Analysis of HRM Practices at HSBC Bank: Recruitment, Training, and Law

This report provides an analysis of Human Resource Management (HRM) practices at HSBC Bank plc, focusing on workforce planning, recruitment and selection, training and development, performance management, employee relations, and the impact of employment legislation. It assesses the strengths and weaknesses of different recruitment approaches, the benefits and limitations of HRM practices for both the organization and its employees, and the relevance of HRM to organizational effectiveness, efficiency, and profitability. The report also evaluates the importance of employee relations in HRM decision-making and explains the application of HRM practices within HSBC, highlighting how these practices contribute to the bank's goals and overall performance. It concludes by emphasizing the critical role of HRM in achieving organizational success.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
Section 1...........................................................................................................................................4
Introduction about HSBC bank plc which includes objectives and mission statement as well. .4
Assess the strengths and weaknesses of dissimilar approaches of recruitment and selection
with support of examples ...........................................................................................................5
Section 2...........................................................................................................................................6
Describe about the benefits and limitations of the two HRM practices for HSBC and the
employee ....................................................................................................................................6
Assess that in which manner relevant HRM is to organisational effectiveness, efficiency and
profitability .................................................................................................................................7
Section 3...........................................................................................................................................8
Evaluate the importance of relations of employees in relation to the influencing HRM
decision-making..........................................................................................................................8
Assess the main elements of employment legislation and the impact it has on the HRM
decision-making..........................................................................................................................9
Explain about the application of HRM practices and provide rationale for its application in the
organisation ................................................................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11
Appendixes....................................................................................................................................12

INTRODUCTION
Human resource management refers to the strategic approach of efficient and effective
management of people in an organisation or company such that they support their business in
order to gain a competitive advantage as well. In the present report, HSBC bank plc is taken into
consideration. HSBC was established in the year of 1865 who opened its door of business in
Hong Kong which supports in terms of trading between Asia and Europe(Al-Ayed., 2019). The
present report will cover analysis about importance of workforce planning to the goals of the
organisation and strengths and weaknesses of different approaches to recruitment and selection.
In addition to this, the report will cover discussion about benefits and limitations of the two
HRM practices for HRM and also about relevance of HRM to the organisational efficiency,
profitability and effectiveness. Moreover, the report will cover discussion about significance of
relation of employees in relation to the HRM decision making.
MAIN BODY
Section 1
Introduction about HSBC bank plc which includes objectives and mission statement as well
HSBC holdings is basically a British financial services holding company and
multinational investment bank which is the second largest bank in Europe behind BNP Paribas.
The main objective of HSBC holding is to open the world of opportunity regarding the reason
behind why they exist. They are basically here to use capabilities, unique expertise, perspectives
and breadth in order to open up new types of opportunities for their customers(Cherif., 2020).
The mission statement of HSBC holding plc is to target for where growth is and enables the
business to thrive and economies to prosper which ultimately help people in terms of fulfilling
the hopes and realise the ambitions as well. They provide customers with the best value in
energy and related services.
Evaluate the importance of workforce planning to the goals of an organisation and also consider
the role of strategic HRM which plays when considering resourcing needs for the global business
Workforce planning basically provides managers with a strategic basis in order to make
decisions of human resource. In context to HSBC holdings plc, the main goal of the bank is to
become leader in terms of providing services at global level and in business terms as well.

So workforce planning help in terms of identifying and responding towards the changing
needs of their customers and also identify the strategies for development of people into focused
manner. In relation to the role of strategic HRM, it is very important into context of resourcing
needs of global business. They basically contribute in terms of determining that in which manner
to resolve and identify the issues of work place as well. They also support in terms of attracting
the diverse kind of people by effective selection and recruitment process.
Assess the strengths and weaknesses of dissimilar approaches of recruitment and selection with
support of examples
There are certain strengths of different approaches of recruitment and selection. The main
strength of recruitment and selection is that it contribute in terms of faster hiring and it also
shorten the time which is needed in order to fill the open job positions. These approaches support
in terms of hiring the qualitative candidates(Cooke and et.al., 2015). There are certain
weaknesses of recruitment and selection approaches which includes in terms of higher cost and
there is no cultural fit as well. There is also lack in terms of employer branding. In context to
HSBC holding plc, the process of recruitment and approaches of recruitment basically vary
according to the role which has been applied and the location where the individual has applied
for. HSBC bank has changed its hiring procedure which is named as “HireVue Interview”. In
this kind of interview, the main purpose of interview is to save time of everyone and there is no
requirement to travel to the office when manager has already made up their mind on another
applicant. So in this manner, HSBC holding bank has plan themselves in order to hire and recruit
people into positive manner.
Section 2
Describe about the benefits and limitations of the two HRM practices for HSBC and the
employee
Learning, development and training: The main benefit of learning, development and training
of employees of HSBC bank is that to retain the employees into positive manner and also
develop future leaders into appropriate manner(Froese and et.al., 2018). They also contribute in
terms of empowering employees and also boosts the workforce engagement as well. The
learning, development and training of employees also lead towards building the stronger

