Human Resource Management Report: HSBC Workforce Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within HSBC. It begins with an introduction to HRM and its significance, followed by an examination of workforce planning, recruitment, and selection processes, including internal and external recruitment strategies. The report then delves into the benefits of HRM practices for both employers and employees, and evaluates the effectiveness of different HRM approaches in enhancing organizational profits and productivity. Furthermore, it explores the importance of employee relations in influencing HRM decision-making, the impact of employment legislation, and the application of HRM practices in a work-related context. The report highlights the significance of training and development, compensation strategies, and work-life balance, concluding with an overview of the key findings and recommendations for effective HRM implementation within HSBC. The report emphasizes the importance of these practices for achieving organizational goals, improving employee performance, and fostering a positive work environment.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and functions of HRM to workforce planning and resourcing...........................3
P2. Strengths and weaknesses to different approaches of recruitment and selection.............4
TASK 2............................................................................................................................................5
P3. Benefits of HRM practises for employer and employees................................................5
P4. Effectiveness of different HRM practises for raising profits and productivity of
organisation............................................................................................................................6
TASK 3............................................................................................................................................7
P5. Importance of employee relation to influence HRM decision making............................7
P6. Key elements of employment legislation and their impact on HRM decision making....8
TASK 4............................................................................................................................................9
P7. Application of HRM practises in a work related context.................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management (HRM) is an important aspect of every organisation.
Managing the human resources in an effective manner helps organisation to attain their goals and
objectives. Firm has to motivate and influence every employee in a great manner so that their
performance and productivity can be improved in a proper manner (Armstrong and Taylor,
2014). The report is based on HSBC (Hong Kong and Shanghai Banking Corporation) which is
serving millions of people with their banking and investment criteria. Report will discuss about
the functions of HRM which are applicable in workforce planning. Various strengths and
weaknesses of different approaches to recruitment and selection as well as benefits to employer
and employee with HRM practices that help in achieving profit will also be provided here.
Further, importance of employee relation in HRM decision making and employment legislation
with all such application of HRM practices in work related context will be explained.
TASK 1
P1. Purpose and functions of HRM to workforce planning and resourcing
Workforce planning should be done in an effective manner so that employees of
company can increase their performance and productivity in an efficient way which will make
firm to attain their goals and objectives effectually. Therefore, HSBC is that company which
spends a lot fund on training and development which helps employees to learn new skills and
knowledge in the best way and such can be used at the workplace (Berman and et. al., 2012).
This is also known as a proactive planning in order to increase the talent of employees. Entity
has to use simple process of recruitment and selection that help company to understand such in
an easy way. Major functions of HRM are as follows:
Recruitment and selection: The HR recruitment and selection is that which is generally
related with company's mission and workplace culture. This has to be done in correct format so
that firm can receive better employees which can bring effectiveness in workplace and
competition as well as that make workers to perform in a better way that will help the firm to
attain their set goals and objectives.
Training and development: HSBC is that banking corporation which spends a huge
amount on the development of their employees. Thus, training and development program in firm
helps organisations to attain their aim and targets in the best way. Such function helps the

employees to improve their performance by learning new skills, knowledge and abilities to
perform effectually. Training of workers should be done in a correct format which helps to
measure their earlier performance and after the training how they have performed (Boxall and
Purcell, 2011).
Compensation: Human resources should get the compensation equal to their work which
will bring satisfaction in their minds. Although compensation and benefit are that which is being
seen as one. It is required to see that how employer of the firm provides rewards to their
employees which help in motivating workforce to work in an effective way.
Work life balance: Therefore implementing the flexible work life schedules, providing
training to employees and the whole organisation as one make everyone to reduce their stress
and become aware of health which help in achieving work life balance. Wherever this also help
in creating a result oriented environment where the working is done in effective way and this
enables a great efficiency too.
P2. Strengths and weaknesses to different approaches of recruitment and selection
Recruitment and selection process in organisation has to be done in right way which help
firm to receive the best person among the applied candidates for job. While doing such
recruitment and selection is also having their strengths and weaknesses which has to be
considered by them so that effective employee can be choose(Brewster and Hegewisch, 2017).
HSBC strength and weakness of different in recruitment and selection is as follows:
Internal recruitment
In this technique they are from internal itself where the workers are already working in
company.
Strengths- Making recruitment from internally becomes strength of the company as this
helps in reducing the cost of firm and promoting and selecting internally helps entity of not
wasting time to elaborate the environment as he/she is already aware of such, training and
development cost also be reduced with such and this help firm to earn profit in great manner.
Weaknesses- This creates the chance of conflict as other people does not get the chance
to be get promoted in the firm which affects the firm ability to perform in greater manner.
External recruitment
In this method, applicants come into large and from such the best person is chose for
company. It is the best to way to select a person for the job.

