Human Resource Management Report: HSBC Bank - A Comprehensive Overview

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at HSBC Bank. It begins with an introduction to HRM, defining its functions and purposes within an organization, and then delves into the case study of HSBC Bank. The report explores the functions of HRM, including operative, managerial, and advisory roles, and the various approaches to recruitment and selection. It examines the strengths and weaknesses of internal, external, and third-party recruitment methods. The report then analyzes the advantages of HRM for both employers and employees, covering topics such as training and development, conflict resolution, and employee relations. The final sections address the importance of employee relations, key aspects of employee laws, and how HRM practices are applied in a work-associated context, concluding with a summary of the key findings and recommendations for HSBC Bank's HRM strategies.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Functions and purpose of HRM.............................................................................................1
Strengths and weaknesses of different approaches to recruitment and selection...................4
TASK 2............................................................................................................................................6
Human Resource Management's advantages for employer and employees...........................6
Effectiveness of HRM practices.............................................................................................7
TASK 3............................................................................................................................................9
Importance of employee relations..........................................................................................9
Main Aspects of employee laws and its effect on HRM decision making...........................10
TASK 4..........................................................................................................................................12
HRM practices in work associated context..........................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource Management means administration of manpower in best possible
manner so that they work with full efficiency and this action aids manager in gaining higher
profitability. When workforce is managed in a proper way by allotting them short run targets
then company secures a prominent position in marketplace (Almond, 2011). In earlier days
organisation was not very focused in managing their workers but in 1900s a term came into force
and its name was Human Resource Management but it was not very much clear and lots of
improvement were needed so in 1960s a broader concept related to this came into action. Main
function of HRM is to focus on every employee who are working in corporation and must
provide them a cooperative environment. This report is based on HSBC Bank that is
headquartered in United Kingdom. It is a financial institution which started its operations in
1865. This assignment comprises various functions of HRM along with purposes, strengths &
weaknesses of various HRM approaches, different employee development method and several
human resource practices.
TASK 1
Functions and purpose of HRM
HRM is one of the prominent department which mainly focusses on recruitment of new
employees, give guidelines to fresh candidates in a job. Functions of Human resource
management can be classified into three factors i.e. operative, managerial and advisory
(Kaufman and Miller, 2011). There are various functions of manpower management and
elaboration of these are stated as beneath:
Hard approaches of HRM: In this model association uses workforce as their own asset
for performing business activities and workers will utilise their talents and specialisations for
hitting all goals in limited period of time for acquiring higher position in marketplace.
Soft HRM: In respect to this, manpower is provided with sufficient privileged and are
being treated as human resource for ASDA and it is responsibility of managers that they ensure
that staff member would not feel any complications and issues in conducting task performance.
When workforce would not feel any clashes and problems only then employees can help their
association in capturing larger space in market.
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OPERATIVE FUNCTIONS:
Recruitment: It is the main function which is conducted by HR manager in order to
select suitable candidates for their company. HSBC has formed a different department for
recruitment process in which they have a panel of renowned person who assist them in choosing
appropriate individual.
Training and Development: Under this training is provided to fresh employees so that
they can enhance their existing knowledge that will be help them in future task.
Professional Development: Human resource department ensures that personnels they are
selecting in their corporation should have a carrier growth herewith worker's professional
development (Kim and Bae, 2017).
Performance Appraisal: When an employee is doing effective working in association
then it is a duty of manpower manager that they appraise performance of workforce in order to
make them happy and satisfy.
Ensuring Legal Compliance: It is a main function and this includes that human resource
manager must be aware about all employment laws and legislations and manpower head must be
up to date with all variations that are occurring in employment rules.
Compensation & Benefits: Workforce leader suppose to give salaries and incentives
according to employee's skills and efficiencies. This segment sum up various aspects for example
extended holidays. Work hours flexibility, medical insurance, maternal/paternal leaves and
education reimbursement for children (Anderfuhren-Biget and Varone, 2013).
MANAGERIAL FUNCTIONS
Planning: This section includes some points like how much personnels are required, how
could they got selected, who will do what etc. HRM needs to answer all these questions while
planning manpower in HSBC Bank.
Organising: After planning it is next function which elaborates allotment of task
according to talent and skill of human resource along with set duration of time.
Directing: How a task will be done and what are the methods that can be applied in order
to provide guidance to workers. Directing means providing guidelines by following them an
employee completes his task.
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Controlling: Work overloading, time overlapping must not be done in corporation and
this action can be manage by managers by taking assistance of controlling function.
