Comprehensive Report on HRM Practices at Barclays Bank

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on their application within Barclays Bank. It begins with an introduction to HRM, outlining its purpose and scope, and then delves into the key elements of recruitment and selection, exploring both internal and external approaches. The report examines the advantages of various HRM practices for both employers and employees, emphasizing the importance of employee relations and the impact of employment legislation on HR decision-making. It also covers performance appraisal, training and development, and the use of job specification documents. Furthermore, the report analyzes different methods used in HRM practices, including structured interviews, psychometric testing, and group exercises. It concludes by discussing the rationale and application of HRM practices in a work-related context to achieve organizational goals effectively. The report draws on various sources to support its analysis, providing a well-rounded perspective on the subject.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 purpose and scope of HRM...............................................................................................1
P2 Recruitment and selection approaches .............................................................................3
P3 Advantage of HRM practice for employer and employee................................................7
P4 Effectiveness of HRM Practice ........................................................................................8
M 3 and D2......................................................................................................................................9
Different methods used in HRM practices.............................................................................9
P5 Importance of employee relation ...................................................................................11
P6 Employment legislation and Human resources decision ................................................13
M 4.................................................................................................................................................14
Key aspect of employee relation management and employment legislation on decision making
..............................................................................................................................................14
P.7 Job specification documents...........................................................................................15
M 5.................................................................................................................................................17
Rationale application of HRM practices in work related context........................................17
D 3..................................................................................................................................................17
Employee relations and HRM practices that influence decision making......................................17
CONCLUSION..............................................................................................................................18
REFERENCES ...............................................................................................................................1

INTRODUCTION
Human resource management is an effective approach which aims at managing
prospective employees of the organization and make strategic plans to maximize employee
performance to achieve organisational goals and objective.
Barclays plc is a British banking financial service company which was founded on 17
November, 1690. The core business of Barclays plc is investment banking, personal banking,
corporate banking, financial services, wealth management and investment management(Lussier
and Hendon, 2017).
This study will highlight the main purpose and scope of the organization by retaining
prospective and skilled workers who work together to attain business objective.
This study also critically evaluates the key elements and practices of human resource
management which help increase operational efficiency and productivity of the organization.
Furthermore, it also highlights internal and external factors that influence the human
resource decision making. It also evaluates employment legislations which impact the working
of the organization and in strategic decision making (Morgeson, Brannick and Levine, 2019).
Lastly, it also includes human resource management practices in a work related context to
achieve organizational goals and objective effectively and efficiently.
P1 purpose and scope of HRM
Human resources' management is a formal system which solely responsible for
management of human capital in organization. Earlier Hrm purpose is limited to hire people only
but now time has been changed thus, HR manager now responsible to metal, physical and
financial well being of personnel. Following are the purpose and function of Barclays bank Hr
manager are given below:
Function of HRM
Fulfil staff requirement
HR managers are responsible to ensure right people on right time at right place. To
achieve that, they keep their eyes on vacant position in bank, define job and responsible,
recruitment, design interview and selection process, reference check etc. manager constantly
keeps communication with all department managers to know staff need. HR also ensures that HR
practices are followed by legal compliance or not (Noe and et.al., 2017).

Compensation
HR manager gather knowledge about pay scale currently prevailing in industry so that
fair payment can be offer to employees. They also comply law regarding employment and
workplace environment at federal, state and local level like The pension Act 2008, Equality Act
2010 and so on.
Benefits
HR manager also deigned benefit to attract new people and to retain existing employees
in bank. Manager collect, analyse the information to carried out best package for their employees
along with cost effectiveness to employer (Wood, 2018). Barclays bank gives health insurance,
retirement plan, family insurance and casualty benefit, maternity leave etc.
Performance Appraisal
HR manager design the dimensions and process of performance evaluation which is
conduct by bank periodically. Objective of performance review is to promote, demote and
terminate the poor performer. HR has to keep special care regards this because wrong and biased
assessment might arise legal action again firm(Paauwe and Boon, 2018).
Training And development
T&D programs are arranged by manager after analyze the individual training and
learning need. Employees become more competence to perform more complex job when their
skill, knowledge are properly nourished.
Purpose of HRM
 To make the best utilization of human capital of bank.
 To maintain employee motivation, morale, job satisfaction via best HRM practice.
 Maintain healthy relation between employee and employer.
 To adhere legal and ethical practice in bank premises.
 Encourage belonging and team spirit among personnel(Cascio, 2015).
M1
Recruitment and selection process helps bank manager to avail require competency in
people as manager clearly describe the skill, experience and knowledge for particular job
position. This render pool of skill people, from where manager chooses best for given job. Best
HRM policies and practice indirectly attract talent from market because everybody wants to
attach their name with successful organization which provides the best employee treatment for
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their people as well . Business objectives are not static in nature, they also change with time and
market position. Training and develop fill the gap between current skill and needed skilled to
achieve organization goal. For instance Bank wants to increase their account opening, for which
HR manager try to excel marketing skill of marketing team.
