Human Resource Management Report: Barclays Plc HRM Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, selection, training and development, and employee relations within the context of Barclays Plc. The report defines HRM, explores strategic HRM models, and examines the purpose and functions of HRM, including recruitment and selection, training and development, and performance appraisal. It also evaluates the strengths and weaknesses of different recruitment and selection approaches, such as internal and external recruitment methods. Furthermore, the report delves into the benefits of various HRM practices for both employees and employers, encompassing training and development, flexible working hours, performance management, and reward management. The report also assesses the effectiveness of HRM practices in terms of raising profit and productivity, and the importance of employee relations in influencing HRM decision-making. Finally, the report touches upon key elements of employment legislation and their impact on HRM decision-making, concluding with an application of HRM practices in a work-related context.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM applicable to workforce planning and resourcing of
organisation.................................................................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.................3
TASK 2............................................................................................................................................5
P3. Benefits of different HRM practises within the firm for both employee and employer.......5
P4. Effectiveness of HRM practises in terms of raising profit and productivity of organisation
.....................................................................................................................................................7
TASK 3............................................................................................................................................8
P5. Importance of employee relation in respect to influencing HRM decision-making (2623). 8
P6. Key elements of employment legislation and its impact on HRM decision-making.........10
TASK 4..........................................................................................................................................11
P7. Application of HRM practises in a work related context of The Leon Restaurant.............11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is generally refers to the planning, arranging, directing and
controlling of the procurement, improvement, compensation, integration and maintenance of
human resources so that organisational, individual objectives are accomplished. Human resource
refers to both the people who work for the company or organisation and the department that is
responsible for managing the resource. The report is based on Human resource management of
Barclays Plc, British multinational investment bank and they provide financial services as well.
The company is headquartered in London.
The study will analyse the purpose and functions of Human resource management and
the strength and weakness of various approaches to recruitment and selection. The benefits of
different HRM practises for both employee and employer and effectiveness of different HRM
practises will be explain. Along with it, effectiveness of key elements of HRM and internal and
external factors that affect decision-making of HRM will also be evaluate.
TASK 1
P1. Purpose and functions of HRM applicable to workforce planning and resourcing of
organisation
Definitions of Human Resource Management
Michael Armstrong defines Human resource management as a strategic approach that
manage employment relation, leverage, balance and utilize capabilities and skills of employees
(Wright, 2018). HRM can be defined as an integrated and coherent approach to employment,
well being and development of people that are working in the company.
Mathis and Armstrong define HRM as a design of formal system of company that ensure
effective utilization of talent, skills and knowledge of human to accomplish organisational
objectives and goals and deals with the issues related to the people such as; safety, motivation,
organisation development, etc.
Nature and Scope of strategic HRM
Strategic HRM is an approach that defines how goal and objective will be achieved
through people by using HR strategies and by integrating policies and practises of HR (Bratton
and Gold, 2017). It has been analysed that it is not just technological or financial capital that
provide Barclays competitive edge, but people or human capital. Strategic human resource help
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the bank in identifying and analysing external opportunities and threats that may be crucial in
success of company.
Models of HRM
Hard HRM- This approach treat employee as simple resource in the organisation like
other resources such as; machinery, building that aim to pay as low as possible (Chelladurai and
Kerwin, 2017).
Soft HRM- This approach treat employees as the most important resource in the
company as a source of competitive advantage.
Purpose of HRM
The purpose of Human resource management is to generate and retain an appropriate and
contented workforce that give the maximum individual contribution to the organisational success
(Functions of HRM. 2019). The purpose of HRM is to manage the workforce so that organisation
have enough talented staff to carry out all the necessary tasks in an efficient and effective way.
Functions and purpose of HRM
The HRM of Barclays is responsible for specific functions like;
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Illustration 1: HRM Functions
(Source: Functions of HRM. 2019)

Recruitment and selection: Recruitment is the process in which Human resource is
responsible for searching and attracting candidates for employment and stimulating them to
apply for the job position in Barclays (Brewster and Hegewisch, 2017). In the selection process
the HR of company do screening for choosing the most suitable candidate for vacant post. HR of
company need a lot of attention and they are responsible for developing job description,
publishing job posting, interviewing, etc. the effective recruitment and selection process help the
company in their strategic planning and to achieve organisation goals.
Training and development: This function of HRM allow company to acquire new
knowledge and skill to perform their job effectively. HRM are responsible for conducting
training and developing programmes in Barclays bank. This function help employees to
understand the process and their responsibilities and makes it easy for them to do their task with
much ease. Under this function HR is responsible for providing framework for individual
training needs. The workforce planning of Barclays under training and development starts with
socialising and ends with organisational development.
Performance appraisal: This function of HRM help Barclays in identifying that the
employee they hired is moving towards the objective. The employees of Barclay will be
evaluated by the HR department as per their performance and evaluate the improvement need of
the employees. This function is important in the planning and resourcing as it give the
explanation of need of improvement and on the basis of the appraisal training and development
are established in the organisation (Chelladurai and Kerwin, 2017). It includes various methods
such as; absolute standard.
