Effective Management and Application of Human Resources in HSBC Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within HSBC Bank Plc. It begins with an introduction to the bank, its mission, and core objectives, followed by an examination of workforce planning and strategic HRM. The report then delves into the stre...Read More

Effective management
and application of
Human Resources in HSBC

Table of Contents
Introduction......................................................................................................................................3
Section 1...........................................................................................................................................3
Introduction to HSBC Bank Plc.............................................................................................3
Importance of workforce planning in order to achieve goal of business organisation and
consider strategic HRM .........................................................................................................3
Various strengths and weaknesses of several approaches of recruitment and selection........4
Section 2...........................................................................................................................................5
Benefits and limitations of HRM practices of organisation's employees and employer........5
Effectiveness of HRM practices in terms of raising organisational profit as well as
productivity.............................................................................................................................7
Section 3...........................................................................................................................................8
Employee relations importance in regard to HRM decision-making.....................................8
Employment legislation as well as its impact upon HRM decision-making..........................8
Application of HRM practices in reference work related context .........................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

Introduction
HRM practices plays significant role in an organisation. Effective management and
application of Human resources in overall development of the company is necessary in order to
achieve ultimate success for the company. HR is required to adopt effective employment
legislations and other practices in order to encourage workforce to produce effective results and
maintain their productivity levels for ultimate growth of the company. In this reference, this
report will be based up on HSBC Bank PLC of which HRM practice will be identified and
evaluated in order to reach ultimate outcome of the manner in which company manages its HR
related operations.
Section 1
Introduction to HSBC Bank Plc
HSBC Bank Plc is a multinational banking organisation which has vast areas of
operations and founded in 1836 at Birmingham, UK. It provides services such as personal
financing, commercial banking and other investing related facilities which helps customers as a
whole. It includes approximately 85000 employees which are presently working for the
company.
Mission statement: HSBC Bank PLC's mission is to “enhance economies and let businesses to
growth at extreme heights” by satisfying the needs and hopes in order to connect maximum
customer base.
Core business objectives: Various core business objectives of HSBC bank Plc is being given as
follows:
 To create business value and make unique business identity.
 To take customers together in order to succeed in the long term basis.
 To digitalise its operations at large scale.
Importance of workforce planning in order to achieve goal of business organisation and consider
strategic HRM
Workforce Planning: It is considered as important task from company's point of view in order
to achieve ultimate success (Dubey and Gupta, 2018). It sets out future based needs &
requirements of workforce in relation to meet out business objectives over the specified time
period. It helps to keep an organisation with adequate number of staff in order to carry out

business operations in smooth manner. By applying such technique, it becomes easier to hire
right person, relevant skilled candidate with necessary qualification who could devote itself
towards achievement of business goals (Achour and Sarra, 2017).
HRM Strategies: It is considered as effective approach towards facing prevailing challenges and
difficulties in an organisation which is making it less favourable to achieve business long term
objectives (Bose and Gupta, 2017). Through HRM strategic management, such challenges and
difficulties could be dealt with in an effective manner so that organisational goals and targets
could be achieved in the given time period. It is about using innovation and creativity by HR
managers in order to achieve such objective. In this regard, HSBC Bank is using delegation of
authority in order to achieve timely completion of tasks in effective manner.
Various strengths and weaknesses of several approaches of recruitment and selection
Recruitment
Internal recruitment: It is a situation when company looks forward to fill out vacate
places from current workforce in order to eliminate extra cost.
Strengths:
 It is comparatively quick technique and easy to implement from company's point of view.
 It is considered as cost effective technique as it does not include any occurrence of extra
cost of the company (Shah and Aman, 2019).
Weaknesses:
 It might cause situation of internal conflicts which could hamper internal environment of
the company.
 It limits the opportunity of hiring potential candidates who could prosper business
organisation.
External recruitment: It is a condition in which a company is required to recruit an
individual from external environment of the company.(Ramaprasad and et. al., 2017)
Strengths:
 It promotes better competitive environment in the company.
 It helps in hiring skilled and qualified inputs for further growth of the company.
Weaknesses:
 It includes higher cost for ultimate hiring of the candidates which is considered as cost
ineffective structure.

