Human Resource Management Report: Barclays Bank HRM Practices Analysis

This report provides an in-depth analysis of Human Resource Management (HRM) practices at Barclays Bank. It begins with definitions, purpose, scope, functions, and approaches of HRM, followed by an examination of different recruitment and selection methods, including their strengths and weaknesses. The report then explores the benefits of various HR practices for both employers and employees, and evaluates the effectiveness of these practices in raising organizational profits and productivity. Employee relations, key elements of employment legislation and their impact on HRM decision-making, and the application of HRM practices in a work-related context are also discussed. The report covers topics such as internal and external recruitment, selection methods like interviews and aptitude tests, training and development, information sharing, reward management, flexible working options, and performance management. It highlights how these practices contribute to employee confidence, productivity, and overall organizational success. The report concludes with an overview of the effectiveness of HRM in enhancing productivity and profitability within Barclays Bank.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Definitions, Purpose, Nature/Scope, Functions and Approaches of Human Resource
Management (HRM)..............................................................................................................1
P2. Strengths and Weaknesses of Different Approaches of Recruitment and Selection
Methods..................................................................................................................................2
TASK 2............................................................................................................................................4
P3. Benefits of Different HR Practices For Employers and Employees................................4
P4. Evaluation of effectiveness of HRM Practices in Terms of Raising Organizational Profits
and Productivity......................................................................................................................6
TASK 3............................................................................................................................................7
P5. Importance of Employee Relation....................................................................................7
P6. Key Element of Employment Legislation and Impact, It Has Upon HRM Decision
Making....................................................................................................................................8
TASK 4............................................................................................................................................9
P7. Applications of HRM Practices in a Work-Related Context...........................................9
CONCLUSION -...........................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management is the management of people who are working in an
organization. It is considered to be a crucial part of business management. Without management
of human resources, there would be a lot of confusions and conflicts in organization. Barclays
Bank is a public limited company founded on 17th November, 1690. Its headquarter is in London.
It provides banking and financial services to people.This report highlights the purpose and scope
of HRM and effectiveness of the HRM practices in Barclays Bank. It also defines factors and
employment legislation affecting HRM decision making and HR practices in work-related
context (Noe and et.al., 2017).
TASK 1
P1. Definitions, Purpose, Nature/Scope, Functions and Approaches of Human Resource
Management (HRM)
Definitions –
 HRM is the management of Human Resources available within the organisation.
 HRM is the organizational function that deals with the people, their works and their
issues in the Barclays Bank (What is Human Resource Management, 2019).
Purpose of Barclays Bank's HRM department -
 To attract the new talents. This is the main purpose of business and human resource
manager has to ensure hiring people those who have good knowledge and is suitable for
the business.
 To co-ordinate the functions of Barclays Bank with HR functions.
 To maintain a good work environment (Wright, 2018). This is another purpose of
business as Hr has to develop coordination and have to create healthy workplace
environment so that conflict can be minimised.
Nature/Scope of Barclays Bank's Strategic HRM -
 They focus on the long term planning and goals.
 They try to coordinate the strategies of HR with the strategies implemented by middle
and front line manager.
 They encourage employees of Barclays Bank to achieve the organizational goals as well
as personal goals (Cascio, 2015).
Functions Of Barclays Bank's HRM -
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 Recruitment and Selection – Recruitment is the process by which Barclays Bank's job
vacancy is identified and potential employees are notified. Selection is the process by
which HR of Barclays Bank select the best candidates from the pool of potential
employees.
 Job Analysis – Jon Analysis is the process of describing the nature of job, skills,
qualifications, experiences etc. needed in the Barclays Bank. It involves Job description
and Job specification.
 Training and Development – Training and Development is the program conduct by HR
team of Barclays Bank to provide new skills to the employees, to develop their
personalities and working styles and improve their efficiency (Bratton and Gold, 2017).
 Performance Appraisal– Performance appraisal is the process of measuring the
performance done by Employees of Barclays Bank. It is done to give feedback to them
and to take the decisions of promotion/demotion.
 Compensation and Reward Management – HR of Barclays Bank decide that to whom and
how much to pay. Reward is the extrinsic motivation which is given to employees for
better performance by Barclays Bank.
