Human Resource Management Report: Barclays Plc Analysis

This report provides a detailed analysis of Human Resource Management (HRM) practices at Barclays Plc, a multinational investment bank. The report begins by defining the purpose and functions of HRM, emphasizing its role in achieving organizational goals and competitive advantage. It then delves into the core functions of HRM, including managerial, operative, and advisory roles. The report examines workforce planning, recruitment and selection, development and training, performance management, and reward systems, highlighting the advantages and disadvantages of each approach. It also covers employee relations, employee engagement, and relevant employment legislation. The report further explores the effectiveness of HRM within the context of Barclays Plc, including the design of job specifications and the appropriate use of HR practices. The analysis considers both internal and external factors influencing HRM decision-making and concludes with an assessment of HRM's overall impact on the organization.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM.........................................................................................3
P2.The approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems......................................................................6
P3. Design of a job specification for one of a number of given positions in the organisation.7
Appropriate use of HR practices..........................................................................................10
P 5.The approach to and effectiveness of employee relations and employee engagement..10
P6. Employment legislation..................................................................................................12
P7 Effectiveness of HRM.....................................................................................................12
CONCLUSION .............................................................................................................................13
References......................................................................................................................................15

INTRODUCTION
Human resource is an approach which focusses on effective management of people in the
business so that business can gain competitive advantage. Human resource management plays an
important role in ensuring the overall success of the organisation. Along with it also helps in
improving business image which helps the organisation to sustain in the marketplace for a longer
period of time. The organisation undertaken under this report is Barclays Plc which is a British
multinational investment bank. It was established in the year 1690 and it's headquarter is situated
in London. The company is currently dealing in personal banking, corporate banking and wealth
management. This report will analyse the purpose and scope of HRM and will also analyse
effectiveness of the elements of HRM in the business. The report will also highlight various
external and internal factors that effects HRM decision making along with highlighting various
laws of employment legislation. Later part of the report will deal with HRM practices in relation
with the work context and their influence on decision making will be explained in relation with
the organisation.
TASK 1
P1 Purpose and functions of HRM
Barclays Plc is a British multinational investment bank and financial services company.
Along with investment banking the company is working into four different core businesses such
as personal banking, corporate banking, investment management and wealth management. Their
core business objective is to ensure that they deliver services against purpose of Creating
opportunities to rise. The organisation’s common purpose is 'creating opportunities to rise' and
the mission of the business is to offer innovative products and services in order to meet the needs
of its customers across globe (Bamberger and et. al.,2014).
Respective firm is founded in 20th July, 1896 in London, UK. It is the multinational
investment and financial bank. This have approx 79,900 employees and profits is $ 28.355B.
Barclays groups total turnover of the banking group in 2018 is approx 12.3 billions British
pounds. Share price of respective company is about 149.66. Unites kingdom segment of Barclays
involves local customers, small business.
Purpose and function of Human resource management

Human resource management is the process of managing work force in order to achieve
organisational goals and objective. It includes the process of selecting, hiring, training and
motivating employees (Bringezu and Bleischwitz, 2017).
Purpose:
The purpose of HRM is to develop the work as well as deal with the workers. In order to
find out effective individuals for specific job notification have to be issued that involves job
description, specification. Appraisal of staff performance have to be performed to understand
either workers are performing to the expected standards set through the management.
Various functions of HRM:
There are mainly three functions of HRM that are mentioned below:
Managerial function:
Managerial functions includes the planning, organising, directing and controlling which
are as follows: Planning: In this functions of HRM , the staff numbers and types required to attain
organisational objectives that is ascertained. HR department of respective firm plans
future vacancies, job requirements as well as decided the sources of recruitment. It also,
plan and stats the criteria of possible candidates, to appoint staff and framework of the
organisational departments. Organising: This is relate with creating framework of the company efficaciously. HRM
of the Barclays performs this essential functions as it includes development of
departments infirm, assigning various functions to different individuals, delegating
authority according to the work and duties assigned. Directing: This function is preordained to encourage as well as direct the staff to attain
objectives. HR manager always keep in touch with workers. It is accomplished through
placing staff as per its intellectual capability and skills within firm.
 Controlling: This is related with the accomplishment of organisational objectives as
planned. This is the significant functions of hrm to plan as well as direct workers
effectually towards the objectives of the respective company.
Operative function:
Operative function of HRM is Barclays are most practical as well as critical task assigned
to the workers. This includes:

