HRM Report: Purpose, Functions, and Practices at Barclays

This report provides a comprehensive analysis of Human Resource Management (HRM) at Barclays Bank. It begins by outlining the purpose and functions of HRM, including recruitment, training, and performance management. The report then delves into different approaches to recruitment and selection, evaluating their strengths and weaknesses. Furthermore, it explores the benefits of HRM practices for both employers and employees, such as improved employee performance and a better working environment. The report also examines the effectiveness of various HRM practices, including training and reward systems. Additionally, it emphasizes the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, the report discusses the application of HRM practices within a work-related context, offering a holistic view of HRM's role in the organization.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Purpose and functions of H.R.M..........................................................................................3
P2) Strengths and weaknesses of different approaches of recruitment and selection.................5
TASK 2............................................................................................................................................7
P3) Benefits of H.R.M. Practises for employer and employees. ...............................................7
P4) Effectiveness of different H.R.M. Practises.........................................................................8
TASK 3............................................................................................................................................9
P5) Importance of employee relations in influencing H.R.M. decision making. .......................9
P6) Key elements of employment legislation and impact on H.R.M. Decision making. ........11
TASK 4..........................................................................................................................................11
P7) Application of H.R.M. Practises in work related context. .................................................11
CONCLUSION-............................................................................................................................14
REFERENCES-.............................................................................................................................14

INTRODUCTION
Human Resource Management is a collective term that includes all the aspects of human
resource of the organization like, performing job analysis, recruitment and selection of right
employees.
BARCLAYS Bank is a British Multinational investment bank and also a financial services'
company. It is founded on 17th November and headquartered in London.
The Report will describe the purpose and functions of H.R.M, strengths and weaknesses of
various approaches of recruitment and selection. The Report will further describe benefits and
effectiveness of H.R.M. practises for employer and employees. The Report will also lay
emphasis on importance of employee relations and impact of employee legislation on H.R.M.
Decision making. The Report will also discuss application of H.R.M. Practises in work related
context.
TASK 1
P1) Purpose and functions of H.R.M.
Figure 1: Barclays
Source: Barclay bank Ghana post

Human Resource Management is a method to effectively manage the human resource of the
company. It includes recruitment, training and development, performance appraisal of
employees.
Purpose of Human Resource Management. The purpose is to recruit the right type and right
number of candidates to fulfil the vacant job positions in Barclays bank. So that, objectives of the
bank can be achieved. It also helps in creating good environment so that, employees remain
motivated to work in the organization. Human Resource Management helps in maintaining the
performance standards and also to maintain harmonious relationship between employer and
employees.
Functions of Human Resource Management are:
 Recruitment- It is most important function of Human Resource Management in which
Human Resource Manager of Barclays bank selects appropriate type and number of
employees to fill vacant job positions of the organization. It also includes providing
training for better performance of the employees.
 Learning - Human Resource Manager of Barclays plays an important role in continuous
learning and development of the employees. Manager of bank is actively involved to
promote learning of staff. So that, skills of employees can be improved(Kanki, 2019).
 Training and development- Human Resource Department of the bank is responsible for
providing training to employees for their professional development. Training programs
helps in developing skills and improve the efficiency of employees to improve
performance at workplace.
 Job Analysis- Job analysis is performed by Human Resource Manager of Barclays to
prepare job descriptions and job specifications. Job analysis is done on the basis of
activities to be performed by employees during their job. Job analysis can be done in
many ways like, through observation, preparing questionnaire etc.
 Performance Management- It is a procedure that is performed by manager of the bank
to measure the job performance of staff, to plan and monitor the employees work and
their contribution in achieving bank's objectives. Several methods can be used to measure
the performance of employees like, self-evaluation, peer evaluation, measuring the output
etc.

Strategic human resource management refers to, the process of developing policies, programs
and practises that helps the organization to achieve its goals and objectives. It says that, Human
Resource Manager should be fully integrated with the strategic needs of the organization.
The Hard approach to Human Resource Management includes, treating the employees of the
bank as a resource of the organization. Human Resource Manager focuses on workforce needs
of the bank and recruit them accordingly.
In case of Soft approach to Human Resource Management Human Resource Manager focuses on
long-term workforce planning and employees are treated as individuals. Employees of the bank
are empowered and encouraged to take the responsibility.
P2) Strengths and weaknesses of different approaches of recruitment and selection.
RECRUITMENT- is the process of finding and sourcing quality candidates, attracting them on
timely basis in sufficient numbers with appropriate qualifications so that, they will apply for
vacant job position in the organization.
Approaches of recruitment are as follows-
Internal Recruitment : It refers to, recruiting the candidates inside the organization. Employees
that are working in their own company are promoted or transfer to another department. It is the
easiest method of recruitment because, organization already knows the performance of existing
employees.
 Transfer- Human Resource Manager of Barclays bank can use this method of
recruitment under which, employees will be shifted from their present job position to
other similar job in other department. It will not result in any change in rank or
responsibility of employees. It will improve the morale and performance of employees.
 Promotion- Under this, Human Resource Manager of bank can shift the employees to
higher positions with better pay, higher responsibilities, and better pay. Promoting the
employees to higher position motivates them to improve their performance.
 Present Employees- Present employees of the bank can recommend name of their
relatives to Human Resource Manager. Such persons may be more suitable for the job
because they know the requirements of job positions. Chances of wrong decision are
eliminated because, existing employees can be relied upon.
External Recruitment:

 Advertisement- This method can be used by the bank to recruit skilled, clerical staff.
Advertisement will attract applicants in large number. It has benefit of recruiting
employees with new ideas. Advertisement can be given in newspaper.
 Employment Exchanges- Bank can use this method to recruit unskilled, skilled workers.
Employment Exchanges are run by Government. It will provide the benefit of wide
choice to the management.
 Factory Gates- This method of recruitment can be used by Human Resource Manager of
the bank to recruit unskilled and semi-skilled workers. The main disadvantage is that, the
person selected may not suitable for the vacancy(Horton, 2015).
SELECTION METHODS-
 General Mental Ability: It is the most effective way of selecting the candidates. Human
Resource Manager of Barclays Bank can use this method for predicting the future
performance of employees for every type of job at every level that is, from lowest to top
level. Bank can use pencil and paper test to select best candidates. These tests are
affordable quick and easy.
 Structured Interview- In structured interviews, Human Resource Manager of Barclays
bank will ask a series of predetermined questions to candidates and their response are
scored using detailed criteria. It will reduce the personal biasness and it is good at
predicting the performance properly. It can be used by manager for any type of job.
Bank can identify areas for growth and development of employees.
 Situational Judgement Test- Under this method, manager of bank will ask the
applicants to respond to a variety of hypothetical situations that are relevant for the job.
TASK 2
P3) Benefits of H.R.M. Practises for employer and employees.
There are many benefits of various Human Resource Management practises to employees and to
Barclays Bank.
H.R.M. Practises Benefit to employees Benefit to Barclays Bank
1) Learning and development-
Company invests huge amount
for training and development
Through continuous training of
employees, their skills that are
required to perform the job
Through training and
development of employees of
Barclays Bank, skills of

of employees so that, their
performance and productivity
will improve.
will improve.
They will get the opportunity
of promotion at higher job
position in the bank in the
future.
Training programmes helps in
overall development of
employees.
employees will improve that
will provides competitive
advantage to the bank.
It helps in improving loyalty of
employees towards the bank .
Regular training of employees
will increase the workplace
engagement.
2)Employee performance
management – It is a process
of managing and improving
the performance of employees
to ensure that, overall
organizational goals will be
achieved(Moutinho, 2018).
Through performance
appraisal of employees, they
get the clarity regarding their
expected performance.
It helps the employees of
Barclays Bank in clarifying the
job accountabilities and
contributes to improvement in
the performance of employees.
By clearly defining the goals,
and regularly assessing the
performance of employees,
Human Resource Manager of
Barclays Bank can identify the
major gaps in the skills of
employees.
It is useful in designing the
training and development plans
for the employees of the bank.
3) Reward System- It refers to,
formulation and
Implementation of policy that
aims to reward the employees.
It consists of controlling
employee remuneration, and
other benefits.
If Manager of Barclays Bank
recognizes the efforts of
employees then they will be
motivated to improve their
performance.
Reward system creates a
positive feeling in the
employees and their morale
will increase. And they will
make efforts for higher
performance.
If Human Resource Manager
of Barclays Bank will praise
and reward the better
performance of employees
then, productivity of workers
will improve.
Through recognising the
efforts of employees they feel
that, their hard work is worth
rewarding as a result labour
turnover will decrease.

4) Better Working
Environment- It refers to the
surroundings in which
employees performs their job.
It can be physical conditions
like equipments. It can also
relate to work procedure.
Through better working
environment employees of the
bank will feel safe at the bank.
A healthy and positive
workplace for employees leads
to better performance of the
employees.
Better working conditions in
the bank will increase the
willingness of employees to
work in the bank and employee
retention will be improved.
P4) Effectiveness of different H.R.M. Practises.
Human Resource Management practises are highly effective in increasing the productivity and
profitability of the bank:
 Training, Learning and development- Through timely training and development,
employees of the bank will become more confident and sure about their work. It ensures
the consistency of employees. Every employee becomes aware about the expectations of
the organisation. Proper training of employees is helpful in maintaining the standards of
quality and productivity of work. Training and development help the employees of
Barclays Bank in achieving their goals and targets. Successful training strategy helps the
bank to create a strong brand among well-known banks. Learning and development
ensures that, the skills of employees in their relative fields will upgrade.
 Employee performance management – It is highly effective in creating the shared
vision throughout the bank and helps to establish and support leadership and management
style. Performance management helps in reducing the confusion and ambiguity among
bank employees. It also helps the manager in guiding the employees in developing their
skills. This system helps in creating a new performance culture in the bank that results in
motivation, development of employees. Recognition makes employees feel worthwhile
and they will put more efforts in achieving organisational goals. Performance
management system is highly effective in satisfying the needs of all the organisation's
stakeholders(Shen, 2016).
 Reward system- Reward system of Barclays Bank is highly effective in improving
individual and organizational performance. The intrinsic rewards help to encourage and
enhance the performance of employees. Through intrinsic rewards, employees of the

