HSBC Bank: HRM Strategies, Employee Relations, and Practices

This report provides a comprehensive analysis of human resource management (HRM) practices within HSBC, a leading international financial institution. The report begins by defining HRM and its functions, including staffing, job analysis, and training and development, specifically in the context of resourcing and workforce planning. It evaluates various recruitment and selection methods, such as internal and external approaches, and their respective strengths and weaknesses. The report then explores the benefits of HRM practices for both employees and employers, examining aspects like training, flexible working options, and reward management. The effectiveness of these practices in raising productivity and profit is also discussed. Furthermore, the report delves into the significance of employee relations and employment legislation in influencing HRM decision-making. It critically examines employee relations management and the application of human resource management practices within the workplace, including their rationale and impact. The analysis covers various activities, including evaluations of strengths and weaknesses of approaches, critical analyses of recruitment and selection methods, and illustrations of HRM practices in a work-related context, offering insights into the strategic importance of HRM within a global financial organization.

Unit 3 - Human Resources
Management

Table of Contents
INTRODUCTION.....................................................................................................................................2
ACTIVITY 1..............................................................................................................................................2
Function and purpose of HRM, applicable to resourcing and workforce planning..................................2
Strengths & weaknesses of varied methods of selection and recruitment................................................3
HRM functions provide skills and talent to fulfil venture objectives.......................................................5
Evaluation of strengths & weakness of approaches.................................................................................5
Critical analysis based on a strength and weakness of recruitment & selection approaches....................5
ACTIVITY 2..............................................................................................................................................5
ACTIVITY 3..............................................................................................................................................8
Significance of employee relations to influence HRM decision making.................................................8
Key components of employment legislation and its impact upon decision making of HRM...................9
Evaluating aspects of employee relations management & employment legislation.................................9
Critically examine employee relations and application of human resource management practices.......10
ACTIVITY 4............................................................................................................................................10
Illustration base on application of HRM practices in context of work...................................................10
Rationale for application of particular HRM practices..........................................................................10
Critical analysis base one application of HRM acts and employee relations.........................................10
CONCLUSION........................................................................................................................................10
REFERENCES........................................................................................................................................12

INTRODUCTION
Human resource management can define as comprehensive and strategic approach that
use to manage individual and workplace environment as well as culture. It is one of the
organizational functions that effectively manages all problems or conflicts relate to staff within a
company. This term includes recruitment, compensation, selectin, safety, performance
management, employee motivation etc. which are beneficial acts for companies, in recent time.
The current assignment will be based on HSBS, which falls under category of leading British
international investment banks & financial services holding organizations in the world. This
study will explain purpose and functions of HRM, strengths and weakness of selection and
recruitment approaches and will also define effectiveness of these thing in regard to skills and
talent offering.
Furthermore, this assignment will justify benefits of HRM practices for employer &
employee and their usefulness in term of increasing profitability and productivity as well. It will
describe the importance of employee relation and elements of employment legislation and their
relation to HRM decision making. Moreover, this study will clarify application of human
resource management practices in work related context and rationale for this act.
ACTIVITY 1
Function and purpose of HRM, applicable to resourcing and workforce planning
Human resource management can define as distinctive method use for employment
management within an organization which seeks to achieve competitive benefit
(Narayanamoorthy and et.al., 2020).
Scope-
HRM scope is quite vast, indeed and wide, it includes all actions, practices and activities
begin from workforce planning till workers leaves the firms such as HSBC.
Purpose-
The main aim of human resource management within HSBC is to promote and protect
workers while at work, which is really very essential to do. They want to strengthen workforce
even better and increase productivity of chosen bank in effective manner.