Strengths- Somewhere it is very useful for the large companies as with such a large pool
of candidates can come for interview and has to choose from the among, young blood and skilled
person can be received with such style.
Weaknesses- This could be very time consuming process for the company as they have to
teach them about the working environment in proper manner and thus it lead to wastage of
money and training and development is required for such person (Budhwar and Debrah, 2013).
Methods of selection
Screening- Before making interview in the company it is required to have screening of
candidate which help company to see which candidate is capable of doing the job as the job
description matches with the person specification or not. If not then they will not be allowed to
have their interviews in the company.
Interviews- This technique is very useful for the companies. Interview means looking for
the inner view of the person come for interview as what qualities he/she hold, confidence,
communication skill etc. all such thing help recruiter to select the person out of the many people
as which candidate is capable of performing task in effective way.
TASK 2
P3. Benefits of HRM practises for employer and employees
There are various benefits for both the employer and employees of different HRM
practises, although having benefit of practises in firm help them to work effectively and attain
their goal and objective in proper manner. Thus, HRM practices and their benefits are as follows:
Benefits to employee:
 Employees can get great company to work in with and can provide their best working to
company (Budhwar and Debrah, 2013).
 Training and development help employees to know about the environment of company
and make familiar with which help them to work effectively and with such they also
increases their skill, knowledge and ability which is useful for longer period.
 Working for HSBC is great thing and receiving compensation according to their working
make employees happier and they try to stay with firm for longer period of time.
 Balanced work life reduces the workload and stress of employees which is useful for
employees in a great way.

 Human resource management helps employees to work in the right direction which
supports them to work in a correct way which improves their performance level.
Benefits to employer:
 Recruiting and selecting a right people for the right job make firm to attain their goal and
objective in effective way.
 Training and development help entity to receive the effective working by employees
which helps firm to increase their productivity and brings goodwill of HSBC.
 Compensation to the employees bring happiness in them as they work effectively for
remuneration and which result for the employer and company which make them to attain
the good image of their company in customers for many decades (Brewster and
Hegewisch, 2017).
 Balanced work life help employee to reduce stress which come in to their working and
with such employees work in great manner which directly meet to employer and their
effectiveness in recruiting and selecting people for firm.
 All such help the company to attain their goal and objective in effective manner and own
time as well.
P4. Effectiveness of different HRM practises for raising profits and productivity of organisation
The different HRM practises thus help them to attain their organisational goal and
objective in perfect way (Jiang and et. al., 2012). There are various things which help firm to
work in effective manner and some of those are as follows:
Effective direction: The organisation and the upper level of company always provide
right direction to employees which help them to work in correct format and directly help firm to
attain their goal and objective. Effective direction help worker to increase their level of
performance which also increases the productivity of organisation as well.
Communication: This is that aspect of company which is required in every entity so that
they can work in effective manner this directly help firm to achieve their firm goal and objective.
Communication is that which has to be done at every level so that coordination can bring among
every employee of the firm which make them to improve their performance and interaction with
worker on regular basis by upper level make them to know the problems faced by them and
making effective policies for employees so that they can work in effective manner (Kehoe and
Wright, 2013).

Rewards: Receiving rewards for their performance in organisation always bring
motivation and influencing power which make them to work in right way. Increasing
performance and working better than other employees make them to have rewards for their work.
Sometimes this help in having competition in healthy manner which directly help company in
increased productivity and firm can attain their goal and objective.
Updating skills: Training and development of employees help them to increase their
skill, knowledge and ability to work in proper manner which make them to use such learning
criteria in their working which help them to increase their performance and productivity of firm
is also increased with such and attainment of company target and aim is achieved. This training
is a long term learning for them which they can use anytime and anywhere their it can be used.
TASK 3
P5. Importance of employee relation to influence HRM decision making
Healthy employee relation in company help in carrying out the effective working which
influences workers to perform in better manner. Relation among employee bring coordination in
their working which help firm to achieve their goal and objective (Wright and McMahan, 2011).
Employee relation is there in the firm HSBC as they spend a good amount on training and
development of employees which also includes setting the mind of worker in such a way that
they do not go with conflict in entity. The various importance of employee relation are as
follows:
Team work: If the company is having a good relation among employees then managers
can go with team working as they can work easily in team as they are having a good relation
among them. Team working is more effective than individual working as redundancy is reduced
and timely task can also be completed which help firm to make an effective decision as
employees going to work as one.
Motivation: The employee relation among them bring motivation to upper level as they
can bring an effective decision for employees and the whole company as well. Motivation among
all bring effectiveness in their working which directly help them to attain their goal and
objective.
Loyalty of employee: When the employees are having a good cordial relation among
themselves then it shows that they are loyal to each other and ready to work in any situation and

