Comprehensive HRM Report: Barclays Bank Workforce and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Barclays Bank. It begins by defining the purpose and functions of HRM, emphasizing its application in workforce planning and resourcing. The report then explores different approaches to recruitme...Read More

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM that applicable to workforce planning and resourcing in
business........................................................................................................................................1
P2 Strength and weaknesses of different approaches to recruitment and selection....................4
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices within the firm for employee and employer in
Barclays.......................................................................................................................................6
P4 Effectiveness of different HRM practices in term of raising profits and productivity...........7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in respect to influence HRM decision making................8
P6 Key elements of employee legislations................................................................................10
TASK 4..........................................................................................................................................11
P7 Illustrate application of HRM practices in work related context.........................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management comprises with different functions and operations that
assists to deal with several issues at workplace. In this regard, different aspects of the business
considered that assists to focus on goals and objectives of the organisation such as compensation,
performance management, organisation development, safety, training & development, etc. All
these elements helps to increase desired level of outcomes in the business (AL ARISS, CERDIN
and BREWSTER, 2016).
Present study based on Barclays bank which is one of the successful enterprise operating
in different functions and operations. Furthermore, they are operating to develop and create
several business opportunities that rise in the future. Their opportunities also successfully work
that helps attract customers, etc.
For gaining insight information of the present study, it covers purpose and functions of
HRM that can be successfully applicable to workforce planing and resourcing of the enterprise.
Furthermore, it includes benefits of different HRM practices towards employee and employer in
business. Moreover, it discusses about importance of employee relations towards different people
in enterprise. At last, it determines applications of different HRM practices at workplace.
TASK 1
P1 Purpose and functions of HRM that are applicable to workforce planning and resourcing in
business
Human resource management (HRM) can be defined as the term that is used to describe
system for the management of people in the business. Human resource manager determined
several responsibilities in different areas that assists to deal in Barclays in different aspects such
as staffing, employee compensation, designing work, etc. In workforce planning, it determined to
work in different outcomes that helps to focus on desired level of efficiency at workplace (Stone,
Deadrick and Johnson, 2015). Furthermore, HRM is the process of recruiting, selecting, providing
orientation, etc. to maintain proper relationship and deciding compensation of staff members.
Purpose of HRM Employee engagement: It is one of the important HRM purpose that assists to focus on
workforce planning. In this regard, Barclays need to attain employee engagement in their
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business as it is an crucial factor to produce strengthen work at workplace. It improves
enterprise and helps to satisfy staff members (Bohlouli, Mittas and Fathi, 2017). Improve HR effectiveness: Furthermore, HRM purpose to improve effectiveness in the
business that assists to manage operations and functions in systematic manner. This is
because, it contains streamline to the business towards appropriate system and develop
more desired level of outcomes at workplace. In this way, learning can be successfully
established to incorporate job expectations (Jamali, El Dirani and Harwood, 2015).
 Teach tools and techniques: Strategic HRM practice helps to produce desired level of
outcomes at workplace. With this regard, more targets and goals will be successfully
established to attain desired level of efficiency at workplace.
Functions of HRM
HRM functions can be successfully defined as the activities that are performed by
managers in all the enterprise. In Barclays, following are two kinds of functions considered that
broadly classified as follows:
Managerial functions Planning: Planning is one of the important function of Barclays which is a predetermined
activity. It is a future oriented action that provides clear direction to business activities. Organising: Organising is the process in which structure and allocations of appropriate
activities and jobs are determined (Singh, Darwish and Mohamed, 2017). Staffing: In HRM, staffing function assists to manager to select, train and promote people
in effective manner (Markus, Sekiguchi and Takeuchi, 2015). In this consideration,
Barclays determined evaluation of employee performance, counselling, training and
development etc. Directing: Direction is the procedure to activating group efforts towards accomplish
desired goals. Therefore, it includes activities to done job effectively and maintain morale
among several people.
 Controlling: Managerial functions in the business also interrelate with the successful
planning that helps to control several business activities in systematic manner. Hence,
corrective standard and measures are undertaken in Barclays.
Operative functions
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 Procurement: It includes procuring right kind of employee at right place. Hence, in the
chosen business, there are several activities which includes with manpower planning,
recruitment, selection placement and induction (Bohlouli, Mittas and Fathi, 2017). Development: Development function includes activities that assists to improve
knowledge, skills and values of staff members to perform job in effective manner. These
kinds of functions in Barclays comprise training to staff members. Compensation: Compensation includes determination of wages and salaries that are
matching with contribution of Barclays employees in systematic manner. Several benefits
helps to deal with innovations and productiveness at workplace (Olson, Slater and Olson,
2018).
