Analyzing HRM: Barclays Bank's Practices, Employee Relations, Laws

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Barclays Bank, a multinational investment bank headquartered in London. It examines the purpose and functions of HRM, including recruitment, selection, training, and performance management, highlighting the differences between best-fit and best-practice approaches, as well as hard and soft HRM strategies. The report evaluates the strengths and weaknesses of various recruitment and selection methods, such as internal and external approaches, job analysis, job descriptions, and psychometric tests. It also explores the benefits of different HRM practices for both employers and employees, focusing on pay, compensation, recruitment, training, and development. Furthermore, the report assesses the effectiveness of HRM practices in raising organizational profit and productivity, emphasizing recruitment and selection, training and development, performance management, and service quality enhancements. The importance of employee relations in influencing HRM decision-making is also analyzed, along with key elements of employment legislation and their impact on HRM. The report concludes by illustrating the application of HRM practices in a work-related context, providing a detailed overview of how Barclays Bank manages its human resources to achieve its goals and objectives. Desklib offers this assignment as a valuable resource for students studying HRM, providing insights into real-world applications and best practices.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1. Purpose and the functions of HRM.......................................................................................3
P2. Strengths and weaknesses of different approaches to recruitment and selection..................4
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................7
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................8
P6 Key elements of employment legislation and its impact upon HRM decision-making.........9
P7 illustrate the application of HRM practices in work related context, by using suitable
example......................................................................................................................................10
CONCLUSION..............................................................................................................................12

INTRODUCTION
Human resource management can be defined as the approach which can be used by
organization in order to manage employees so that goals and objectives can be achieved by firm.
It has been analysed that managing of human resource can assist firm in gaining competitive
advantage. Present report will lay emphasis on Barclays Bank which is a multinational
investment bank that has been headquartered in London, United Kingdom. Present report will lay
emphasis on the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization. It will explain strength and weakness of different approaches related
with recruitment and selection.
MAIN BODY
P1. Purpose and the functions of HRM
Define: Human resource management can be defined as the function related to hiring,
recruiting, training, motivation and compensation. It is function related to managing of human
resource.
Main functions of HRM
Recruitment and selection: One of the most important functions of HRM is to recruit
and select effective and highly trained staff. This will support Barclays bank in increasing their
productivity as well as operational efficiency (Dany and Torchy, 2017).
Training and development: This function will support Barclays bank in increasing the
skills and abilities of employees so that goals and objectives of firm can be achieved. This will
help them in gaining competitive advantage.
Performance management: This function can assist Barclays bank in managing
performance of employees by comparing it from the past performance. This will assist
employees in reducing the errors in their work. It will support them in growing.
Best Fit approach vs. the best practice approach
Best fit approach lays emphasis on the aspects that company is making use of Hr
strategies so that the company can be saved from the external environmental threats. It also takes
in account the need of employees working in firm. On the other hand best practice approach
emphasize on activities performed by HR department so that the competitive advantage can be
gained by firm.
Hard and soft approach of HRM.

In the Hard approach the company is been engaged in looking on workers as the
resources that needs to be controlled and forced so that day to day business activities can be
performed by them. On the other hand soft approach means that firm has adequate human
resources who are motivated and committed towards who can help them in growing and
achieving goals and objectives.
Workforce planning: It can be done by Barclays bank by analyzing the type of labor
market in which firm is conducting their business. It also includes implication of various laws
like health and safety act, 1974 so that employees can be provided with safe and secure
environment. This will assist them in reducing the employee turnover.
Impact that advances in technology
The advancing technology has huge impact on improvising the efficiency of HR
department. It has assisted them in recruiting better and trained staff which is really necessary for
them to increase productivity and operational efficiency of firm. Making use of advanced
technology has also reduced the workload of HR department which they have invested in other
productive activities.
P2. Strengths and weaknesses of different approaches to recruitment and selection.
Different approaches can be used by Barclays bank for recruiting and selecting the employees. It
includes the following:
Recruitment approaches:
Internal and external approaches: In the internal approach the employees are being
transferred and promoted from within the organization. In the external approach they are been
recruited from outside through agency or social media platforms (Holm and Haahr, 2018).
Method Strength Weakness
Job analysis The strength of job analysis is
that Barclays bank can have
direct job related information.
It enhances the hiring method.
It helps in analyzing the past
performance of employees.
It has been analyzed that this
method of recruitment is really
time consuming.
Job description This method can assist
Barclay’s banks in motivating
It has been analyzed that main
weakness of Job description is

