Human Resource Management Report: Barclays Bank HRM Strategies

This report provides a comprehensive overview of Human Resource Management (HRM) practices within Barclays Bank. It begins by outlining the fundamental functions of HRM, particularly focusing on workforce planning, recruitment, training and development, performance management, and reward management. The report then delves into various HRM approaches, including workforce, workload, and competency approaches, alongside an analysis of recruitment and selection methods. Furthermore, it examines the benefits of HRM practices for both employees and employers, exploring how learning, flexibility, and performance management contribute to organizational success. The report also addresses the importance of employee relations and legislation in HRM decision-making, as well as the application and rationale behind specific HRM practices within a work-related context. Throughout the report, the strengths and weaknesses of different HRM strategies are evaluated, providing a well-rounded understanding of the subject matter.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose of function of HRM related to workforce planning in BARCLAYS Bank.............3
P2, M2& D1 Approaches of HRM practices..............................................................................4
M1.How the functions of HRM can provide appropriate talent and skills.................................7
LO 2.................................................................................................................................................7
P3 & M3. Benefits for employee and employer from HRM practices.......................................7
P4. Effectiveness of HRM practices in organisation..................................................................8
LO 3.................................................................................................................................................9
P5. Employee relationship influencing HR decission.................................................................9
P6. Employee legislation affecting HRM decission in the organisation...................................10
M4. Employee relationship and legislation impact on HRM decision.....................................10
LO 4...............................................................................................................................................11
P7. Application of HRM practices............................................................................................11
M5. Rationale for the application of specific HRM practicies.................................................13
D3. Employee Relationship and Application of HRM influencing decission..........................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management (HRM) is the process of managing employee in the organisation in
the way that they can help the business in achieving the organisational goal. These report
highlights the function and purpose of HRM in the organisation and also weakness and strength
of different approaches of the recruitment. Further these report explains the benefit of HRM
practices for both employee and employer and also effectiveness of the HRM practices. Further
these report explains the importance of employee relation and employee legislation in the
decision making of the HRM. In the end the report highlights the HRM practices in a work-
related context and the rationale of it (Cascio, 2015).
MAIN BODY
LO 1
P1 Purpose of function of HRM related to workforce planning in BARCLAYS Bank
HRM is related to various functions such as planning , training and development , selection
and staffing , personnel management etc. First and foremost function of HRM related to
workforce planning is :-
RECRUITMENT –
Recruitment is the process in which HR recruits the person who is best suitable for the
organisation based on his/her capabilities , knowledge , abilities , etc. HR uses many processes at
the time of recruitment of employees such as aptitude test , group discussion rounds , personal
interviews etc. Purpose of HR function in BARCLAYS Bank is to hire most deserving candidate
on the vacant post who can perform well in Barclays bank. They choose the best option as
employee for their organisation among the available alternatives and also chooses employees on
the basis of their integrity , professional career , retention etc.(Bratton and Gold, 2017).
TRAINING AND DEVELOPMENT -
Training is provided by the HR to make employees flexible to work according to the
organisation culture and also know the working conditions of the organisation. HR uses
leadership training and professional development as a training tool to train the newly hired
employees by the recruiter. The main purpose of the Barclays Bank from training and
development is to develop skills and efficiency to improve performance at workplace. HR
department makes efforts to improve the skills of the employees in order to furnish them to adapt
in challenging business environment (DeCenzo and et.al., 2016). Training can be done in two
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ways i.e. On-the-job training and Off-the-job training. On-the-job training is given to existing
employees which helps them to refine their basic concepts and Off-the-job training is given in
order that employees will boost their intellectual capital and skills by gaining latest knowledge
such as research techniques, operational hi-tech equipment’s.
PERFORMANCE MANAGEMENT -
Performance Management is the process where the HR make teams and monitors their work
that they are working in order achieve the organisation's targets without any delays with
diligence and working in the team. HR uses various types of methods to check the performance
such as performance reviews , self evaluation , peer evaluation , target setting for
individual/groups ,measuring individual/group output etc. Ultimate purpose of Performance
Management in Barclays Bank is to regularly boost the individual’s knowledge , experience and
how they can work jointly in an company. Some uses daily appraisals to employees and in some
organisations there are monthly reviews given to employees on their performances (Chelladurai
and Kerwin, 2018).
REWARD MANAGEMENT-
Reward Management is the process in which employer pays to employees as per his/her
performance in the monetary terms or non-monetary terms. Monetary term benefits are salary ,
bonuses, performance allowances etc. whereas non monetary term benefits are gifts in kind ,
promotions , etc. The main purpose of reward management in Barclays Bank is to boost the
energy of the employees and give them job satisfaction so that they can work effectively and
efficiently in order to achieve the organisation's target without any delays.
