Analyzing HRM: Workforce Planning and Practices at HSBC Bank

This report provides an analysis of Human Resource Management (HRM) practices within HSBC, a multinational banking and financial services company. It highlights the importance of workforce planning, strategic HRM, and employee relations. The report covers various aspects of HRM, including recruitment and selection approaches, training and development programs, reward management, and performance management. It evaluates the benefits and limitations of HRM practices for both the organization and its employees, emphasizing the impact on organizational efficiency, effectiveness, and profitability. The importance of employee relations and compliance with employment legislation are also discussed. The analysis uses HSBC as a case study to illustrate the practical application of HRM principles in a global organization. Desklib offers this solved assignment and many more to aid students in their studies.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Section 1...........................................................................................................................................3
About the company.................................................................................................................3
Importance of workforce planning and role of strategic HRM..............................................3
Strengths and weaknesses of different approaches to recruitment and selection. .................3
Section 2...........................................................................................................................................3
Benefits and limitations of HRM practices for organisation and the employee.....................3
Evaluation of HRM to organisational efficiency, effectiveness and profitability..................3
Section 3...........................................................................................................................................3
Importance of employee relations..........................................................................................3
Key elements of employment legislation and the impact it has on HRM decision-making. .3
Application of HRM practices................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCE...................................................................................................................................3

INTRODUCTION
HRM in an organisation in important where it deals with employing people, training
them, retaining them by developing policies and many more. It handle all the aspects of
employees. HSBC is taken as base company. HSBC is a bank which is working across globe
providing financial services to the people. This company was established by Thomas Sutherland
and its headquarter is in UK. In this report, it covers the importance of workforce planning, and
different approaches of recruitment and selection with its strengths and weaknesses. It also
include the benefits and limitation of HRM practices with respect to employee and employers
and importance of HRM in efficiency, effectiveness and profitability. And at last, the importance
of employee relation, employment legislation and application of HRM practices are explained.
In context to HSBC, the importance of workforce planning is mentioned below-
Section 1
About the company
HSBC is a multinational company which specialises in providing financial and banking
services such as retail and corporate banking, capital markets, securities and many more. The
founder is Thomas Sutherland and this company was established in 1865 in London, UK and
incorporated in 1866. It has more than 3700 offices across the globe having more than 2,20,000
employees.
Mission statement: The mission statement of HSBC is to provide all the services which
the customers wants and also enable their business to thrive and economies to prosper.
Core objectives: Bank has an essential role in economy of the nation as they provide
services to the people. They also have a role of financing business for people who are interested
in investment. In addition to this, the loans and investment given to the people helps in growth of
the economy.
Importance of workforce planning and role of strategic HRM
Workforce planning refers to the process of getting the right person in right job at the
right moment so that the organisation cannot have over staffing or understaffing. It is used for
planning the future workforces for achieving the objectives of the organisation (Aznar-Sánchez
and et. al., 2018). Also it involves many areas such as making succession plans, recruitment and

retention, safe staffing and so on. In context to the selected organisation, it helps in running of
organisation smoothly and the importance of workforce planning is mentioned below-
Forecasting: In context to HSBC, it helps in creating and developing strategies for
company for improving the business. This enables in encouraging the company to look forward
that can lead to increasing in the productivity as well as developing an effective plan
(Baumgartner and Rauter, 2017).
Improving KPIs: In context to the selected organisation, workforce planning helps in
keeping the records of KPIs that leads to improvement. It also enables the organisation to move
forward and also make sure about the metrics and data of the company that leads in determining
the steps for achieving the next coming goals.
There are various roles of strategic HRM which are mentioned below-
Staffing: It includes the developing of strategic plans which identify the number of
people to hire. In context to HSBC, it also includes the hiring and selecting the right candidate
for the organisation.
Training and development: The new as well as existing candidates go through training
and development programs to polish their skills as well as the work culture of the organisation.
The HR also make sure about the succession plan which involves tackling and making
employees to handle all the managerial roles when the manager leaves.
Strengths and weaknesses of different approaches to recruitment and selection
Recruitment refers to all the activities that takes place for attracting, interviewing the
candidate to apply for the position (Bush, Bell and Middlewood, 2019). The HR manager
follows the step of hiring process from identification to staffing.
Approaches to recruitment:
Internal approach: It includes internal recruitment which involves searching the employer within
organisation in order to give promotion for new role.
Strength:In context to HSBC, it helps in keeping the best employer in the organisation as
well as takes less time and money for hiring purpose.
Weakness: Internal recruitment can lead to gap in the workforce which can create on the
operations of HSBC.
External approach: External recruitment involves hiring the person from outside the
organisation

