Strategic Human Resource Management Policies and Strategies at HSBC

This report critically evaluates the functional aspects of strategic human resource management (SHRM) within HSBC, focusing on policies and strategies to navigate diverse situations, particularly in HSBC Japan. It examines how SHRM can address challenges such as communication barriers, recruitment issues, and technical instabilities. The report emphasizes the importance of training and development programs to enhance employee skills and retention, contributing to the organization's long-term growth. Furthermore, it assesses how strategic HRM policies can be adapted to suit different contexts, including declining markets and inventory organization, suggesting strategies like working evaluation of HR operations and examining organizational methods to improve productivity and achieve organizational goals. The analysis concludes that strategic HRM is essential for HSBC to maintain a competitive edge, overcome operational challenges, and achieve sustainable growth in the global market.

Strategic Human
Resource

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Critically evaluate the functional aspect of the strategic human resource management in order
to avoid the situation in the country............................................................................................3
Critically review to determine the strategic human resource policies that HSBC could adapt to
suit different situations and suggest some relevant strategies to handle the situation that at
HSBC Japan................................................................................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................7

INTRODUCTION
Organisation's human resource division is actually known as one of the most essential
section of the firm. The human resource of the company is majorly accountable for the maintain
and encouraging the workers in the firm. Strategic human resource management is very crucial
for the organisation and it is also plays a role of linking strategies, objectives and goals with the
firm. It assist in evolution of various opportunities for the associates of the HR and moreover it
helps in sorting out of the various issues and problems in an efficient as well as effective way.
The following report is based on the firm HSBC which was founded in 1959 having its
headquarters in the London, England. Company is a public listed firm in England. Bank
specialises in providing various services by several international firms that pry wealth
management, retail banking, global private banking, commercial banking and banking services.
In the country Japan, the organisation is one of the initial bank who offers various kinds of the
services as well as the products such as trading services, capital markets, project export finance,
management of the cash, assets management and several others. The following report will cover
the functional features of the strategic human resource management which need to be utilised by
the firm HSBC in accordance to overcome the various situations in the country Japan. Moreover
to this, it will include the policies of the strategic human resource management which need to be
adopted by the organisation.
TASK
Critically evaluate the functional aspect of the strategic human resource management in order to
avoid the situation in the country.
Strategic human resource management is majorly accountable for the operations like
recruiting, hiring, training as well as the development of the employees in the organisation. The
division of the human resource of the firm always interact and involved with the other several
divisions of the firm in accordance to make their campaigns, policies as well as the programmes
which are linked to the attainment of the objectives and goals of the company as well as the
worker there. It also gets and evolutes the several chances in the division human resource that
assist in bettering the performance and productivity of the others operational departments of the
organisation and in addition to this, it assist in stabilising of the organisation in the competitive
market place. At the time when the company needs to evolute and execute their polices and plan

at the global stage so in order to assist this execution, the strategic human resource management
supports as a technique for the division of the human resource (Gulzar, 2019). The associates of
the strategic human resource of the organisation utilise their experience by several practices such
as hiring, rewards, training and development and it also consistently concentrates on the various
techniques that assist the HR division of the firm in accordance to impact the success and the
evolution of the organisation in an effectual as well as efficient way. In context to the bank
HSBC, it is very essential for the human resource division of the bank to attain optimistic
technical method. These methods assist in enhancing the performance as well as improves the
rate of retention of the staff in the bank and in addition to this, it supports in attainment of the
long term growth and plan of the bank in an effectual way. Several kinds of the conflicts and
issues has occurred to the respective bank at the time of the working of their operations in the
country such as communication issues because of the language barrier, recruitment, technical
instabilities, ineffective making of the decisions and various more. In context to the bank HSBC,
the strategic associate of the bank takes all the technical as well as interview rounds of the
workers in a effectual way (Orr, 2019). It supports the bank in taking the appropriate employees
for the particular job role and in addition to this, it aids the bank in attaining a successful place in
the competitive market area in the long term growth of the company. Moreover to this, associates
of the bank need to concentrate on the evolution of the effectual training as well as development
campaigns of the workers. These campaigns assist in enhancing the skills and working
techniques of the staff that better the total productivity and performance of the organisation in
their market area. Evolution of the effectual training campaigns to enhance the set of skills of the
selected candidates of the bank which is being known as one of the major essential operations
on the human resource management. The growth of the bank ultimatly depends on the training of
the staff in order to execute the operations of the furm in an effectual way which is given by the
HR division. Furthermore, success of the bank depends on the chances there in the bank as the
strategic HR associate of the bank make sures that the new employees should have various set of
skills as well as knowledge in accordance to execute all the practices and working of the
company in an effectual way (Kiel, Arnold, and Voigt, 2017).
If the HSBC bank appropriately implement all the campaigns of the training and
development then it will assist them in enhancing retention of their staff in the organisation and
also supports in increasing their performance and productivity and because of this they gives