 Recruitment and selection: Recruitment is the process of screening and selecting
qualified candidates for specified job role. The main purpose of this process is to attract
suitable candidate so that right staff members can be employed at right position. By
effectively recruiting the right candidate the business can eliminate the cost of mistake
associated with engaging incompetent and unqualified employees. Training and development: Under this function the management department establish
certain training and learning sessions for the employees. The main reason for this is to
improve and increase the current skill set of the employees by providing training and
motivational and development sessions. Which helps an organisation to reduce
employees turnover and direct efforts of employees in the right direction.
 Managing employees relations- Employees are the pillar of the organisation and
employee relation is an important function of HRM. In Barclays, the business provides a
friendly work environment to its employees so that they can feel comfortable at the work
place and can develop good employees relation. The main purpose associated with this
function is to provide healthy workplace to employees so that they can fulfil their job
responsibility in an efficient and effective manner (Cleaver, 2017).
Advisory function:
HRM is expert in handling human resources so it provide advice upon matters regarding
HR of the firm. It can facilitate advice to : Top management: HR manager of Braclays advises the top management in making as
well as evaluation of workforce policies, process and programmes.
 Departmental heads: HR manager of respective firm advises the different departments
heads regarding job analysis, recruitment, placement and many more.
Importance of HR in talent acquisition.
Human resource department plays a crucial role in acquiring talent. It analyses the current
staff needs of the business and then choose the right candidate from the pool of applicant for the
specific job. It also analyse the current skill set of employees and analyse the gap in their skills
which are required to perform their job duties, itorganise different and development programme
in order to fulfil the skill gaps. Which help the employee to perform better at their jobs and also
helps to retain them as well (Renz, 2016).s

P2.The approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems.
Workforce planning
It is an complex process which is focussed on ensuring that the business has access to
human capital in current and future situation so that organisation can fulfil its goals and
objectives. Different approaches of the same are software such as NMDS-SC dashboard which
provide access to workforce data and provide information related to workforce (Collings and et.
al., 2015).
Advantages Disadvantages
Helps in ensuring that the business have right
amount of workforce. This assist in
maintaining cost which is expanded for
employees.
Encourage organisation to plan for changes
rather then simply reacting to changes. It
makes quick hiring so working style of Barclay
does not get affected.
The planning process involves both money and
time. For instance: at year ending, there is
requirement of more employee, the due to
workforce planning, there are possibilities that
top level managers remain focused to it.
It is an complex process. For making balance
in demand and supply for workers at Barclay,
then this is complex because HR amnager has
to identify all the aspects.
Recruitment and selection
As employees are the responsible for achieving organisational goals, Barclay will focus
on hiring talented individuals that can helps them in achieving their goals, different approached
to recruitment are recruiting through internal sources such as transfer, promotion and external
sources such as campus recruitment (Approaches of Recruitment. 2018).
Advantages Disadvantages
Helps in fulfilling the job vacancies in the
business. Recruitment and selection is
important actions which has to be done by
managers because when individuals are hired
best then performance is also good.
Internal approach lacks recruitment of new
talent as new talent can bring in new ideas and
energy in the business. Some times due to
partiality, there is negative environment in
Barclay. This affects overall performance of