Strength: External recruitment hire new person which can bring new ideas for the
organisation.
Weakness:The candidate hired from external recruitment have the limited understanding
of company work and culture (Dieste and et. al., 2017).
Selection refers to selecting of candidate from pool of people and offer them the job. The
HR manager collects the information about an individual and identifies whether the person
should be employed or not.
Approaches to selection:
Face to face interview: This interview process refers to the communication between the HR
manager and the person who is willing to be the part of organisation. This interviewer ask
questions related to their field of study and candidate has to answer them.
Strength: In context to HSBC, the employer can easily analysis the behaviour of the
candidates such as their tone of language, attitude, eye contact and many more (Hong, Zhang and
Ding, 2018).
Weakness: It is a costly and time taking approach for selecting and hiring the candidate
Telephonic interview: It is an interview process in which the employer takes interview on calls
and ask questions and the candidate has to respond them.
Strength: It is cost saving procedure and takes less time for interviewing purpose.
Weakness:The HR manager cannot able to find out the candidate's behaviour and attitude
and also it is not able to generate proper data of the candidate.
Section 2
Benefits and limitations of HRM practices for organisation and the employee
HRM practices is vital for organisation which encourages employees, attract and retain
which helps in executing all the functions and activities which creates a positive impact on the
productivity and profitability of the organisation (Hu and et. al., 2021). Human resource
practices makes sure that their staff members are effective which directly has impact on the
performance. In context to the selected organisation, the HRM practices with its benefits to
employer and employees are mentioned below-
Learning, development and training: It helps employees in understanding the work
culture of HSBC bank and also provide opportunities to enhance and polish their skills and

knowledge in an effective manner. It allows both new and existing employees to learn about the
company policies and procedures and the technologies used by the organisation.
Benefits to employer: Learning, training and development helps employees in enhancing their
skills and competencies which leads to improving the productivity and profitability of the
organisation (Hu and et. al., 2018).
Benefits to employee: Providing training to employees helps in gaining personal growth and
development with increased in the capabilities to perform better and also provide opportunities in
future.
Example: HSBC bank is providing training and developing to their employees with the helps of
their own HSBC university. The manager make sure to clear the goals and also provide
feedbacks on employee performance. Apart from this, the employees has the access to all the
tools and materials which is based on their roles and responsibilities related to their jobs. Also
they are also providing courses that helps in developing of their communication skills,
presentation skills and leadership skills.
Reward management: Reward management includes all the rewards and benefits that is
provided to employees of HSBC for motivating them to work and achieve the goals and
objectives of the organisation (Kache and Seuring, 2017). This helps in encouraging employees
to work will full potential. The organisation provides both monetary and non-monetary benefits
such as bonus, family holidays and many more.
Benefits to employer: Providing benefits to employees leads in improving and enhancing their
performance which helps in profitability to the selected organisation.
Benefits to employee: Employees get rewards which helps in fulfilling their family requirements
and also helps in improving their standard of living.
Example: HSBC provide rewards to motivate their employees to work. They offers a market
competitive pay and benefits which helps in supporting the employees needs by providing fixed
pay that is given on monthly basis. Along with fixed pay, they also offers annual leaves in which
the employees has the opportunities for take leaves. HSBC has given a great opportunities for
employees by providing insurance and savings, health and personal development. In addition to
it, they also offers flexible working hours which the employees can work any time and from
anywhere.

Evaluation of HRM to organisational efficiency, effectiveness and profitability
Human resource management helps in improving the organisational behaviour in such a
way that it directly impacts on the improved performance of the organisation. It also provides
motivation to employees to work and boosts their performance which enables in maintaining a
healthy work culture and also make sure about the coordination between all the departments
(Kanfer, Frese and Johnson, 2017).
In context to HSBC, the evaluation of effectiveness of HRM are mentioned below-
Career planning: It includes determining the capabilities and skills of the employees
which helps organisation in classifying employees for future growth. In context to the selected
organisation, the manager chooses various standards for identifying the abilities of the
employees.
Recruitment and selection: Human resource managers of HSBC uses approaches for
recruitment and selection processes in an effective manner. They adopts both types of
recruitment as well as selection for hiring the right candidate for their organisation.
Employee relation: The selected organisation has maintain a good relationship with their
employees and for that, they conduct various functions and activities for their employees which
helps in motivating (Mather and Chapman, 2018). Also the organisation provides with various
benefits that leads to fulfilling their personal goals.
Rewards and Recognition: Rewards and recognition is used as motivation tools for the
employees of HSBC. It is the most commonly used tool which helps in balancing of all the
departments as well as leads to maintaining a positive work environment. Recognition leads in
creating positivity in the workplace as well as provide employees a positive mindset that
provides connections with all the organisation's departments in a positive manner.
Performance Management: Performance management is the tool which is used by
manager of the selected organisation for analysing employee's activities and functions. It allows
the management to identify the growth of the staff members on certain elements such as cost and
time taken to complete the tasks and the quality of the output. The manager evaluates the
performance and provide with appreciation which helps in motivate to work and also provide a
healthy working environment.