workforce relationships as well. There are also certain limitations of HRM practices of
employees of HSBC bank. It basically includes it is the costly and expensive procedure as well
and training also result into dislocation of work and also lead towards the loss of output as well.
Under the procedure of training, development and learning it is very difficult to obtain the good
training of leaders and instructors as well.
Performance management: It act as a corporate management tool which help as manager in
terms of monitoring and evaluating the work of employees as well(Mahmood and Nurul Absar.,
2015). The main goal of performance management is that to create such kind of environment
where people can perform up to the best of their abilities and also produces the highest quality
work in terms of performing into the most effective and efficient manner as well. There are
certain benefits of performance management which includes boosting the employees morale
level into positive manner which in turn result into enhancement in productivity and performance
level. It also help in terms of identifying the right employees for promotion and also contribute
in terms of improving the work force planning as well. Performance management also boosts the
retention power and contribute in terms of reducing the employee turnover as well.
In context to HSBC holding plc, performance management is very important for the
organisation as it contribute in terms of creating such an environment which is supportive that
fosters teamwork and innovation as well. The main benefit of performance management of
HSBC holding is that it contribute in terms of improving the performance of employees into
positive manner. At the organisational level of HSBC holdings, they can achieve their full
potential into result oriented manner and it also gives surety to the employees that the
organisation is committed towards developing and improving their skills as well.
There are certain limitations related to performance management which creates hindrance
in terms of achievement of goals and objectives of an organisation(Nguyen and et.al., 2020).
Performance management basically act as time consuming factor and also sometimes lead
towards discouragement factor as well. It is also difficult in terms of staying consistent towards
the task and also contribute in terms of slow response times to the incoming requests. In context
to HSBC holdings plc, it is very challenging task to complete this procedure within a set period
of time. When employees don't have motivation factor towards their work then it lead towards
the discouragement in their work. So these are the limitations of HRM practices of HSBC Bank
plc.

Assess that in which manner relevant HRM is to organisational effectiveness, efficiency and
profitability
Human resource management basically act as the driving force in terms of generating
profits within the business. Human resource can contribute through creating a higher level of
performance culture which establishes the best of industry people practices and also contribute
into the context of existing VRIO capabilities by selective hiring and also provides the state of
art skill building and also lead towards the effective management of performance of process.
Through making effective policies and procedures of an organisation, the organisation can
enhance their performance into positive manner(Nwachukwu and Chladková., 2017). There are
different responsibilities of human resource management at the organisational level which
contribute in terms of enhancing efficiency, effectiveness and profitability. It basically include
setting policies, staffing, retention, compensation and benefits, training, employment laws and
worker protection as well.
Through setting proper procedure of staffing it is easier to attract right kind of employee
for the organisation so that it lead towards enhancing the performance level of organisation into
result oriented manner. When organisation have proper retention strategy then it is easier for the
organisation to give reasons for retaining them for longer period of time which will lead towards
the effective growth of an individual. When organisation gives proper training to their employees
then employees feel satisfied from their job role and can contribute in terms of achieving goals
and objectives of an organisation(Rockett and et.al., 2017).When organisation also gives
assurance about the safety parameter of their employees then they feel protected themselves into
their work place due to which organisation can perform into the profitable manner.
In context to HSBC Holding plc, the organisation has set policies in such a manner that it
supports financial partners for their clients. For conducting the interview they mostly take use of
new technologies, apps and “HireView” interview procedure as well so that they can make their
organisation working very effective and efficient as well. They have made certain laws and
regulations in order to protect their data into effective manner and it will result into efficient
performance of an organisation into positive manner. HSBC holding plc basically used the
various incentives and benefits which can be beneficial in order to maximise the retention of