ADVISORY FUNCTIONS:
Top Management advice: Human Resource Managers are experts of their department so
they can give suggestions and advices to top management when they formulate policies and
strategies.
Departmental head advice: In this function HR head provides advices and ideas to other
sub departments like job design, description, recruitment and selection etc.
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PURPOSE:
Main purpose behind HRM is to identify future and current need of human resource of an
organisation (Ehrnrooth and Björkman, 2012). These needs are based on business goals and
objectives. To manage employee experience during employment life cycle which includes-
 To recruit the best employee in company according to requirement.
 Then onboard new hires and oversees to training and development during their tenure
with organisation.
 HRM accesses talent through use of performance appraisals and incentives, etc.
 They involved in employee termination also like resignations, performance-related
dismissals and lay-offs.
Strengths and weaknesses of different approaches to recruitment and selection
In today's era lots of options are available in the field of recruitment. All alternatives have
their own strengths and weaknesses and it is essential from manpower head that he/she must
evaluate all aspects then apply most appropriate method into HSBC Bank. Analysis of all
drawbacks and strengths brings brilliance into association and as resultant, it increases
productivity of organisation. Bank is wanting their expansion and for this purpose association
needs highly skilled and eligible workforce. There are various methods in recruitment and
selection which can be utilised by workforce leaders. These models are explained below along
with advantages and disadvantages (Durão and et. al., 2012).
Internal Source
In this method company fill vacant position by taking help of promotion and transfers. It
means that if a position in top management is blank then owner fills that by other employee who
is very intelligent and efficient in his/her working. On the other hand if other location's office has
an skilled and talented person then corporation uses transfer and changes his/her workplace.
This kind of action saves time and cost of organisation. By taking help of internal recruitment
manager can select personnels who are already working in venture and by providing them a
proper training session seniors can allot them new responsibility with appropriate authorities.
These training session does not go so long as manpower senior know what are capabilities that
selected person has. Various pros and cons of this segment are described as beneath:
Strengths
 By informing staff members that they posses adequate skills and motivate them by
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promoting to higher posts.
 Firm is able to increase return on investment and reduce its cost.
 By enlarging morale of workforce to improve their satisfaction for their work and make
them loyal.
 Employees are able to attain targets within specified time limit.
 This help management to enhance manpower self interest towards their job and duties.
Weaknesses
 Increase of problems and competition between subordinates.
 Employees performance is impacted, if they are not transferred to higher position.
 If firm recruit from existing staff members then they will not be able to generate unique
and new ideas for their business.
External Resources
in HSBC Bank, seniors of recruitment department have chosen many persons with
adequate talent and specialization. This kind of recruitment and selection pattern is a procedure
of making choice about a person or number of personnels who are not working company and
managers are going to hire new employees from outside environment (Chang, Chiang and Han,
2012). Below are some strengths and weaknesses of External Resources.
Strengths Weaknesses
Newly appointed person bring novel ideas and
thoughts into corporation.
It consumes more time of seniors as it has long
procedure and on the other hand company has
to provide relevant training sessions to them.
In external sourcing, company has lot of
choices and among them manpower head can
make best appropriate choice.
Recruitment procedure and skill enhancement
program improvises cost of HSBC Bank.
Third Party Approach
When association hires a consultancy or recruiting firm for selecting new employees on
the behalf of HSBC Bank then it is called as third part approach. This method has its own
strengths and weaknesses, which are explained further:
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Strengths Weaknesses
This technique saves time which can be
invested in other productive work.
Some time communication gap arises between
company and recruiting firm that improvises
cost of company.
As human resource manager, a personnel is required to perform many roles and
responsibilities. For instance training and development program recruitment & selection which
are helpful in hiring new worker along with skill enhancement of manpower. Apart from this,
seniors also conduct motivational programs for their junior subordinates to boost up their morale
and loyalty (Heikkilä and Smale, 2011). Consequently, manpower hit targets in allotted time
duration with higher effectiveness and efficiency. To assign task, managers analyse intrinsic and
extrinsic factors of workers.
By taking assistance of recruitment procedure manager make choice of most efficient and
talented person for his organisation. For this consent worker's leader can use different kind of
methods like internal, external and third party etc. These methodologies are adopted by superiors
of HSBC Bank in order to select bets candidates for accomplishing desired task and this kind of
action aids corporation in hitting all targets in set time span (Lamba and Choudhary, 2013).