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment
Recruitment of Barclays is the process of searching and obtaining most potential
candidate in enough numbers that is done by Human resource management of the company that
allow organisation to select most suitable candidate to fill the need of job. There are various
approaches of recruitment;
Internal- This takes place when HRM team of Barclays looks to fill the vacancy from the
workforce that are already working in the bank. The internal recruitment include;
Job posting- The internal job posting is a recruitment process where a candidate is
selected for the vacant job who is already working in the company.
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Strength- Existing employee is able to understand the working environment of the company and
the mission as well that increase the chances of productivity and profitability of Barclays
(Brewster and Hegewisch, 2017).
Weakness- This process can increase the competition and employees might be targeted easily.
Employee referrals- This source of internal recruitment where the existing employee
refer their family members, relatives, friends to the company as a potential candidate for the job
vacancy.
Strength- It lowers the cost of recruitment process or in other words it is cheaper and quicker that
is beneficial for the company.
Weakness- The weakness of this internal recruitment is there are no new opportunity for external
candidates and no new ideas and talent can be introduced from outside the business (Brewster,
Chung and Sparrow, 2016).
External- This takes place when HRM team of the organisation looks to fill the job vacancy
from the applicable and suitable candidate from outside the company or from external sources.
The approach of external recruitment includes;
Walk-ins- In this external recruitment approach HRM team of Barclay invite candidates
through an advertisement to come and apply for the job vacancy. In this process candidates are
requested to come and give interviews directly without submitting their applicants in advance.
Strength- It is beneficial as the different candidate have different knowledge and talent and the
skill and input from outside led the company towards profitability.. This process have low
recruitment cost.
Weakness-This kind of recruitment process takes longer time and the bulk recruitment can be
hectic. The approach can create dispute with existing employees in the company.
Employment agencies- The agencies are run by private, government or public sectors
that are important source of recruitment for skilled, semi-skilled or unskilled jobs in Barclays.
They are responsible for finding quality candidate simply because they are focused on delivering
company with the best quality candidates (Brewster, 2017).
Strength- The member of agency have daily experience of finding the best suitable candidate for
the company that makes the process easy and it can be less time consuming.
Weakness- There is lack of control and agencies are company cannot trust and dependent on the
agency and it is costly in terms of recruitment.
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Selection
Selection is the process of short-listing, screening the best suitable candidate from all the
candidates that fits in the position with his/her skills and knowledge (Jabbour, and de Sousa
Jabbour, 2016).
Interview- Interview is the process of formal and in-depth conversation between
applicant's acceptability that explain its skills, knowledge and recruiter of the company can
understand that the candidate is best fit or not. It is considered to be a superior selection
approach. It can be one-to-one, panel interview, structured or non-structured interviews, etc.
Strength- This process of selection allow HR of the company to ask more detailed questions and
it is enables interviewer to describe the job and understand the candidate more effectively as it
give a glimpse of the attitude, body language, way of thinking, etc.
Weakness-Personal interviews are more expensive usually than mail, online interview (Shen and
Benson, 2016). The interview process is time and cost consuming process and the process can be
bias.
TASK 2
P3. Benefits of different HRM practises within the firm for both employee and employer
HRM practises Benefits of HRM practises
for employees
Benefits of HRM practises
for employer
Training and development This practise help employee of
Barclay in developing their
skills and knowledge that bis
useful in doing their task
effectively and efficiently.
It increases productivity and
positively affecting the bottom
line.
T&D improve their
performance and enhance their
motivation and morale
(Taylor, Doherty and McGraw,
T&D allow employer to
understand the best leadership
style they have to adopt and it
allows them to implement
effective leadership style that
help them to manage and lead
people effectively.
If an employee is well trained
then the cost and time of
supervision of employee is
reduced that is beneficial for
the employer.
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2015).
Flexible working hours Offering flexible working hour
can boost morale and improve
their physical and mental well
being.
It enhances the flexibility of
working power of employee
and they feel valued and
empowered by their employer
It is beneficial for employer of
Barclay as well as it promotes
diversity and fairness
throughout the workplace.
It promotes better retention of
employees and by this practise
they get more diverse
workforce.
Performance management It helps employee to
understand their best skills and
help them to understand where
they need improvement.
The performance management
contributes to improve
performance by clearly
defining career path and
motivate employee as it
promotes job satisfaction.
It enhances relation between
employee and employer as it
encourage employer and
employee to have regular
ongoing conversation about
goals and expectations that
build trust, loyalty and
commitment of employees
towards their work.
This practise is beneficial for
the employer as it help in
effective management of
people.
It helps employer to improve
employee relation and
productivity and help them to
recognise and reward
employees accordingly
(Abdullah and Zulkifli, 2015).
It is beneficial for the
employer to identify the
improvement areas need by
employees.
It saves time by helping
employees make decisions on
their own and reduce conflict
in the company and ensure
efficiency and consistency in
performance of employees that
overall improve the
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organisational performance of
Barclay (Wehrmeyer, 2017).