 Maintenance: It is concerned with the protection and promoting staff members with
different aspects such as medical, housing, transport facility, etc. Furthermore, it helps to
considered several measurements such as provident fund, pension, gratuity, etc.
Scope of strategic HRM
HRM scope very wide to develop more significant advantages that helps to ascertain
desired level of benefits that ascertained with maintenance and retention among several aspects.
As a result, it ascertained to Barclays in following ways: Welfare aspect: It is concerned with the manpower planning, recruitment, selection,
training and development (AL ARISS, CERDIN and BREWSTER, 2016). Therefore, it
leads with desired level of outcomes that would be beneficial to increase desired level of
outcomes at workplace. Labour or personal aspect: It is also dealing with working conditions and other amenities
such as rest, lunch break, medical facility, etc. As a result, it assists to focus on
development of the business to take appropriate effectiveness at workplace.
 Industrial relation aspect: It also covers union management relationship that would be
helpful to solve issues of disputes, grievance, etc. (Kanki, Anca and Chidester, 2019).
Hard and Soft HRM approaches
There are various that are ascertained to include different approaches of HRM in
workforce planning and resourcing. Following are different approaches helps to deal in positive
consideration at workplace. They are as follows:
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 Hard HRM approaches: Hard HRM approach treats employees simply with several
resources that helps to accomplish desired level of outcomes. In this consideration,
machinery and building are major aspects that are taken to create strong link with
corporate business planning in Barclays. It focuses on identifying workforce needs of the
business deal with different goals and objectives that assists to attain overall effectiveness.
Key features of this process is that short term changes in the business among several
number of caniddates ascertained with significant outcomes and results. As a result,
different aspects included such as minimal communication, payment of minimum wages,
etc. (Stone, Deadrick and Johnson, 2015).
 Soft HRM approaches: Furthermore, soft HRM approach treats employees as the most
effective consideration that would be beneficial to plan functions accordingly. In this
regard, HRM need to focus on needs of employees such as their roles, rewards,
motivation, etc. All these aspects help to deal with creativeness to gain competitive
advantages. Strategic direction of this approach in Barclays can be develop to focus on
longer term workforce planning. As a result, it assists to communicate several benefits of
the organisation (Markus, Sekiguchi and Takeuchi, 2015).
P2 Strength and weaknesses of different approaches to recruitment and selection
Recruitment and selection are most important elements in the business that assists to expand
operations and functions in the business to develop positive results at workplace. In this regard,
effectiveness can be developed to select right candidate at workplace.
Recruitment procedure (Transfer and promotion)
Recruitment is a process which is established to maintain relationship between employee and
employer. It aims to create jobs in large number of aspects. In this way, Barclays considered
internal recruitment of employees that considered from promotion and transfers. In this way,
company allow existing employees to switch from temporary to part-time position. Transfer is
normally that result to change in compensation. Therefore, this method is considered to focus on
managing appropriate work that is required to attain overall functioning. Along with this,
promotion generally results in increasing salary at the time of promotion. These type of method
generally used as internal method. It is cost effective method to boost employee morale as well
(Jabbour and de Sousa Jabbour, 2016).
Strength
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 Internal recruitment with transfer and promotion approaches are considered main strengths
for increasing morale and retention which assists to develop significant advantages in
Barclays. Hence, it impacts positive on other employees as they are working with
advancement and reward to done job very well (Singh, Darwish and Mohamed, 2017).
 Furthermore, another advantage of internal recruitment method is that operations are
continuously forward that would be helpful to focus on transition of employees in new
role. With minimal downtime, it ascertained positive results at workplace. There is less paperwork transaction with internal recruitment of transfer and promotion
method so that it would be beneficial to attain overall goals and objectives in systematic
manner (Jamali, El Dirani and Harwood, 2015).
Weaknesses
 There is one of the greatest weakness of internal recruitment is that lack of discipline
among several employees. Therefore, it helps to reduce effective results and outcomes to
attain overall goals and objectives at workplace.
 With internal recruitment of transfer and promotion, there is lack of diversity occur
because of different gender, background, age, etc. As a result, it creates negative impact
on the chosen business and they need to come up with appropriate solution at workplace.