 Industrial Relations – This function involve building and maintaining good relationship
with employees. For that, Barclays Bank's HR team do various work like employee
welfare, employee entertainment and employee recognition.
Approaches of HRM in Barclays Bank -
 Soft HR Approach - In this approach, Human Resources are treated like important asset.
Firm take care of its employees and treat them as important part of organisation. It is also
know as Modern approach where HR policy is flexible and favour in the benefits of
employees. Barclays Bank is following this approach.
 Hard HR Approach – In this approach, Human Resources are treated like machinery. So
accordingly policies and procedures of HRM will also be tough. It is a Traditional
approach which focuses on task the requires to be done, cost control and attaining
organisational goals (DeCenzo, Robbins and Verhulst, 2016).
P2. Strengths and Weaknesses of Different Approaches of Recruitment and Selection Methods
Recruitment is the process by which HR or recruiter give information about jobs created in
Barclays Bank and select potential employees for the job.
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Different Approaches to Recruitment – There are two approaches of Recruitment which is
followed by Barclays Bank.
1.Internal Recruitment – In this approach, Recruitment of employees is done within Barclays
Bank. It is done through -
 PROMOTION – It includes promotion of employee's position to superior position in the
Barclays Bank.
 Strengths – It gives recognition and create a positive image of promoted employee. It
motivated promoted employee as well as another employees to do work better. Weaknesses - It become restraint in the entrance of new comer in Barclays Bank. It could
create a gap between promoted employee and his/her peer which lead to conflictive
environment in Barclays Bank.
 TRANSFER – It includes the transfer of employee from one place to another place or
from one department to another department.
 Strengths - It gives employee an opportunity to become versatile. It saves time and costs
for hiring new employees.
 Weaknesses - It is time consuming process for employers. Fear of performing different
tasks lead to a lot of mistakes done by Employees (Brewster, Chung and Sparrow, 2016).
2.External Recruitment – In this approach, Recruitment of employees is done from outside
Barclays Bank. It is done through -
 CAMPUS PLACEMENT – It is a program conducted by educational institutions to
provide placement and job to students. This method of recruitment is used by bank to hire
skilled candidates.
 Strengths - It save a lot of time of employers of Barclays Bank. It provide employer the
best candidates for the job created in Barclays Bank. Weaknesses – It is an expensive method for Barclays Bank's employers. Through this
method, employers of Barclays Bank can not hire experienced employees.
 ADVERTISEMENT – It is a communication method used by Barclays Bank to attract
new potential candidate.
 Strengths - It is easy and convenient mode for job seeker.
 Weaknesses - It is an expensive procedure of recruitment for Barclays Bank's. It is less
reliable (Brewster and et.al., 2016).
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Selection Methods –
Selection is the process through which HR choose suitable candidates out of pool of
potential candidates according to their selection criteria.
Barclays Bank is using following methods -
 Interview Method – In this method, recruiter conduct interview program with job seeker
face to face and try to gain some information in order to get to know some information
and knowledge about the job seeker.
 Strength of Interview method is that recruiter of Barclays Bank can assess the personality
of person before officially hire him. Weakness of this method is that its difficult to built rapport in one meeting.
 Aptitude Test Method – In this method, recruiter conduct aptitude test to check
candidate's skills, abilities and knowledge regarding their field.
 Strength of this method is that it is less costly.
 Weakness of this method is that recruiters can not judge the performance ability by the
knowledge (Bailey and et.al., 2018).
TASK 2
P3. Benefits of Different HR Practices For Employers and Employees
Benefits of Different HR Practices
HR Practices Employees Employers
Recruitment & Selection 1. Confidence of employee is
increase.
2. Accurate recruitment and
training leads to satisfied
employees which increases
their productivity.
1. Employers can easily select
the best candidate from pool of
people.
2. Employer do not need to
waste its time on searching .
Training & Development 1. Employees learn that how
to work and they make less
mistakes.
2. Training leads to increased
in morale of employees. It
1. By training and
development, employer gets to
know about employees which
helps him to allocation of work
to employees quickly.
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enables them to perform their
duties in more effective and
efficient manner.
2. If training goes better, the
employer's image will increase
which gives employers a
chance for promotion.
Information Sharing 1. Information Sharing creates
better work environment for
employees.
2. Information Sharing creates
understanding between
employees, , employers,
leaders, managers and clients.
