Human Resource Management Report: Workforce Planning at HSBC Bank

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within HSBC Bank. It begins by defining HRM and its purpose, focusing on workforce planning and resourcing. The report then examines the strengths and weaknesses of different recruitment and selection approaches, including internal and external recruitment strategies. It further explores the benefits of effective HRM for both employers and employees, such as conflict resolution, training and development, employee engagement, and cost reduction. The report also delves into the effectiveness of various HRM practices in relation to organizational profit and productivity. Furthermore, the importance of employee relations in influencing HRM decision-making is analyzed, along with an identification of key elements of employment legislation and its impact on HRM. The report concludes with the application of HRM practices in a work-related context, using specific examples from HSBC Bank.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................4
P1Purpose and Functions of HRM, applicable to work force planning and resourcing an
organisation.................................................................................................................................4
P2 Strength and weaknesses of different approaches to recruitment and selection process.......6
TASK 2............................................................................................................................................8
P3 Benefits of human resource management for both employer and employees.......................8
P4 Effectiveness of different human resource practices in terms of raising organisation profit
and productivity........................................................................................................................10
TASK 3..........................................................................................................................................11
P5 Analyse importance of employee relations to influence HRM decision making................11
P6 Identification of key elements of employment legislation and its impact upon HRM
decision making........................................................................................................................12
TASK 4..........................................................................................................................................14
P7 Applications of HRM practices in work related context , using specific examples............14
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
Human Resource Management is primarily concerned with management of people within
organisation. It is defined as the process of managing, hiring, training, developing and
motivating employees within organisation (Armstrong and Taylor, 2014). Essentially the purpose
of HRM is to maximise productivity of an organisation by optimising effectiveness of its
employees. In this report, chosen organisation is HSBC bank. It is a British multinational
banking and financial services holding as well as 7th largest bank in world. This report analyses
the importance of human resource management in work force planning and resourcing in HSBC
bank. It also determines the strengths and weakness of recruitment process and analysed
importance of employee relations influencing HRM decisions. In addition to this application of
Human resource practices in context to work related are discussed in this report.
TASK 1
P1Purpose and Functions of HRM, applicable to work force planning and resourcing an
organisation.
Human resource management is an strategic approach concerned with management of
people within organisations by focusing on policies and systems (Bailey and et.al., 2018). It is
designed to maximise employees performance that helps business to gain competitive advantage.
It is concerned with hiring, motivating and maintaining of workforce within business. In general
HRM is used to describe both the individuals who work for the company and the departments
who are responsible for managing resources for effective growth of organisation.
Purpose of HRM
HRM is the coordination of an organisations individual to achieve specific business
objectives by providing them adequate training, fair compensation which maintains employee
satisfaction. HSBC bank analysed the need and purpose of HRM to coordinate its activities and
achieve goals.
 Employee's commitment toward work- Productivity of the organisation is directly
related to quality and commitment of employees towards their work. HR management at
HSBC bank adopts policies and strategies to attract and retain workforce in their
respective banks. Employees are provided compensation and other benefits according to

their task for effective working . This increases their commitment towards their work and
increase profits of organisation.
 Promotes company culture- Employees comes from varied backgrounds that have great
influence on their job. HRM focuses on employees are happy in the organisation to stay
and work, keeping a low turnover . HSBC bank should conduct specific activities and
sessions to make the employees work with employees of varied cultures.
 Meeting with changing environmental needs- Business environment is changing
rapidly due to change in technological and political advancements (Brewster and
Hegewisch, 2017).HRM provides employees with appropriate training to cope up and
meet with the changes. This provides an opportunity for individuals at HSBC bank to
execute task in different software, learn new ways of performing job. This maintains
quality of workforce in respective company.
Functions Of HRM
 Recruitment and selection- HRM identifies the need for employees with specific skills
and abilities to fulfil their task role. This helps organisation to recruit skilled candidates
and maintain quality of workforce in organisation(Brewster, Chung and Sparrow 2016).
HSBC bank identifies the need of workforce for carrying specific task and selects the best
candidate which meets its specification. This is beneficial for both organisation and
individual.
 Training and development- Training and development are the important functions
carried out by HRM. It improves the current and future performance of individuals by
providing them adequate training and increasing individuals skills in performing specific
task. HSBC bank should provide training facilities to its members to improve their skills
of performing jobs and creates a motivating environment at work place.
 Managing Employee relations- Employee relations is the broad concept of the functions
of HRM. Management should organise activities to know employee at their personal
level and also helps in resolving conflicts which will promote healthy and balance
relation in organisation (Briscoe, Tarique and Schuler, 2012). HSBC bank should
maintain proper relation between superiors ans subordinates to avoid conflicts and
maintaining workforce which increases organisation effectiveness.