Functions-
Staffing (Recruitment & selection)-
This function relates to resourcing term which allows human resource manager to select
and recruit skilled and talented people who are able to perform at HSBC workplace in productive
manner (Pahos and Galanaki, 2019). Staffing allow manager to hire experience employees within
chosen company.
Job analysis or design-
Along with above function, job analysis and designing is also relate to specific act of
human resource management and that is workforce planning (Ayandibu, and Kaseeram, 2020).
Under this function manager can conduct survey and obtain information about current and
further needs of employee relate to workers which enable HR manager to recruit new people
accordingly.
Training and development-
With this function HR manager could bring a lot of benefits for HSBC bank, in term of
building strong workforce who can provide appropriate information to customers about his or her
accounts, define loan related info and other services in effective and systematic manner
(Basharat, 2020).
Maintain company culture-
HRM function is to create and then maintain productive & positive culture within chosen
firm, which is essential and helpful in term of increasing staff productivity.
‘Hard and Soft’ HRM approaches-
Human resource manager can use Hard approach for resourcing and planning in HSBC
bank, through which they can concentrate on determining workforce needs and then hire new
staff. Soft method drives HRM attention and activities towards treating workers as an essential
and valuable resource.
Strengths & weaknesses of varied methods of selection and recruitment
Internal approaches-

It includes job promotions, internal advertisement at workplace, employee referral and
transfers as well, which allow manager to recruit person who have appropriate skills, knowledge
etc (Scott and et.al., 2019).
Strength-
The best thing about internal recruitment approach is that it helps saving time and money
which could be consumed by using external approaches.
Weakness-
Shortcoming of this approach is that it restricts manager in form of hiring new people
who are more talented and have experience relate to accounting, finance and other activities that
can conduct at HSBC.
External recruitment approaches-
Social media, company websites, on campus college recruiting and job advertising are
included in list of external approaches that human resource management could use to recruit new
people.
Strength-
All acts taken under this approach can give wide area to recruiter in term of hiring and
choosing new staff member.
Weakness-
Drawback of these sources is that it consumes a lot of efforts, time and money as well
which is not possible to provide for each frim like chosen one.
Selection methods-
In person interview, ability test, job rotation, cultural fit selection and Personality
describing tests are included in category of employee selection can utilize by human resource
manager within HSBC Company.
Strength-
Ability test and other forms of selection are beneficial for bank as it helps to select
workers who are familiar with current business and workplace environment and do not needs any
kind to training acts.

Weakness-
Shortcoming of these methods is that does not provide appropriate skills and talent to
HRM because few workers are able to work with abilities which he or she can use for specific
work or subject instead of conducting act as multitasking.
HRM functions provide skills and talent to fulfil venture objectives
As discussed above, human resource management conduct three different forms of
functions, which in return provide skills and talent to HSBC bank in order to fulfil their venture
goals & objectives (Yu and et.al., 2020). For example, recruitment and selection is one of the
best sources through HR manager and their team members hire and select people who are
applicable and suitable for different job positions.
Evaluation of strengths & weakness of approaches
It can be analyzed that internal and external approaches of recruitment and selection are
beneficial for HSBC bank as it has some similarities such as permit manager to build effective
team as opposite to ineffective one. While, it has certain dissimilarities in term of time
consuming act relate to external recruitment. It also needs money to advertise job and develop &
update social media accounts.
Critical analysis based on a strength and weakness of recruitment & selection approaches
From above discussion, it has been critically analyzed that selection and recruitment
approaches provide benefits to HRM and its organization in form of building strong and
productive workforce, who are able to perform each task or work in effective manner without
making major mistakes. On the other hand, it has identified that internal selection and
recruitment could not allow manager to choose and recruit person who is multitasker.
ACTIVITY 2
Benefits of HRM practices within HSBC for both employee and employer
Human resource
management practices and
their benefits
Benefits in context of
employees
Employers
Training and development HRM conduct different types
of practices at workplace
It benefit employer as well in
term of obtaining strong and