Selection Approach
Selection procedure is one of the important aspects that assists to develop significant
advantages with selecting right candidate for vacant position. In this regard, Barclays has several
options to select appropriate candidate at workplace. In other words, selection process in Barclays
assist to qualified personnel and matching their requirements. It is complicated and time-
consuming process which can be done in several ways. For example, online, face to face
interview, etc. Pre-employment testing allow managers to identify skills and fit it into the
enterprise. The chosen business using test to select right candidate at workplace. Therefore,
following are certain strength and weakness of this method that assists to attain overall goals and
objectives in desired consideration:
Strength
 Test provides basis for finding suitable candidate for Barclays. Therefore, it helps to select
right candidate on the basis of capability, aptitude, liking, interest, etc.
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 Test also provide uniform basis for comparing performances that helps to give score to all
candidates as per their performances.
 Proper selection of person also reduces labour turnover so that it helps to select right
candidate with conducting test. In selection, there is innovative ideas and opinion ascertained to develop effective results.
In this regard, new policies and regulations implemented that helps to attain more desired
level results.
Weaknesses
 However, there are several disadvantages of test. In this aspect, one of the great weakness
is it is unreliable because skills and ability of candidates cannot be judged properly with
conducting help of test (Olson, Slater and Olson, 2018).
 Test may be used in wrong way because people who are conducting these tests can be
biased for some people in Barclays.
 Some people not submit their tests due to fear of exposure. They are competent and not
likely to assesses capability on the basis of test.
 More cost and expenses incurred in the selection process of test. This is because, different
types of test require validity and reliability. Therefore, it is essential to focus on law which
compliance to perform well job at workplace (Jabbour and de Sousa Jabbour, 2016).
TASK 2
P3 Benefits of different HRM practices within the firm for employee and employer in Barclays
In Barclays, there are different kinds of Hrm practices considered that helps to promote
desired level of outcomes in systematic manner. In this consideration, employee and employer
have several benefits to gain more creativeness. Following are different HRM practices
considered at workplace of the selected business that are beneficial for employer and employee:
Benefits to employer - Selective hiring: It is another HR practice that assists to considered effective process that
enable to the organisation to bring their staff members and add value in Barclays.
Employer can hire candidates with effective quality and ability. As a result, it assists to
attain overall goals and objectives in business. Employer has benefit to bringing right
people to build competitive advantages at workplace. In addition to this, employee has
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benefit to show their effectiveness with more effective ability, commitment, etc. (7 Human
Resource Best Practices (A mini-guide to HRM), 2018). Extensive training: It is one of the best HR practices that contain with providing heavily
training to several employees. After recruitment of candidate, it is essential to grow faster
and sustain with competitive advantages (Olson, Slater and Olson, 2018). Employer has
benefit to share their roles and responsibility in successful team. As a result, it impacts
positive on the work (Biswas, Boyle and Casimir, 2017).
 Employee performances management and monitoring: With this regard, high
performance teams are crucial for the enterprise that assists to accomplish success. In this
consideration, Barclays consist team which work to increase value and develop common
goals. Employer has benefit with this strategy is that they can work with team goals to
attain overall objectives and targets as well.
Benefits to employee - Employment security: Employment security is the best practice that assists to create social
contract between enterprise and employees. Barclays asks with their employees to work,
commit and offers their ideas. Furthermore, employees have benefit to maintain their
security to retain people and laid off with significant advantages. As a result, it increases
efforts that are made for company to work and accomplish desired level of outcomes
(Kanki, Anca and Chidester, 2019). Payment and reward management: Contingent compensation is most important and
effective strategy of HRM. In this aspect, compensation assists to improve desired level of
results to develop value in the business. In Barclays, this aspect helps to put more value
together that is beneficial to gain more desired level of outcomes in the business. In this
regard, different best practices work for employer to paying potential advantages at
workplace. For employees, it creates benefits in term of financial payment (Kanki, Anca
and Chidester, 2019).
 Flexible working options: This HRM practice helps to the employees to work in the
business with flexibility. Therefore, they can focus on the creativeness which would be
helpful to attain overall goals and objectives. In this regard, employees of Barclays
implement their participation to work with flexibility that ascertained with innovative
functions and operations.