employees perform to their
full potential. This will assist
them in growing.
that worker might not agree to
perform the other task which
has not been mentioned in the
jib description.
Person specification The main advantage of this
method is to analyze the
abilities and skills of
employees. It helps company
in hiring efficient staff
(Goldstein and et.al., 2017).
It can lead to biasness,
employers might have the
personal interest for selecting
the employee.
Selection approaches:
Method Strength Weakness
Interview This method of selection is
really effective. Barclays bank
can engaged in selecting
employee by face to face
interview or even on telephone
interview. In this company can
also build relationship with
employee while selecting
them. They can analyze the
skills and abilities of
employees.
This method is really time
consuming and can also be
expensive for the firm.
Arranging interviewing room
can be expensive.
Psychometric test This method can assist
Barclays bank in analyzing the
abilities, aptitude and skills of
employees. It is really reliable
method of selection. It is also
be easier for employer to
select through this
This method cannot analyze
the emotional aptitude of
employee. Result can only be
based on aptitude of workers.
The issues affecting successful induction and socialization of employees

Various issues can be faced by employer during the time of induction process. They
might not be provided with adequate resources so that proper induction program can be
conducted by them. This can reduce the motivation of employees to working in firm. It can
reduce operational efficiency. It has also been analyzed that employer can also face
communication issues while interacting with workers. They might not have proper analysis of
the needs and demands of employees who are going to join. This will reduce the confidence and
motivation level of employees. It can reduce their efficiency towards work.
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
HR practices Employer Employee
Pay and
compensation
management
This helps manager to have
development of job description which
set up different compensation level
which is based on hourly and salaried
position. This is helpful in making
appropriate communication with
employees regarding the
compensation issues.
The advancing technology has
huge impact on improvising the
efficiency of HR department. It
has assisted them in recruiting
better and trained staff which is
really necessary for them to
increase productivity and
operational efficiency of firm
Recruitment This help the employer which have
esuriency of qualified employees as
the manger is able to have their
identifications of open position.
Recruitment professionals also
administer pre-employment tests,
conduct background checks and make
employment offers to selected
candidates.
This function will support
Barclays bank in increasing the
skills and abilities so that goals
and objectives of firm can be
achieved. This will help them in
gaining competitive advantage.
Training and
development
This will be helpful for the employer
to to have the proper valuations work
expectations, monitoring employee
performance, helping employees
This helps the employee to have
new information which is
reinforcing the existing
knowledge along with learning

improve their performance, appraising
performance and rewarding good
performance.
the additional skills. This have
the coordination to have new
employee orientation which is
helpful grow accustomed to the
policies and practice of
company.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
Recruitments and selection – the major responsibility of the HR departments is to have
selective level of hiring which bring the organization by ending up to add specific values. The
HR departments tries to have the addition of exception people because they use to add more
values to the respective business tools. This practice in adding more values by bringing right
people as the key of building competitive advantages in the today’s digital world of technologies.
Training and development - the next HR practices have the statements that’s companies
should have clear level of investments in appropriates training times along with budget of
employees. The training can be related to the formal learning that’s is on job which have
increased level of focus of the feedbacks, coaching along with significant level of peer learning.
There is 70% for the challenging assignments, the next 20% for development relationship and
the last 10% is learning about their formal course of training.
Performance managements system – this practise has the have the major objectives to support
and have effective level of commitments which is majorly allocating the differential resources as
per the priority. In addition to that the mechanism have the ensuring of openness along with
system being the major level of competencies to have proper level of ensuring of the openness,
fairness along with objectivity of differentiated appraisal process.
Service quality enhancements - this is the one in which HR have the clear focus on culture
which is being reflected in differential programmes along with policies, procedure and practices.
This is helpful in encasing more level of productivity and the efficiency which is enhanced by
tasking staff more initiate n order to serve. There should be proper tracking of performances in
improvement which is mode of orientation along with public image enhanced.