Above described techniques are helpful in hiring most skilled and talent person into
company. This task of appointment of novel worker are done by taking assistance of many
methods which are stated above. Choice among various methods are done on the basis of
entrepreneurial size and requirement of blank post. Each and every method has its own strengtsh
and weaknesses.
TASK 2
Human Resource Management's advantages for employer and employees
In an association both superiors and juniors do not accomplishing all duties for money or
profits. All manpower who is working in enterprise want other benefits also and these extra
gaining are helpful in improvising living standards along with enhancement of professional
status and carrier growth. There are some extra benefits that manager of Bank has to provide its
staff members. Advantages of HRM practices in corporate house are stated below:
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ADVANTAGES TO EMPLOYEES
Training-and-Development – It is a duty or workforce head that they improvise current
skill of their working members so that manpower could work with greater productivity and
should ensure hiked profitability into corporation.
Conflict Solutions – When clashes arises among employees at workplace it sabotage
working and performance of organisation as well as staff members so elimination of these
conflicts are essential. For removing this kind of thought discrepancy, seniors have to take some
strict actions like conduction of seminars or programmers (Bondarouk and Ruël, 2013).
Employee Relations – If bond among staff members are strong and good then they can
share their ideas and thoughts with each other.
BENEFITS FOR EMPLOYERS
There are some other benefits which beneficial for employers.
Provide Surplus Welfare – If Superiors are supported by high calibre and eligibilities
then they can accomplish their task with greater efficiencies and consequently productivity will
gonna be increased in company.
Special Treatment – This segment comprises regular motivation, paid holidays, cabins,
work hour flexibility etc. and these welfares improvises task execution with incremented
performance.
So above described benefits are helpful for not only managers but also staff members as
by taking assistance of this all working candidates can enhance their performance and can
contribute in higher profits of organisation (Ganopoulos and et. al., 2013).
Effectiveness of HRM practices
Human Resource Management is concerned with activities and performance of
organisation. It covers many practices like skill enhancement program, health & safety,
functionality appraisal, HR planning and manpower Audit. If effective planning of resources is
done then it will lead to more profits and gains for the organisation. Talented staff work hard to
achieve organisational goals in efficient manner within available sources and in specified time.
Company mainly focuses on two major criteria, they are:
 External opportunities and threats.
 Internal strengths and weakness.
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HR effectiveness is measured when the company has good and talented staff, better
productivity, few looses and more profits, quality production, employee and customer
satisfaction. These all factors play important role in success of any firm. HR audit is a tool which
tells effectiveness and efficiency of an organisation (Arrowsmith and Parker, 2013). It is counted
within firm by experts or auditors (which can be from outside or from within organisation
campus). It's entire objective is to ascertain how good HR department is. Various conclusions
can be withdrawn from HR audit, some are mentioned below:
1. Degree that corporation complies with legal requirements.
2. Degree that workforce services are “user friendly”.
3. Degree to which core capabilities have been recognised.
4. Effectiveness of recruiting, hiring and selecting procedure of firm.
5. Degree to which association's safety event relates with federal, state and local guidelines.
6. Effectiveness in achieving organisational goals and objectives.
7. Effectiveness in maintaining quality standards (Purser and et. al., 2012).
These help in reflecting actual position of company in market. Auditors provide them
with lists where improvements can be done to make it more effective. It helps in producing
quality finished goods with maximum profits to the company. HR should ensure that whether
they are formulating strategies are producing better outputs than before. Better productivity will
attract more consumer towards them. This will lead to more customer loyalty and thus more
customer satisfaction which is the ultimate goal of every firm. Healthy working environments
should be created working firm to ensure better working by staff members. HR should be
sensitive towards their staff members, they should listen to needs and wants of their staff
members. It initiate good practice which enables development of good relations between
employee and employer. HR should formulate some rewards and compensation strategies which
motivates employees to work harder to get those rewards and they also feel satisfied that their
work is appreciated by managers. If any mis happening occur with any employee while working
on machines or at hazardous place, the company should provide them with necessary
compensation to which employee is liable to (Vermeeren, Kuipers and Steijn, 2014). Handling
HR practices is not an easy task. It takes great efforts of HR teams and top level management to
provide all necessary requirements to their employees and also ensures that their goals and
objectives are achieved on timely basis. Company should reduce their flaws and mistakes and
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improves them as soon as possible to increase their profits and minimise their possible risks and
losses.
Human resource practices should be remarkable as it aids support to staff members in
their task completion through conducting some programmes. By providing various functions, all
manager want is high working quality of his/her subordinates. There are some techniques which
are fruitful in improvising skills and virtue of employees (ALDamoe, Yazam and Ahmid, 2012).