 It is comparatively more time consuming and includes higher risk which needs to be
monitored from time to time.
Selection
Face-to-face Interview: It is referred to in person interview which is one of the most
popular and traditional form of interview process (Chamoli and Paatlan, 2017). It is followed by
most of the companies in order to conduct detailed and more reliable method.
Strengths:
 It is considered as more appropriate method as it is more detailed form.
 It is said to be confidential form of selection.
Weaknesses:
 It is much time taking process.
 In this method, interviewers can present biased results
Telephonic Interview: It is said to be modern approach towards selection which is
conducted over the telephonic call.
Strengths:
 It is time saving method of selection.
 It is considered as less expensive and effective method.
Weaknesses:
 It is little complex as it does not build direct contact between interviewer and candidate.
 Several noise and interferences could lead to poor quality of calling.
Section 2
Benefits and limitations of HRM practices of organisation's employees and employer
HRM practices in an organisation is ultimate two way system which allows adequate
communication between both employee and employer in effective manner. It is believed that HR
practices it gaining importance across the globe which somehow benefits both employer and
employee of the company (Andalib and et. al., 2019). In relation to HSBC Bank, Several practice
adopted in order to modify employee-employer relations can discussed as follows:
Performance management: A company is required to consider various key performance
indicators in order to manage performance of each and every employee of the company (Shet
and et. al., 2017). There are several techniques, tools and approaches towards managing

performance of an employee in an organisation. In this regard, HSBC Bank PLC is using several
KPIs in order to manage performance of its relevant workforce in an effective manner. One of
the most significant KPI is 360 degree feedback which is used to evaluate employee's relevant
performance in order to decide criteria of providing any monetary or non monetary appraisals to
such employee. Also it is little complex method which increases company's overall cost and time
for the specified time period.
Benefit to employer: By managing productivity of the relevant workforce, an organisation will
be able to produce more effective and efficient results towards achievement of its ultimate goals.
Effective productivity management will enhance overall performance of the company. HSBC
Bank PLC will be able to evaluate its employee's performance in effective manner which will
promote effective flow of business operations and company's ultimate profitability will be
increased for long lasting period. The bank needs more efficient and effective workforce in order
to reduce any errors and defaults in the business operations for long term survival.
Benefit to employee: By keeping track of workforce performance, employees will be able to
work in more efficient manner. In order to promote healthy performance of business, it is
necessary to adopt adequate techniques in order to motivate, encourage employees in order to
draw more consistent and effective outcomes (El-Ghalayini, 2017).
Example: In relation to performance management system, HSBC Bank Plc values and
recognises skills of its relevant workforce by applying appropriate technique for long term basis.
One of the most reliable technique used by HSBC Bank is balanced scorecard through which it
keeps track of all the activities being performed by its workforce. It is considered as one of the
effective technique of performance management.
Reward management: It is a system which is concerned with formulation of strategic
policies in relation to value organisation's workforce in appropriate manner. It severally consists
of controlling and determining workforce based remuneration, compensation and other related
benefits in order to promote their performance for welfare for the company for long term. It also
includes pay policies, payroll administration and minimum wage structure, term reward in order
to encourage employee to work in more efficient manner (Gupta, 2017). HSBC Bank PLC has
also adopted effective reward management structure in order to retain maximum of skilled
workforce so that organisation's efficiency would be maintained for long lasting period. The