D1
Internal and external recruitment and selection are two approach use by manager to fill
any vacant position. Internal recruitment and selection is best for urgent hiring because manager
already have optimum knowledge but existing employees. But, internal hiring stops fresh talent
supply in bank. Also, it creates dysfunctional conflict. External hiring is time taking and costly
approach but it brings fresh outlook in Firm. For instance Barclays bank HR generally go
internal option for higher authority position as these people already know organization culture.
On the side external option are opted for operational level personnel(Wright, 2018).
P2 Recruitment and selection approaches
Recruitment and selection approaches comprises different method to reach the potential
employee and various method to select the best person for a job. Selection of suitable method is
depends upon time, cost, number of vacant position, nature of job, skill and ability expectation
and hiring policy of an organization (Chelladurai and Kerwin, 2018). Following are the
approaches uses by Barclays bank HR manager to attract and select people:
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External Recruitment
This approach lay emphases on hire people from outside the bank. External sources uses
by Barclays bank given below
Advertisement- It is the most conventional way to announce hiring requirement in newspaper,
trade journal, employment and educational magazines etc. all the needed skill are celery print
along with contact information. Bank now broadcast advertisement on electrical media like
educational website, social sites, employment site, phone massage and E- reminders etc.
Professional Associations
Employment Association work as pool between employer and would be employee. These
associations have information of candidate who seeks jobs. Bank manager can directly make
contact with these firm and choose the best applicant for them. It is best source to hire technical
and high level of personnel(HRM- Practices Employee-satisfaction-link-model, 2019).
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Illustration 1: Internal and external recruitment
(Meaning and Sources of Recruitment, 2019)

E- recruitment-
There are so many websites are available on internet which totally dedicated for
job purpose, manager just has to put all the detail regarding along with payment to circulate
notification among target candidate. Candidate also makes their personal account on these side,
which is also visible to employer, so that can direct contact to best fit one.
Campus selections and employment fairs
Bank also have ties with universities, collage and higher schools, where test is taken to
measure basic skill and knowledge only . Further, selection process is done at bank premises.
Advantage of external hiring
 Bring fresh talent in firm.
 No scope of biasness, favoritism and partiality.
 Render large pool of candidates, so chances of right selections is increased (Brewster,
Chung and Sparrow, 2016).
Limitation of external hiring
 Create insecurity among existing employees.
 Expensive and time taking approach.
 Organization has to bear cost of Training of novice as well.
Internal Recruitment
Promotion and transfer
It is just type of job rotation and upward movement of existing personnel to fill
unoccupied position. Transfer generally means change the geographical position of employee
and promotion states, put a person on more responsible position. These methods are best to suit
for higher management recruitment(Sanders and Yang, 2016).
Former and Retired employee-
Manager also rehire the former employee who left job on temporary basis. And, retired
employee who already completed his tenure (Brewster and et.al., 2016). Manager opts this
option for very much experienced job position.
Internal Advertisement
Here, Manger put the advertisement on bank notice board, internal Email and internal
newsletter.
Advantage of internal recruitment
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 Boost morale, motivation and engagement of existing employee as they have help to get
promote
 Internal people takes less time to settle down in organization environment.
 There is less requirement of paper work and feed individual information again.
Limitation
 Eventually firm will have no fresh and diverse talent.
 Create animosity among existing people (Azmi and Mushtaq, 2015).
 Manager has to hire some else to fill the gap, arise due to promotion and transfer.
Selection approaches
Structured interview
Candidates are interviewed by panel of expert who have ready questionnaire with them.
Candidates are supposed to answer of question asked by interviewer on given time. This
approach enable manager to analyses individual behaviour by body language as well. But, there
are high chances of wrong interpretation about interviewee because of halo effect.
ADVANTAGES:
11 Questionnaire are designed in structured manner to get accurate information.11 This method helps in reaching out large number of candidates (Kavanagh and Johnson,
2017).11 Structured method provides more detailed job related questionnaire which includes all
key questions which are to be answered by candidate.11 This method is easy and effective in evaluating and analysing prospective candidates for
the job who has desired skill and knowledge to perform task effectively.
DISADVANTAGES:
1) This method limits the assessment of the candidate in terms of personality and individual
qualification and experience.
2) This method do not have close collaboration with the candidates and HRM which makes
it difficult for the candidate to understand the question which leads to wrong
interpretation and evaluation.
3) This method makes it difficult to obtain all reliable data regarding skills, persona and
confidence(Wood, 2018).
Psychometric testing-
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Here, applicant being judged upon their mental, Clerical, Sensory, Verbal and general
intelligence. It clears all the possibility of unconscious bias. But, momentum fatigue can hurt the
result of test.
ADVANTAGES: This method is cheap and easy to apply. This method of selection helps in
accurate evaluation of candidates skills and personality which best suits the role. This method is
cost efficient.
DISADVANTAGES: This method may not always show accurate results and candidate might
answer questions dishonestly. This method do not evaluate high level of potential skills of
candidates.
Group exercise
Some role play activity or group discussion are arranged by employer to know
communication and interpersonal of candidate. But here also manager might select wrong
personnel as intro ward has more ability for job but they are not able to express (Waddock and
Bodwell, 2017).