bank feel happy and satisfied due to experience of feeling of self-actualization. At the
same time, it also helps the bank in increasing its profits. Extrinsic rewards like, bonus,
recognition and fringe benefits helps in improving the performance of employees of the
bank and ultimately improves the organizational performance(Mura, 2015).
 Better Working Environment- Better working environment in the bank will create
positive social connections. At workplace that will produce desirable results. It helps in
improving employee performance . Employees feel safe rather than fearful.
Better working conditions leads to more success in long term and it will also increase the
revenue of the bank (Waddock, 2017).
TASK 3
P5) Importance of employee relations in influencing H.R.M. decision making.
Offer career development opportunities
Barclay provides the different opportunities to their employees. Employee don't want to be fixed
In a same position forever (Ali, 2016). They want to take a new opportunity that is help for
increasing the motivation towards the work. So that, opportunity is defined them to clear path of
their future growth. Barclay provides the opportunity like promotion and transferring, job
rotation so that employees get motivates and improving the performance.
Communicate the company mission and vision
Barclay share with your employees their vision and mission. That helps to employees for
knowing about the company values such as honesty, quality, services. These values helps
employee for reducing the misunderstanding. It is also benefited for Barclay because they
increase the loyalty of employee among the business (Banfield, Kay, and Royles, 2018). Because
employees fills like that they are part of the company and they are very important person of the
company.
Provide rewards
Providing rewards to their employees for example gold or silver coins. Barclay provide
incentives for various achievements that inspired the employee to perform well and set the goal
of the company (Baum, 2016). So rewards is inspired the employee to meet a company
objectives and help to achieve the goal of the company.
Promote healthy work/ life balance

Barclay provides the healthy life to their employee they provide the flexible working options, to
their employee. Barclay creating a healthy environment that increase the performance of
employees. So employee are more focus on their work and that is help to improving the relation
and ultimately that creates a talented team which help to achieving the goal. Manager of the
Barclay can be supportive when employee need to take some time. So that is beneficial for the
company because employees are satisfied with their work so they are more focus on their work.
Offer career development
Barclay offers the career development opportunities to their employee that provide a different
offer to enhance the work of employee (Bratton, and Gold, 2017). They offer the high level of
positions like team leading that affect the personality of employee and creates a good
relationship with their employee. Company also provide training to employee that fills the
multiple roles. Also, help to employee for developing the skills that will increase the value of the
company.
Helps employee to feel valuable
Barclay inspired and motivate to their employees to give the appreciations. Most of the employee
are very discipline and good in work. So the managers of Barclay is appreciated publicly to
employees and provide the good feedback so employee get motivated and they feel valuable so
employees are inspired and think that they are very important for the company.
P6) Key elements of employment legislation and impact on H.R.M. Decision making.
Anti discrimination act
Anti discrimination act define that individual are not to be treated as differently due to their
regions, caste and characteristics. Means all people are equal for the organizations and Barclay
follow the anti discrimination act that protect to their employees and they cannot differentiate to
their employee (Kavanagh, and Johnson, 2017). They treat their employee as important resources
and cannot judge by their caste, gender, regions, race, nationality and characteristics.
Health and safety act
Health and safety act define the employee safety at work place. Barclay follows this act to
protect their employee on the work place. Protecting the employee against the risk due to arising
in the work place like controlling the machinery and different chemical that affect the human

body. So Barclay protect their employees to follows this act which can help to employee
performance and also help to increasing the satisfaction with their work.
Data protection act
Data protection act protect the personal data of the employee. And individual have power to
control their data (Shen, and Benson, 2016). Barclay are followed the data protection act that
protect the data of the employees. Barclay uses the personal data on the lawful purpose and the
data is not to be transferred to outside the organization. So company must follows the rules and
also employee are present the accurate and relevant data to the company.
Equality act
Equality act protect the people against discrimination, victimisation and Barclay follow the act to
protect their employee. They provide the equal pay to the employees they cannot judge by the
gender means pay the equal amount to women or male employees. So this act which help to
improve the performance of employees.
TASK 4
P7) Application of H.R.M. Practises in work related context.
Job Title Human resource assistant
Reports to Human Resource Manager
Roles & Responsibilities Compensation and benefits administration, Maintaining
employee related files. Setting appointments and arranging
meetings.
Qualification High school diploma, bachelor's degree
Title of the job Human resource assistant
Date: 25/03/2019
Qualification required Essential Desirable Met

 A degree within
Human Resource
Management, Lab
our relations ,
organizational
development or a
related field of
study.
 Undergraduate
degree in the area
such as, Business
Administration.
Yes
Yes
Need of Experience
 Experience in
administration of
benefits and other
Human Resource
programs.
 One or two years
of general
business
experience,
Human Resource
experience is
preferred.
Yes
Yes
Personal characteristics