system has also several loopholes such as it could invite further conflicts between employees in
the company as well as it will hamper the healthy environment of the company.
Benefit to employer: This structure somehow benefits employers as well. It helps an
organisation to achieve ultimate profitability and productivity by encouraging maximum of
workforce towards achievement of tasks and encouraging them with appropriate rewards and
benefits.
Benefit to employee: This approach is very beneficial for employees as it facilitates them with
appropriate recognition and rewards for their expressive contribution towards company's success.
Employees are considerably benefited with such techniques so that they can perform their
relevant duties in much more effective manner.
Example: In this relation, HSBC Bank PLC has established effective structure of reward
management which comprises of several elements such as basic pay which is determined as per
role and responsibilities, quarterly or annually based incentive & bonus additions as per the
performance of employee and other benefits which may vary from work to work. Therefore it
has a wide reward management structure which enables employees to work in more effective and
efficient manner.
Effectiveness of HRM practices in terms of raising organisational profit as well as productivity
HRM practices are somehow advantageous for organisation as it helps to achieve
ultimate level of profitability and productivity after completion of tasks in effective and efficient
manner (Guerci and et. al., 2019). Several practice such as employee engagement, reward
management, performance based appraisals and training & development will ultimately help an
organisation to achieve target growth of the company. HSBC Bank has implemented such
techniques in order to achieve ultimate organisational goals. It has focused over providing most
favourable environment to its employees for long lasting period so that most of the efficient
results can be drawn.
Section 3
Employee relations importance in regard to HRM decision-making
 Improved Productivity: It is important for an organisation to improvise its productivity
levels in order to achieve most appropriate and efficient results for ultimate success of the
company (Hee and Jing, 2018). For this concern, HSBC Bank PLC has established

improvised relations with employees in order to draw maximum of benefits from their
contribution towards company's operations for long lasting period.
 Conflict Management: Another important factor which will help to avail maximum of
profits and benefits in reference to company is said to be conflict management through
which an organisation will be able to achieve a level of satisfaction which it looks up to
by building effective and friendly relations between employees for ultimate success of the
company (Mariappanadar, 2019).
Employment legislation as well as its impact upon HRM decision-making
Working time regulation act 1998: It refers to management of working hours of
employees in effective manner. This act states that an employee is required to work for
maximum of 48 hours in a week and further to this extent, the increased time will be considered
as extra working hours (Richards, 2020). The company is required to regulate such policies in
effective manner so that maximum of productivity could be promoted. In order to implement
such regulation in an organisation, it is important to promote effective HRM practices in an
organisation.
The Equality Act, 2010: This act regulates several discriminating factors such as age,
marital status, culture, belief, gender,belief and many other such factors. It is important to
manage such forces in an organisation in order to eliminate any sort of discrimination being
carried out in an organisation (Rupidara and Darby, 2017). In HSBC Bank, it is ensured that such
kind of practices should be reduced or totally eliminated by implementation of effective HRM
practices in an organisation.
Application of HRM practices in reference work related context
Job Advertisement
We're HIRING !!
Operations Manager (Full-Time)
An opportunity for interested individuals to join us & become significant member of HSBC

Bank PLC. We are hiring a full-time operations Manager in our company.
It will comprise of 42 working hours a week along with several fringe and other benefits. The
prevailing last date for applying to vacancy is 20th April, 2021.
Pay and Benefits
-Fringe benefits
-Adequate leave structure
-travelling and other payments
Contact today:
Any interested person willing to join or have any query
regarding the vacancy can contact us on the below mentioned
details :
[e-mail]
or
send your CV at 137 Thomas Street, B56 DWQ
Job description
Organisation: HSBC Bank PLC
Job Role: Operations Manager
Job Purpose: We view business operations as key factor of evolution and productivity
of overall business. The company is looking for a specialised operations head who is
willing to serve us with Effective leadership in order to achieve organisational success.
Roles and responsibilities:
 Motivate, Monitor and Lead team in a provided time-sensitive environment and
considering other factors.
 Render Supervision to associates in order to increase their efficiency & perform
related work with solitary responsibility.
 To regulate compliances by keeping in touch with related legal and safety
departments.
 Review budget and other cost related reports in order to implement effective

techniques and promote more investments in the bank.
 Review technological system of the company in order to cope with current
requirements.
Required skills & experiences:
 Undergraduate Degree in operations management or other related field.
 Optimum budget formulation as well as supervision skills.
 More than 5 years experience in relation to managing business operations in
effective manner.
 Multi-tasking as well as adaptable as per the situation.
 Ability to track and cope with contingencies in business environment to advance
smooth flow of business operations.
 Excellent skills in conflict management to carry out negotiation processes.
Personal specification
Experience:  9+ years experience in operations
management with optimum
knowledge in relevant field
 Adequate knowledge regarding
business operation and systems
Skills:  Formulation of strategies to meet
out business contingencies in
effective manner
 Leadership attribute
 Bilingual communication skills.
 Conflict management skills
 Familiar with business & finance