employees. In this manner, bank lead towards the better profits and enhanced performance level
as well.
Bank also provide retention incentives where employees feel truly valued and healthcare
is also kind of sort of provision which likely increases the loyalty of employees. Due to this kind
of activity they again start working with their full potential which will result into effective
performance of an organisation. HSBC holdings also provide private medical insurance for their
employees due to which employees feel relaxed from this parameter due to which they positively
contribute towards the growth of an organisation. In this manner, human resource management
of bank contribute in terms of effective, efficient and profitable performance of an organisation.
Section 3
Evaluate the importance of relations of employees in relation to the influencing HRM decision-
making
At the organisational level it is important that to have proper relationship among
employees so that they can collaboratively work with each other within a team. When there is
good relationship among employees then it lead towards the retaining of employees into positive
manner. When there is a strong bond among employees then it has been observed that employees
also show their full presence at the work place due to which employees feel motivated and
committed towards their work (Shipton and et.al., 2016). Employee relation is important in
relation to the HRM decision-making because strong employee relation basically requires for the
human satisfaction and higher productivity as well. The relations of employees basically deals
with resolving and avoiding the issues which is concerned with individuals that might arise out
of the work scenario.
In context to HSBC holding plc, the employee relation is into very positive context and
act as in the form of employee friendly nature as well. The relation among employees is also
very cooperative and supportive as well due to which they can perform into result oriented
manner. The management among employees also act in a very supportive manner due to which
employees can work into positive manner regarding the achievement of goals and objectives of
an organisation.

Assess the main elements of employment legislation and the impact it has on the HRM decision-
making
There are certain elements of employment legislation and its impact on the HRM
decision-making which is defined into the following manner:
Data protection: The data protection act 2018 basically controls that in which manner personal
information is used by the organisation, government and the business. Under this law, company
has to follow certain principles related to it. They have to make sure that the information is to use
the information into lawful, transparent and lawful manner. The information is used in such a
way that is relevant, adequate and limited to only which is necessary(Thite., 2015).When this law
has been positively implemented at the organisational level of HSBC holdings then human
resource management can take decision in a free manner and also don't have any kind of fear
regarding the protection of information regarding their customers and their business as well.
Health and safety legislation: This is a law which has been made in the year of 1974 and this
legislation is related to the work place which is also known as the HASAWA or HSW. Under
this law, there are certain responsibilities of employer which includes providing system of safe
working, provide proper safety and health induction and training and also maintain the safe work
equipment. Te impact of this legislation on HRM decision making is that they can positively
manage the health well-being of all employees working into this organisation. This legislation
also gives assurance regarding their safety due to which human resource management can also
conduct some outdoor activities within the support system of this legislation.
Explain about the application of HRM practices and provide rationale for its application in the
organisation
The system of HRM also provides the centralized, single view of the company's
workforce through integrating the array of applications such as benefits administration,
compensation management, performance management, talent acquisition, career development
and succession planning as well (Westerman and et.al., 2020). The application of HRM practices
is necessary because without these parameter it is very difficult to manage employees into ethical
manner at the organisational level. So these parameters need to be followed into appropriate
manner so that these practices can be implemented into positive manner at the organisational
level.

CONCLUSION
The above stated report concludes that human resource management plays a very
significant role at the organisational level . It has been concluded that setting objectives and
mission for an organisation is very important so that results can be achieved within a set period
of time. It has been determined that the planning of workforce is very important in relation to
the aims of an organisation and it also need to understand that there are certain strengths and
weaknesses of recruitment approaches. It has been observed that there are certain benefits and
limitations of HRM practices. There are certain relevant human resource management practices
which contribute in terms of effectiveness, efficiency and profitability of an organisation. At the
organisational level, the human relations are also very important because on the basis of that
there are certain decisions of human resource management which has been influenced into
positive manner.

