Human Resource Restructuring Report for Barclays - HRM Unit

This report analyzes the restructuring of the Human Resources department at Barclays, focusing on key HRM practices and their benefits for both the employer and employees. It explores the effectiveness of training and development, flexible working practices, and performance appraisal systems in achieving profit margins and productivity. The report emphasizes the importance of staff relations in decision-making and examines how employee engagement strategies, such as open communication, can improve workplace dynamics. Additionally, it defines the main elements of employment legislation, including the Equality Act 2010, Sex Discrimination Act 1975, and Minimum Wage Act 1998, and their direct impact on HR decision-making. The report concludes by highlighting the significance of HRM in enhancing organizational performance and emphasizes the importance of fair practices and employee rights within the workplace. The report covers topics like recruitment, selection, and the impact of various HRM practices, such as reward systems, on employee motivation and productivity. The report is a comprehensive analysis of HRM practices within Barclays, addressing the role of HR managers in creating a positive work environment and ensuring compliance with employment legislation.

Human resource restruction report
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Table of content
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explain benefits of different HRM practices in company for both employer and employees....3
Define the effectiveness of different HRM practices which assists in accomplishing profit
margin and productivity of company...........................................................................................4
Explain the importance of staff relation which assists in taking decision of HRM....................5
Define the main elements of employment legislations and influences direct effect on decision
making.........................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals......................................................................................................................8
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INTRODUCTION
Human resource management is described as a process that helps in increasing performance
level of business organisation. It is essential for HR manager to perform their work in an
appropriate manner that helps in achieving goal and objective in pre-decided period of time.
Herein the company is chosen named as Barclay. It is considered as the British international
investment bank that provides financial services to the individual person in order to satisfy them.
In this assignment, there are various advantages of HRM practices within business organisation
is provided for both employees as well as employer. In addition to this, there is also effectiveness
of various practices of HRM that help in achieving profit in future period of time. In addition to
this, there is also a discussion regarding importance of employee relations that help in taking
appropriate decisions. There are different employment legislations act which imposes direct
impact on decision of HRM is also explained in this assignment (Webster and Feller, 2016).
MAIN BODY
Explain benefits of different HRM practices in company for both employer and employees.
Training and development it is considered as a process that help in improving the
knowledge as well as skill of employee in order to perform their work in an appropriate manner.
They also focus on allotting task in order to complete them in timely manner. In reference of
Barclay, the manager of organisation focuses on offering effective training session in order to
gain knowledge regarding innovative technology. The manager of organisation focuses on
offering on the job training such as mentoring, job rotation as well as coaching to its employees.
And also they offer off the job training that helps employees to perform their work in an
improved way (Wagner, 2017).
Benefits for employees it is significant for subordinate because it is used in increasing
skill as well as knowledge which is beneficial for the professional as well as personal growth in
present as well as in future time.
Benefit for employer it is significant for the subordinate because when they provide
particular project to its employees and they will not organise training as well as development
session for it subordinate because they are already skilled or trained. It helps in finishing the task
or project in timely manner that increases performance level of organisation in future period of
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time. It provides support to it subordinate that help in success of the business organisation in
future period of time.
Flexible working practices it is considered as more significant options of HRM through
which the organisation offer flexible working hours for smooth running of business organisation.
In reference of Barclay, the management of organisation focuses on giving a flexible working
hour option to it subordinate in context of part time job, work as per shift as well as work from
home and many more (Vraga, Bode and Troller-Renfree, 2016).
Benefit for employee it is beneficial for subordinate because it help in performing their
work in an appropriate manner and also spend time with family. It also helps in reducing the
level of stress and provide them job according to their choice.
Benefit for employee it is advantageous for employee because it help in motivating the
employees towards work of the organisation. It also helps company in reducing their workload
that helps in reducing the turnover of employees within business organisation.
Performance appraisal it is considered as an activity that helps in controlling as well as
monitoring the performance level of employees during the particular phase of time period. In
context of Barclay, the management of organisation focuses on organising process of
performance on monthly basis.