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P4 Effectiveness of different HRM practices in term of raising profits and productivity
In order to increase productivity and organisational profits, it can be stated that different
types of HRM practices helps to attain overall goals and objectives in systematic manner. With
this consideration, it ascertained with following HRM practices: Learning, development and training practices: This practice create positive impact on
Barclays to attain profitability and productivity. This is because, it helps to develop job
satisfaction and morale among people that enhance more efficiency at workplace. In this
consideration, more financial gain ascertained to focus on more productivity and
achievement of goals (AL ARISS, CERDIN and BREWSTER, 2016). This is because,
learning, development and training practices continuously expand improvement in skills
that are more flexible and adaptable to support people and boost employee engagement in
the enterprise. Flexible working options: In order to increase profit and productivity of Barclays, it can
be stated that flexible working option is one of the greatest and important method that
would help to focus on desired effectiveness. Furthermore, it increases employee morale,
engagement and commitment in the business that is beneficial to reduce staff turnover
(Kavanagh and Johnson, 2017). It helps to reduce labour turnover so that flexibility assists
to attain overall goals and objectives in the business. Employee performances management and monitoring: Employee performances helps to
increase several advantages that ascertained with effectiveness (Gabriel, Cheshin and van
Kleef, 2016). In this regard, employee morale can be boost which turn into productivity.
Through monitoring, employee performances can be check continuously so that Barclays
can easily feel secure from them. This is because, all employees provide their important
participation that ascertained to manage effective results at workplace.
 Payment and reward management: Payment and reward management is important
function that assists to focus on fulfilment of goals and objectives of the business. In this
consideration, employees will get maximum benefit in form of reward. As a result,
productivity and profitability can be successfully develop that helps to maintain creativity
in Barclays.
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TASK 3
P5 Importance of employee relations in respect to influence HRM decision making
Employee relationship can be defined as the company's efforts that are managed
relationship among employers and employee. In this consideration, it can be stated that different
programs ascertained with fair and consistent treatment those are committed with their job and
maintain loyalty in it. In order to develop significant advantages, it can be stated that employer
and employee relationship assists to increase profitability at workplace (Singh, Darwish and
Mohamed, 2017). In this consideration, in Barclays individual participation assists to gain more
desired level of results which can be share from the best performances in the business.
Furthermore, in the UK businesses have been made with different members that contribute
essential participation in the organisation. In this regard, it can be stated that main aim of business
with several numbers of employees is to protect and increase advance interest of their members.
Activities of different people helps to securing pay and rise several benefits that helps to different
businesses to maintain relationship among employer and employees. Trade union takes several
activities that assists to attain overall goals and objectives such as negotiate agreement with
employers on pay and conditions. It discusses changes at workplace that largely applicable in the
business unit. Furthermore, trade union also take part to provide proper payment of wages to all
staff members in systematic manner (Bohlouli, Mittas and Fathi, 2017).
Importance of employee relation Improve productivity: With the help of strong employment relations, it creates pleasant
atmosphere in the work environment. It helps to increase motivation to develop employee
morale (Sanders and Lin, 2016). In Barclays, it assists to develop relationship of several
members in positive consideration. Increase employee loyalty: Creating productive and pleasant work environment brings
drastic effect among employee loyalty in the business. It helps to encourage employees
and maintain their loyality workforce. It influences HRM decision making with
improvement in employee retention with effective consideration. Reduce conflicts: In order to look for work environment, it can be stated that efficient and
friendly work environment helps to concentrate on work task (Markus, Sekiguchi and
Takeuchi, 2015)
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 HRM effectiveness: In recruitment, selection, training and development program HRM
effectiveness ascertained to focus on more targets in Barclays.
Strategy to improve employee engagement Share good practices within the team: It is one of the important and essential strategy to
improve employee engagement. In this regard, ideas and work practices helps to ensure
that staff members have several opportunities that assists to share display with the best
work in Barclays. In HRM decision-making, it is the great way to foster engagement and
create strengthen link as well (Helmreich, and Merritt, 2017).
 Raise participation in sharing ideas and opinion: Furthermore, raising participation of
staff members in sharing ideas and opinion assists to focus on improvement in employee
engagement (Harrison and Lock, 2017). With this consideration, it can be stated that
Barclays will be able to communicate desired level of effectiveness in the business.