Helps to equip organisation with best
candidate. In current market, there is
competition in banking sector, so managers of
Barclay has to select best candidate from
crowd to improve overall efficiency of
association. So this assist in improving growth
and development of Barclay bank.
employees and brand image may get diluted.
External approach are both time consuming
and they also involve cost. This is the major
drawback and sometimes HR manager of
Barclay might get confused to select and
recruit with which method.
Development and training
This approach comprises with determining and organisation different educational
programme in Barclay in order to develop the current skill set of their employees. The
approaches are on the job training which comprise providing coaching guides to the employees
at workplace and off the job training which comprises of providing lecture and conference
(Deery and Jago, 2015).
Advantages Disadvantages
Off the job training can increase the confidence
level of employees. With considering off the
job training, employees gets refreshed and this
boosts their performance.
On the job training is more effective as it
learning by experience. With using on the job
the training method, employees of Barclay
bank is able to understand issues which they
face while working under new technology.
Off the job training is expensive and include
lost working hours. In off the job method
sometimes, employees takes it as vacation and
this does not give any positive result to Barclay
bank.
In on the job training, there are possibilities
that resources of organisation might misused
because employees are not able implement
learning properly.
Performance management
Under this Barclay will focus on creating a working environment in which individuals
can perform at their best abilities (Shappell and et. al., 2017).Performance management is set of
activities which focus on achieving overall organisational goals. There are different approaches

to performance management such as reviewing and providing feedback on individual’s
performance.
Advantages Disadvantages
Helps in maintaining performance level in the
business. Employees of Barclay give their best
because they are evaluated and their image can
be improved with working better, so there is
positive impact on overall productivity of
Barclay bank.
Feedback will provide guideline for the future
work of the employees. When managers of
Barclay give feedback to consumers, then this
makes then to know about their mistake and
taking corrective measures about it.
Due to negative feedback employee might feel
under pressure to perform. This gives negative
image on performance of employees and they
gets demotivated.
If the person who is reviewing the performance
is not skilled with efficient skills, proper review
cannot be generated. While analysing
performance of Barclay bank mangers does not
consider circumstances and this leads to get
adverse result of it.
Reward system
This approval of HRM focus on analysing and controlling the remuneration and other
benefits that are being provided to its employees. Barclay will use both intrinsic ad extrinsic
reward approaches in order to influence people at higher level. Extrinsic reward includes salary
and bonus whereas intrinsic rewards will include providing recognition and autonomy to
employees (Glendon and Clarke, 2015).
Advantages Disadvantages
With monetary rewards, lower level employees
gets satisfied that if they are giving best, then
they are earning rewards. So long term
relations can be maintained with them.
Non monetary rewards makes higher level
employees, that if they are able to achieve task
within specified time then they get promoted.
With monetary benefits, there is dissatisfaction
among employees if they are not rewarded
equally, so this give rise to rumours which
negatively affects performance of Barclay
bank.
Non monetary benefits are not sufficient for all
the employees, some are able to get good

So this assist in maintaining productivity of
Barclay bank.
designation, while some are not. So this leads
to high labour turnover and draining of trained
and expert employees to other competitors.
P3. Design of a job specification for one of a number of given positions in the organisation.
Job Description
Company name : Barclay PLC
Job title : Banking Marketing Manager
Job description : Marketing manger has to coordinate and enforce branding
guidelines and standards across different departments and
business lines
Roles and responsibilities : Identifying and analysing consumer demands
Control on external forces and competitors
Quick resolution of consumer grievances.
Planning for Customer relationship marketing programme
Enhancement to digital working style
Requirement : 1. 9+ years of experience.
2. Ability to develop marketing strategies and successfully
create and execute marketing programs.
3. Should have knowledge about how to create business
marketing plan and about various promotional tools.
4. Should have skills such as excellent writing, problem
solving and leadership skills.
5. A proficiency in basic computer application such as
power point and Microsoft excel.
Qualifications : Bachelors and masters degree in marketing or business.
9+ years of experience in marketing.
Preparatory notes for interviews, selection criteria

In order to fulfil the current post of banking marketing manager Barclay HR department
will ask certain questions to the potential candidates in order to select the best suitable candidate
that can be elaborated below-
Interview questions
Q1. What are the new marketing strategies that can be adopted by the business?
Q2. How to handle negative reviews of customers?
Q3. Have you marketed any services, If yes then elaborate it further?
Q4. Tell me about marketing programme that you have established unsuccessfully and what
you have learned from it?
In order to select suitable candidate organisation will develop person specification in
order to identify the attributes that are desired in potential employees.
Person specification
Attributes Essential Desirable
Educational qualifications Bachelor's or master degree in
marketing field.
Degree in international trade
related qualifications.
Experience 9+years of experience of
working as Banking marketing
manager in the field.
Good track record in the
previous job profile.
Worked in sales or sales
support role.
Experience of liaising with
other organisations like
graphic designers, publishers,
etc.
Skills Knowledge of computer
applications such as power
point and excel.
Good management skills and
knowledge about various
marketing tools.
A template job offer for the desired candidate.
Job Offer letter