Reward management By having a reward system in
the Barclay motivate employee
to work harder, they feel more
committed towards their work
and their productivity will be
increase.
It increases the satisfaction and
productivity of employees
(Becker and Smidt, 2016).
It helps employer in
differentiating between the
performance of low and high
performing employees.
It provides advantage to the
employer of centralized
administration in all the
concern related to employees.
P4. Effectiveness of HRM practises in terms of raising profit and productivity of organisation
HRM is defined as the policies, practises and systems that influence the behaviour,
performance and attitude of employees. Good HRM practise are instrumental in enhancing
productivity and achieving organisational objectives (Horwitz and Budhwar, 2015).
Learning, development and training practises: Training and development include;
socially, physically and mentally that are necessary in facilitating the productivity and achieving
effective plan and strategy of the company. It is an important part of Barclay's long range
strategy. Training and development is beneficial in improvement of existing skills of employees
that automatically improve their work pattern and performance that raise the productivity of
Barclay.
Trained and developed employee led the company in better position in global competition
and keep company ahead of its competition (Glendon and Clarke, 2015). Training and
development incudes a chain that is start from the learning process and that results in increased
skills, knowledge, ability, morale, etc. that finally results in improved work performance, quality
of service and lastly increase revenues.
Employee performance management: Performance management or appraisal is an
understanding of how individual employees contribute to the objective and goal of Barclay. An
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effective performance management and appraisal process concentrate on aligning the workforce,
improve employee performance and drive better business results. The performance management
system ensure that employees understand their responsibilities and importance of their
contribution to the organisational goal and objectives and if employees do their job role
effectively it reduces the cost of supervision that is profitable for the company and better
performance of employee enhance the productivity of the organisation (Murphy, Klotz and
Kreiner, 2017).
It improves staff retention that ensure the loyalty and commitment of staff towards the
organisation and their work that reduce the cost and process of recruitment. It builds high morale
among employee that improve their performance and it is automatically enhanced the
productivity of the company that result in profitability and It creates a culture of continuous
improvement and success (Chowhan, Pries and Mann, 2017).
TASK 3
P5. Importance of employee relation in respect to influencing HRM decision-making (2623)
Employee relation is a manner where the management addressees and interact each
employee. An effective employee relation in the organisation involve creating and cultivating
motivated and productive workforce (Crawshaw, Budhwar, and Davis, 2017). A well planned
employee relation is a key to success for healthy environment of Barclays. It maintains the
balance relation where the employer and employee both are completely satisfied and it helps in
avoiding conflicts at workplace. Maintaining a better relationship will be reducing any kind of
workplace conflicts, raising staff morale of the productivity of entire organisation.
It is important for an organisation to have strong employee relations. The good employee
relations with their employers in Barclays ensures organisations success and achievement of
desired goals and objectives. The strong employee relations are dependant upon healthy and safe
work environment. The healthy and safe work environment ensures employee productivity and
motivation (Renz, 2016). In Barclays good employee relations are maintained so that the
organisation develops strong morale and leads towards growth and success. In case if the
employee relations are not maintained well, it can make the organisation face failures in its set
goals and achievements. Along with it, it can make the organisation face profitability issues as
well. Barclays maintain strong and healthy relations with its employees to ensure proper growth
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and development of the organisation. Also, the organisation ensures an ethical and supportive
work culture by following the right practices in its employee relations (Gannon, Roper and
Doherty, 2015). Below mentioned are the strategies which are used by the organisation to ensure
strong employee relations:1. Rewards and Appreciation: Employees when provided with rewards and appreciation
feels content and joyful. This also helps Barclay's Human Resource Management in
making required decision for the organisation as well. When employees are provided
with appreciation and rewards the Human Resource Management understands what is
making them feel satisfied and happy (Harney, Dundon and Wilkinson, 2018). This
helps the HRM to make decisions as per the employees needs and requirements and as
per their satisfactions. Overall, this helps the organisation to create a positive work
culture where its employees are honoured and appreciated and also make it create strong
and positive bonds with its employees.
2. Interaction: Interaction is another strategy that is used by Barclay's in order to ensure
strong employee relations. The management of the organisation is constantly made to
interact with the organisation's employees (Wiegmann and Shappell, 2017). The
management takes regular feedbacks and ask them about at what places the organisation
needs to make improvements and consider development. Along with it, the management
makes sure that each and every employee working within the organisation is being
interacted with their particular departments managers from time to time. This makes the
employees feel satisfied and happy, also, it motivates them on regular basis to work hard
and put the best of their efforts (Becker and Smidt, 2016). The interaction between the
organisations employees and employers makes easy for the HRM in its decision-making.
These interactions taking place between the employees and the employers understands
the employees needs and wants. Later, these need and wants of the employees are
carefully examined by the Human Resource Management team to understand what
changes the organisation should make. This helps the human resource management team
in their decision making about the employee's growth and development. The examination
of their needs and wants develops a strong understanding of what should be provided to
the employees in order to ensure their growth and development. Also, this ensures that
the organisation is achieving proper growth and development as well.
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