Human Resource Management Report: Barclays Bank Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Barclays Bank. It begins with an introduction to HRM, its functions, and strategic alignment, followed by an examination of various HRM functions like planning, directing, and recruitment, specifically within the context of Barclays Bank. The report explores different HRM approaches, including hard and soft approaches, and their applications. It then delves into the strengths and weaknesses of different recruitment and selection methods, including internal and external recruitment processes, with specific examples from Barclays. Furthermore, the report discusses the importance of employee relations, key elements of employment legislation, and the application of HRM practices in a work-related context. Overall, the report highlights the significance of effective HRM in enhancing employee performance, productivity, and organizational success, using Barclays Bank as a case study.

Human Resource
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ..........................................................................................................................................3
P1) Purpose and functions of HRM which are applicable to workforce planning and
resourcing an organisation......................................................................................................3
P2) Explain Strength and weakness of different approaches to management in recruitment and
selection..................................................................................................................................6
P3) Different HRM practices in an organisation which can help employees as well as
employers...............................................................................................................................9
P4) Different HRM practices that help an organisation to increase in profit and productivity10
P5) The importance of employee relation with respect to influencing HRM and decision
making..................................................................................................................................10
P6) Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...................................................................................................................11
TASK 2 .........................................................................................................................................12
P7) The application of HRM practices in a work-related context........................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resources is a term used for describing people who work together in an
organisation and and the department who handle these individual's development and growth. In
1960 when labour relations in a company began to get attention, Human resource was introduced
to develop organisational behaviour, selection process of individuals and for motivating
employees. Human resource management is used for developing and maintaining the growth of
employees working in the organisation (Bondarouk and Ruël, 2013). Strategic HRM is a
function followed by different organisations for aligning human resource of company with
regards to its goals, objectives and strategies. In this given report, various HRM functions and its
importance is given in context to Barclays Bank which is a multinational investment Bank of
British headquartered in London. Hard and soft approaches of HRM and different recruitment
process followed by this Bank and their strength and weakness is discussed. Different HRM
practices and their contribution to company's profit and productivity is explained in this report.
The later part of this report consists of importance of employee relation in HRM, key elements of
employee legislation and application of HRM practices in a work related context.
TASK 1
P1) Purpose and functions of HRM which are applicable to workforce planning and resourcing
an organisation
Human resource management is defined as the practise which involves employees growth
and development in the company. It includes various practices like deploying, recruiting, hiring,
and overall management of employee working in the company. Every company requires to help
their employees for growing for increasing the efficiency of the operations in the organisation.
The HR department is responsible for the creation and maintenance of HR policies for the
individuals of company (Chang, Chiang and Han, 2012). Barclays Bank is a successful
organisation which is serving since 1690. There is a necessity of providing good HRM policies
and strategies to make employees better and effective for the company. There are two types of
HRM functions used in the company which includes managerial function and and operative
function. Managerial functions of HR are planning, organising, directing and controlling.
Additionally, operative HR functions include recruitment, Job analysis, performance appraisal,
training and development, salary administration, maintenance, labour relations, welfare

administration, personal research and record of employee. These functions are explained as
under-
HRM functions
Planning: It is the primary task of HR department to evaluate the number and need of
employees that are required to work in the organisation to achieve it's goals and objectives. This
involves a research which helps analysing, collecting and evaluating present as well as future
needs of Barclays Bank.
Directing: Human resource management of Barclays Bank makes their employees more
productive and effective in maximising company's profit. Different motivational activities are
planned to make people work hard and achieve their goals in specified time (Costea, Amiridis
and Crump, 2012). Work of employees in bank is full of pressure and stress therefore HR team
organises various programs and activities to relax them.
Recruitment: This is the most important function of Human resource management to
recruit and select the best candidate who is suitable for working in the organisation. The human
resource management takes special care in hiring good and flexible individuals that can work for
organisation effectively and make more profits to company.
Training and development: Barkley's Bank human resource management ensures to
provide various trainings to its employees. These trainings are given to individuals for their
betterment and growth. Some of the trainings provided in this bank are career development
programs, Motivation speeches,etc. It also organises seminars for employees on how to be
effective while working under pressure and how to be proactive at workplace.
Purpose of HRM
Training and development- It is necessary for human resource management to organise
and provide effective trainings and development programs to individuals for increasing their
motivation level at job (Durão and et. al., 2012). There are two types of trainings given to
employees working in Barclays bank that include on the job training and off the job training.
Planning for developing competencies- Barclays bank's human resource management
integrates the business strategy with the human resource planning. By doing this, current skills
and abilities of employees is analysed in accordance to goals of organisation. If the individuals
lack required skills then HRM organises plans to develop those abilities and skills.