Training and development: The managers of HSBC conducts various training and
development programs that helps in providing various opportunities to their employees (Maurino
and et. al., 2017). This helps in boosting their performance.
Section 3
Importance of employee relations
Employee relation is important for an organisation as it helps in maintaining a healthy
relationship with all the employees. This encourages them to work effectively as the work is
shared among them which helps in ease the workload that leads to productivity. Human resource
manager has the roles and responsibilities to check and identify the obstacles that faced by the
employees (Riebsame, 2019). The employees of the selected organisation feels motivated when
they can trust to other which the employees feels secure and confident while working in the
organisation. Also healthy relation between the employees reduces and discourages the conflicts
in the organisation. It is important for the employees to feel comfortable with each other as it
helps in focusing better as well as reduce the conflicts and increase the productivity of them.
Key elements of employment legislation and the impact it has on HRM decision-making
Employment legislation refers to the rules was given by UK government for the employees
which which helps in protecting the members in an organisation for growth. This law was given
in order to protect the employees in an organisation. The government establish tactics for the
organisation that leads in balancing of workplace as well as creating a connections with the staff
members and organisation. The components of employment legislation in reference to HSBC are
mentioned below-
Anti-Discrimination Act 1975: This act makes sure that in an organisation the employees
should not be discriminate based on the demographics of them (Walumbwa, Hartnell and Misati,
2017). This allows many worker from different religion and culture to take highly part in British
workforce and helps in increasing the economy of the UK.
Data protection Act 2018: This laws provides assists in restricting for using the
information of the employees for exploiting in unauthorised activities. With this law, it helps the
employees in protecting their data
Health and Safety Act 1974: Health and Safety Act says every organisation must take
care of their employees in terms of their safety and health. It is the responsibility of organisation

to take care the employees who are working under them. This law helps employees in increasing
performance as well employee satisfaction.
Application of HRM practices
JOB ADVERTISEMENT
We're HIRING !!
Human Resource Manager (Full-Time)
It is a chance for individuals to join with us and become part of HSBC Bank. We are hiring for
full-time HR Manager in the company.
The candidate has to work for 40 hours a week and we are also giving various advantages.
Along with this, training sessions will be given for a week. The last date for submitting your
details is 10th April, 2021.
Assistance provided:
-Allowing living schemes
-Paid sick leaves for 20 days annually
-Pension Scheme
Reach us:
If you are interested to explore yourself then
reach us on:
www.hsbcbank.co.uk
or
courier us your resume on 137 Thomas Street,
B56 DWQ
JOB DESCRIPTION
Job title: Human Resource Manager
Reported to: Administration

Job summary: The HR Manager is responsible to manage all the employees as well as
welcoming the newcomers to the organisation.
Responsibilities:
 Developing and monitoring HR strategies and tactics
 Implementing various approaches to recruitment and selection for hiring the candidates
 Helps in providing assistance in needs for present and future scenarios
 Nurture a positive work environment
Qualifications:
 Effective interpersonal and managerial skills
 Performance management
 Degree equivalent
 Communication processes
Person specification
ParticularsEssential criteriaDesirable criteriaPersonal characteristics Confident
Ability to perform under pressureAdapting challengesQualificationMBA in HRMQualification
in Masters of Business Administration HRM from XYZ university. Experience2 year of
experience in banking industry
More than 3 years of working experience in banking industry as HR managerSkillsPerformance
management
Computer skill Management skill

Professional towards the work
Performance management
Interviews questions:
Tell me something about yourself ?
How much experience in this field ?
What are your capabilities and abilities in order to managing marketing activities ?
Why are you resigned from last company ?
What are your salary expectation ?
OFFER LETTER
HSBC Bank.
April 20th , 2021
ABC
Dear ABC,
We are pleased to offer you that you are selected as HR Manager to work in our company.
You have passed all the interview rounds and you have done well in every rounds. We have
analysed all your skills and knowledge which are valuable to our company.
According to our discussion, you are hired as HR Manager and your joining date will
be May 3rd, 2021.
Sincerely,
Human Resource Manager
CONCLUSION
From the above discussion, it can be concluded that HR manager plays an important role
in organisation for motivating their employees as well as maintaining the work environment. In

this report, it includes the importance of workforce planning, and different approaches of
recruitment and selection with its strengths and weaknesses. Along with this, it also include the
benefits and limitation of HRM practices with respect to employee and employers and
importance of HRM in efficiency, effectiveness and profitability. And at last, the importance of
employee relation, employment legislation and application of HRM practices are explained.