P2, M2& D1 Approaches of HRM practices
WORKFORCE PLANNING Approaches :-
 Workforce approach – In this approach HR examines the number of jobs and type of
jobs and nature and characteristics of jobs are needed in the organisation at any specific
point of time in near future (Berman and et.al., 2019).
 Workload approach – This approach focuses mainly on the amount and type of the work
which is handled by the organisation at any specific point of time in future and uses this
information to bring the number of resources (people and skills) needed to that work.
 Competency approach – This approach assumes that the organisation has already taken
above two approaches but it considers that while hiring employees HR should also see
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their competencies. Barclays Bank uses Competency approach at the time of recruiting
the employees for the organisation (Morgeson and et.al., 2019).
Strengths Weakness
1.Hiring employees with the core
competencies will be good for any organisation
as it will take less time for an employee to
achieve organisation's targets.
2.Under Competency approach , employees
would be retained for longer time period
because they would be given their choice of
work.
1.It is very difficult to hire the employees with
the required competencies as per requirements
of organisation.
2.Competency approach is time consuming
because it may happen that we don't get
employee as per organisation's requirement
quickly.
RECRUITMENT :-
Recruitment can be done through external source and internal source. External source
recruitment is done outside organisation externally whereas internal source is done within
organisation through references or promotions or transfers of employees from one department to
another. Barclays Bank uses external source for the recruitment of employees for the
organisation (Reiche and et.al., 2016).
Strengths Weakness
1.New blood comes in the organisation with
new ideas and latest knowledge.
2.New employees brings competition in the
organisation.
1.New employee may not adjust himself in the
new culture of the organisation.
2.This process takes more time as the selection
process is lengthy.
SELECTION: -
Selection process includes various types of methods such as interviews , psychometric
tests , aptitude tests , etc. Barclays uses Personal interviews for the recruitment of employees for
the organisation.
Strengths Weakness
1.Any mistake or misunderstanding can be
rectified in an interview itself.
1.Interviewer can be personally biased with the
interviewee.
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2.It is less costly as compared to other methods
and even time saving.
2.There is no official record of the interview
took place which may cause misunderstanding
between interviewer and interviewee.
TRAINING and DEVELOPMENT:-
There are two types of training i.e. On-the-job training and Off-the-job training. On-the-
job training is given to existing employees which helps them to refine their basic concepts and
Off-the-job training is given in order that employees will boost their intellectual capital and skills
by gaining latest knowledge such as research techniques. Barclays Bank uses Off-the-job
training for the recruitment of employees for the organisation (Wilton, 2016).
Strengths Weakness
1.It is done by experts so it is more effective in
nature.
2.It is cost effective method because large
number of participants can participate in
orientation programme.
1.It is expensive because it takes more
accommodation, space to conduct the training.
2.It is conducted outside the organisation so it
is less productive.
PERFORMANCE MANAGEMENT: -
There are various types of Performance management such as general appraisal, 360
degree appraisal , technical performance appraisal etc.
Barclays Bank uses general appraisal for the recruitment of employees for the organisation.
Strengths Weakness
1.It defines which employee has to be
promoted , transferred and rewarded.
2.Appraisals motivates employee work harder
(Albrecht and et.al., 2015).
1.Appraisals can be biased on the personal
contacts of employer.
2.Employer may rate every employee with
equal marks as he thinks all have done same
work.
REWARD MANAGEMENT:-
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There are two type of rewards i.e. extrinsic reward and intrinsic reward. Extrinsic reward
includes salary, gifts, bonuses etc. whereas intrinsic reward includes recognition ,
trust/empowerment etc. Barclays Bank uses extrinsic reward for the recruitment of employees
for the organisation.
Strengths Weakness
1.This reward can lead to individual benefits.
2.It creates a desire to chase after goals or
dreams.
1.It follows the cause of diminishing returns.
2.It is a limited process.
M1.How the functions of HRM can provide appropriate talent and skills
The main agenda of Barclays Bank is to raise its deposits and enhance number of
consumers. HRM helps in fulfilling this business objective. Recruitment and training practices
allow HR manager in hiring the deserving candidate and enhancing their performance. Reward
management helps in retaining talented in business for longer duration (Banfield and et.al.,
2018).