P6 Key elements of employee legislations
Employee and employer relationship successfully manage at workplace of Barclays. In this
regard, effectiveness continuously expanded that ascertained with innovative functions and
operations (Armstrong and Taylor, 2014). In this regard, following are different legislations
followed in the business that influencing HRM decision making:
Employee discrimination act 2005: Employee discrimination act determines rules and
regulations that ascertained effectiveness on the basis of age, sex, racial ground, etc. There are
several discriminatory practices exists such as hiring on the basis of bias, promotion, job
assignment, etc. (Jamali, El Dirani and Harwood, 2015). Hence, HRM decision making influence
with solving issues and problems through following this act at workplace of Barclays.
Diversity act 2010: This act depict that manager must need to treat all employees equal on the
workplace without any discrimination on the basis of race, religion, gender, etc. In this
consideration, it is essential to provide all human right to employees of Barclays to make then
efficient at workplace. On HRM decision-making, it influences to focus on maintain significant
advantages among several staff members easily without any bias.
Data protection act 2018: This act assists to protect employees through disclose their
personal information and data (Wiegmann and Shappell, 2017). Therefore, manager or employer
has duty to update data protection laws in the UK with considering confidentiality at workplace of
the Barclays. It helps to deal with innovative functions and taking ideas of several staff members
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without any fear. It influences HRM decision-making to maintain security among personal data of
staff members and treat them fairly as well.
Equality act 2010: Equality act defines as the legally protects people from discrimination in
wider society. In this consideration, it can be stated that all employees must be treated same in the
business without any discrimination. They need to provide same wages which would help to deal
with day to day activities (Budhwar and Mellahi, 2016). This act influence HRM decision-making
in the business to maintain and ensure consistency of employers and employee to make faire
environment and comply with law.
Health and safety act 1974: This act describe to maintain more effectiveness and outcomes
related to health. Therefore, it is essential to attain more positive outcomes in the business. In
order to apply this act, it can be stated that HRM decision making influence with maintain
appropriate safety in the business. In this consideration, Barclays need to focus on appropriate
welfare and health & safety of employees at workplace. These regulations deal with physical
conditions at workplace where requires employers to meet with minimum standards with
providing wide range of matters (Stone, Deadrick and Johnson, 2015). For instance, maintenance
of building and equipment’s. Proper lighting required to focus on create significant advantages.
TASK 4
P7 Illustrate application of HRM practices in work related context
In order to deal with work related context, it can be stated that there are different kinds of
HRM practices ascertained that assists to focus on desired level of outcomes. From different
HRM practices one of the best practice has been selected under here:
Job specification of HR manager
Position: HR manager
Report to: Head of HR manager
Job title: HR manager
Department: Human resource
Job summary: In this regard, employees need to provide advice and counselling to their
superior. There are several policies and procedure contain employee benefits, Recruitment
program also manage with strategic planning that assists to focus on implementation of
program with benefit program.
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Duties and responsibilities
 HR manager has duty to follow all rules and regulations with policies and procedure
that contain program related to division.
 Reports is also considering with personnel policies that helps to develop successful
program in the business.
 HR manager need to work with recruitment program that helps to attain overall goals
and objectives in the business.
 HR manager need to report directly to show indirect reporting creating relationship
with different members at workplace.
 HR manager need to work with all levels of the business to communicate several
benefits and attain creative advantages as well.
Interview questions for HR manager
 Tell me something about yourself?
 What is recruitment and types of recruitment?
 What are things considered attracting right candidates?
 What are the methods to hire right candidate in business?
 What things involved in job advertisement to attract potential candidates?
CONCLUSION
From the present report, it has been analysed that HRM play important role in business
functions and operations. It considered different rules and regulations that helps to communicate
positive communication to attain overall goals and objectives with several members of the
enterprise. In this consideration, report include functions and purposes of HRM that would assists
to deal with business objectives and goals in desired manner. Furthermore, it summarised about
benefits of different HRM practices to employer and employee that assists to promote
effectiveness at workplace. In this consideration, more positive outcomes and performances
ascertained that helpful to attain targets in easy way.
Moreover, it concluded about effectiveness of different HRM practices that would have
undertaken to maintain flexibility at workplace. As a result, learning, development and
maintenance effective results in the business in positive consideration. In addition to this, it
articulated about importance of employee relations in the business that helps to commit with
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desired level of results in systematic manner. Therefore, it ascertained with creativeness at
workplace to focus on efficiency. At last, it discussed about job specification of HR and interview
questions that are asked from them.
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