 Talent and specializations can enhanced by training and development program as this
session works as motivation system for manpower.
 By compensating some other benefits like paid holidays etc. employers can make
increment in worker's performance.
As defined by Cousins and et. al. (2012), HRM practices play a vital role in
accomplishing entire set of task in adequate and effective manner in limited time span. For
improving efficiency of workforce. Employers formulate some appropriate strategies and
policies and as resultant all targets to be covered in certain time duration.
TASK 3
Importance of employee relations
It is essential part of manager's duties that they establish happy and friendly environment
among each and every staff members as it will further help in bringing positive atmosphere at
workplace. Employers assign task to juniors as per their specializations and virtue because this
kind of action aids completion of all targets in association. Strong employee relationships are
very helpful in decrement of clashes that occurs in working environment.
So, benefits associated with effectiveness of employee relations are elaborated as
beneath:
Early Achievement of Set Targets: When company focuses on providing healthy atmosphere to
their staff members it can attain all objectives within shortest time period. Problem occurrence is
quite often at workplace among workers but these issues and conflicts must be resolve by
managers so that it could not hamper performance of corporation and staff member as well
(Cascio, 2018).
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Ability to Reduce Risk: When positive climate is provided at workforce and employees share
their problems and ideas with their co-workers then it will reduces risk factor and ensures a
secure position in market. This action further aids long product life cycles.
Increase in Sales: Effective and well maintained relationships among workforce is responsible
for improved productivity and profitability. When all working members of association work
together then they are to be able in making high quality goods and services and these increased
quality items and facilities are responsible for higher sales.
Profit Maximization: AS HSBC Bank workers complete their task and actions in limited period
of time then they can easily improve their future earnings. This greater returns provide a
prominent and secured market position along with higher goodwill (Albrecht and et. al., 2015).
So above statements can be understand that all targets can be hit by strong employee
bonds. This kind of action is helpful in gaining more revenues as well as strong customer base in
industry.
Main Aspects of employee laws and its effect on HRM decision making
Labour laws and legislation provide structure and guidance to any firm . It is important to
make aware about laws and regulations to employers and employees. It enables better
productivity and profitability of the company. Labour laws also protect workers under many
employment laws. It defend them against any discrimination related to their rights, race, color,
national region, sex and disability. Legislation put great efforts at the time of decision making.
HR manager has to mould their decisions according to laws which are necessary to be
implemented in an organisation. By complying with legislation, both employers and their staff
members can ensure their hiring process, dismissal process and their workplace as a whole, are
fair for every individual (Mullins, Brandes and Dharwadkar, 2016).
There are various laws which is followed by an organisation, they are as follow:
Discrimination Laws:
This legislation is primarily followed in UK. It include Equality Act 2010 where
discrimination and harassment with any candidate is prohibited. Some of the characteristics
which affects HSBC operation are mentioned below:
 Gender.
 Marriage and civil partnership.
 Pregnancy and maternity.
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 Race, ethnicity, national origin or skin color.
 Religion or belief.
 Sex and sexual orientation.
 Part time work.
 Fixed term work.
 Trade union membership activities.
 Age.
 Disability.
Discrimination is prohibited at the time of hiring candidates, rules and regulations,
training, promotions, terminations and employee compensation, leaves and holidays. This law
also prohibit both direct and indirect discrimination (Almond, 2011). Direct discrimination
occurs when any employee is treated less than other employees based upon the characteristics
defined under law. Indirect discrimination refers to a situation when a employment policy affects
a group of individuals who are protected characteristics as set out in the act.
Maternity leave.
In this act, any pregnant lady is entitled for leave of up to twenty- six (26) weeks of
maternity leave which is termed as “ordinary maternity leave”. At the time of leave they are
benefited with basic pay and maternity allowances. Some employees are entitled for extra leave
for another twenty- six (26) weeks for a total of 52 weeks per year which is termed as
“Additional maternity leave” if they fulfil certain conditions. At this time, employee cannot be
terminated or dismissed from their present job. After expiration of leave, employee can resume
her normal job pursuant to same terms and conditions which existed prior to leave.
Safety and health employment law
This law regulates workplace safety in United Kingdom. OSHA (Occupational Safety
and Health Administration) standard are mainly followed by organisations of UK. This law cover
number of areas including unsafe working conditions, machinery, noise levels, temperature
extremes, electrical hazard etc (Kaufman and Miller, 2011). They provide special guidance to
employees working in extreme conditions. The main provision of this act are:
 Safe use, handling and storage of dangerous items.
