Human Resource Management Report: BCB Finance Analysis

This report provides an in-depth analysis of the Human Resource Management (HRM) function at BCB Finance. It begins by identifying the key organizational objectives of the HR department, including maintaining work culture, ensuring compliance management, and driving performance management, and discusses how these objectives are evolving in the contemporary business environment. The report then explores different methods for delivering HR objectives, such as shared services, the HR business partnering model, and the three-legged model, and analyzes how the HR function varies across organizations of different sizes and sectors. Furthermore, the report examines major theories of effective change management, including Kotter's and Lewin's models, and assesses their applicability to BCB Finance. It also presents a business case for managing HR in a professional, ethical, and just manner. Finally, the report evaluates criteria for measuring the HR contribution to achieving organizational objectives and analyzes research linking HR practices to positive organizational results, with a focus on high-performance working and human capital's impact on organizational performance. The report concludes by summarizing the key findings and implications for BCB Finance.

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
1.1 Identification of organizational objectives that Human Resource Function is responsible
for and the way they are evolving in contemporary organization...............................................4
2.1 Different ways in which HR objectives can be delivered in organization............................5
2.2 Analysing how the HR function varies between organization in different sectors and of
different sizes...............................................................................................................................6
1.2 Major theories of effective change management...................................................................7
1.3 Business case for managing HR in professional, ethical and just manner............................8
3.1 Appropriate criteria for measuring the HR contribution for delivering the identified
objectives.....................................................................................................................................9
4.1 Evaluating the research linked to HR practice with positive organisational result.............10
4.2 High performance working and human capital and their impact over organisational
performance...............................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
The Human resource function of an organization refers to the management of employees
and workforce within an organization. This function involves recruitment and selection of
workforce, hiring them, implement training and development programmes within the company
on order to effectively manage the key resource of a company (Müller, Buliga, and Voigt,
2018). The present report is based on managing the HR at BCB Finance. The present report
discuss the major organizational objectives of HR function and how these help in evolution of
the contemporary environment. The different ways used by the HR function in order to deliver
its objectives in large scale companies as well as small scale companies. Moreover, the present
report will include theories for the purpose of implementing and managing the change within an
organization and lastly, will aim to evaluate the HR practices and the role of high performance
working and the human capital in enhancing the performance of an organization.
MAIN BODY
1.1 Identification of organizational objectives that Human Resource Function is responsible for
and the way they are evolving in contemporary organization
The three major organizational objectives of BCB Finance which the HR of the company is
responsible for delivering includes the following:
Maintaining the work culture
It is the responsibility of the HRM to make sure that the work culture within the
organization of healthy, safe and happy in order to encourage the employees in order to increase
their capacity and work towards achieving the organizational objectives. It is the duty of the
human resource management to determine if the environment of the organization is not good,
then take the necessary steps in order to provide the workforce with an environment that
promotes and enhances their productivity. The maintenance of a healthy work culture is among
the leading objectives of the HR department of the BCB Finance because, in order to retain the
workforce within the organization, it is essential for the company to make sure that the
employees feel comfortable at the workplace. This helps the organization in retaining the
existing employees with the company. The work culture within an organization is evolving as
now the employees have the opportunity to work from home.
Compliance Management

The human resource management function of the BCB Finance is helps in reaching their
organizational objectives by ensuring proper compliance of rules and regulations within the
organization (Sivathanu, and Pillai, 2018). The human resource management makes sure that the
organization knows about the relevant policies with respect to workforce employed and makes
sure that it is duly followed by them and thus, helps in reaching the set goals of the company.
It has been observed that the role of human resource management is constantly changing
and is evolving within the organizations. Currently, the Human Resource Management of an
organization has to carry out several functions and needs to take full accountability for the same.
Currently, within BCB Finance, the HRM needs to hire right employees in order to carry out the
business operations of the company, carry out the process of recruitment and selection of
workforce, determine the quality of performance of the employee and provide the employees
with training and development programmes in order to develop certain skills within themselves
and help the company in achieving its organizational goals. In order to make sure that the
organization is running efficiently, it is essential for the HR department of the BCB Finance to
ensure that each and every department within the organization and the employees which falls
under the category are complying with the rules and regulations of the organization. This is
specifically done to ensure the smooth functioning of the business.
Performance Management
Performance management is an important objective as well as function of the HR
department of the BCF Finance. It allows the management of the organization to keep a check on
the performance of the workforce within the company and guide them for further improvement.
Earlier, there was no option for the employees to provide feedbacks in the organizational context
to the manager but now the companies are evolving and they have been encouraging the concept
of performance management within the company.
2.1 Different ways in which HR objectives can be delivered in organization
The Human Resource Management of the BCB Finance helps the organization in
delivering the HR objectives in the following ways:
Shared Services
The Human Resource department is responsible for activities such as recruiting, talent
management, performance management, data analysis, payroll and management of the human

