HRM in Barclays Bank: Workforce Planning and Practices Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Barclays Bank, focusing on workforce planning, recruitment, and employee relations. The report begins by outlining the purpose and functions of HRM, emphasizing its role in workforce planning, and then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external sources and the interview process. It further explores the benefits of HRM practices for both employers and employees, highlighting the importance of effectiveness in different HRM practices. The report also discusses the significance of worker relations in HRM decision-making and examines key elements of employee legislation and their impact on the HRM decision-making process. The report concludes with an application of HRM practices in the context of Barclays Bank, providing valuable insights into the practical implementation of HRM strategies within a financial institution. The report includes an introduction, four tasks, and a references section.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning in an organisation..........1
P2 Strength and weaknesses of different approaches of recruitment and selection process.......3
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for employer and employee in a company.................................6
P4 Importance of effectiveness of different HRM practices.......................................................6
TASK 3............................................................................................................................................7
P5 Importance of workers relations to influence HRM decision-making...................................7
P6 Key element of employee's legislation and its impact on decision making process of HRM
.....................................................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices.............................................................................................10
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management is a formative process in which human resource of an
organisation utilized in an effective way to achieve predetermined goals and objectives for
company (Human resource management. 2016). Primary objective of HRM is to make sure that
right individual is allotted for right job in order to effectively achieve organisational objectives.
In addition to this, it will help in increasing job satisfaction among employees which will
simultaneously benefits in maintaining quality for work. It will automatically help in building
cordial relationship among management and employees. Present case study has been conducted
on BARCLAYS bank situated in London. This bank engage in providing banking and other
financial services. It was established in the year 1690 and are British multinational investment
and financial service bank. In this report discussions has been made on, purpose and functions of
HRM that are applicable in workforce planning while strength and weaknesses of various
recruitment and selection approaches are included in their report. In addition to this, benefits and
effectiveness of HRM and importance of employee relation in decision making of HRM and
various key elements of employees legislation are simultaneously included in this report.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning in an organisation
Human Resource Management is a continuous process in which recruitment and
development of employees are done in an effective manner as to increase their efficiency towards
organisation (Armstrong, 2014). Workforce planning on the other hand, is a systematic process
in which forecasting of a company workforce is done in effective manner and evaluation of
efficient practises and policies are accomplished as to close gaps in order to fulfil future
workforce need. In BARCLAYS bank this process of workforce planning is done by mangers in
effective manner. In which they conduct formative process of identifying human capital
requirements, gaps in current and future workforce and identification of internal and external
drivers of workforce engagement. This will help them to manage existing 79,900 more than
employees in bank and effectively fulfil the need of future workforce.
Purpose of Human Resource Management
Human Resource Management is process of planning, coordinating, guiding and
controlling of human resource of an organisation is done, so to achieve organisational goals in
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most effective way. This will not only benefit company to increase their profitability but also
helps in strengthening internal workforce of an organisation. Purpose of HRM is to create a
strong bridge in between management and employees so to fulfil actual objectives of company in
effective manner. BARCLAYS bank Human Resource manager effectively perform their work
and ensure rights of workers in formative way. They implement strategies and policies in such a
manner which will benefits them to attract, recruit and hold qualitative workforce in bank for
long run. Mentioned below there are some basic purpose of HRM:
Create better organisational culture: It is one of the most important activity which is
required to be considered by an organisation in effectual way. In this HR managers of a company
is required to take advantage of formative tools and techniques to create perfect organisational
culture (Chelladurai and Kerwin, S2017). Human Resource manager of BARCLAYS bank
provide positive and healthy work environment to their employees and allot task as per according
to their skills and capabilities so to remove any kind of unnecessary load in their working place.
This will help them to increase accomplish their work in proper time frame and with great
efficiencies.
Law: Every country have their rules and regulations that has been laid down by
government. BARCLAYS bank Human resource manager abide all legal policies such as health
and safety act, union and negotiation act, data protection act and more to protect rights of their
employees. It benefits them to provide more secure and stable working structure to their workers
which simultaneously help in increasing their productivity. Therefore, all these rules and
regulations help HR manager of bank to take their decisions within the frame work of
governmental rules which will automagically benefit them to conduct their work without facing
any future legal hindrances.