within HSBC bank which are
beneficial for workers, just
like current one (Bibi, Ahmad
and Majid, 2018). This
practice benefit staffs in term
of increasing and
development skills and
abilities.
productive workforces who
are capable to contribute in
competitive business
environment without resisting
for any change.
Flexible working options This practice allow workers
to accomplish his or her work
on time and spent rest of time
with family and friends which
is quite relaxing act they
could do (Sulaymonov,
2020).
It is beneficial for above
stakeholder in form of
retaining skilled and
experienced employees who
work productively and are
very focused on workplace
for completing each task on
time.
Reward and wage
management
Employees could gain benefit
of this practice by increasing
his or her motivational level
and productivity as well even
better than last few years or
months.
When employer rewards staff
for hard work, they allow
workers to feel highly valued
and more encourages, which
is really very essential in term
of increasing or improving
business performance.
Employee performance
monitoring & management
It benefits staffs’ member in
form of completing task on
time and overcome barriers to
communication and
collaboration. Furthermore,
through performance
management and monitoring
workers can clearly
It allows employer to take
right decision based on staff
performance in relate to
promotions, rewards and
incentives. They can obtain
desire outcome with people
who are conducting
appropriate work practices.

understand their
accountabilities.
Effectiveness of human resource management practices in context of raising productivity and
profit
Performance management, training & development, reward & payment management and
flexible working options are different types of human resource manager practices which they
could conduct or use within HSBC bank workplace in order to increase productivity and
profitability (Otoo, 2020). For instance, training and development is the excellent way through
which HRM can train all staff members and improve his or her abilities, develop new skills and
increase level of productivity which in return enable staff to deliver services on time and increase
profits margin of bank more than before. All above practices are effective for company in term
of maximizing profitability and performance of bank even better within banking sector.
Flexible working is one of the motivational sources and approaches that human resource
administration mostly used as it is effectiveness can identify when employees work productively
and provide right info and products to customers exactly what he or she wants, which turn into
increase consumer base and then profits of chosen organization (Singh, 2019).
With all above practices, human resource management can provide benefits to HSBC by
using other as well. For example, payment and reward administration is the key element that HR
manager can utilize to increase staff performance, motivational level and productivity which
make everyone able to give 100 percent in any task that directly impact performance of firm and
allow management to generate revenue after serving quality services and products like insurance,
financial services etc.
By managing performance of workers and monitoring their activities at workplace, HR
manager and its group members can identify where people are making mistakes which they can
solve by applying and implementing appropriate methods. It can solve issues and then improve
working practices of individual that can use to act in productive manner for increase sales.
Exploring several approaches use in HRM practices

Training and development is included in list of human resource practices that bring
benefits, on the other hand affect in negative manner in term of require amount or money for
making overall arrangements and purchasing resources such as advance technologies, invite
more experience trainer etc. For example, when HRM need to train people at workplace within
HSBC bank they can to hire more knowledgeable and skilled trainer for which appropriate
amount is require. Furthermore, flexible working is really a very good idea, but when an
emergency situation when employer needs their staff it would make a problem to get during
flexible schedule once in a week.
Critical evaluation base on application of HRM practices within HSBC
Along with benefits, all above human resource management practices are comprising
some drawbacks that impact overall productivity and performance of HSBC bank. For instance,
without developing and using appropriate methods, manager could not be able to manage
performance of staff, which is essential to do.
ACTIVITY 3
Significance of employee relations to influence HRM decision making
Employee relation term can refer to connection or relation shared among workers in
HSBC company. It creates a positive and productive environment at workplace which is really
very important to develop. Development of effective employee relation is actually very
important as it influence human resource management decision making in term of driving their
attention towards applying varied approaches and tactics that build strong bond between workers
and seniors or employers (Lasisi and et.al., 2020).
For instance, in order to make employee relation between both stakeholders even better
manager could use suitable and relevant strategies such as employee engagement in decision
making. It is one of the best ways that management could use to improve and enhance employee
engagement. This tactic is effective and important in term of creating positive employee relations
between employer and its staff members. By encouraging workers in respect to take part in
decision making act and sharing his or her point of view with seniors, management can obtain
desire results in term of motivating people and boosting their performance level even better. In
boost collaborative and communicative practices between both of them and allow staff feels as

