
 The growth and development of the company in much more productive way
 New ideas and objectives can be extracted by the new hiring and candidates (Bartlett et
al.,2016)
Internal Recruitment (Disadvantages)
 Hiring new talents involves much higher risk and can lack in productiveness later
 Time consumption (Jeong and Oh, 2017)
 Money is utilised a lot
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TASK 2(LO2)
Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation
In case of the effectiveness of the HRM practices as a junior assistant, there will be a description
of the Canary Wharf firm. The Canary Wharf Farm is borough situated in London and is one of
the main corporate buildings of the United Kingdom.
Benefits of HRM Practices on employer and the employee
Benefits of HRM Practices
Employer  There have been many complaints
regarding the Canary Wharf farm
because of the internet turbulence the
policies and strategies issued form the
HRM Department helped them to
overcome the lawsuit they were facing.
 Therefore, the HRM department makes
the employers keep strategies and
policies intact for the crisis to be
handled carefully.
 The HRM Department enunciates the
discipline and decorum and therefore
makes the operation more productive
and efficient
 The HRM department help the
organisation to keep the employees
disciplines and extract the best out of
them.
 Maintains Relationship among the
employers and the employees and
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among the employees (Guest, 2017)
Employees  Gives them chances regarding new
opportunities
 The HRM resolves disputes among the
higher authorities as well as the
employees
 Maintains the ethical environment of
the workplace
 Introduces the company Code of
Conducts and Ethical behaviour
policies to the employees and imposes
them to follow them every day in the
workplace
 The Training about the ethical
behaviour sand also, the training of the
new hired employees is also managed
by the Human Resource Department.
Table 1: The effectiveness of HRM Practices on employer and employee
(Source: Created by the learner)
Effectiveness of different HRM practices in raising organisational profit and productivity
The previous experience from my working in the Barclays Bank of London there was a
realisation of the necessity of the Learning, development and Training practices. Many
companies lack adequate training after hiring new candidates for the company. My experiences
has lead to the thoughts that lack of learning and training lead to less development and
motivation as the employees lack ideas of the work processes and style they have been working
on.
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The Learning, development and training practices in developing the organisation
productivity: In my training in the CIPD, the training and the learning practices were
concentrated mire to develop the motivation among the employees and make them capable to
work in the professional field with expertise. The CIPD also emphasized on the individualistic
approach to increase ones knowledge and making the employee and participants practice and
know the professional field. The correct training leads to less confusion about their work and the
confidence and productiveness to work more efficiently to achieve the goals and objectives
chalked out by the company. It increases corporate awareness and makes the employees
understand the business trends and the business strategies to apply in their tasks to make the
company thrive for the best position. The awareness and the confidence in the employees work
can bring the company immense productiveness which can lead to the development of the
employees career as well. The company therefore should look after the employee’s engagement
in the technological advances and therefore they can understand the employee’s capability to
cope up with the company goals and objectives (Maheshwari et al., 2017).
The Learning, development and training practices in developing the organisation in
earning maximum profit:
The hiring of the right employees to the company-working domain can bring on more profit to
the company and make the financial status of the company good. The L& D Department should
be more productive and along with that, the HR Department must have keen eyes for hiring the
expert employees for their company.
 The training of the employee will make the employees more confident and motivated
about their work (Sacher and Lal, 2017).
 Hiring well-trained and expert employees will make their work perfect without any
mistakes.
 The right training includes employee engagement and build up the relation of the higher
authorities along with the employees
 The training process makes the employee optimistic about the company, which can bring
profit, and productiveness as the main resource of any company is the employees.
 The HR Department should use Hard HRM approach to be calculative while training if
the employees so that they get the adequate ROI(Return of the Investment)
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TASK 3 (LO3)
Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation
Critical Evaluation of employee relation
‘Employee relations’ is a process through which companies acquire opportunities to manage
different relationship between employees and employers. According to Tietenberg and Lewis
(2016), organizations who have better programs regarding employee relationship has better
position in the contemporary business world and Barclays’ position in UK’s banking sector has
shown proper application regarding employee relation process in the workplace. Different
employee relations programs aim to mitigate certain issues in different contexts of UK business
processes. Employee relation programs are mainly parts of strategies taken by human resource
management in order to acquire a competitive advantage in the competitive market. Different
issues such as benefits and pay of employees balance in work and life and workplace health and
safety are monitored and managed by human resource managers (Epstein, 2018).
Systems Theory defines the importance of employee relation within an organization in order to
gain a competitive advantage. It is opined by Epstein (2018), system theory mentions
organization as a living organism, which is made up by different subsystems and employees, are
main components that help an organization to continue with progress. According to the theory,
employee relations include different aspects such as improving workplace environment is one of
the main processes to improve employee relations in a business environment.
Application of HRM practices regarding employee relations that influences external and
internal factors on decision making of an organization
There are different types of practices that are acquired by Human Resource management of
Barclays through which the company is achieving success in the contemporary competitive
banking sector in context of UK. These main practices are:
Communication
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