Functions of Human Resource Management
Human Resource Manager of BARCLAYS bank perform various functions which is
mentioned below in brief:
Recruitment & Selections: It is one of the most important and basic function in human
resource management in which an organisation perform various activities to hire suitable and
potential employees as per their job requirement. This process can be done in two different ways
namely internal and external source of recruitment. Human resource manager of BARCLAYS
bank is taking advantage of both of these recruitment method to hire candidates as per the
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situation. By using external source they hire fresh talent form outside market and with the help of
external recruitment method they increase efficiency and position of their existing workforce.
This will help them to increase productivity and quality of bank results in effective way.
Training & Development: It is the second step after the recruitment of potential
candidates are done. In this organisation provide formative training and developmental courses to
their employees so to increase efficiencies of workers in productive way. Human resource
manager of BARCLAYS bank offer systematic training programmes such as, orientation
training courses, on boarding training and technical skills development training courses to their
employees which will help them to increase job satisfaction and efficiency of their employees. It
will automatically benefit BARCLAYS bank to decrease their rate of employee turnover and
enhance company image and productivity simultaneously.
Performance Management: It is a process in which an organisation ensure that
predetermined goals and objectives of company are fulfilling in effective manner. Human
resource manager of BARCLAYS bank maintain formative track on every employee
performance in their organisation which will help them to effectively judge actual capabilities of
their workforce (Daley, 2012). It will not only benefit bank to complete their objectives and
targets in qualitative manner with great effectiveness but also help employees to increase their
level of performance to ensure more sustainability.
Employee Relations: It is important for an organisation to maintain a smooth and
formative flow of relationship with their employees so to fulfil actual objectives of company in
best possible manner. BARCLAYS bank employee more than 79,900 employees in their
organisational structure therefore, Human resource manager of bank have adopted effective tools
and techniques and implement effective flow of communication in their structure in order to
resolve any kind of misunderstanding and conflicts in their workplace. In addition to this, HR
managers of bank make their employee perform their work in a team as this will help them to
formulate effective relations among them and ensure great profitability for organisation.
P2 Strength and weaknesses of different approaches of recruitment and selection process
Recruitment is a formative process in which attracting, screening and selection of skilled
and potential candidates are done. It is important for an organisation to use developmental tools
and techniques to hire best qualified individuals for a vacant job in their company in order to
achieve objectives of organisation in best possible way. BARCLAYS bank human resource
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manager perform their activities in an effective manner in which they create a link between every
department of bank with potential job seekers. There are mainly two types of recruitment that
include, internal and external source of recruitment. BARCLAYS bank management is using
promotions, upgrading, transfers and internal advertisements as their internal source of
recruitment and in external source they are taking advantage of advertisements, campus
recruitment, placement agencies and consultancies (Fulton, 2011). This will help them to hire
most effective and potential candidates as per their actual job requirement. Mentioned below
there are two sources of selection and recruitment described:
Internal Sources of Recruitment: Internal source of recruitment is a process in which
candidates are hire form within the organisational structure. It is one of the most effective
method which will help an organisation to recruit candidates within their company structure. It
will help them to increase moral and motivation level of employees simultaneously which will
benefit them to strengthen their workforce culture and maximise productivity.
STRENGTH WEAKNESSES
 One of the biggest strength of internal
recruitment is that, managers are
already familiar with their employees
strength and weaknesses which will
benefit them to place right candidate of
right post.
 It will benefit in saving unnecessary
cost and time as in this less training is
required to provide to employees.
 It may generate felling of resentment
among employees and hamper an
organisation to bring fresh talent and
new ideas in their working structure.
 Internal source of recruitment is no use
of small firms and in addition to this it
can generate lack of diversity in
working culture of company.
External Source of Recruitment: It is recruitment method in which an organisation hire
candidates from external environment. This will benefit an organisation to bring fresh talent and
new innovative ideas in their workplace which will automatically help the to increase their
efficiencies and productivity.
