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.