HRM approaches
The main objective of human resource is to manage the different issues faced by people
working in the organisation. The duty of HR managers of Barclays bank is to provide a healthy
and positive environment for people at workplace. They ensure giving their employees a good
and happy place to work as it will increase the productivity of individuals and ultimately helping
in making profits for the company. The main strategy of human resource is to make people at
work motivated so that they achieve their tasks at time and become profitable for business. There
are different situations at workplace and manager has to handle organisation's environment and
people by following two approaches depending on these situations (Schuler, Jackson and
Tarique, 2011). They are hard and soft approach of human resource management and these are
discussed below-
Hard approach: According to this HRM approach, employees working in the organisation
are treated as resource like building or machinery. There is a presence of strong connection with
business planning which helps to know what resources are required and how to use them in an
effective manner. This approach is used to identify and analyse workforce needs of company
and how to manage them by moving, hiring or recruiting new individuals.
Soft approach: In this human resource management approach, employees are targeted as
most important resource in the business. In addition to this employees are treated as a
requirement for competitive advantage. This approach mainly focuses on demands of employees
which includes recognition, rewards, motivation, appreciation ( Shuck and Wollard, 2010). This
approach is usually effective in making employees feel valued in the company and it increases
their efforts in achieving organisational tasks and goals.
Barclays Bank uses soft approach of management for the employees at their workplace.
This helps in making the employees satisfied and happy while working. Also, a positive
environment is given to people in which they can work with full dedication and achieve their
personal as well as organisational goals and objectives.

P2) Explain Strength and weakness of different approaches to management in recruitment and
selection
Recruitment and selection is the basic function of human resource management of every
organisation. Hiring of best individual who will be profitable for business is a challenge for HR
people. Every person hired in the company has to be promoting in success of business in one
way or the other (Chelladurai and Kerwin, 2017). HR people are responsible for providing and
managing workforce of the Barclays Bank. Some of the approaches used in this bank are
discussed as under-
Approaches to workforce planning: Workforce planning is defined as the the process
which involve in aligning organisational objectives and goals with the goals of workforce of that
organisation. Barclays Bank ensures that employees who have skills and abilities to perform a
particular task are available when they are in need in the organisation.
Approaches to reward: The total reward management is an approach which focus on
tangible and intangible rewards of the employees. Human resource management of Barclays
bank provide tangible reward i.e. financial stability and intangible reward i.e. luxurious need of
employee. By providing these rewards the company easily motivates employees for working
efficiently.
Approaches to performance management: The managers of human resource
management in Barclays Bank continuously evaluates the performance of employees. They
ensure that all employees are profitable to company as well as they are benefited by working in
the organisation.
Approach to training and development: There are basically two kinds of trainings
provided by human resource management department of organisation. In Barclays bank on the
job training is given to employees at the time of their joining. There are several kinds of other
trainings provided to employees and employers like apprenticeship, employee orientation, health
and safety, mentoring and coaching training (CHUANG and Liao, 2010).
Barclays bank has a very effective recruitment and selection process. This helps to hire
good people who work for the organisation who helps in meeting organisational goals and
objectives. This bank uses both internal and external recruitment process.
Internal recruitment: It is the recruitment process in which the candidates for job are
chosen from existing workforce of organisation. This process helps in decreasing the extra

budget used in recruiting people from outside. There are following strength and weakness of this
recruitment process-
STRENGTH WEAKNESS
 It is a quick and cheaper way of
recruitment.
 Management does not have to put
efforts in explaining operations of
business as that individual is already
familiar with business operations.
 Employees get motivation as they get
promoted to a higher designation.
 Organisation knows weakness and
strength of that employee.
 It limits the organisation to reach other
potential individuals applicable for job.
 As the existing employee is promoted
to higher level it leaves present post
vacant in the company.
 New innovative ideas of people from
outside cannot be introduced.
External recruitment: It is the process of recruitment in which suitable candidates are
selected for vacant posts from outside the business. This process helps in introducing new ideas
from outside the organisation which helps in growth and development (Daley, 2012). Company
initiates a proper budget for recruitment process taking place outside business. There are
following strength and weakness of this recruitment process-
STRENGTH WEAKNESS
 People hired from outside business
bring new and innovative ideas for the
organisation.
 In external recruitment, HR department
has an opportunity to select best
candidate from a wide variety of
individuals.
 It is an expensive process and it costs
high to the organisation for advertising
and interviews.
 It may not always be able to select the
best candidate for job.