STRENGTH WEAKNESSES
 External source of recruitment benefits  It is most expensive and time
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an organisation to select most effective
and potential candidates from large
pool of applicants.
 This method helps an organisation to
avoid any kind of resentment among
employees and formulate smooth
working process in organisational
culture.
consuming process as in this proper
training are required to be provided to
newly selected employees.
 External source of recruitment can
generate feeling of demotivation among
staff which can hamper their level of
performance.
Human resource manager of Barclays Bank is taking advantage of both internal and
external source of recruitment in their management to hire most effective and potential
workforce in their organisational structure (Durão, 2012). For this, HR manager of manager
formulate various strategies and data such as, interview, personal specifications, job description
and more. In job description there is an overall information included related to job roles,
responsibilities, qualification and skills. On the other hand, person specification include sample
of CV with the help of which interested individuals can match their capabilities with job
requirement. This will benefit HR manager of Barclays Bank to select most eligible and
potential candidates. Human resource manager of bank is taking advantage of Interview method
of recruitment to hire best candidates for their required job. Mentioned below there is a
description:
CRITERIA STRENGTH WEAKNESSES
Interview is internal source of
recruitment which helps an
organisation to effectively
judge skills and capabilities of
candidates applied for the job.
In this process interviewer is
required to frame systematic
questions as per according to
job requirement which will
help them to select best
This method of recruitment
helps an organisation take on
the spot responses form
candidates. In addition to this,
it is one of the most common
and flexible method of
recruitment in which any kind
of misunderstanding can be
removed form the mind of
candidates.
Interview is time taking and
costly process and require
huge capital requirements by
an organisation to conduct
various process and stages of
this method.
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effective candidates form large
pool of applicants.
TASK 2
P3 Benefits of HRM practices for employer and employee in a company
In an organisation, management take advantages of numerous practises of HRM such as
development, recruitment, selection etc. as to hire and train candidates in effective manner. It is
one of the most important function of an HR manager which is required to be performed by them
in effective way (Importance of HRM practices in an organisation, 2018). HR manager of
Barclays Bank is taking advantages of various practices of HRM which is mentioned below in
brief:
Training and Development: It is the basic responsibility of HR manager to formulate
suitable and effective training programmes for their employees as to increase their capabilities
and skills. In context with, Barclays Bank their HR manager is taking advantage on boarding
training and technical training courses to increase efficiencies of their employees. This will
benefit Barclays Bank to conduct their day-to-day operations in effective manner and satisfy
need of their consumers in best possible way.
Employee Relation: It is one of the most important practice which will benefit an
organisation to maintain positive and healthy relationship in working structure of organisation.
HR managers of Barclays Bank use this process to share various innovative ideas which will
benefit in increasing knowledge level of employees. This will not only help employees to
increase their productivity but also help bank to perform their activities and functions in effective
manner.
Resolve conflict: It is the basic responsibility of an organisation HR manager to implement
certain formative strategies and measures to remove any kind of conflict situation in their
working culture. HR manager of Barclays Bank have adopted numerous tools and techniques to
resolve conflict in their working culture. This will not only help bank to strengthen their
proficiency for long time but also helps employees to increase their level of productivity.
6

P4 Importance of effectiveness of different HRM practices
HRM is a function in an organisation which is concentrated on the process of recruitment
of employees, providing training and directing them for the achievement of the organisational
goals and objectives. HRM practices like training and development, strategies and policies
making, performance management for the employees of the organisation. By implementing these
HRM practices in the Barclays Bank by the HR manager, they can increase the performance of
their staff, retain their customers and staff for a long period of time. Some of the major practices
can be explained below:
Update skills and abilities of worker for maintaining productiveness: As competition in
the market rises day by day, organisations set these strategies to cope up with the competition.
Barclays Bank using these practices by modifying them on a day-to-day basis. Managers of the
bank started determining the staff who needs training for improving their performance and then
adopting these policies for increasing the efficiency and effectiveness of the employees.
Sharing and collaborations: When the international companies or people started
showing interest in collaboration with the enterprise and interacting with them, then the firm
started using these policies for increasing the productivity and market share (Durão, 2012).