LO 2
P3 & M3. Benefits for employee and employer from HRM practices
HRM Practices Benefit for employee Benefit for employer
Learning,
development and
training practices
Learning, development and
training practices helps the
employee in understanding their
responsibilities more
comfortability and also helps
them to improve their working
skill, this practice also increase
the motivation of the employee
as it give a sense of value among
the employee.
This practice help the employer in
improving the productivity of the
organisation as improve in skill level
of employee and motivation level of
the employee always result in improve
in the productivity level of the
organisation. It also helps the
employee in reducing the employee
turnaround rate in the organisation.
Flexibility working
option
This practice helps the employee
in meeting the family
responsibility also on time and
This practice allow the employer to
recruit more outstanding talent as this
practice attract the talent toward the
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also allow the employee to work
when employee feel comfortable
and employee mind is in right
dilemma to respond (Nankervis
and et.al., 2016).
organisation, It also helps the
organisation in improving the
performance and reducing the
employee turnaround rate in the
organisation as in this practice also the
moral of the employee is high which
positively affect the performance.
Employee
performance
management and
monitoring
It help the employee in getting
regular feedback upon the
performance which has been
performed which help the
employee in improving the
efficiency level of the employee
and also this practice improves
the communication and
relationship between employee
and employer.
It helps the employer in knowing the
current situation of the work in
progress and also helps the employer
in taking the work toward the correct
direction to achieve the organisational
goal, it also helps the employer in
understanding the employee skills and
work in better ways. (Jabbour and
et.al., 2016)
Payment and
Reward
management
This practice help the employee
in improving the motivation level
and also helps the employee in
feeling comfortable in the
working environment of the
organisation. Employee also feels
the job satisfaction in this
practice (Taylor and et.al., 2015).
This practice help the employer in
getting more talented employee
toward the organisation as this practice
attract more employee toward the
organisation, it also helps the
employer in prevailing heir employee
for longer period of time as employee
are happy in this practice.
P4. Effectiveness of HRM practices in organisation
Learning, development and training practices: This practices are related to improving the
working skill and effective level of the employee by giving them the learning of the
responsibilities and providing them the training which helps them to increase the performance of
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the employee, employee are the main internal factor which affects the performance of the
organisation so eventually increase in the performance of the employee result in the
improvement of productivity level of the organisation which increase the profit of the
organisation in the long run.
Flexibility working option: This Practices allows the employee to work on a flexible working
schedule on the basis of their availability, which helps the employee to work according to the
time which helps the employee in feeling comfortable in work load as employee can work
whenever employee feels fresh and in good mindset to work which allow them to work more
efficiently which eventually result in increase in the productivity, this practice also helps the firm
in recruiting more proficient employee as this practice attract the employee, more skill full
employee can increase the profitability of the organisation (Shen and Benson, 2016).
Employee performance management and monitoring: This practice helps the organisation in
regularly evaluating the working status of the organisation which helps the firm in looking the
mistake or problem which is faced or done by the employee which helps the organisation in
removing or resolving them as soon as possible and also helps the organisation in diverting the
work toward correction direction if work is not going in the correct path which eventually saves
the time and improve the productivity of the organisation.
Payment and Reward management: The function of this practice includes the analysing and
controlling the remuntration of the employee in the organisation, Reward is the one thhing which
increase the moivation level of the employee and helps them to work more efficiently to achieve
the reward which eventually increase the profitablity of the organisation as the performance of
the employee is interelated with the performance of the organisation in the long run (Baum,
2016).
LO 3
P5. Employee relationship influencing HR decission
Recruitment: Recruitment is the primary function of HRM in the organisation, this function
include sourcing, interviewing and selecting the employee for the organisation. Working
environment plays a very important role in prevaling the employee for the organisation.
Employee relation plays a very vital role in the working environment of the organisation. If the
working environment of the orgaisation is not that good than HR has to regularly recruit the
employee as employee turnaround rate in that organisation is very high.
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Training and Development event: Good relationship among the employee and employer helps
the organisation in understanding the skill level of the employee more proficiently which help
the HRM in providing the best training and development pogram to increase the efficiency level
of the employee (Cascio, 2015).
Clearity of Mind: Good working relation among the employee helps the HR to have a clearity
of mind before taking any decission in the organisation as good working relation allows
employee to share their thoughts more clearly.
P6. Employee legislation affecting HRM decission in the organisation
Anti-Discrimination Laws: Anti-Discrimination laws 1964 prohibits that there should be no
discrimination of employee on the basis of their "race, color, religion, sex, or national origin."
