Human Resource Management Report: Barclays Bank - A Detailed Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Barclays Bank. It begins with an introduction to HRM, defining its core functions and importance in achieving organizational objectives, and highlights the crucial role of HRM in enhancing business growth and profitability. The report then delves into specific HRM functions applicable to resourcing and workforce planning, including training and development, compensation and benefits, and performance appraisal. It examines the nature and scope of HRM, including its continuous process and relationship with all organizational levels. The report further explores different approaches to HRM, such as hard and soft models, and discusses workforce planning, considering different types of labor markets. The report also analyzes the strengths and weaknesses of various recruitment and selection approaches, including internal and external methods, and examines the processes of job analysis, job descriptions, and personnel specifications. The report concludes by highlighting the significance of selection processes, onboarding, and the factors that affect employee productivity, providing a detailed overview of HRM strategies within a multinational financial institution.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management can be expressed as a concept which is used for thinking,
selection, hiring along with training and development, appraisals, payroll and assessments of
employees, etc. In simple words, this is the process where there is growth and utilisation of
maximum workforce. The major focus of this kind of sector is on attaining objectives in an
effective and better manner so that company can attain its mission and vision (Human resource
management. 2017). Along with this, human resource sector also mainly helps out in enhancing
growth and ratios of the profit which can make business much better. Hence, they play much
more crucial role when it comes to make the business grow and attain success. Company taken
for this kind of report, Barclays Bank which is multi national bank who mainly deals in financial
sector. This company was mainly established in the year 1690. This kind of bank has been
among top ten position across world and thus, their turnover is approx. US $ 2.946 billion
dollars. There are various kinds of factors which were highlighted like there are various kind of
factors along with functions of HR management. Moreover, there will be word about several
kinds of benefits for HRM pattern within institution. Apart from this, there can be the value of
employee relation for impact which is made of decision making process for HR management.
TASK 1
P1. Purpose and functions of HRM applicable to resourcing and workforce planning
HR management is termed as resource which is being used for human assets
management. In order to make the business much more effective and in a better way, this is the
procedure which is being utilised for management of people. There is the field which has been
created by human resource management with numerous factors like staffing, recruitment and
assortment along with execution appraisal, payroll, motivation and many more (Alfes and et. al.,
2013). This kind of factor mainly brings out the factor along with many people in the business
process in order to attain the objectives in a better and effective manner. There is the main
motive of HR sector is that bringing out the improvisation factor within the operations conducted
so that productivity and profit ratios in improved and effectual manner. There are different kinds
of cause along with scope of HRM which are stated as below:
Nature:
 HRM is being considered as a uninterrupted process.
1

 There are number of factors along with purpose which are connected with
training, appraisal performance along with selection and many more.
 This can be stated as one of the effective parts of management.
 This is being related with all kind of levels.
Scopes:
 Employees are being given in training and development.
 Level of motivation is being provided to employees.
 Welfare of the society with employee’s security.
There are many functions for HRM which are being described as below:
Training and development- This can be stated as an essential duty of the manager of HR
which gives training in order to enhance skills and performance level. Barclays bank will mainly
provide the guidance to employees who are freshly recruited and thus, to them training and
development sessions will be given so that they can get the exposure of workplace along with
upgrading knowledge (Functions of HRM. 2018).
Compensation and benefits- The major objective of this kind of bank which will provide
the platform of attaining aim and objectives in better and effective manner. Company can
achieve what they want to by adopting and innovating new kind of methods which are mainly
introduced by giving out advantages to employees. There are number of advantages which are
being provided to staff members (Boxall and Purcell, 2011). There are numerous advantages
which company provides to staff members and these are mainly stated as below:
 Flexibility on the job hours.
 Patriarchal or maternal leave. Extended vacation.
Performance appraisal: HR manager looks out for the level of performance of employees
and thus keep monitoring so that as per their working status, appreciation can be given.
Planning- There is the major role which is played by an organisation in setting up of aim
and objectives. Along with this, effective role is being played by many policies in order to
accomplish the set aim and objectives in an efficient and remarkable manner (Anderson, 2013) .
There are various kinds of activities which are being conducted, formulation of structure by the
manager of human resource.
There are numerous kinds of activeness which are highly affiliated to HRM activeness:
2