Benefit for employees the practices in relation to HRM is advantageous for its subordinate
when the manager of the company assess performance level of employees and provide the
rewards or appraisal on the basis of their superior performance. It increases motivation level of
the employees and offer the advantages in term of monetary value such as incentive, bonus,
appraisal as well as many more.
Benefit for employee it is advantageous for employer because it help in having
information regarding particular employees. Thus, it is easy for company to provide them task as
per their skill and knowledge for completing tasks in a timely manner.
Define the effectiveness of different HRM practices which assists in accomplishing profit margin
and productivity of company.
There are various practices in relation to HRM which is implemented by the manager of
Barclays that helps increasing profit margin as well as productivity of organisation.
Training and development: It is considered as an activity that helps in increasing skill
and competence of subordinates in order to perform their work in an appropriate manner. In
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context of Barclays, the organisation conducts training session to its staffs for conducting task in
good way. They adopt innovative technology for increasing knowledge as well as skills of
subordinates for increasing productivity in future period of time. It is necessary to offer effective
training to its employees in order to complete their project in timely manner. Otherwise it
imposes negative impact on the performance of subordinate in relation to the project. Therefore,
it also increases the stress level of employer and it negatively affects the employer as well as
employees relation (Daneshgaran, Stern and Garfein, 2019).
Reward system it is considered as other HRM practices that help in providing rewards to
its subordinate by assessing their level of performance in relation to particular work as well as
task. In context of Barclay, the manager of organisation focuses on assessing the performance
level and provides reward as per their performance. It is advantageous for the subordinate when
they get award for their work. It also assists in increasing growth as well as development of
subordinate based on personal as well as professional development,. Thus, it is necessary for
company to provide award to its employees for their good performance that help them in
motivating towards goal as well as objective of organisation which must be achieved in a
specified period of time. Therefore, the company focus is on motivating employees for
increasing productivity as well as performance level during the particular phase of time period.
Conclusion As per above-mentioned information, it has been analysed that HRM is
considered as a process that help in handling, controlling as well as recruiting subordinate which
is necessary for operations of the organisation. There are various HRM practices that offer
various advantages to employer as well as employees. The recruitment as well as selection
method is used in recruiting competent worker at workplace (Shawky, and Seifeldin, 2016).
Explain the importance of staff relation which assists in taking decision of HRM
Employee relation is considered as a relation that helps in resolving any kind of issue
which is occurred at workplace. It is necessary for business organisation to make appropriate
relation with its employee in order to perform their work in good way. In context of Barclay, the
manager of organisation focuses on following appropriate practices of HRM for making good
relationship among employees as well as employer. For instance, they focus on follow the
flexible working practices that reduces burden of work. They also provide option to its
employees for taking work from home, part time work that help in reducing their work load.
Therefore, it is necessary for HR manager to reduce the problem of workload at workplace. The
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management of the organisation focuses on follow the practices of HRM that help in taking
appropriate decision that is helpful in future period of time. It is necessary to perform the work in
appropriate manner in order to achieve the objective in pre-decided period of time (Trimmer and
Guest, 2018).
Strategy for improving engagement of employee
The company focuses on offering open communication challenge to its subordinate for
interacting with employer in an appropriate manner. By using open communication strategy, the
organisation helps the employer and employee to maintain good relationship that is necessary for
performing work in an appropriate manner. If the company adopts these types of strategy then
the subordinate of organisation perform their work in good way that is helpful in accomplishing
goal and objective in the targeted time period. It also assists in eliminating any kind of conflict as
well as grievance which is occurring within company. Therefore, they focus on implementing the
strategy that helps in removing the communication gap between the employee as well as
employees. For instance, if the manager of Barclay makes appropriate communication in regular
way with its employees then it help them in increasing awareness regarding the policies of
organisation and they get loyal towards company (Hall, 2019).
Define the main elements of employment legislations and influences direct effect on decision
making.