This law is applied on the employeer who has more than 15 employees in the organisation for
atleast 20 weak in a previous or current year. Employeer are also warned under the act that they
can not say no to the employee on the basis of their age this law is applied on the organisation
who has more than 20 employee in the organisation. This law need to be taken care by the HR
before taking decission (Bratton and Gold, 2017).
Health and safety Act: Healthy and Safey Act 1970, defines that it is a organisation
responsibilities to provide a safe working environment to the employee to work in. HR
department requires to keep all the report about the hazardous material used in the organisation
and also requires to provide training for any dangerous work.
Equal Pay Act: Equal Pay act 1963, defines that mans employee should get a higher wage rate
as compare to the women employee in the organisation. These has affected the Decission making
of HR as it has forced them to take a decission on basis of Gender.
The Family Medical leave Act: The Family Medical leave Act, 1993 guides the employer to
allow the employee who is working for them for more than one year to take a 12 weeks leave in
case of any medical purpose in the family. Reason can be birth of child, illness in family,
becoming foster parent and the employer is require to give a same position and pay to the
employee when they return from leave.
M4. Employee relationship and legislation impact on HRM decision
Employee relationship and legislation both play crucial role in HRM decission as employee are
he main internal factor of the organisation it need to be address by the organisation at the same
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time legislation are political factor and need to be seen as political factor always affect the
growth of the business (Chelladurai and Kerwin, 2018).
LO 4
P7. Application of HRM practices
Job Title Human resource officer
Reports to CEO
Roles & Responsibilities Recruiting, developing and training of the employee.
Qualification Bachelor's degree in human resource management
Title of the job Human resource assistant
Date: 2/06/2019
Qualification required Essential Desirable Met
Requires minimum of
bachelor's degree in
human resource
management
(mandatory)
Any other relevant
courses in HR or
business related field
(Prefered)
Yes
Yes
Need of Experience
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Requires minimum of 3
year of relevant
working experince
Yes
Personal characteristics
& conduct
Sympathetic Attitude
Quick Decisions
Integrity, Patience
Formal Authority
Leadership
Social Responsibility
Good Communication
Skills
Yes
Roles and
Responsibilities
Recruiting employee
Development and
Training employee
Monitoring the
performance of the
employee (Chelladurai
and Kerwin, 2018)
Yes
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Interview Questions
 Please let us known about your previous position and responsibilities in that?
 What new strategy would you bring to simplify and easy the process of recruiting?
 As an HR officer, do you think counselling employee on their problem is benefitial?
 In the case employee becomes very negative in the behaviour, what will be your plan to
tackel that?
 Any plan or strategy you have to find out the need of employee training in the
organisation?
M5. Rationale for the application of specific HRM practicies
Job description is prepared to outline the roles and responsibilities of the position required in the
job. It also helps the HR department to fullfill several process in one document such as
recruitment and selection; appraisal; job evaluation and training (Jabbour and et.al., 2016).
D3. Employee Relationship and Application of HRM influencing decission
Employee relationship and application plays a very vital role in decision making of the HR
department as employee relation helps the business to develop a good working environment and
Application of HRM helps the organisation in getting employee and these both are very crucial
for the HR departmant and organisation (Albrecht and et.al., 2015).
CONCLUSION
After going through above report it has been summarised that Hrm is the very crucial function in
the organisation as it helps the organisation in providing the main resources man power to the
organisation. Report also proves the HRM practices are benefitial for both employee and
employeer and plays a vital role in the growth of the business. Employee relationship and
leislation plays a vital role in influencing the decission of the HRM as they are the two factor in
the current market scenerio.
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REFERENCES
Books and Journals
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
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Version. John Wiley & Sons.
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Human Kinetics.
Berman, E.M. And et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Morgeson, F.P. and et.al., 2019. Job and work analysis: Methods, research, and applications for
human resource management. Sage Publications.
Reiche, B.S. and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Wilton, N., 2016. An introduction to human resource management. Sage.
Albrecht, S.L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance. 2(1). pp.7-35.
Banfield, P. and et.al., 2018. Introduction to human resource management. Oxford University
Press.
Nankervis, A.R. and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Jabbour, C.J.C. and et.al., 2016. Green human resource management and green supply chain
management: Linking two emerging agendas. Journal of Cleaner Production. 112. pp.1824-
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Taylor, T. and et.al., 2015. Managing people in sport organizations: A strategic human resource
management perspective. Routledge.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6). pp.1723-
1746.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
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Online
Function of HRM. 2013 [ONLINE] Available through:
<https://medium.com/@swaticbindia/human-resource-management-its-core-functions-
managerial-operative-fc0335ef616a>
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