1. Information Sharing
strengthen the relationship and
reduces the conflicts between
employer and employees.
2. Information Sharing gives
employers happy and
supportive employees.
Reward Management 1. Reward motivates
employees to do better
performance and improves
their productivity.
2. Reward increases the morale
of employee and they feel
happy and satisfied to work
within the organisation.
1. Giving right reward to
employees make employees
more loyal towards the
employers.
2. With employees, employers
also get appreciation which
also give employer
recognition.
Flexibility
(work-life balance)
1. Employee can focus on his
work with peace which leads
to less mistakes in his/her
work.
2. Tension free employees
retain in the company for
longer time. It motivates
employees to work with the
organisation for longer time.
1. Employers get supportive
employees who accept the new
changes without any
objections.
2. Relationship of employers
and employees become more
strong which create great
understanding between both.
Performance Management 1. Feedback through 1. Performance Management
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Performance Management
gives employees where they
stand and where they should
be.
2. Performance Management
gives chance to rectify
mistakes and improve abilities
of employees.
gives employers about the
satisfaction level of employees
and accordingly employers
will work for the increasing
level of satisfaction (Wilton,
2016).
2. Performance Management
increases the level of
employers confidence that his
work is in favour of
organizational goals.
Creative Working-
Environment
1. Creative working
environment increases the
productivity of employees.
2. Creative working
environment increases the
satisfaction level of employees
and provides them opportunity
to develop their skills and
thinking abilities.
1. Creative working
environment creates productive
employees which is beneficial
for the employer.
2. Creative working
environment boosts up
employee loyalty which is
good for employer to achieve
their target.
P4. Evaluation of effectiveness of HRM Practices in Terms of Raising Organizational Profits and
Productivity
 Learning, Development and Training Practices – This practices lead employees of
Barclays Bank to learn new work. It also teaches how to work smartly and efficiently
without any mistakes. This leads to work fast and effectively. This lead to achieve them
organizational goals on time. This increases the productivity of employees as well as
Profits for Barclays Bank. By providing training to employees company can raise
knowledge of its workers. By this way staff will be able to deal with consumers well that
will enhance revenues of bank.
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 Flexible Working Options - Flexible working options means flexible working hours
and flexible working place for employees. This helps an employee in maintain a balance
between work and life without any tension. Tension free employees are happy
employees. They are more productive and efficient. They are more focused towards their
tasks and goals, which leads them to work hard. This all assists Barclays Banks in
attaining its targets and increase their Profits.
 Employee Performance Management – Performance Management system tells
employees about their performance. If their performance is good, this will increase their
confidence and productivity. If their performance is not good, this will lead to employees
think about their performance and working style. They will apply new working style to
do better performance. This will lead to increase in productivity. Increasing productivity
lead to achievement of organizational goals and thus increase the profits of Barclays
Bank.
 Payment and Reward Management –Payment and Reward motivated employees to do
better performance, which encourages them to do more better work. They work for
organizational goals and try to achieve them. This will lead to raise in profitability of
Barclays Bank (Nankervis and et.al., 2016).
TASK 3
P5. Importance of Employee Relation
 Work became easy- If Barclays Bank has a positive relationship with the employees
then it would be easy for the employees and company to complete the work on time,
Also, there would be no work load for employees which leads productivity to be
increased. They able to do work on time with better result.
 Individual feel motivated -If the relationship is positive then all the employees will feel
motivated and it helps the bank to work in more efficient and effective way and also the
employees will be more confident. Thus, they give their best.
 Discourage conflicts – By the help of good relationships between the employers and
employees, there will be great understanding between them. Also, they do respect each
others. This would discourage the conflicts and tension between them.
 Lower absenteeism – The major importance of maintaining healthy relation is that it
assist in lower down the rate of absenteeism. Good employee relation helps in improving
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motivation level of workforce in Barclays and they will enjoy coming daily. Employees
started enjoying their work and thus bank will have low absenteeism.
Strategies use by the bank to improve employees relationship
 Involve the team – For improving employee relationship, bank involves the whole team
in activities and decision making process. By the help of this, employees will feel that
they are important part of organisation. And also employer assigned responsibility
according to the interest of the individuals.