resource within the organization. According to this model, the human resource department
should make an administration within an enterprise which could process all of these activities
under one head. Similarly, it has been determined that the HR department of the BCB Finance
has a specific department which the HR department that helps the organization in achieving its
objectives by performing the following duties.
HR Business partnering model
According to the HR business Partnering model, the HR department of an organization is
not only responsible for performing payroll, benefits and employee relations. But the HR
department of the organization needs to carry out several other tasks within the organization in
order to ensure that the enterprise achieves its goals on time. Similarly, the BCB Finance also
implements the use of HR business partnering model The HR department of the company not
only focuses on the payroll, benefits, relations. Rather, it efficiently conducts the training and
development programmes, conducts the process of recruiting, selecting and hiring and make sure
that the organization reaches its objectives (Aust, I., Matthews, B. and Muller-Camen, 2020).
The HR business partners works closely with the managers, staff and other departments of the
company and helps in collaborating their efforts in order to increase the productivity and
efficiency of the workforce.
Three Legged Model
The BCB Finance implements the use of three legged model within the organization in
order integrate the several departments within the organization. The three legged model is used
by the organization for the purpose of achieving the organizational objectives by integrating
several technologies and functions within the enterprise.
2.2 Analysing how the HR function varies between organization in different sectors and of
different sizes
The human resource function varies within the organizations of different sizes on the
basis of the following:
Responsibilities
A small organization has less number of employees working within their organization.
Therefore, within small companies, the roles and responsibilities of the human resource

management increases. Due to the shortage of employees within a small company, there is a
possibility that the HR manager of the company might have to carry out the responsibilities of an
assistant manager along the responsibilities that comes with their own Title. On the contrary,
since large companies have more employees, the roles and responsibilities of the Human
Resource management decreases as they have other employees for carrying out other roles. The
less amount of burden improves their productivity and increases their efficiency.
Resources
The large organizations have huge amount of funds available with them in order to take
measures for the benefit of the company. But, the small organizations do not have such huge
resources as compared to the large companies. Therefore, the HRM of the large companies have
the opportunities as well as the available resources which can be used in order to train the
workforce by providing them innovative training and development programmes and thus,
increase the working efficiency of the employees (Wikhamn, 2019. ). However, due to shortage
of funds, the HRM of small organization cannot schedule training and development programmes
frequently as this increases the cost of the company. Therefore, it can be said that, due to the
availability of funds the large organization have better opportunities to grow and development
within the market.
1.2 Major theories of effective change management
Change management refer to the systematic approach that guides in managing with the
transition of the company’s goals and processes. Main purpose of this process is to execute the
strategies for efficient change and manage or encouraging the people to adapt the change. HR
department is responsible for managing the change at work place they encourage the employees
to adapt the change and move forward with aim to accomplish the organisational desired goals
and objectives (Musyoka and et.al 2020). With regards to BCB finance role of HR is also to
manage the change and control the cultural transformation within the company, as per the
company’s policy it is found that Employee engagement is the main concern for the HR
management and to closely manage the change so that their goals become achievable. According
to the Kotter change management theory which is further divided into different stages as to
develop the sense of urgency, develop the change team and form the strategic vision. It is found
that this stages helps in maintain the better work place environment that helps in promoting the
sharing of knowledge with the maximum interaction among team will encourage the individual