Barclays Bank started using these strategies which helps in developing good policies which helps
in associating with outsiders and international client.
Proper direction setting and execution: In an organisation, managers and leaders of the
firm plays an important role in setting goals, targets and objectives of the firms. Barclays Bank
ensures that they hire effective managers in different sectors of business who can take their
organisation into higher levels.
TASK 3
P5 Importance of workers relations to influence HRM decision-making
For the success of an organisation, healthy relationship with its employee's is required.
Strong employee relationship is necessary for high productivity and satisfaction of the worker's.
If the employee's share healthy relationship with there colleagues, they can share their problems
related to work with them. If there is any conflicts and disputes arises between the employee's,
this will directly impact on their productivity and performance in a negative manner. Various
issues were faced by the employee's because of their different background culture. The main
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function of a HR manager of Barclays Bank is to develop healthy and strong relationship and
coordination between the employee's which motivates them to perform well in the organisation.
By providing safe and secure working environment to the employees managers can build strong
relationship with their staff. By involving the employees in the group task, mutual understanding,
trust and coordination among employees increases and they can develop a good relation. Some of
the importance of workers relations are as follows:
Increase in Goodwill: Goodwill of any organisation can also be affected by the employee
relations. Barclays Bank is providing services to their customers, which helps in increasing the
goodwill of the Bank. For example, providing them loans, ATM's services, online banking etc.
Coordination among the staff helps in the smooth functioning of the entity.
Profit maximization: With the help of strong relationship between the staff and the
management, organisation can maximize their profit (Costea and Crump, 2012). In the Barclays
Bank, managers develop good relationship, for the retention of their staff and customers for a
long period of time and by providing them better customer services. Therefore, strong
relationship with the colleagues helps in fulfilling the demand of the customers.
Early Achievements of Set Targets: If there is mutual understanding and trust between
the staff and management, they can easily interact with their heads. HR manager of Barclays
Bank discuss the objectives and demands of customers with them and guide them for the
achievement of the targets.
Productivity: When there is strong relationship between the managements and the staff
of the organisation, productivity and performance of the employees increases. Manager of the
Barclays Bank motivates their employee's which leads to help them increasing their performance
and the productivity.
Increase in Retention: Healthy and strong relationship between the staff helps in
retaining the employees in the organisation for a long period of time. Barclays Bank Manager
maintain a safe secure and healthy environment for their employees, which discourages conflicts
and disputes between the staff and management. This will help the entity for the retention of
employees for a long period of time.
Promote Teamwork: Participating in the process of decision making, increases the strong
relationship between the employee's. This provides opportunity to share their opinions and
encourages strong sense of responsibilities and teamwork in the staff. Barclays Bank managers
8

promotes teamwork which helps in completing the target with the help of their colleagues, within
given time period.
Management of Barclays Bank is taking advantage of all these measure which will help
them to ensure their long term stability and sustainability in market. For increasing the quality
and efficiency of the services provided by Barclays Bank to their customers, they adopt all these
measures. Advancing of Loans, Credit Services, ATMs Services, Online Banking are some
services which is provided by the Barclays Bank. Barclays bank provides high satisfaction to
their customers and staff by using these measures.
P6 Key element of employee's legislation and its impact on decision making process of HRM
Government of every nation has made some rules and regulations which a company has
to follow to avoid discrimination from the environment of an enterprise (Chang and Han, 2012).
Similarly, administration of UK has also imposed some laws on associations like employee
legislations. This legislation would help all the job seekers work as per the qualifications for
providing equal opportunities to everyone. The employee's legislations includes Age
Discrimination Act, Data Protection Act, Occupational Safety and Health Act, and many more.
