Human Resource Management Report: HSBC Bank Plc Analysis Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within HSBC Bank Plc. It begins with an introduction to HRM, defining its core functions and purpose, particularly within the context of workforce planning and employee resourcing. The report then d...Read More

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions about HRM which are applied in context to workforce planning and
resourcing.....................................................................................................................................1
P2. Approaches to recruitment and selection...............................................................................2
TASK 2............................................................................................................................................3
P3. Benefits of different HRM practices for both the employer and employee..........................3
P4. Effectiveness of HRM practices in terms of raising organisational profit and productivity 4
TASK 3............................................................................................................................................5
P5. Analyse the employee relations in respect to influencing HRM decision-making..............5
P6. Identify the key elements of employment legislation and the impact of HRM decision-
making..........................................................................................................................................5
TASK 4............................................................................................................................................6
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples. ....................................................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES ...............................................................................................................................9

INTRODUCTION
Human resource management is said to be recruiting and selecting of employees,
evaluation of employee performance and it manages the people to reach a better performance
(Brewster and Hegewisch, eds. 2017). For enterprise, HSBC Bank Plc is a multinational
company that provides a financial and banking services. It offers like loans, investments and
insurance services, online banking services and serves their services to different markets. There
are around 40000 people work in UK and it was founded in 1865.
The report covers some purposes and scope related to human resource management. It
also includes key elements of human resource, factors affecting and various practices are applied
in this organisation.
TASK 1
P1. Purpose and functions about HRM which are applied in context to workforce planning and
resourcing
Overview of company:
HSBC Bank Plc gives various financial services like online banking facility, loans,
insurance services, deposit money etc. The mission statement are they provide a wide range of
services to the customers which includes personal banking services, online banking. There are
40000 people around in UK and it constituted by 3rd march 1865. The objectives are to create a
better growth and helping for those people who accomplish their expectations.
HRM:
The concept of human resource management is all about hiring and selection of
employees and its a activity to deal all people in firm to attain better performance. In case of
HSBC Bank Plc, HRM works in bank is to recruit and select people, check the employee
performance and maintain record of employees.
Purpose of HRM for planning workforce and employee resourcing:
 Compensation: According to this purpose, it is all about employee money that accepted
by providing several services to his employer (Brewster and et.al 2016). It helps
management to inspire employees work and better effectiveness of entity. With context
of HSBC Bank Plc, it shows the employee income in respect of workforce planning to
sort of wages and welfare and to achieve its objectives of firm.

 Employee Benefits Program: In this purpose of HRM, organisational members analyse
the information to acquire a better benefits which provide satisfactory amount for
workers. With context of HSBC Bank Plc, Several benefits are included like health
issues, retirement plan and many more.
Functions of HRM within planning workforce and employee resources:
 Employee Hiring and Selection: In this function, HRM involve in this process to
searching those people who are suitable and potential candidates for this job position.
With context of HSBC Bank Plc, HRM helps to hiring and recruiting of candidates and
evaluate the employee performance to achieve goals and objectives of the entity.
 Performance Evaluation: In this function involves to appraise employee performance
and skills for their job requirements (Cleaver, 2017). In case of HSBC Bank Plc, it helps
to make decision making in respect of workforce planning, employee promotions,
transfers, motivations, resourcing and many more.
P2. Approaches to recruitment and selection
Recruitment
The concept of recruitment is to hiring the potential candidates for a specific job
responsibilites. In HSBC bank holding consists of various approaches are as under:
Internal Approach: According to this approach, internal recruitment defines hiring
potential candidates within the firm. With context of HSBC Bank Plc, managers uses various
aproaches in internal recruitment are promotions, transfers and many more. Strength of internal
approach are reduces time duration, change employee conflict, rigid appreciation and many
more. Weakness of internal approach are restricted internal resources, limited quality.
External Approach: In this approach defines where a firm recruit and select right people
outside the enterprise (DeCenzo, Robbins and Verhulst, 2016). In case of HSBC Bank Plc,
managers uses several approaches of external recruitment are workers recommendations, entity
website, business transactions, campus position. Strength of external approach are best superior
candidates, better rivarly, enhanced transition rate and many more. Weakness of external
approach are risk is high, time overwhelming, narrow understanding about the firm, interior
conflict with present workers.