It signifies the equality act that focuses on right or duties of worker and also provides
direction to maintain relationship with its manager. This law is implemented for protecting the
right of employees. It is necessary to consider that issue which is mentioned in this act such as
discrimination, provide healthy environment as well as many more which is going to be
mentioned below:
Equality and Diversity act 2010 it is considered as the most appropriate law for worker
which is imposed by parliament of UK that help in protecting the rights of employees in term of
gender, pay, language as well as culture within business organisation. Therefore, the
administration of Barclay does not focus on follow this law in proper manner and give their
contribution in discrimination in term of salary that performs their work on similar position.
Thus, it imposes adverse impact on the decision making of HR manager at workplace. Therefore,
it increases the conflict as well as grievances between the employees who perform their work for
achieving goals as well as objective of business organisation. On the other hand, the manager of
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the company offer equal opportunity to its subordinate that help in bringing friendly atmosphere
in the business organisation and also it reduces the conflict as well as grievances that help in
taking effective decision in the company.
Sex discrimination act 1975 in this act it is mentioned that there is no discrimination
regarding male as well as female in term of pay as well as offering opportunities and many more.
In context of Barclays, if manager of the company discriminate among males as well as females
in term of work as well as growth as it imposes negative impact on the decision. There are
various males as well as female who perform their work in a team that is good or beneficial for
the company. Therefore, if there is discrimination between male and female then it imposes
negative impact on the company. The manager focuses on eliminating any kind of discrimination
in order to increase the productivity and efficiency of employees that help in taking appropriate
decisions which will be beneficial for the company (Jones, 2016).
Minimum wage act 1998 it assists in making appropriate provision regarding minimum
wages which must be provided to its subordinate of the organisation. In assistance of this,
according to the minimum wage act, it has been analysed that the wages which is given to the
individual person that must be depend upon hour. Therefore, the HR professional of Barclays
execute such kind of legislation for providing appropriate amount of wages to its employees.
CONCLUSION
On the basis of above mentioned report, it has been analysed that human resource
management is described as a process that helps in increasing performance level of business
organisation. It is essential for HR manager to perform their work in an appropriate manner that
helps in achieving goal and objective in pre-decided period of time. In this assignment, there are
various advantages of HRM practices within business organisation is provided for both
employees as well as employer. In addition to this, there is also effectiveness of various practices
of HRM that help in achieving profit in future period of time. In addition to this, there is also a
discussion regarding importance of employee relations that help in taking appropriate decisions.
There are different employment legislations act which imposes direct impact on decision of
HRM is also explained in this assignment.
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REFERENCES
Books and Journals
Webster, K.E. and Feller, J.A., 2016. Exploring the high reinjury rate in younger patients
undergoing anterior cruciate ligament reconstruction. The American journal of sports
medicine, 44(11), pp.2827-2832.
Vraga, E., Bode, L. and Troller-Renfree, S., 2016. Beyond self-reports: Using eye tracking to
measure topic and style differences in attention to social media content. Communication Methods
and Measures, 10(2-3), pp.149-164.
Daneshgaran, G., Stern, C.S. and Garfein, E.S., 2019. Reporting practices on
immunosuppression and rejection management in face transplantation: a systematic
review. Journal of reconstructive microsurgery, 35(09), pp.652-661.
Shawky, H. and Seifeldin, S.A., 2016. Does platelet-rich fibrin enhance bone quality and
quantity of alveolar cleft reconstruction?. The Cleft palate-craniofacial journal, 53(5), pp.597-
606.
Trimmer, J.T. and Guest, J.S., 2018. Recirculation of human-derived nutrients from cities to
agriculture across six continents. Nature Sustainability, 1(8), pp.427-435.
Hall, C.M., 2019. Constructing sustainable tourism development: The 2030 agenda and the
managerial ecology of sustainable tourism. Journal of Sustainable Tourism, 27(7), pp.1044-
1060.
Jones, K., 2016. Education in Britain: 1944 to the present. John Wiley & Sons.
Wagner, R.E., 2017. James M. Buchanan and liberal political economy: A rational
reconstruction. Lexington Books.
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