Human Resource Management Report: Practices at Barclays Bank

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on its purpose, scope, and functions within an organization, particularly Barclays Bank. The report delves into the intricacies of recruitment and selection, comparing internal and external approaches, and highlighting their strengths and weaknesses. It also examines the benefits of HRM practices, such as training and development, on both employers and employees. Furthermore, the report explores employee relations, engagement models like the Robinson Model, and the impact of employment legislation, including anti-discrimination and data protection acts. The final section includes a person specification and a sample CV, demonstrating practical application of HRM principles. The report draws upon various sources to provide a well-rounded analysis of HRM strategies and their impact on organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and Scope of HRM..............................................................................................3
P2 Recruitment and Selection................................................................................................4
TASK 2............................................................................................................................................5
P3 Benefit of HRM practices.................................................................................................5
P4 Effectiveness of HRM.......................................................................................................5
TASK 3............................................................................................................................................6
P5 Employee relation and engagement.................................................................................6
P6 Employment Legislation...................................................................................................7
Task 4...............................................................................................................................................7
P7 Person specification and CV.............................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

INTRODUCTION
Human resource management is used for formal system devised for the management of
people in organization. In the following report functions, roles, nature and scope of HRM will be
discussed. This study will include benefits of recruitment and selections as well as benefit and
shortcoming of internal and external recruitment. Learning, training and development practices
of Barclays Bank will be discussed. Barclays Bank is British multinational investment bank and
financial services company established in 1690 at London. It has other core business also such as
personal banking, corporate banking, wealth management, and investment management.
TASK 1
P1 Purpose and Scope of HRM
Human Resource Management: HRM is strategic approach to the effective management
of people in Barclays Bank, so they help the business gain a competitive advantage.
Purpose and functions of HRM in Barclays Bank:
 Planning is assessment of future manpower requirement done with help of manpower
inventory chart followed by the recruitment and selection.
 Organizing involves proper designing of organizational structure and interrelationship
between jobs.

 Directing is used to control orders and instructions down the line and motivating the
employees to carry out those instructions satisfactorily.
 Controlling ensures that performance of each worker coincides with plan or not.
Purpose of HRM in Barclays Bank is recruitment and selection, training and development,
compensation planning, safety and health and others which help to achieve goal and objectives
of Barclays Bank.
Workforce Planning and Resourcing: The workforce planning and resourcing used for
implementing an institutional resourcing strategy that involve operational and strategic talent
acquisition and workforce planning or Barclays Bank. This provide participants an understanding
of essential skills and processes necessary to develop sustainable workforce planning strategy. It
can be workforce labour demand planning, workforce labour supply planning, workforce
management reporting etc. (Wright, 2018).
Nature and Scope of Strategic HRM:
Strategic HRM is future oriented plan nature and scope of this as below:
Nature of HRM is that management is more or less efficient according to condition of Barclays
Bank. Employees are more or less committed and skilled and others. Scope of HRM is Human
resource audit, human resource accounting, HRIS, remuneration, motivation, industrial relations,
acquisition and development.
Hard and Soft HRM: Hard HRM is when employees are treated as resource of business such as
machinery it focuses on identify workforce needs of Barclays and manage accordingly.
Recruitment, redundancy, minimal communication these are some approaches of this. Where soft
HRM is where employees are treated as most important resources of business. Approaches of sot
HRM are such as workforce planning, two way communication, performance reward, good pay
structure etc.
P2 Recruitment and Selection
Recruitment refers to the entire procedure of attracting, shortlisting, selecting and
appointing most suitable candidates for a job in an organisation. It can also refer to the activities
performed in order to select individuals for unpaid roles.
Selection on the other is an essential part of recruitment process, it refers to putting right
men of the right job. It is a process of matching business requirements with the qualification and
skills of people. It helps an organisation to get high quality performance of employees selected.

Strength and Weakness of Recruitment and Selection:
Strength & Weakness Internal Recruitment External Recruitment
Strength It is done through promotion
transfers etc. , so this become
cost effective method.
This helps to boost employee
morale.
It helps to retain top talent and
reduce employee turnover.
New blood in form of
candidate come with new
techniques.
No biasness is take place in
Barclays Bank.
Weakness Through using this Barclays
may limit to the number of
potential candidates.
Barclays miss out new ideas
and technology that external
candidate can bring (Bailey
2018).
This is more time consuming
and expensive method.
The selection process used in
this may not be effective
enough to find right candidate.
Selection Methods: Selection method is technique of finding and keeping right person for
organization. There are many selection methods used to select candidate such as behavioural
questions, skill test, personality test, interview and others. Barclays used Interview method for
finding and placing right candidate for right job (Bratton and Gold, 2017).
TASK 2
P3 Benefit of HRM practices
HRM Practices interact to predicting firm performance and it consist practices which
enhance workforce ability, motivation, and opportunities for employer and employees.
Benefits of learning, training and development practices:
Employer Employee