Barclay PLC
London.
Date : 28.02.2019
Subject : Job offer letter
Respect sir,
This is to inform you that you have been selected for the profile of marketing manager in your
organisation. The terms and conditions of the employment have been attached with this letter.
You are required to join the organisation from 7.03.2019 and you need to accept this letter by
3.03.2019. If you do not revert to this mail by the mentioned date then this offer letter will be
automatically terminated after the mentioned date. In case you have any problem or enquiry feel
free to contact us on the number mentioned below.
Yours sincerely,
Barclay PLC
HR Manager of Barclay
Appropriate use of HR practices.
P4.Inclusion of case study examples to examine the different methods used in HR practices.
When merger happened between Barclay PLC and Lehman Brother the human resource
management faced difficulties because of the certain issues such as cultural differences and
motivation level of staff members as it got effected by the merger and in order to retain the same
human resource department took several steps such as-
Motivation
As the motivation level of the employees were not at a level where they wanted to work
efficiently. The HR manger will provide motivation to different members of the staff in order to
do so, they can use different methods such as provide monetary return for their performance such
as paying extra for extra work, bonus and incentives. They can also use non monetary return in
order to encourage employees such as by recognising their efforts in the organisation which will
help to increase the motivation level of employees and thus, it will increase their performance
level (Harrison and Lock, 2017).

Training and development
In order to eliminate the cultural difference among the employees training and learning
session will be organised by HR department so that employees can learn and can spend time
along with each other which will help in reducing the cultural differences among them. It will
also motivate them to work together in team.
The process of HR practices are strategic in nature. These depicts vital guideline system
that establish coordination with the business executive plan. The HR practices of an organisation
involves formulating methods to measure and analyse the effect of employee reward program.
Other practices involve creation of program in order to reduce work related injuries and also
build a framework that ensures that the organisation is adhering to employment laws in an
efficient and effective manner (Kavanagh and Johnson, 2017).
P 5.The approach to and effectiveness of employee relations and employee engagement
Employees relations- It comprise of the communication between employee and
employer of an business. In Barclay, It comprises of the efforts of the management of
organisation which is directed towards management of relationship between employees and
employer. If the relationship between employee and employer are in good terms then it will have
positive impact on the HR decisions. Every organisation that have good employee relation
programme will use the approach of providing an fair and consistence treatment to all of its
workforce so that they can work efficiently and they can be motivated in their workplace. It will
also help the business to convert their employees into loyal employees which will be beneficial
for business as they tend to perform more effectively and efficiently in the workplace.
Importance:
Trust: At the initial stage of all relation is trust. Without trusts certain problems and
consequences may occurs among themselves. In case work area is capable to foster a good sense
of trust in its firm they can view some advantages of this that are enhanced productivity,
developed morale, capability to perform effectually, minimise the time etc.
Openness: This is considered as being open in context of sharing data so staff get to
knows that what's going on within firm. Openness to various manner of working are different
thoughts, style and many more. For effective relations among employees, it is crucial as through
this they get to know about another staff feeling, ideas etc.