ADVANTAGES: This method helps build motivation among employees which helps build
personality and skills of individuals. It brings out more productive and reliable results which help
achieve organizational goals.
DISADVANTAGES: This method leads to unequal participation and conflict among group
members which lowers their productivity at workplace. This also leads to time consuming
decision making process.
P3 Advantage of HRM practice for employer and employee
Human resource practices are strategical step taken by HR department to stimulates
voluntary actions of employee in behalf of organization. For instance- Bank manager render
personalized training to marketing individuals on the basis their learning need. Employees who
receive customized training are able to imply their individual learning and enriched capacity in
daily work environment. Manager makes these practice and policies aligned with organization
vision, mission and objectives(López‐Cotarelo, 2018). Concept can be more understand with
another example as- favorable working condition affected the motivation of employee.
Reasonable working hour render job satisfaction to employee by maintain their work- life
balance too, in such favorable working condition employee gives their best as they feel taken
care by organization.
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Bank also send their personnel to foreign tours to facilitate them external economic
exposure , so that their carrier can grow, without change the job. Here, employee also feels more
attached as their growth also assured by bank. Here are some benefit of HRM practice for both
employee and employer:
To employer
Training and development help in lower the error, accidents and mistakes done by
personnel. This also helps in better relation with customer and peer group. Like marketing team
now received training on communication skills, now they feel more confident to have
conversation with their clients. HRM employee turn over ratio will decrease as practice like
reward and compensation boost the motivation and job satisfaction in them. Managers also allow
staff to take participate in major decision making, where they acquire ground level information
and suggestion from sub-ordinates. Employee engagement will enhance because of fair reward
and compensation policies. Manager gets work done on time as teams have access to all
necessary information. Interpersonal conflict and confusion regarding job also eliminate with
intreged information. Happy and satisfied employee uses their individual learning for bank,
which can be seen as innovation. In short it can be conclude that HRM practice help in
competitor advantage, budgetary control, increase market share, improved reputation. Also,
manager do not have to observer employee activities on daily basis.
Benefit To employee
Employees performance get improved when they received training on their lacking area.
Fair compensation and reward system enhance their confidence, motivation, morale and trust on
company. HRM practice reduces their tension regarding job opportunity because their skills
continuously updated by their employer so that they can adapt any change in less time. Legal
compliance for employee and workplace plays role of safeguard for their right. Subordinate now
can concentrate more on their work as they do not have kind of fear about anything. Personnel
get to know to areas on which they need to focus more for improvement.
P4 Effectiveness of HRM Practice
HRM practices definitely contributes in organization product and productivity because it
deals in management of human capital. Employees attitude, performance, mindset, willingness
and engagement impact the productive on large basis. Right hiring which can be consider as first
HRM practice in favor of employer and employee, also help manager to maximize profit. For
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instance Barclays bank want to recruitment new marketing manager but HR fail to define role
and responsibility of marketing manager in their bank context(Bratton and Gold, 2017). In such
case, there is high chance of wrong pool of candidate, from which they have to select one. Wrong
person at wrong position increase the training burden for bank.
One fit size training also do not render as efficient result as personalized training is.
Customized training remove the obstacle from employee path and help them to work without
stress. Like market team people who are responsible for marketing research do not know much
about tools and techniques uses for marketing research purpose, in this condition bank manager
unable to acquire right and accurate information on time. Marketing manager communicate this
to HR manager, and they decided to give training about marketing research techniques and
software only. Now marketing leader successfully received require information and develop
banking product as per these information. These all example shows how HRM practices enable
to trigger prompt corrective action in staff members. But HRM practices also have some
limitation like- human behavior is hard to predict and manage,HRM practices turn into disaster
when employee receive the advantage of these and leave organization soon(Meaning and
Sources of Recruitment, 2019).
M 3 and D2
Different methods used in HRM practices
1) Recruitment and selection: Recruitment is the process of identifying job vacancy and
attracting large number of candidates to apply for a job in the best cost effective manner.
Selection is the process of selecting prospective candidates for the job who has desired
skills and knowledge to perform the task effectively and efficiently.
2) Training and development: This practice improves skills, concepts, knowledge and
performance of individual which will help company achieve organizational goals and
objectives.
3) Performance appraisal: This practice helps human resource management team to
appraise employees for their work (George and et.al., 2016). HRM reward employees by
giving them bonus, incentives, promotion, transfer, salary increment which will help
build confidence and retain prospective candidates which will increase operational
efficiency and productivity of organization(Salas-Vallina and Fernandez, 2017).
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4) Maintaining work-life balance: HRM aims at maintaining positive workforce
environment which reduces stress at work and increases productivity of organization.
Example: Implementation of new software application in Barclays plc helps them to improve
operational efficiency and productivity which shifts HRM focus on recruiting and selecting those
candidates which have desired knowledge and capability to use that software. Employees of the
organization will be given effective training about how to use the software and develop personal
skills of individual. Effective use of software at work helps individual achieve goals in more
timely manner which will eventually increase their incentives and helps in work-life balance
(Amuna and et.al., 2017).
.
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