 Provide training to employees and staff about health and safety.
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 Safe operation and maintenance of working environment, plant and system (Kim and
Bae, 2017).
Bond among manpower need to be fresh and healthy as it is directly associated with
company's revenues and productivity along with quality of goods and services. It is required
from workforce that they accomplish all their task and actions in most efficient way as this kind
of working attitude bring growth in corporation. In this context Govt. builds some rules and
regulations that are related with employment and human resource manager suppose to take them
into consideration while formulating strategies and policies.
As defined by Anderfuhren-Biget and Varone (2013), by taking aid of human resource
practices manpower head can make best and very profitable decisions for organisation. Thus,
top management can ensure advancement of their enterprise. All operational activities are
controlled and evaluated by seniors. While making judgements, employer must consider all
regulations and legislations made by government. Other than this superiors creates some process
and policies in order to make adequate decisions.
TASK 4
HRM practices in work associated context
In order to complete all objectives it is necessary for managers of HSBC Bank that they
hire quite talented and skilled candidates in their association. In this consent, there is a blank
position in banking institute named as marketing manager. Hence, human resource manager has
to take into account and should install proper procedure to fill this blank (Ehrnrooth and
Björkman, 2012).
In application, human resource function are defined as preparation of many statements
like job specification, job design, job analysis, curriculum vitae in order to recruit new candidate
or to appraise present employees that are working in HSBC bank. Details of some applications
are defined as follows:
Job Specification:
Job Specification
Job Details
Post: Financial Manager
Department: Finance
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Job Purpose
Formulation & execution of marketing Plan
Creation and Implementation of Marketing tactics
Controlling and Evaluating all marketing activities in association
Roles & Responsibilities
Improvising company's image from a firm to as a brand in market.
Able in availing competitive advantages
Eligible in maintaining organisation's bond with its Interest-holders
CV:
Curriculum Vitae
Name:
Email:
Address:
Contact:
Objectives:
Better thinking process with a prominent track record of executing marketing tactics that
incremented sale volume by 15%. Always interested in financial manager post for enhancing
products and services sales in firm.
Qualification:
Post Graduate in the field of Marketing
PhD in marketing
Graduate
Experience:
Five Years experience of marketing in any bank.
Skills:
Efficient Communication Virtue
Remarkable Leadership Qualities
Good team maker
Eligible in working under stress
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Creation of Structured Interview: It is essential for manpower head that he should prepare
some notes which should be helpful in choosing best candidates (Durão and et. al., 2012).
 Creation of proper questionnaire
 Evaluate finely
 measurement of required skills and calibres
 Confirmation
 Personality Analysis
 Eligibilities and Talents
Offerings of Offer letter: It comprises all relevant conditions which are associated with job and
both company as well as employees need to agree upon this. Description of Organisation, Date
of Joining, framework of Payment System, Working Hours, Authentication of Top Management,
Association's Stamp, Leaves, Extra Benefits are points which are part of offer letter.
Evaluation: This is a final step which is process of recruitment and selection. So, human
resource functional department will be aware regarding their flaws and errors that happened in
their working. These issues must be remove very fast. Criteria of hiring a candidates (Chang,
Chiang and Han, 2012): This section includes some aspects like Skills, Knowledge, Experience,
Education, Communication Virtue, Problem Solving Attitude etc.
Therefore, by following above procedure manager of HSBC Bank can make selection of
bets suitable personnel for the post of marketing manager.
Human resource practices provide a positive effect on operational working of
corporation. As this kind of action is helpful in hitting all desired targets within limited duration
of time. So, seniors are in need to apply all facet in company to conduct business activities in
most effective manner. Consequently, returns and earnings get improved (Heikkilä and Smale,
2011).
CONCLUSION
From the above report, it can be comprehended that human resource manager play
important role in every kind of organisation. Recruitment, selection, training and development
are various functions performed by them. They need to construct healthy relationship with
subordinates; and providing them adequate information about policies and targets. Employer
require to distribute duties to staff members in accordance to their skills and knowledge. By
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analysing employees performance, providing them sufficient compensation in regard to their
efforts. They should formulate strategies and promote people to higher posts. This benefit
company to retain competent employees for longer period. Henceforth, this help firm to attain
goals and objectives within specified time frame. This project can also summed up as human
resource management is an functional department at every organisation which is main focus is to
make employee satisfy so that they could work in best efficient manner and this function will
further improvise earnings of association.
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