Attract new talent and retain old existing talent
of Barclays Bank.
On the job training and development programs
helps to Increase job satisfaction and morale
among employees of Barclays Bank.
It improves skills of employees so less
supervision of employer is required so
employer can focus on his objectives.
Increased employee motivation and efficiency
in process, which became reason of financial
gain of Barclays Bank.
Proving effective training and learning
practices such as seminars and on the job
training helps to generate a Talent pool for
employers.
Training provide knowledge to employees so it
reduces errors and accidents of employees.
Through providing training and development
optimum utilization of resources can be done.
Through learning an employee gain sense of
team spirit and skills also developed.
P4 Effectiveness of HRM
There are various practices used by organisation such as the Barclays Bank to increase the
efficiency and performance of the employees. These practices includes onboarding training,
orientation, Technical skills development training, etc.
Evaluation of effectiveness of training and development, learning Training and
development programs are given to employees are effective for employees or not. In this
improved performance of employees, consistency, productivity of employees is increased how
much and how much it is profitable for Barclays Bank to increase productivity and profitability.
For example – On-boarding training also refers to organisational socialisation, it is a process
through which new employees acquire the important skills, knowledge and behaviours in order
to become an effective member of an organisation. This method helps in increasing the ability of
employees both new or an existing employee who has been given a new position in the
organisation. In this effectiveness is measured by checking performance of employees, feedback
about training and observation (Brewster, Chung and Sparrow, 2016).

TASK 3
P5 Employee relation and engagement
Employee relations are company's effort to create and manage relations between
employers and employees. This is important in Barclays to maintain healthy relationships
between employees and management. It is important to resolve issues on which individual
cannot make decision alone. When a relation is maintained in organisation then work becomes
easy by sharing. Through this employee feel motivated in the Barclays and it helps to resolves
conflicts between individuals. It is important to increase productivity and loyalty of employees.
Robinson Model of Employee Engagement:
Illustration 1: Robinson Model of Employee Engagement
Source: Employee Engagement and Satisfaction Models, 2016

This model gives feeling to employees of valued and involved in organization. In this
model employees are engaged through training and developments, communication, cooperation,
that makes employees feeling about being valued, job satisfaction, friendliness which helps to
increase their productivity (Stone and Deadrick, 2015).
P6 Employment Legislation
There are various employment laws such as National minimum wages act 1998,
Employment Rights act 1996, Discrimination act etc, which enforces by government to
govern employment with in the workplace with everyone who works. Key elements of
employment legislation are equal employment opportunity, work conditions, minimum
wages and others. They affect organization as well as employees. Some of them are as
follows (Wilton, 2016):
Anti-Discrimination Act (2010): This act was enforced in UK in 2010. This act prevent
discrimination against sex, age, race, belief, religion, nationality, pay and other factors. The
purpose of this law is to provide equality to all employees.
Data Protection Act (2018): This act makes provision about the processing protection of
personal data. This is for data protection officers who have day to day responsibility of data
protection. This is very useful for Barclays Bank because this is used to control how customer’s
information is used by banks. After applying this act a data protection authority is enforced for
enable rules and regulations (Cascio, 2015). The recent obligations on the organisation are fines
for breaches as high as 4% of global turnover or 20 million euros.
Task 4
P7 Person specification and CV
Person specification
Title of job Chef /Sous Chef / Kitchen Manager
Date: 21 March 2019
Qualification required Essential Desirable Met
Higher Secondary Yes

Diploma or Degree in
Cooking or relevant. Yes
Need of experience
3 year experience line
cooking or kitchen
handling.
Yes
Personal characteristics &
conduct
Basic understanding of
professional cooking and
knife handling styles.
Knowledge of safety,
sanitation and food
procedures.
Good in English.
Ability to take directions
and work in team.
Have problem solving
qualities, organized and
self-motivated.
Yes
Yes
CV of Photographer:
John Poles
123 Charlotte Street, Apt.6
London, IL 65687
[e-mail]
000.123.4567 (Cell)
Objective

Design apparel print for an organization.
Education
University of London
Masters in Advanced graphics
Bachelors in Graphic design
Cumulative GPA 3.93, Dean's List
Appointments
Associate Professor: University of Chicago, Department of photography, January 2019 to
Present.
Experience
Photographer at The Camera Club.
CONFERENCE PRESENTATIONS
2018. Photographer, John “Bleak House of Images.” Dickens Association Annual Conference,
Seattle, WA.
2017. Photographer, John. “Unexpected Pathways in Animations.” Victorian Studies Annual
Conference, San Francisco, CA.
References
Available upon request.
Thanks
(John Poles)
Conclusion
From the above study it has been summarized that planning, organizing, staffing and
controlling are main functions of HRM which help to Barclays to manage employees and
workforce planning helps to identify future manpower needs of Barclays Bank. This study
concluded that Robinson model of employee engagement is used or maintaining employee
relations in organization.

References
Books and Journals
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Wilton, N., 2016. An introduction to human resource management. Sage.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
ONLINE
Employee Engagement and Satisfaction Models. 2016. [ONLINE] available through ????
<https://rapidbi.com/employeeengagementsatisfactionmodels/>