well as experiences all positive aspects which is impossible to provide by any other brand.
Employee relations importance can define by conducting above act which can help to reduce
workforce conflicts, raise entire sales and productivity of bank and boost employees’ morale
which is really helpful in form of retaining staff for longer period of time. Effective and
collaborative relationship between management and its candidates is considering as key element
of business success and excellent progress within banking industry.
Key components of employment legislation and its impact upon decision making of HRM
Employee legislation term means all applicable and valuable laws relate to employment
including labor relations, employment standards, staff compensation, wages, benefit
entitlements, human rights, pay equity and others things that direct relate to workers who are
working within HSBC bank. There are different elements included in above concept that
influence or impact human resource management decision making act conduct in workplace of
chosen firm. It includes fair employment opportunities for everyone seeking specific job,
preventing workers from sexual and other forms of discrimination and working period
regulations such as fixing working hours for each staff members without making any differences
between them.
These components included in all laws that impact HRM decision making for instance,
Equality Act 2010 is one of the employment laws that put positive impact on human resource
management decision making in term of developing wages, rewards and incentives plan in fair
manner without conducting any ethical business practices such as making differences between
existing and new workers. Furthermore, far reaching effect of this act when human resource
manager can take right decision regarding current jobs and overall business is conversed in each
aspects.
Health and safety 1974 is another UK employment legislation that relate to workplace
safety of staff which is really very important for manager and employer to consider. It impacts
decision making in form of complying with less needs otherwise manager can be legally
penalized. When HRM do not make arrange at workplace in context of staff safety and
protection from several incidents that affect health, it could lead to create legal issues for them.

Evaluating aspects of employee relations management & employment legislation
From above analysis, it has been identifying that when human resources management
follow and conduct all its practices according to employment legislations such as Equality Act
2010 and health & safety act 1974, it can put positive impact on its decision making in term of
taking judgement to provide fair growth opportunities to each applicant either new or existing
one. On the other side, it impacts in negative manner when manager could not comply its
practices and policies according to above laws.
Critically examine employee relations and application of human resource management practices
Human resource manager and its department can effectively develop positive employee
relationship between seniors and staff members by developing and applying right tactic such as
encouraging staff to take part in decision making. Furthermore, above HR management practices
also impact in similar manner when it conducted at workplace without differentiation act or
behavior.
ACTIVITY 4
Illustration base on application of HRM practices in context of work
Job description
Job Title- Human resource manager
Role and responsibilities-
 The most important accountability of HR manager is to build and manage employee
relation at workplace within HSBC bank.
 Applicant is responsible for managing staff performance and increasing productivity
level by using approaches and conducting appropriate acts that comply with
employment legislation.
 His or her role is to assure that firm is legally compliant in all its employment practices
and activities.
Skills and knowledge-
 HR manager must have good communication skills and IT knowledge.
 Problem solving skills are requiring.
 Applicant must have understanding about employment laws and regulations.

Qualification and experience-
 MBA in HRM
 3 year experience
Person specification-
Job title- Human resource manager
Responsibilities-
 Employee is responsible for managing staff performance and business as well.
 Applicant is accountable for improving workers motivational level.
 Comply with employment legislation and laws.
Skills-
 Good communication skill
 Problem solving skills
 IT knowledge
 Employment legislation knowledge
 Management abilities
Experience-
 3 years
Education-
 MBA in HRM
Hobbies-
 Reading
 Swimming
 Horse riding
Rationale for application of particular HRM practices
The main reason for applying and implementing above four different human resource
management practices is that, HR manager wants to increase the performance and service level
of HSBC bank and its workers even better than other banks that are operating within similar
industry. For example, through training and development practice they want to increase ability of