Barclays bank uses both these type of recruitment process. When the management gets
the suitable candidate inside the organisation that individual is promoted to that designation. On
the other hand, sometimes selection is done by interviewing people from outside the business
(Fulton, And et. al., 2011).
Methods of selection in Barclays bank
Barclays bank selection process does not involve providing of CV to the employer. It has
changed traditional way of recruiting that includes CV. Barclays believes in selecting people on
the basis of a 5 step of selection. Different stages involved in the selection process are register of
interest, business insight stage I and II, Business meeting and offer or feedback. These stages are
discussed below-
Register interest: This is the first step of recruitment in Barclays bank. This involves
filling of a basic form which consists of personal details and few questions regarding skills and
abilities of the person.
Business insight stage I: The person will be put in a hypothetical business situation
which resembles business problems involved in Barclays working. In this the individual is made
to watch video and answer questions given to him.
Business insight stage II: In this stage people are given questions relating to a project
and a task is given to that individual which resembles working of Barclays bank.
Barclays Business meeting: This stage will take 3-5 hours. In this the person will be
asked to perform a task related to area which he chooses. This is final stage of the selection
process.
Offer or feedback: This is last part of selection process. Barclays offers the appointment
letter after evaluating the person on above tasks. Unfortunately if the person is not selected
he/she is given a feedback on how to increase skills and do well in future.
Strength Weaknesses
 Initial level includes form with basic
details and not CV
 Provides feedback to people when not
selected in the bank.
 It is time consuming process (Glendon,
Clarke and McKenna, 2016.).
 People will sometimes feel demotivated
as they are evaluated on different skills.

P3) Different HRM practices in an organisation which can help employees as well as employers
Human resource management practices are a part of human resource of the organisation
which involves Implementing of HR strategy and it consists of system that are involved in doing
business (Glendon, Clarke and McKenna, 2016). Best Human resource practise is a term that
describes the practice which has best impact on the organisation and workforce. There are
various HRM practices including recruitment and selection, training and development, work life
balance and compensation. Some of the HRM practices are given below-
Recruitment and selection: Barclays bank has a structured recruitment process to hire
best people for their organisation. It consists of a five stage process that helps in recruiting
individuals who posses all skills and abilities required to work in Barclays business. This
recruitment process evaluates the person on various business scenarios existing in Barclays bank.
This is a best recruitment selection in order to hire best people. It is an expensive recruitment
process but it is worth for better selection of candidates.
Training and development programs: The human resource management of Barclays
bank organises different trainings for career development and growth of individual. People
working in the organisation are provided different trainings and programs which includes
apprenticeship trainings, employee orientation program, health and safety trainings and
mentoring and coaching training (Durão and et. al., 2012). Bank employees are known to
experience stress and pressure and so they are involved in different motivational programs by the
human resource management. This helps in relaxing their minds and work with enthusiasm and
joy.
Benefits to employees Benefits to employers
 Training and development programs
helps in building skills of the employee
for betterment and making them
competitive in business environment.
 HRM practices provide a healthy
environment at Barclays bank
workplace and increasing motivation
level of their employees.
 Employers are able to increase
efficiency and profits of Barclays bank
by providing different career
development trainings to its employees.
 HRM practices help to retain
employees.
 Recruiting and selecting appropriate
candidate for the organisation will help
in achieving goals and objectives in