 Social Gathering – Social gathering actually helps to improve the bond between the
employers and the employees, they share. Because by these informal meetings, they will
start understanding each other. They do respect each other. Social gathering actually
helps in built a good relationship between them. These all create a good working
environment in bank and would retain employees for long time.
 Trade union – Trade union also plays the major role in improving the relationship
between the team and the employer. It also help to solve the problem of team and helps to
improve co-ordination between team and employer (Stone and Deadrick, 2015).
P6. Key Element of Employment Legislation and Impact, It Has Upon HRM Decision Making
 Health And Safety Employment Act (1974) – This law explains that each firm is
required to provide safer environment to its workers, they have to ensure that all people
do not get harm due to hazardous activities. This has affected HRM decisions and now
HR has made it compulsory that ach worker will have to wear safety equipments and will
get insurance as well. Thus, Hr has to make additional investments on safety tools and
group insurance. Thus it is has enhanced motivation level of workers and now they feel
secure in the business unit
 Discrimination Employment Act (1967) – Discrimination act impact on the HRM
decision making process. As it becomes essential for the business to treat all its workers
equally and pay them on equal bases. If firm is unable to do the same then it might face
issues and have to pay legal penalties. Now Enterprise has to create healthy workplace
environment and now has been compulsory to take suggestions from all workers. It
cannot make discrimination on the bases of age and race. This has influence recruitment,
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promotion, leave policies of the business to great extent. HR department has made policy
that support equality.
 Data Protection Act – Barclays bank is the most famous bank and hence have many
secretive things of client which needs to be protected from the third person (Employment
Legislation, 2019).This act impacts on HRM decision making process, as firm has to
keep clear record of its employees and has to ensure that these details do not get shared
with any third party. HR team has to prepare clear MIS so that records can be maintained
in proper manner.
TASK 4
P7. Applications of HRM Practices in a Work-Related Context
 JOB ADVERTISEMENT FOR BUSINESS LETURER AT KENSINGTON
COLLEGE OF BUSINESS
LECTURER REQUIRED
KENSINGTON COLLEGE OF BUSINESS
Lecturer is required with the following qualification mention below;
VACANCY NAME QUALIFICATION
Lecturer ( Male/Female) for Business studies. MBA / PGDM / P.HD in BUSINESS
MANAGEMENT
More than 5 years experiences will be preferred. Candidates can mail their CV's within 2 weeks
on E-mail address which is mentioned below. Suitable candidates will be called for interview.
H.R. Manager
Kensington College Of Business
Phone no – 0766-763098
E-mail – [e-mail]
 JOB SPECIFICATION DOCUMENT & 5 INTERVIEW QUESTIONS FOR HR
MANAGER POSITION
Job Title Human Resource Manager
9

 Reports to Human Resource Head
Roles & Responsibilities  Assessing the requirements of new employees.
 Co-ordinating the functions of every department.
 Managing the conflicts occur in the organization.
 Conducting Training and Development Program.
 Building strong communication channels.
Qualification MBA in HRM / PGDM / MHRM
Experience 3 or more than years in the same field.
5 Interview Questions -
Q1. How do you deal with conflict occur between leader and employer?
Q2. What is your opinion on cultural diversification?
Q3. What are the roles and responsibilities of HR manager in Organization ?
Q4. Did you ever fire someone at your past work place? If yes, then how did you deal with it ?
Q5. What will you do for employee’s engagement?
CONCLUSION
From the above study, it has been summarized that Human Resource Management is
crucial part of Barclays Bank. For Barclays Bank's success, there was HR department hands.
Also, Barclays Bank's HR followed employment legislation which is also a factor of Barclays
Bank's success. It can be concluded that effective HR policies support business in enhancing
motivation level of its staff members and managing operations of the firm well. Enterprise is
required to follow all employment laws strictly that helps business in conducting operations
legally and minimising chances of conflicts at workplace.
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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. and et.al., 2016. International human resource management. Kogan Page
Publishers.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Dessler, G., 2016. Fundamentals of human resource management. Boston, Massachusetts:
Pearson.
Nankervis, A.R. and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
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
Employment Legislation. 2019. [ONLINE]. Available through:
<https://www.theukrules.co.uk/rules/employment/laws-list.html>
What is Human Resource Management. 2019. [ONLINE]. Available through:
<https://www.shopify.in/encyclopedia/human-resource-management>
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