to adapt the change. Thus BCB finance can also proceed to implement this model for that they
required to communicate the vision with team so that it will make the employee to understand
and support the decision of organisation regarding transformation. Thus with the help of Kotter
model BCB will easily follow the roadmap for their change managers as every stage outlines
what things need to be consider in order to cooperate with the change project. In urgency stage
HR team of company can proceed to examine the opportunities that helps in effective
interventions, for forming stage HR team of BCB can begin to develop powerful change
coalition that helps in working as team. In developing stage, It is important to ensure that change
leaders are explaining and communicating the vision to team, within the short term wins rewards
the employees who performed better in meeting the targets.
On the basis of lewin’s change management theory (Roşca, 2020) it breaks down into the
further stages which are unfreeze, change and refreeze. Author said that in Unfreezing stage
organisation prepare all strategies according to the change requirement as to educate the
employees about change and make them to accept the decision. For the BCB finance HR role is
most important in this situation as they have to deal with each individual’s perception and to
encourage them to easily adapt the change without being experiencing distressful situation. It is
further said that in change stage where the transformation is implemented it is the crucial point
where HR needs to monitor the performance and to keep encourage employee to follow the
forward direction. Further in refreezing stage when the changes are completely embraced by the
employees then it is important to introduce this refreezing stage to help people for internalise the
change.
Thus lewin’s change model can be evaluated as company needs to develop the sense of
urgency and proceed to develop a dedicated team for change and create a vision statement then
communicate it with team members to discuss its importance as “why it is important to adapt
change” to be dedicated and persistent throughout the unfreeze, change and refreeze stage. To
know the success of change organisation can proceed to ask for the team member’s feedbacks,
also with employee satisfaction and survey result. As for evaluating the kotter’s change model
organisation can proceed to develop the sense of urgency in it and to construct the powerful
coalition and develop short term wins for employee motivation. And also to anchor the changes
within the organisational culture.

1.3 Business case for managing HR in professional, ethical and just manner
HR plays a vital role in company, for them it is important to operate in ethical and
professional manner. They must require to avoid unethical and unjust behaviour, as they have the
responsibility to maintain the brand image as well as retain the employee. It is their responsibility
to maintain the diversified and supportive workplace environment for the employees so it helps
in achieving the desirable organisational goals. As the consequences for unprofessionalism and
unethical behaviour is high as the company’s image is linked with its revenues. Thus for the
BCB finance it is important for their HR team to behave in a ethical or professional manner for
the better outcomes. Operating in professionalism means that HR managers must have to utilise
the better approach in their all functions means to not only recruit the best candidates but also
need to pay attentiveness to the promising applicants as considering the impact they might have
on organisational operations in future. For managing the professional behaviour, it is foremost
for the HR manager to implement the culture where effective and continuous communication can
be found with candidates as well as with experienced employee.
Ethical practices are also important it plays a vital role for company’s success, therefore it
is important to have diversified culture where the potential discrimination can be easily avoided.
For an example Triodos Bank performs all ethical codes of conduct thus they are considering as
the ethical organisation in UK, they utilise their finance power for supporting project which aims
to provide advantages to people and planet. To maintain the diversity HR team must need to
practice the ethical principle which helps them in avoiding the biases and they will easily focus
on creating a talent pool within company. For an instance unethical firm like ASDA retailer
which fails in meeting the CSR within their supply chain and operational work across the globe.
For the BCB finance team it is essential for the HR to ensure that none of the employees are
facing difficulties because of cultural differences. As ethical practices for company is not only
limited to employee’s wellbeing but it also efficient in gaining the better financial result for
business. Being just is another crucial aspect for HR functions that effects the organisation in
positive manner. Therefore, BCB finance also need to ensure that there is a equal behaviour is
served to each employee which also ensures their better retention with company. It is important
for BCB to follow the CIPD code of conducts where the rules are relying on four main principles
which is about professional competence, ethical policies and integrity, stewardship and
representatives for the profession which helps the firm in their ethical business performance.

3.1 Appropriate criteria for measuring the HR contribution for delivering the identified
objectives
HR team in organisation plays a most prominent role as they are responsible for developing the
strategies which concentrates on hiring and retaining the potential workforce as well as
overseeing the work which promotes the organisational growth. HR metrics can be an effective
option to measure the HR contribution as it helps in monitoring the human capital within
organisation which helps in analysing how efficient HR initiatives are, in this in covers the
turnover, advantage participation rate parameters. Tracking all such information helps
organisation to identify area for improvement and to figure out their HR strategy. In BCB
finance to measure the effectiveness of HR in delivering the performance management objectives
HR metrics KPI can be effective, as with this activity performance can easily measure and
simply gets improvised (Bratton and et.al 2021). Tracking individual behaviour KPI can also be
utilised for analysing the role of HR towards achieving the objective which is about Maintaining
the work culture, thus for BCB finance HR contribution can be measured from parameters which
are time to hire as it shows average number of total days in between the job role is posted and
when the applicant accepts the offer.
Employee value and performance is another KPI that helps in determining the HR
contribution for Compliance Management. As for the BCB finance their identified goal is to lay
out the better formulation of the HR policies, parameter for this metric to analyse the HR
contribution is to know the revenue per employee, as if employee proceed with follow of HR
policies than it ultimately increases the revenues. Thus it also helps in analysing the overall
employee performance. Therefore, with all these metrics or KPI HR contributions can easily be
analysed.
4.1 Evaluating the research linked to HR practice with positive organisational result
Dave Ulrich has introduced the strategic partner concept for the HR, it suggests that the
HR functions are making positive contribution towards the successful goal achievement of the
organisation. HR practices provides the immaterial satisfaction which in results gives the
positive impact over the organisational performance, it helps in shaping the work place culture
which cultivates the environment where team are more productive and leads to introduce