REFERENCES
Books and Journals
Al-Ayed, S. I., 2019. The impact of strategic human resource management on organizational
resilience: an empirical study on hospitals. Verslas: teorija ir praktika, 20(1), pp.179-
186.
Cherif, F., 2020. The role of human resource management practices and employee job
satisfaction in predicting organizational commitment in Saudi Arabian banking sector.
International Journal of Sociology and Social Policy.
Cooke and et.al., 2015. Multinational firms from emerging economies in Africa: implications for
research and practice in human resource management. The International Journal of
Human Resource Management, 26(21), pp.2653-2675.
Froese and et.al., 2018. Human resource management in Japan and South Korea. In Routledge
handbook of human resource management in Asia. Taylor & Francis.
Mahmood, M. and Nurul Absar, M. M., 2015. Human resource management practices in
Bangladesh: Current scenario and future challenges. South Asian Journal of Human
Resources Management, 2(2), pp.171-188.
Nguyen and et.al., 2020. Factors that influence employee performance: motivation, leadership,
environment, culture organization, work achievement, competence and compensation (A
study of human resource management literature studies). Dinasti International Journal
of Digital Business Management, 1(4), pp.645-662.
Nwachukwu, C. E. and Chladková, H., 2017. Human resource management practices and
employee satisfaction in microfinance banks in Nigeria. Trends Economics and
Management, 11(28), pp.23-35.
Rockett and et.al., 2017. A human resource management perspective of workplace bullying.
Journal of Aggression, Conflict and Peace Research.
Shipton and et.al., 2016. Human resource management, innovation and performance: looking
across levels. In Human resource management, innovation and performance (pp. 1-12).
Palgrave Macmillan, London.
Thite, M., 2015. International human resource management in multinational corporations from
emerging economies. In Handbook of human resource management in emerging
markets. Edward Elgar Publishing.
Westerman and et.al., 2020. Sustainable human resource management and the triple bottom line:
Multi-stakeholder strategies, concepts, and engagement. Human Resource Management
Review, 30(3), p.100742.

Appendixes
Job Description
JOB SPECIFICATION
Position: Mortgage Advisor
Qualification:
 Certificate in Mortgage Advise and Practice (CeMAP) Diploma in Mortgage Advise and Practice (DipMAP)
Experience:
 Develop new mortgage based products and services.
 Developing strategic decisions in regard of mortgage products.
 Supervise both individual and corporate client relations.
 Basic customer service and support.
 Can take follow up on email enquiries. Introduce prospective customers to the mortgage products and services.
Skills:
 Computer skills
 Excellent communication skills
 Customer service Financial training
Responsibilities:
 Appointments with customers who are looking for mortgage.
 Reviewing for the existing customers and their mortgage.
 Completing mortgage applications and help customers in completing them.
 Talking over any kind of financial problems and issues with customers, if they are
unable to mortgage.
 Completing relevant paper work.
 Giving advice to customers.
 Discuss new products with existing customers at the end of cut off period.
 Organising for the relevant departments to assess properties in line with mortgage

industry.
Person Specification
PERSON SPECIFICATION
Essential requirements:
 Worked with existing client base to analyse the prominent product and services resulting
for the long term holding or retention of client, increase revenues and profits.
 Review loans regarding the expectations and determine the overall condition to develop
compensate factors and also answer the general questions and queries that leads to
increase the approval rate. Demonstrate for the proficiency for the usage of technology and holding systems that
leads to contribute for the efficiency of workflow and productivity.
Desired requirements:
 Negotiate payment arrangements and also offer suggestions on how to meet the payment
obligations.
 Perform a thorough review regarding the loan servicing history and also provide
information on the status, transaction or account activity and other inquiries.
 Analyse all the prominent loss mitigation workout options and offer relevant
information to customers.
Interview Questionnaire
INTERVIEW
Interviewee: “Good Morning, Sir.”
Interviewer: “Good Morning, have a seat!”
Interviewee: “Thank You, Sir!”
Interviewer: “Shall we commence with the interview?”
Interviewee: “Most Likely, Sir!”
Interviewer: “Alright. So, according to you, what are the key skills and abilities a Marketing
manager of a hospitality sector and of large international organisation like ours should
possess?”
Interviewee: “Communication is one of the most important skills according to my opinion and
experience. Moreover, management and leadership skills are also should possessed by the
Marketing manager of a hospitality organisation. Furthermore, a marketing manager should also