P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making
Every individual in the company shares certain level of relationship with the respective fellow
workers as there human being are not machines. Ans isolated environments in the organization
provided a level of demotivation to an individual in order to be work around. So it is essential to
provide an healthy environments which makes the employees more comparable in order to wok
together as the single unit to achieve the organizational common goals.
Maintaining health level of relationship in a company is considered or be the prerequisite for the
organizational successes as the strong level of employee relations which have the requirements
of high productivity along with high level of human satisfaction.
On the other hand, employee relation is about the general level of dealing with various
issues which have risen in company along with being factor which is affecting the differentiated
work environment. In addition to that the strong level of employee relation will be helpful in and
dependable on healthy and safe work business environments which have the clear involvements
and proper commitment. In addition to that there is establishing of employee motivation along
with effective communication system in developing the organization in more effective way.
Making use of advanced technology has also reduced the workload of HR department which they
have invested in other productive activities.
Healthily employee relationship can lead to have there efficient and motivated and
productive employee which have no furthered leads in order to have increase in the sales level.
On the other hand, with signification of good employee relation make employee feel more
motivated over the positive identity to the greats full part pf the organization. Despite the
importance of strong and healthy employee relations, there are circumstances in the life of every
organization when employee and management relations are hampered.
Better level of employee relation when the employees to have behave in accepted norm
and behaviors which can be resulted in the more level of employee in disciplines which can be
such as their absenteeism, the more level of change in employee behaviors along with more level
of slow preferences and givenness. These all are negative impact as on other hand employee also
have clear acceptance in order to have providing of safe business environments along with fair
incentives, participation in decision making and increase in level of satisfaction.

P6 Key elements of employment legislation and its impact upon HRM decision-making
Employment legislation refers all laws related to employees and employers whose main
aim is to protect rights of workers and improve their relation with their employers (Barlow and
et.al., 2019). In the context of Barclays Bank, it can be said that banking sector can face several
problems if it does not follow all regulations. If it follows all legislation than it can accomplish
all goals and solves problems related to employees such as labour turnover, conflicts etc.
Equality act: It is one of the main laws which protect employees against discrimination
on the basis of age gender and other aspects. Discrimination is one of the main problems which
can create several problems for banks. If this bank discriminate their employees on the basis of
gender than it can decrease image and increase labour turnover rate. So, it can be said that by
implementing and following all rules of this law, bank can make their employees feel valued and
motivated by treating them in an equal manner.
Health and safety act: As per the act of health and safety all organizations, including
Barclays bank is responsible to provide safety to their workers at working environment.
Employees prefer to work for those organizations that have an effective and safe working
environment as it makes them feel safe and healthy (Hale and Booth, 2019). By following all
guidelines of this act, bank can solve problems related to employees. It can also attract wider
range of skilled workforce.
Data protection act: It is also considered one of the effective law which needs to be followed by
all banks including Barclays in order to improve image in the eyes of customers. Banks collects
several informations of their customers which include their name, all details, their address and
others. It is responsibility of banks to keep all informations and data of their customers’ safe and
secure. With the help of data protection act of 2018, Barclays can increase its image and protect
itself against lawsuit. As per this law, all customers have rights to find out that which data and
information’s their banks and organizations store about them. They also have access to all those
information’s (Carey, 2018).
Employment contract act: Employment contract act is an act of parliament of the UK
which introduced requirement to give reasonable notice before dismissal. As per this law there
are some rules which need to be followed by Barclays bank. As per this law, employees have
rights to have clear description and reason if employers dismiss them from an organization.