more efforts for the attainment of the long term goals of the company. Several business
operations are also been done in an effectual way in order betterment of the overall producticity
of the staff that gives an outcome of accomplishment of all the transactions of the firm in an
effective way. In accordance to overcome the situation of the various issues like communication
because of language, HR division management of the bank should need to give the training of
Japanese and English language to their employees in order to overcome the issues of the
language barrier and due to this it can make it very convenient for the workers to communicate
easily with their consumers and eliminate the language issues (Banfield, Kay, and Royles, 2018).
HR management of the HSBC bank also assists the organisation in dealing with all the major
issues and challenges that are occurred in the operation and working of the organisation. These
elements gives a bigger effect on the long term growth of the organisation as well as on their
decision making. In accordance to relish the competitive edge and accomplish a prospurous place
in the market area the associates of HR of thebank should have to concentrates evolution of the
various techniques in order to overcome all the issues faced by the organisation. It is basically
based on gaining a appropriate management of the employees to get the possible values of the
firm (Manavalan, and Jayakrishna, 2019).
Critically review to determine the strategic human resource policies that HSBC could adapt to
suit different situations and suggest some relevant strategies to handle the situation that at
HSBC Japan.
Strategic human resource management has made a link between the attainment of the
several goals and targets of the organisation with human resource divisioin. In case of the HSBC
bank, various kinds of the circumstances like inventory organisation, global context and
decreasing market is being occurred to the organisation.
The concept declining markets refers to the market level of the consumers that decrease from its
peak level and the profitability of the organisationc does not increase (Prowse, Dobbins, and
Fells, 2020). In other words, the growth and sales revenus of the firm can be either constant or it
can be negative but it is not increasing as because of the lack of the technological innovation in
the organisation and lowering demands and needs of the customers. In relation to the bank
HSBC, the main reason of the decreasing market segment is the pandemic Covid 19. It has a
direct impact on the sales revenue of the organisation in a worst possible way and even because

of this profit making of the company is also majorly impacted by the covid 19 and in addition to
this workers of the organisation also get sacked because of it.
The concept of the inventory organisational time, management of the bank HSBC need to have
to create some modifications in their services as well as the products. They need to alter their
services in order to make them more attractive and tempt the consumers towards it immediate
which can assist in enhancing the sales of the organisation. In accordance to the evolution of the
several pland and policies of the operations of the organisation, strategic HRM have an essential
role in their execution (Behl, 2018). The associates of the strategic human resource management
have to evolute their strategic methods in accordance to enhance the skills of the employees in
order to accomplish all their goals and objectives. Several methods in respect to different
circumstances innovation techniques and global context that have been adopted by the
organisation is mentioned below briefly:
 Working evaluation of the HR operations – It refers to the requirement of the
organisation that assist in analysing the productivity of the current workers. In case of the
bank HSBC, the organisation should need to initate observing the productivity of their
staff in order to acknowledge and overcome the weakness and threats of the staff and
enhancing the strengths by grabbing all the opportunities for the betterment of their own
and organisational goals.
 Examining the organisational methods – It states that the HR division of the
organisation should have to evolute their norms and techniques in accordance to the need
of the various departments of the organisation (Orr, 2019). In context to the bank HSBC ,
the objectives and targets of the organisation are set and made by the top level
management of the firm and them effectually assign to all the sections.
Company should adopt various strategies in order to expand their operations in the Japan. Those
strategies are mentioned below:
 Appropriate utilisation of the tools – It can assist in assigninh and implementations of
the job roles in the company. It is known as the one of the most essential method of the
strategic HRM. Management of the bank HSBC need to concentrate on the linkage of the
various sections and associates of the HR need to examine the requirements and the needs
of the organisation.

 Operationally Effective- Associates of the human resource can evolute the proper and
culturally effectual atmosphere in the organisation. The human resorce associates should
need to concentrate on the development of the several innovative ideas that assist the
workers in the organisation in accordance to the transactions and communications with
the consumers of the several areas (Gholami, 2017).
CONCLUSION
From the above report it is concluded strategic HRM is very much essential for the
respective organisation and as well as the human resource division of the organisation that
majorly concentrates on the attainment of the long term goals and objectives of it. In addition to
this, strategic HRM assist the firm overcoming all the major issues as well as the problems which
can occur in the operations of the bank in Japan. Several issues that are faced by the bank in
order to expand their working in the country Japan such as , technical issues, communication
problems because of the language and many others, Moreover to this, it is also concluded that
several operational features of the strategic HRM has been adapted by the organisation which
can give them a competitive edge over its rivals as well as helps in the long term growth and
success of the company.
REFERENCES
Books and Journals
Gholami, B., 2017. An appraisal of the role of strategic management tools in strategic human
resource planning. Journal of Research in Human Resources Management, 9(2),
pp.119-142.
Orr, S., 2019. Daring to tap external strategic resources: competitive advantage in global
industries. Journal of Business Strategy.
Behl, R. ed., 2018. Business Governance and Society: Analyzing Shifts, Conflicts, and
Challenges. Springer.
Prowse, P., Dobbins, T. and Fells, R., 2020. The campaign for a ‘real Living Wage’. In Case
Studies in Work, Employment and Human Resource Management. Edward Elgar
Publishing.
Manavalan, E. and Jayakrishna, K., 2019. A review of Internet of Things (IoT) embedded
sustainable supply chain for industry 4.0 requirements. Computers & Industrial
Engineering, 127, pp.925-953.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.

Kiel, D., Arnold, C. and Voigt, K.I., 2017. The influence of the Industrial Internet of Things on
business models of established manufacturing companies–A business level perspective.
Technovation, 68, pp.4-19.
Orr, S., 2019. Daring to tap external strategic resources: competitive advantage in global
industries. Journal of Business Strategy.
Gulzar, R., 2019. A Study on HRM Practices and Its Impact on Organizational Performance in
Private Sector Banks in Kashmir District. Journal of Business Administration and
Education, 11(2).