lesser time.
P4) Different HRM practices that help an organisation to increase in profit and productivity
HRM is a very important part in managing and controlling functions of employees
working in the organisation. It is responsible for training employees for their betterment. This
leads to making profits for the organisation. There are a number of HRM practices followed in
Barclays Bank that includes selection of the right candidate and providing them training for
enhancing their skills and abilities. This will help in achieving goals and objectives of
organisation in specified time. It also provides a positive work environment to people working
there. Employees give their best and perform better by having all such HRM practices followed
in the organisation. There are following HRM practices which are followed in Barclays bank
that helps in increasing profitability of the company :
Manpower planning: It is an important job of Human resource management in which an
action program is made with clear plans and strategy to make solutions for demand and supply
gap, succession gaps and competency gaps. Interviews for career development are organised for
employees of Barclays bank to have a continuous evaluation of their personal as well as
organisational goals. This interview helps to increase aspiration and motivation of staff.
Performance management system: This is a management process which is used in
evaluating the performance of employees. Barclays bank management aligns vision, mission and
objective of the company with the goals and objectives of workforce (CHUANG, and Liao,
2010). Skill and competency gaps are identified by using this system of performance
management and this is improved by providing coaching, guidance and trainings employees at
different level of organisation.
P5) The importance of employee relation with respect to influencing HRM and decision making
Employee relation refers to the bond and relation that employees share at the workplace.
There is employee relation and engagement approach applied by the management of Barclays
bank. This approach provides a healthy environment for employees and in this way fights and
conflicts at workplace decreases. When there is an existence of good employee relation then
employee are more engaged towards their work. This helps in maximising efficiency of

employees as well as organisation. Barclays bank follow this approach in their workplace as
employees will give new and innovative ideas which will result in growth and development of
the company. HRM decision making is influenced by employee relation in the following ways-
 The human resource management involves employees and managers in the decision
making process because is any decision is taken in the company employees will get
affected.
 A healthy relationship between managers and staff will help HR team to understand
demands and needs of them. HR manager takes decisions for company after evaluating
their needs as it will be good for employees as well as organization. In Barclays bank, the
HR team has a good relation with staff and other employees and they take collaborative
decisions to be implied for better results.
 A healthy relationship between HR managers and employees helps in reduction of
unnecessary fights and conflicts in the business environment.
The HR team and manager of Barclays Bank ensures in providing positive environment
to its employees for increasing the efficiency and productivity of company.
P6) Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
Every organisation is required to abide by some employment laws for the smooth running
of the business. By following these legislations, Barclays bank make it sure that they do not face
any kind of legal action which negatively impacts the goodwill of organisation (Durão and et. al.,
2012). Most common laws which affects the HRM decision making are as follows:
Occupational Health and Safety Act, 1970: The act came in force in 1970, is a US Labor
Law. Occupational health and safety administration governed this law and this act require
companies to develop an organisational culture which protects the workers from unsafe work
environment. Barclays Bank recognise the importance of this law and thus, the top authorities of
this enterprise ensure that there is no violation of this act in order to avoid any intervention from
government or professional bodies.
Civil Rights Act, 1964: This act was sanctioned in 1964. This Law is used by the
companies to protect the employees from discriminations which is based on color, religion, sex
and national origin. After acknowledging this law by Barclays Bank, top management along with

Human Resource Department decides to implement this act in the organisation for fair running of
the company.
Fair Labor Standards Act, 1938: This act was enacted in 1938 since then it has been
revised many times. This law governs minimum wages to the workers, overtime payment to the
employees who work more than 40 hours in a week. Barclays bank knows the importance of this
law and decides to use this for the development of their workers.
The Equal Pay Act, 1970: This act was based on the Equal Pay Act of 1963 of United
States. The main aim of using this act is to eliminate discriminations between men and women,
on the scale of payment and working conditions. By implementing this act in Barclays bank they
promotes gender equality within the organisation or across the world.
Impact of employment legislation upon HRM decision-making
Human Resource Managers are responsible for taking decisions relating to the employees
of the organisation. HR of Barclays bank is responsible for the implementation of the above
mentioned legislations in the enterprise and ensure that the staff abide by these laws. Training of
other management personnels is also the role of human resource to make sure that these
legislations are being upheld by the entity (Shuck, and Wollard, 2010). HR manager within this
bank ensure that all the decisions taken by them are in accordance with the legislations enforced
by statute. This assists in developing an organisational culture which conducts activities and
transactions as per the manner stipulated by law.
TASK 2
P7) The application of HRM practices in a work-related context.
Application of HRM practices in Barclays Bank
It is important for Barclays bank to manage its employees in an effective manner. This
helps in increasing the performance of employees at workplace. HRM practices in this bank
helps in improving employee's presentation and effectiveness and a performance management is
used in the organisation i.e. Performance management system. Barclays bank management aligns
vision, mission and objective of the company with the goals and objectives of workforce and it
helps in filling skill and competency gaps which are identified by using performance