Without giving a clear and valid reason employer cannot dismiss employees otherwise they have
to face lawsuits.
So, from the above discussed all laws, it can be said that by following all laws like safety
and privacy of data of customers, providing safe working environment, Bank can improve their
decision-making process. It can also help them out in increasing retention rate and loyalty among
customers. It can also help them out in accomplishing their all goals and solving problems
related to employees which may occur such as conflicts, poor quality, poor productivity etc.
P7 illustrate the application of HRM practices in work related context, by using suitable
example.
Job description
It is mainly described about the abilities, skill and knowledge of employee within
organization. They are performed the significant task to handle entire business task. Therefore,
human resource has conducted the recruitment process to advertise job description of particular
job profile.
Profile : HR Assistant
Company: Barclay bank
Academic Qualification: Master in human resource management from reputation college or
university.
Skill and attribute
 An effective communication skill
 Leadership style
 Depth knowledge about human resource policies and procedures.
 Good interpersonal skill
Working Experience
 At least, it has require minimum three year experience as assistant human resource
manager.
Appearances
 Smart and good walking
 Agee between 24-36years.

CV
Professional profile:
I have three year experience but still have an abilities to handle any type business need. I am
hardworking and analyse the problem behind situation. These qualities always support for me to
develop growth rate of business in global world.
Other experience
 Worked as intern in financial company for 8 months.
IT Skill and knowledge
 SPSS
 Digital marketing
 Excel
 PowerPoint presentation
 Microsoft office
Personal interest
 Travelling
 Newspaper reading,
 Playing games
 Listening songs
Interview Questions
 Why should I hire you?
 What are significant roles and responsibilities of HR manager?
 What are strength and weakness of HR manager?
 How can HR manage the critical situation or condition within organization?
Job offer letter
23432 walter way
Green bally, 55242
20 March 2020
Dear katy,

I am glad to inform that I have been selected for position of Human resource in our organization.
I thoroughly review the details about qualification, skills and knowledge. I have discussed with
my manager regarding this, I look forwards CV for next level. As request you to please accept
offer letter for position of HRM.
As per discussed, your salary will be around 120000 with full range of benefits. Requested to
complete the formality which require before starting training.
Sincerely
Smith jones.
Assistant manager
Barclay bank
CONCLUSION
From above discussion, it concluded that human resource management in the organization
such as Barclay bank. It is the largest multinational company in UK which has great number of
employee whereas huge staff member needed to get manage overall business activities. HR
manager is responsible for managing and controlling overall business activities while helping in
the decision-making. Thus, necessary decision influenced the profitability as well as productivity
of organization.
It has summarised about the strength, weakness of different approaches to selection as well
as recruitment process. The primary purpose of HRM is to maintain workforce planning and also
resourcing the enterprise. Furthermore, it also evaluating the effectiveness of HRM practices in
context of organizational productivity while establishing the relation with other business of
decision-making. It also understand the importance of employee relation which has created the
strong bond between employees. In order to share important idea in the business development
decision-making. However, it can be identified the key elements of employment regulation
which directly impact on the human resource decision-making.

REFERENCES
Books and Journals
Goldstein, H.W. and et.al., 2017. The Wiley Blackwell handbook of the psychology of
recruitment, selection and employee retention. John Wiley & Sons.
Dany, F. and Torchy, V., 2017. Recruitment and selection in Europe Policies, practices and
methods 1. In Policy and practice in European human resource management (pp. 68-88).
Routledge.
Holm, A.B. and Haahr, L., 2018. e-Recruitment and selection. In e-HRM (pp. 172-195).
Routledge.
Barlow, P. and et.al., 2019. Employment relations and dismissal regulations: Does employment
legislation protect the health of workers?. Social Policy & Administration. 53(7).
pp.939-957.
Hale, A. and Booth, R., 2019. The safety professional in the UK: Development of a key player in
occupational health and safety. Safety science. 118. pp.76-87.
Carey, P., 2018. Data protection: a practical guide to UK and EU law. Oxford University Press,
Inc..
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Marchington, M and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.

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