Selection:
The concept of selection defines to select the right candidates who is appropriate for
empty position in the firm. In HSBC Bank Plc, consists of several approaches are as following:
Presentations: According to this approach, presentation can be prepared in early as
evaluating the individual thought in component of assesing their presentation. With context of
HSBC Bank Plc, managers uses presentations approach to test the employee capabilites and
presentations skills. Strength of presentations approach are analysing skills of people in group
and identifying confidence level of candidate. Weakness of presentations are arrangement of
quality wasted, renew planning and formulation.
Group Exercises: In this approach, it is said to be a small group of candidates pursuing a
question posed by associate of a entity recruitment team (Delery and Roumpi, 2017). In case of
HSBC Bank Plc, managers uses group exercise approach to test each and every candidates
knowledge and communication skills. Strength of this approach are more motivation, better
training. Weakness of group exercise are speaking infront of unit, lack of privacy and many
more.
TASK 2
P3. Benefits of different HRM practices for both the employer and employee
HRM Practices
The concept of HRM practices defines policies and procedures of the entity that
influences attitude and performance of employee. In HSBC Bank Plc, various HR practices are
as follows:
Performance Management: According to this practices, it evaluate performance of
employee and appraise their knowledge, skills. With context of HSBC Bank Plc, it ensures that
firm resources are properly used to achieve organisations goals and objectives.
Benefit of employee: Performance management benefits employees of by HSBC Bank
Plc, clearing up expectations of employees, self appraisal possibility, contributed developed
performance, clearly defines progress paths and encourage job satisfaction.
Benefit to employer: Performance management benefits employers of by HSBC Bank
Plc, analysing and Preparation of needs, moral and ownership as well as developing uniformity.
Reward Management: The Achievement and welfare accepted by employees for their job

operation in an entity. Rewards consider of approval, difficult work, avenues for development &
improvement. In case of HSBC Bank Plc, several reasons are agreed to influence their reward
systems such as employee job effort, attendance and employee decisions related to organisation,
in state to motivate employeeand many more.
Benefit to employee: Reward management benefits employess of by HSBC Bank Plc are
improving execution of practice system, job gratification and provides long term employment
advantage.
Benefit to employer: Reward management benefits employers of HSBC Bank Plc are
more income are increased they contribute firm's culture, bring to employee welfare.
P4. Effectiveness of HRM practices in terms of raising organisational profit and productivity
Various organisations used their HRM Practices in state of identifying employee
effectiveness in terms of profitability and productivity in context of HSBC Bank Plc are as
mentioned below:
Performance Management: It is all about concentration on employee performance
where managers can make environment to both employee and employers (Kavanagh and
Johnson, eds. 2020). In case of HSBC Bank Plc, managers used various tools and techniques
because of improve their current performance of employee and taking the employee of desired
level. it also gain employee conflict to provide them chance to take control their personal goals
and develop their personality and on a regular basis they provide a feedback that shows more
productivity and profitability with worker effectively.
Reward Management: It is all about the more focus on work, more rewards and
achievements are there. Employers can use several kind of bonuses or reward in terms of their
increasing productivity and profitability and main thing is to motivate their employee based on
work performance. Within HSBC Bank Plc, managers used various tools and techniques for
reward system and improve the work performance of employee. it help employee feel very
motivated to their work and it will enhanced the productivity. Firms pay incentives in the form of
bonus, vouchers, overtime work etc.

TASK 3
P5. Analyse the employee relations in respect to influencing HRM decision-making.
Employee Relations
According to this employee relations, it can create a positive relation between employees
and managers. It is essential for the workers because good relations of employee give a loyalty to
company. In an organisation, it is very important for firm because if employee and managers
realtions are great they can more focus on work, firms are also satisfied for their employee work
and increased productivity. Key importance of employee relations that can impact of HRM
decision making are as under:
Increased Productivity: In this, Productivity increases because of positive relationships
of employees and managers. If they have a good relation to their managers, more successful of
employees are and firm can create more revenue (Kavanagh and Johnson, eds. 2020). Within
HSBC Bank Plc, When an employee feels happy with you, they will definitely give their best for
entity and they accomplished a task over a specific period of time. They have participated in
decision making that shows the trust between managers and employees.
Managing Workplace Conflicts: In this, Conflicts involved when managers and
employees realtions are not so good. Employee assurance gets stronger when both relations are
good they don't argue and work towards a ordinary goal. In case of HSBC Bank Plc, sometimes
they have miscommunication that will impact the productivity and profitability, modification in
turnover, work interruptions and many more things can create a conflicts.
P6. Identify the key elements of employment legislation and the impact of HRM decision-
making.
Employment Legislations
The concept of employment legislation defined as all the laws and regulations related to
the employment standards, compensation of employees, wages and working hours. In an entity,
it can create positive effort to worker relation and gains employee trust, as well as they can
imposes extra costs to the firm because firm's spend their money to training, payment of
employees etc. Various key elements used in the employment legislation that can directly impact
on HRM decision making are as under:

Anti-Discrimination: This type of law consists legislation planned to prevent
favouritism against a specific unit of people. There is no discrimination law in UK and positive
action are required for a person at minimum age. Within HSBC Bank Plc, It can affect the HRM
decision making like employee record module, relationships with labour, compensation of
employee. Several laws and regulations impact the HRM on general level and it must be
dynamic of employment law to decrease the firm's obligation in all view of HR procedure.
Health and Safety: This element of employment legislation is most important because
Health and safety of employee protect the workers for unsafe workplace and HRM are required
to keep documents in all risky materials and reports (Kavanagh and Johnson, eds. 2020). In case
of HSBC Bank Plc, they give a proper training of employee to any unsafe situation. They have
also participated in decision making in HRM, a practical environment of employee are safe,
capable to social welfare provisions for staff etc.
TASK 4
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples.
HRM practices defined recruiting and hiring exact people for manage the firm and give
safety to employees. In HSBC Bank Plc, it determine firms policies, systems, which will impact
employee behaviour and attitude and maintain a relationship between organisational members.
Several activities are involved HRM practices in context of HSBC Bank Plc are as mentioned
below:
Job Advertisement
The job advertisement of the realtionship manager of HSBC Holdings Plc are as follows:
Job Advertisement
ANNOUNCEMENT OF VACANT POSITION IN HSBC HOLDING PLC
HSBC Bank Plc, is a multinational banking services and it was established in 1865 in UK;
inviting applications are as follows:
Position: Looking for a Relationship Manager
Qualification & Experience:
 MBA Graduate/BBA/BCOM/MCOM from a reputed educational institution.

 1-2 year experience in finance/accounts
Salary: salary range 20000 – 40000 pound as per firm rules
Age: maximum 25-30 years
Job Description
Job Description
HSBC BANK PLC
Job Title
Relationship Manager
Location
61-A, Vasanti, Sardar Patel Marg, C -Scheme,, Jaipur, Rajasthan 302001
Job Overview
Relationship manager is a sales team who construct and maintain a relationship with the
customers.
Responsibilities and Duties
 To realise a customer needs
 Identify staff in firms to prepare economic relationships
 Upgrade high sales and supply
 Approach actual customers to set up relation
Person Specification
Essential Criteria Desirable Criteria
Qualifications MBA
Graduate/BCOM/MCOM
Client service preparation
Experience  Accounts
 Great customer
delivering service
 At least 1-2 years
experience in accounts
Cash management service

Personal Attributes  Confidence
 Honesty
 communication skills
Interview questions
Interview Questions
The job interview questions applying the realtionship manager process are as follows:
 Tell me something about yourself ?
 Why should we hire you for this job ?
 What do you understand about the this firm ?
 What should we expect from your side in first 2 months ?
 Whata are your strengths ?
Appointment Letter
Appointment Letter
Mr/Ms William,
I m pleased to announce the information that you are selected as relationship manager in HSBC
Bank Plc. Your role will begin on 26th February. Other information are related to this company
are as follows:
Roles and Responsibilities:
 Influence newly enterprise for sales
 Understand client duty and objectives
 Take part in retirement work
 Identifying those opportunities to gain a asset
 Identifying client and customer needs
Reporting to: Senior Relationship Manager
Basic Salary: 20000- 40000 pound per month
Thanks and Regards,

HSBC Bank Plc
(Human Resource Management)
CONCLUSION
From the mentioned above, it is concluded that human resource management consisting of
recruiting and selecting of employees, improve the employee performance and follow terms and
conditions of firm. The purpose of HRM are compensation and employe benefit program and to
recruit people, several practices are involve in that are performance management and reward
management. Some activities are involved in HRM Practices are Job Advertisement, Job
Description and Person Specification, Interview Questions and Appointment Letter.
REFERENCES
Books and Journals
Brewster, C. and Hegewisch, A. eds. 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., and et.al 2016. International human resource management. Kogan Page Publishers.
Cleaver, F. 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L. 2016. Fundamentals of human resource
management. John Wiley & Sons.
Delery, J. E. and Roumpi, D. 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles? Human Resource Management
Journal. 27(1). pp.1-21.
Kavanagh, M. J. and Johnson, R. D. eds. 2020. Human resource information systems. SAGE
Publications, Incorporated.
Lin, C. H. and Sanders, K. 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal. 27(2). pp.300-317.
Morgeson, F. P., Brannick, M. T. and Levine, E. L. 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Storey, J. 2016. Human resource management. Edward Elgar Publishing Limited.
Zeuch, M. ed. 2016. Handbook of human resources management. Springer Berlin Heidelberg.