can face any challenge which will help firm to work effectively (Meredith Belbin, 2011). Proper
remuneration and rewards to employees and not having any stress on their minds help them to
work effectively and they become loyal towards their firm. HSBC is taking care such thing as
well in perfect way.
P6. Key elements of employment legislation and their impact on HRM decision making
The company is having a employment legislation for the employees who is working with
them and for candidates who is being recruited in firm which also has impact on the corporation
decision making in effective way. Various key elements of the employment legislation are as
follows:
 Equal employment opportunity: It is there that in organisation the equal opportunity
should be provided which make men and women to work in effective manner and thus all
such bring effective working in the company.
 Working time regulation: The timing regulation should be there in company for working
by employees, government has made such implications which has to be followed by firm
so that employee can bring effectiveness in their working and this makes them to
complete their file on time.
 Remuneration and wages: The remuneration and wages system in organisation should be
equal for both the men and women so that equality can be there and remuneration should
be according to their working criteria.
All such employment legislation are there for the employees so that they can work in
every company with full satisfaction. The far reaching of impact of legislation is there when the
HR manager makes the effective decision for the organisation for jobs and for the whole firm as
one. There is a impact on decision for the workplace design and having safety measures of
worker and HR should has to work with minimum requirements rather they will be legally
penalized. Although legislation also includes the payroll policies and various remuneration and
benefits and with time scheduling and planning which should goes in right fairness and the
equality (Berman, et. al., 2012). Apart from all such objective of firm is to shield employees
from discrimination and inequality, it is required that HR should formulate proper plans and
workplace policies. Although with all such employment legislation impacts the social plan of
company and special provision depending on various situation and the nature of job.

TASK 4
P7. Application of HRM practises in a work related context
The various HRM practises is applicable at workplace as it helps firm to know which
place is vacant and qualification is required to choose person for such job. HRM practises help
firm to attain their goal and objective in effective manner (Harzing and Pinnington, 2010). The
various things which is being included in this are as follows:
Job Description
Organisation Name UCL
Job Designation Business lecturer
Location London
Reporting Human Resource Manager (head office)
Roles and Responsibilities  To advise the students at every step of their
learning and experience
 HE?SHE should always organize the
departmental workshops
 it is required to maintain the working knowledge
of their rule and expectations in right manner
 To continue the own professional development in
right track
Working Hours 9:00am to 5:00pm
Salary 13000 Pound per month
Working Facilities Safety and security is there of business lecturer and cab
facility is there to pick and drop is there.
Job Specification
Qualification  Should have done the Ph.D

 Membership has to be there with relevant
professional organisation or company
Experience  Should have a successful business experience
 Person should have an experience of more than 3
to 4 years
 Assessment of the students work
 Pastoral care of the student
Area of Expertise  Needs to have great communication skills
 Public speaking
 Teaching skill should be perfect
 Training and development
 Performance management
Other Qualities  Effective time management abilities.
 Lecturer should be committed to public speaking
 He/she should be committed to the policy of ULC
and should have an ability to work with
colleagues and culture which is all around
Advertisement: The advertisement of job description and person specification should be
done in right way which help company to attract as many applicants for specified job (Budhwar
and Debrah, 2013). Advertisement has to be done in every source so that largo pool of candidate
can apply for the job in correct format.
Recruiting and selecting: After having advertisement now it’s time to recruit and select
the best person for the specified in company. It is required to select the best people for the right
job in perfect way help them to receive the effective working and attainment of firm’s goal and
objectives timely.
CONCLUSION
From the above report, it has been concluded that human resource management is the
required aspect in every organisation so that they can work in right manner and firm can attain

their goals and objectives in a perfect manner. It has included various things like purpose and the
scope human resource management is having with talent and skill, effectiveness and key
elements of HRM in company. Although it has also included the various employee legislation
which has to be there for the employees and the application of HRM practises in various
situational context of firm. Therefore firm has to maintain and handle their human resource to
have an effective working in firm.

REFERENCES
Books and Journals
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practice. Kogan Page Publishers.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
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