 Selection and Recruitment
 Developing the effectual strategies and plan of action for Barclays Bank
 Lawmaking like adviser
 Motivation to workers
 Evolve better communication among all employees
Best fit approach vs. best practice
Best practice Best fit
This can be expressed as various kinds of HR
policies which are highly involved for reward
planning of employees
This is the pattern which provides factor of
motivation in order to support individuals for
better formulation of strategies of company
Managers mainly apply the motivational
factors implemented by managers.
Gaining the competitive advantage for Barclays
Bank.
Soft and Hard models of HRM
Hard skills- In this kind of part, workers are the part of company as they are the most
essential resource. This kind of model is being utilised and formulated with the motive of
business related activities and conduction of operations which are being determined for the
planning process for company (Armstrong and Taylor, 2014) . Priority of company is to recruit
and select and manage all employees as per the needs of Barclays. There are number of factors
which include:
 Typing Speed.
 Certificate or Degree. Computer programming.
Soft skills- Employees are being treated as the valuable resource of company by Barclays
Bank and thus, they are mainly treated like a person along with employer who mainly provides
structure of the planning process. In this, manager shifts his focus on determining the actual
desires of employees and thus, fulfil them in a better and effective manner (Bloom and Van
Reenen, 2011). This will in turn uplift the motivation and thus, employees will give high level of
performance.
Workforce Planning
3

Kinds of labour marketplace:
Type of firm Kinds of labour power market
Independent primary Subordinate primary
Core Salaries are being given to
staff control, technical and
professional salaried along
with line workers.
There are number of
production labours who comes
together with labour union.
Periphery Craft Secondary
Employees are being hired
who got the potential of high
level of public presentation by
the craft union.
Abilities are low in nature
within employees along with
job security.
An inner labour which is the part of administration for an organisation by which workers are
being allocated tasks and activities and cost which is citizenry by policies and rules. There are
number of vacant places within the labour mar that fills out the labours promotion which can be
existing within company.
The advanced turnover rate extends the benefit of an affiliation. In case agents will
product amended and they will be present in an association for difficult day which in turn will
helps in enhancing the company's turnover (Briscoe, Tarique and Schuler, 2012). From this
company will keep up at workplace for taxing day and age . On the off chance that there ought to
emerge an event of regulatory and legal structures, it is vital for the boss to apply all exhibitions
at workplace which are formed by government or change of delegates and furthermore
association. It will develop the constructive outcomes. The pushed advancement is helpful in
affecting the strategy to process successful and better. It improves the practicality and sufficiency
of HR flawlessness. Thusly, HR branch of this firm grasp new advancement for reducing cost of
creation.
P2 Weaknesses and Strengths of various approaches to recruitment and selection
This type of process mainly works in giving invitation the big sum of people or the
nominee for the hiring procedure for filling the vacant posts. This is one of the mots effective
4

and important process for the company. There is need of havimng employees who are unique in
nature and thus have the ability of bringing innovation and giving high level of performance and
thus manager mainly seeks out for that person (Cooke and Saini, 2010). There are number of
needs and wants within the process of recruitment along with catchy characteristic, screening and
opting out individual and integration of new candidates within institution. There are number of
elements which are mainly enclosed and thus those are being described below:
Job analysis- This element mainly states about jobs determination along with its needs
and details. This can be used by the Human resource manager for applying out investigation
regarding the job needs, standard of execution, work activities and many more.
Job descriptions- This is being considered as one of the effective document which in
turn can mention out certain jobs, roles and responsibilities along with working conditions and
many more.
Personal specifications- There are number of skills along with knowledge and
qualification for person who is acting the responsibilities of job.
There are primarily two types of factors which are recruitment and selection within
internal and external features and strength and weaknesses:
Internal recruitment and selection
There are many of the candidates which are being recruited by Barclays Bank which can
provide advantage like it cost effectual and time saver. Hence, there is no demand of seeking out
for the best endowment. This can provide assistance in bringing out the level of motivation along
with employees which in turn can make company to avail various kind of benefits (Flamholtz,
2012). There are mainly three kind of internal recruitment along with selection which are being
descried below:
Promotion- This kind of factor can be stated as an effective movement in upward
directions for employees. This kind of factor mainly helps out in describing efforts which are
being made by employee and thus as per that promotion or appreciation can be done.
Transfer- In this type of factor, there is a single post which is being assigned to an
employee irrespective of the post which he is present in.
Employee referrals- In this element, candidate is being hired as per the referral given by
an existing employee for definite job at the empty place within the institution.
Strengths
5

 This is value effectual and time redemptive as well.
 In this, manager of HR mainly acknowledges existent ability of the workers.
 Publicity are not needful.
 Rising the mental state flat of workers.
Weaknesses
 Biasness can be formulated within present worker.
 Fight can be originate among workers.
 No new talent can not be exclude.
External recruitment and selection
In this, nominee which are being recruited by the manger of HR sector from various
external sources like college placements, constancy, pool campus along with advertising.
Strengths
 New employees can get various opportunities.
 Assistance in determining the effective ideas. Present employees will not let biasses comes in between.
Weaknesses
 Money and time consuming procedure.
 Employees get training sessions.
 Discontent can be formulated among present worker.
Selection can be stated as process in which present employees can be selected for number of
vacant position and this can affect the productivity in negative manner. Recruitment of
employees are being done on the grounds of skills, abilities along with knowledge in which
needed competencies for job performing (Guest, 2011).
There are mainly two kind of concepts which are being formulated with the purpose of
determining and analysing the stress and those ones are Reliability and Validity. This can be
stated as an process which are mainly predated before joining and thus uphold by HR manager.
On boarding- This can be explicit as one of the effective act for integration of new type
of employer within company. This can stated as the guideline for the sector which will be
followed by an individual in order to attain the impersonal of concern which are being
anticipated are noticed down.
6