All these legislation directly impact on the decision making process of HRM. As the Human
Resource managers, they need to understand the whole concept while recruiting and selecting the
employee's in the organisation. This includes procedures of training and development,
redundancy, terminations etc. Managers of the , focuses more on providing safe, secure and
healthy working environment to their employees as well as providing them various benefits on a
regular basis so that fair work of the employee can be obtained. These laws would further helps
in retaining the employees for a long period of time which benefits in increasing the profitability
of the organisation. Some of the important laws of employee legislation are explaining below:
Age Discrimination in Employment Act, 1967: This employee's legislation has made in
1967 which prevents employers from making decisions related to the employment on the basis of
job applicant's age. It gives protection to the people who are more than 40 years of age from
discrimination within the organisation. Just because of the employee's age a firm cannot
terminate them.
Occupational Safety and Health Act, 1970: This act was made in the year 1970,
according to which it is compulsory for the organisation to provide safe, secure and healthy
9

environment to their staff. The managers should give essential training to their new employee's
so that they can adapt the environment easily and become familiar with the working culture of
organisation. Also, if the organisation is adopting new technologies, proper training should be
given to the existing staff of the enterprise.
Equality Act, 2010: This act was enacted in the year 2010, with the motive of reducing
discrimination from the workplace which was done on the basis of age, gender, nationality,
language and many more (Bondarouk and Ruël, 2013). This legislation will help the employee's
protecting them from offensive , unusual and abusive activities which is taking place within the
organisation.
Data Protection Act, 1988: According to this law, it is needful for the organisation to
protect the personal data of the employee's by storing them in a confidential and secure manner.
Without taking permission from the employee's, managers of the company are not allowed to
disclose any data or personal details of the staff in front of third person.
Family and Medical Leave Act, 1993: This law which was enacted in 1993 provides
employees with job protected leaves in case of emergency family requirements. It tends to set an
equilibrium between organisational and personal needs of workforce. In case of discrepancy a
worker is allowed to take 12 days unpaid leaves, while a female employee can take 3 months
leave in case of pregnancy.
TASK 4
P7 Application of HRM practices
JOB DETAILS
Post: Probationary Officer
Bank: BARCLAYS BANK
JOB PURPOSE
Job purpose of bank po include maintaining effective public relation, monitoring and regulation
of branch activities and day-to-day task. Probationary officer authorised to resolve consumer
related issues and grievances in appropriate time manner. In addition to this po is responsible to
10

approve daily branch and consumer transaction in effective way.
Roles & Responsibilities
 Proper knowledge of marketing, accounting, finance, billing and investments.
 Probationary Officer is responsible to conduct their routine work that include posting,
scrolling and preparation of accounts etc. in formative manner.
 One of the main and important responsibility of Probationary Officer is to perform their
work as an public relation officer.
 Officer is authoritatively responsible to handle and address complaints of consumers
that are related to discrepancies in accounts in effective manner.
 Major responsibility of probationary officer is to issue cheque books, demand drafts,
ATM cards etc. in a proper given time.
 Probationary officer is responsible to manage their task related to supervision of clerical
work, managing cash balance and supervision of clerical work in effective way.
CV:
CURRICULUM VITAE
Name:
Address:
E-Mail Id:
Contact No.
Objectives: Probationary Officer is required to be effectively equipped with excellent
managerial and leadership skill. Officer must be highly experienced and qualified with
11

formative multi-tasking skills.
Qualification:
 Individual must have minimum 50% marks in graduation form a recognised university.
 Masters in Business administration.
Experience:
Minimum five years of experience as a Probationary officer in a reputed bank
Core Qualification:
 Effective problem solving skills
 Strong leadership and communication skill
 Formative interpersonal and conflict resolver skill
CONCLUSION:
As per the above mentioned report, it has been concluded that human resource
management is most vital and integral part of organisation in which there are different types of
activities related to recruitment, selection, directing and controlling of individuals are done. This
will benefit an organisation to increase their overall level of productivity and profitability. It is
the basic responsibility of HR manager to formulate effective strategies and policies as to
increase proficiencies of employees. In addition to this HR manager is responsible to provide
effective training and developmental courses to their employees so to maximise their level of
productivity. While, it is required for an HR manager to posses required amount of legal and
ethical knowledge so to perform their functions without and legal hindrances. In this report, roles
, responsibilities, required qualification and skills of an probationary officer is given which will
help them to match their capabilities actual requirement of job role.
12

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