innovation through their creativity which helps in generating revenues for the firm. As Ulrich
stated that business partnering is not possible to execute without making a shift within the HR
organisation. In this the advantage is beyond the expectation that is more flexible for the
organisation ((Buyens, 2019). According the boxall and Purcell it is suggested that management
team must require to encompass the theories and practice of HR that helps in improvising the
organisational performance (Huo and Boxall, 2018). As Strategic human resource management
has been proposed by the Boxalle which signifies that HRM is the crucial to organisational
effectiveness, it suggests that the HR policies within the organisation is mainly formulated by the
contextual contingencies which involves the national and other sectoral factors. This Purcell’s
AMO model can be deployed within the firm as BCB requires to have the system for providing
the functioning of ability as to conduct the training programs for employees and for motivation
incentives and positive feedbacks can be used to encourage team in their work and to provide the
better environment which helps in creating the opportunity for the employees. Thus for the BCB
finance company it is important for them to have better HR policies that helps in deploying the
better and inclusive workplace culture that will ensure the workforce productivity as if there is
follow of HR policies then no such discrimination is found which overall help the organisation to
accomplish their desired goals and objectives (Zhang and et.al 2019). According to pfeffer
(1992) model which states that politics is the approach, actions from which potential power is
being utilised. Similarities among the Purcell AMO and Pfeffer 1992 model is that AMO
suggests for the motivation, training and better workplace environment for the employees, while
Pfeffer 1992 also suggested that firm requires to provide better workplace environment, safer
and secured hiring and working hours to employees. While differences are AMO is employee
central while Pfeffer 1992 is also supports the decentralisation of authorities to manage politics
within workplace.
4.2 High performance working and human capital and their impact over organisational
performance
High performance working is specific approach for managing the organisational objectives
that covers the better engagement of employees and commitment for acquiring the high level
performance (Fuenzalida and Riccucci, 2019). Human capital refers to the economic values of
the employee experience and knowledge, it involves the assets such as education, training,
intelligence and skills. It is found that human capital has the significant impact over the

organisational performance, skills and knowledge training for the employees helps in enhancing
the knowledge which often reflects in better and efficient work. Therefore, for the maximum and
high performance for the BCB company it is important for them to timely conduct the training
and development opportunities for the employee it will helps in streamlining their functionalities
which results in better revenues generation. High performance working within the firm positively
associates with the business’s growth rate, more importantly it creates the opportunities for
innovation for the businesses to acquire the largest market share also greater employee
satisfaction is seen overall increases the profitability. Human capital also impacts positively as it
indirectly affects the business practices and promotes the shaping of skills, attitudes of
employees where the collective information about the employee knowledge and skills helps in
identifying the organisational performance (Dastmalchian and et.al 2020). For an example NHS
represents the specific interesting environment due to attempts from national policies and
regulations. Where within the high performance working they have the different professional
groups who organise the training and development for the nurses so that they follow the advisory
and work accordingly. As per the human capital in NHS there is more emphasis on trainings for
the employees and to ensure their safety so that they treat the patient and support the treatment
process.
CONCLUSION
From the above report it is concluded that HRM plays a crucial role for the organisational
success, it helps in making the goal oriented work culture that helps in incorporating the desired
objective. Above report illustrated the description about organisational objectives that the HR is
responsible for delivering it, and also discuss the distinct ways that HR delivers the objective.
Further report discussed the theories that related to chance which highlighted the Lewin’s and
kotter’s change management model and also highlighted the professional, ethical and just
manner of HR. it finally concluded with the explanation of HR contribution towards objective
achievement and also cover the concept of human capital and high performance.