Employee engagement- It is an workplace approach which is used by organisation that
helps the business to deliver a higher level of performance and also help them in gaining
competitive advantage. There are different approaches that are being used by organisation in
order to increase their employee engagement such as working in teams, bonus schemes and
worker involvement programme. As by engaging employee at a higher extent, Barclay will be
able to solve issues such as conflict among its work force as they are obligated to perform in
teams which will not only help them to motivate their employees but will also help them to
achieve high level of performance. It will also help to increase the flexibility in the organisation
as employees are working in different teams (Nankervis and et. al., 2016).
Employer of choice- It comprise of an employer which offers a fantastic work culture
and workplace environment that will help them to attract and retain superior employees. An
employer of the choice pays their employees compensation that may involve benefit that are
equal to market rate or above them. Under this, employer offer employees a employee benefit
package which involves things such as health insurance, paid holiday and paid vacation. By
adopting such flexible practices will help the business to motivate and retain their employees on
a higher extent and this will also help the them to adopt flexible practices in the workplace
(Nyberg and et. al., 2014).
P6. Employment legislation
This comprises of act that which governs employment in the workplace. The legislation is
set of rules and code of conduct that deals with the rights of employees and also highlights the
responsibility of employer. It involves dealing with a range of issues such as pension plan and
retirement plan. There are various laws such as equity law and Working time regulation act that
may the organisation ned to adhere to in order to work legally in the market place that can be
elaborated below-
Equality Law, 2010: This act was formulated by UK government and it came into force
in the year 2010. It was formulated in order to protect individuals from discrimination at the
work place. The main purpose of the law was to protect the employees from issues such as
harassment and discrimination. Barclay operate in market according to this law and offers
protection to it's employees from harassment or unethical activities in the workplace. The
organisation offers an healthy working environment so that this issues can be eliminated in the
workplace.

Working time regulation act 1998 : This act is formulated in order to protect the
employees who are working above their working hours that is not a legal way of working. This
act set to limit the working hours to an average of 48 hours in a week and 8 hours of average
working day (Nyberg and et. al., 2014). Barclay will design their employees working hours in
such a way that it will not conflict with this act.
The sex discrimination act 1975 :This act protect the employees on the aspect of their
gender. It tent to eliminate the discrimination in different organisation activities such as in
selection and recruitment processes. BY eliminating the sex discrimination Barclay will be able
to provide fair opportunity to their employees and thus will be able to attract and retain them.
P7 Effectiveness of HRM
HR practices involves creating safe and healthy workplace, fair evaluation system, 360
degree performance feedback system and knowledge sharing (Rao, 2014). Due to these HR
practices, Barclay is able to maintain and motivate it's workforce in an efficient and effective
manner. It is also important for retaining the employees as adopting HR practices such as
performance linked bonus have helped businesses to create a higher level of motivation among
their work force and also have resulted in increasing their performance level. HR practices also
ensure that the organisation is adhering to law as it is very important for business to work
according to law in order to avoid legal issues (Mone and London, 2018).
Strategic human resource management is considered as an alignment of strategic business
objectives of company with human resources, so as to foster innovation as well as develop
satisfaction, motivation, productivity and whole performance.
Every business needs to consider various aspect while making and introducing decision
in the business. This decision will relate to employee relation and legislation. When business
adhere to laws that are related with harassment, protection and other illegal practices that can
tend to occur at workplace, they provide a level of assurance to their employees in regarding
protecting their right, safety and security. This makes the employees feel confident and safe in
the workplace and this will make them contribute more at their workplace. This will not only
benefit Barclay in terms of profitability but will also enhance the relation between their
workforce. When an organisation adhere to laws in effective manner it helps them in minimising
the chances of conflicts among its members and it also channelizes the employee relation
between individuals and this decisions will serve as an advantage to everyone associated with the

organisation. Also according to UK law working hour of employees are fixed at an average of 48
hours in a week. By adhering to this, Barclay will decide their employees job schedule in
accordance with the time limit so that they work in the specified time period.
CONCLUSION
From the above report, it is concluded that human resource management in an
organisation is responsible to perform various functions such as recruitment and selection etc.
Which helps an organisation to work efficiently in the marketplace. HRM is responsible for
various functions such as recruiting, training, selecting and motivating employees in order to
achieve organisation's objectives. With the help of Human resource practices the company is able
to recruit the qualified and required personal who will be able to accomplish the organisation
gaols in an effective and efficient manner. Furthermore, the organisation emphasis on providing
flexible working hours and equality to its employees under the employment legislations which
makes them comfortable and they tend to work with full zeal and confidence.

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Approaches of Recruitment. 2018. [Online] Available Through :
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