Induction- In this type of sector, exposure of the business is being given to the
employees who have just joined and thy are being familiarised with culture, values and vision
and many more (Huselid and Becker, 2011). This in turn will provide assistance for the new
recruits for collecting the crucial data for number of sectors, seniors and other various people.
There are numerous issues which in turn can affect the flourishing initiation along with
socializing of employees:
 Antagonistic effect on mission and vision.
 Ability of workers.
P3 Advantages of various HRM practices in an organisation
Human resource management practices: HRM can be stated as process of human assets
administration which in turn compiles of various kind of angles workforce involvement,
arranging and process identification along with various kind of exercises (Kehoe and Wright,
2013). Thin in turn provide the help to management of company for expanding the executing and
skilfulness level.
There are various kinds of HRM practices for Barclays Bank which are stated below:
Human resource
management practices
Benefits to employee's Benefits to Barclays Bank
Learning, training and
development practices
This type of element is very
important for the workers
which in turn will aid them to
collect the data regarding
project which they will be
working on and which can
give high level of performance
(Knowles, Holton and
Swanson, 2012). Motivation
will be provided for the
employees.
This in turn will enable the
bank for make the workers
collect and thus admit the data
which in turn can provide high
level of performance to the
bank along with the objectives
of the bank which can be
attained.
Flexible working options This type of factor which in
turn can enable the employee
There are various kind of
factors which mainly creates
7

to work under the smooth level
of environment which in turn
can increase the level of
performance. Besides this, it
can mainly improve the morale
status as well.
the various kind of benefits to
the Barclays Bank which in
turn can provide enhancement
factor for the relationship
among the employer and
employees and thus the
objectives can be attained in
positive and effective manner.
Employee performance
management and monitoring
This kind of factor is highly
essential for the staff members
so that effective outcomes can
be attained. This is mainly
conducted with the help of
management who needs to
work together.
In this factor, monitoring will
help out in Barclays Bank for
evaluating the level of
performance which in turn can
know the actual abilities of
employees and thus work is
being allocated in that same
way so that outputs which are
being obtained can be much
more better then expected level
(Renwick, Redman and
Maguire, 2013).
Payment and reward
management
In this kind of factor, this kind
of factor mainly helps out in
enhancing the level of
performance which in turn can
create the opportunity of
availing various kind of
benefits.
There are number of factors
which in turn can give various
kind of benefits and among
them most essential one is high
level of performance obtained
by employees which in turn
can create long term relations.
8

P4 Effectiveness of various HRM practices in context of increasing organisational profit and
development
Human resource management can be expressed as one of the effective process which can
be utilised to have effective and better outcomes along with enhancing the level of performance
which in turn can provide the proper types of services which in turn can implement the services.
There are numerous HR management practices which in turn is being utilised for managing the
workers and their activities in order to minimise the experience of the wastes. Due to this, level
of profit which is being enhanced within the marketplace (Vo and Stanton, 2011). In this kind of
context, there will be contribution which will be done by HR management along with the
productivity of Barclays Bank. There are number of structure by which it can be through the
HRM pattern and thus obtain the productivity stages which can be comprehended by described
points:  Training and development: There are various kind of sessions which are being
provided regarding grooming and development for having better and effective
outcomes and this way better performance level. This in turn mainly provide the help
to acquire the market portion by effectual services.
 Flexible working hours: There are effective and better working hours which is
mainly necessary for authority which in turn can evaluate the positive relation within
the workers. There are some of the impacts which are being made upon the workers
and employers relation in affirmative manner.
 Recruitment and selection: Presence of effective and bale individual which are being
enlistee by the director which in turn can help out in improvising the level of
execution for and individual along with Barclays Bank as well.
 Motivation tools: There are various kind of employees which are being motivated to
bring the change within the workplace which can bring out effective level of
productivity. There are numerous types of motivational tools which are mainly
utilized by the managers and those are like rewards, incentives and many others
(Harzing and Pinnington, 2010). This will in turn allow the company to have better
level of workers who can give high level of services to the customers along with
enhancing the level of morale. By the help of this, employees will be retained and that
too for long period of time.
9