principles
Interview questionnaire
Where did you hear about the vacancy?
Tell us something about you?
Your key area of performance?
Your experience with last company?
What do you expect from us?
Job offer letter
Offer letter
Dear candidate,
We are enthralled to inform that your selection is confirmed by the us for position of
“Operations Manager” in HSBC Bank PLC.
Your Key responsibilities:
- Boost company's performance by identifying relevant loopholes in operations segment.
- Carry out alteration in existing adopted operations tools to raise overall performance of
organization.
-Produce effective rules and regulations to capture utmost profitability for business success.
- Use of specialised skills in relation to expand business operations in further areas.
- Accountability for assignments performed by subordinates in regard to business operations
and other related tasks.
- Responsible for customer grievance re-dressal on timely basis.
Salary and benefits:
A) Basic pay- £850 per month
B) Employment benefits- As per present policies of HSBC Banks PLC.

C) Bonus- As per Bank's rules and regulations.
CONCLUSION
From the above report, it is concluded that HRM practices are of utmost importance from
company's and its employee's point of view. It is necessary to formulate effective and efficient
HR practice in the company in order to encourage effective flow of operations which will reflect
ultimate success and profitability to the company. In above report, HRM practices in regard to
HSBC Bank PLC has been discussed and it is identified that the bank has implemented optimum
and effective HR practice in order to enhance overall productivity of the company.

REFERENCES
Books and journals
Dubey, S. and Gupta, B., 2018. Linking Green HRM Practices with Organizational Practices for
Organizational and Environmental Sustainability. International Journal of Engineering
and Management Research (IJEMR). 8(2). pp.149-153.
Bose, I. and Gupta, V., 2017. Green HRM practices in private health care & banking sectors in
India. Indian Journal of Industrial Relations. 53(1). pp.48-58.
Ramaprasad, B.S and et. al., 2017. Human resource management practices and organizational
commitment: A comprehensive review (2001-2016). Prabandhan: Indian Journal of
Management. 10(10). pp.7-23.
Chamoli, V. and Paatlan, S., 2017. HRM practices used in hotel industry in relation to employee
satisfaction: a study with special reference to Chandigarh. Ottoman: Journal of Tourism
and Management Research. 2(1). pp.57-68.
Andalib, T.W and et. al., 2019. East Asian trends of human resource management: theories and
practices. International Journal of Human Resources Development and
Management. 19(2). pp.135-149.
Shet, S.V and et. al., 2017. Competency model and HRM practices-an empirical study of
organisations in India. Asian Journal of Research in Business Economics and
Management. 7(3). pp.140-150.
El-Ghalayini, Y., 2017. Human resource management practices and organizational performance
in public sector organization. Journal of Business Studies Quarterly. 8(3). p.65.
Gupta, H., 2017. A Study of E-HRM Practices in Telecom Sector. Indian Journal of Computer
Science. 2(2). pp.51-59.
Guerci, M. and et. al., 2019. Moving beyond the link between HRM and economic performance:
A study on the individual reactions of HR managers and professionals to sustainable
HRM. Journal of Business Ethics. 160(3). pp.783-800.
Mariappanadar, S., 2019. Sustainable human resource management: Strategies, practices and
challenges. Macmillan International Higher Education.
Hee, O.C. and Jing, K.R., 2018. The Influence of human resource management practices on
employee performance in the manufacturing sector in Malaysia. International Journal
of Human Resource Studies. 8(2). p.129.
Richards, J., 2020. Putting employees at the centre of sustainable HRM: a review, map and
research agenda. Employee Relations: The International Journal.
Rupidara, N.S. and Darby, R., 2017. Institutional influences on HRM in the Asian business
environment: the case of Indonesia. Journal of Asia Business Studies.
Achour, M. and Sarra, B., 2017. The Role of Human Resource Management Practices in
Increasing the Level Of Employees Satisfaction in Algerian Companies. Indian Journal
of Commerce and Management Studies. 8(1). p.82.
Shah, M. and Aman, Q., 2019. The impact of human resource management practices on
leadership styles: The mediating role of employee trust. City University Research
Journal. 9(1). pp.58-71.