Nature and Scope of Strategic HRM
Strategic HRM is an effective approach based on principles and process to recognise
corporate objectives of an organisation. It mainly focuses on strategies and procedures which
helps management to achieve its objectives.
Hard and Soft HRM
Hard HRM is an management system in which employees are treated as resource of the
organisation which are controlled to achieve targets of high profits.
Soft HRM is an management system in which employees are considered as most
important resource of company where their needs are planned by proving them proper
compensation and rewards which motivates them.
HSBC Bank should take into consideration soft HRM where employee needs are planned
which provides motivation and increases dedication towards their task.
P2 Strength and weaknesses of different approaches to recruitment and selection process
Recruitment is the process of finding and attracting the potential candidates to fill up the
vacant position in an organisation. Selection is the process of choosing right candidates who
have specific skills and knowledge which is required for specific job position (Budhwar and
Debrah, 2013). HSBS mangers should adopt recruitment and selection method to attain a
deserving candidate.
Recruitment and selection process is divided in two parts-
Internal recruitment- It is a method when organisation looks to fill vacancy within
organisation from its existing workforce. It increases loyalty and sense of progress for
employees. It saves time, money and resources of managers when compared to recruiting
externally. HSBC would prevail certain benefits of recruiting internally and face some short
comings.
Strength of internal recruitment and selection process
 Strengthen employee engagement- Promoting employees within organisation provides
more opportunities to advance their careers and sharpen skills. At HSBC employees
whose roles changes helps them to develop professionally. This builds culture of trust and
enhance employee engagement and retention (Bulle rand McEvoy, 2012).

 Reduce cost and time to hire- This process would reduce cost and time to hire
employee as they are already part of the organisation and are well aware of the working
criteria. HSBC can promote employees within no time and add value to the employees.
Weakness of internal recruitment and selection process
 Limited choice- This process provides limit choice of talented employees in the
organisation as it blocks the arrival of fresh candidates. If HSBC don't recruit candidates
from outside having fresh knowledge hence depends on members within organisation it
will get limited choice.
 Favourism- There will be tendency of referring friends and family members for higher
posts which leads to create bias environment. If mangers at HSBC uses favourism it will
not be able to create a healthy environment in its workplace and leads to demotivation of
employees.
External recruitment- This process will provide opportunity to bring new fresh talented
candidates in an organisation. This process will provide HSBC to get the most talented
employees at wider range.
Strengths of external recruitment and selection process-
 Better competition- This process provides HSBC to face better competition in terms of
hiring prospective candidates who are capable of handling skilled job and risk taking
ability.
 Fresh skill and output- This provides HSBC to find talented candidates who is capable
of delivering new skills and knowledge for the betterment of company (Chelladura and
Kerwin, 2017).
Weaknesses of external recruitment and selection process-
 High cost- This process is completely dealing with selecting of new candidates.
Managers of HSBC pay high amount in advertising and selecting candidate that suits job
position.
 Time consuming- Company receives high number of applicants for post and recruiter
needs to be very careful in taking decision for choosing right candidates. This could be a
lengthy process for HSBC as bank managers doesn't have enough time for selection.
HSBC BANK should carefully analyse its need for candidates and selects the recruitment
process.

Selection method used by bank for candidates is generally done by written test and conducting
interviews by the senior mangers.
TASK 2
P3 Benefits of human resource management for both employer and employees.
Human resource management practices involves practices used by managers of a
particular organisation. It includes performance management, hiring, firing, training, payroll and
employees benefit administration. This practices are basically engaged in concerning about
employees compensation, benefits as well as resolving conflicts among employer and employee
to bring a harmony in working environment (Drucker, 2012). HRM practices is use for both
employees and employers such as help in maintaining employee reflation as well as protect
rights of employers to operate with rules and regulation of employment laws. Moreover, it a
panned and specified approach of managing and developing effective performance of employees
and employers as well as ensure productive in achieving goals of an organisation.
Benefits of human resource management practices for both employees and employer are as
follows:
Benefits of Employers Benefits of Employees
Resolving conflicts: A good and healthy
relation of employee and employer reduces
conflicts in workplace. It helps in achieving
high-performance and satisfaction level
through out their performance (Harrison and
Lock 2017). HSBC managers resolve out
conflicts among employer and employees so
that they carry out their work in an effective
manner with high standards of performance.
Moreover, they come with solution to resolve
immediately if any conflict arises and increase
performance bad productivity of their
organisation.
Training and development:Training and
development is an important element of an
organisation. An organisation provides training
to their new and existing employees to improve
or enhance their skills in work performance.
HSBC, provides various training and
development session to their employees to
increase their capabilities, skills, knowledge
that is beneficial in their specific job profile.
Moreover, it helps its employees to tackle and
grab more competitive challenges and
opportunities in their work.
Recruitment and retention : This process Employees engagement: Human resource

help an organisation in obtaining qualified
employees, providing appropriate training as
well as encouraging them to perform better. Its
also award them with rewards and incentives,
benefits and compensation as to work hard to
achieve objectives of an organisation. In
organisation context HSBC, they are hiring
qualified candidates which are appropriate and
suitable for specific job profile. Further, it help
to increase productivity and profitability of
their firm.
practices are adopted by various organisation
as bring sense of belongingness and loyalty of
its employees. It motives and encourage to
work effective for an respective organisation.
HSBS, provides sense of belongingness to their
employees so that they feel comfortable and
carry out their work with ease. This is
beneficial both for employees and organisation
to meet their own goal respectively(Kehoe and
Wright, 2013).
Reducing cost and analysing benefits: This
helps an organisation to reduce cost in hiring
an individual for a specific job. It helps in
recruiting eligible candidate with necessary
skills and experiences need to full objective of
a particular organisation. HSBC are providing
various benefit such as bonus, extra
compensation for extra working hours of their
employees. From this it analysis their benefits
and able to reduce cost of managing employees
in an organisation.
Pool of information: employees are provided
with pool of information as they feel
comfortable as their rights have been violated.
They are provided with certain benefits such as
leave facilities, compensation benefits as to
motivate them to work effectively. Managers
of HSBC, are providing benefits and
comfortable workplace as to carry out their
work with hight performance. Moreover, they
encourage and motivate them to improve their
performance.
P4 Effectiveness of different human resource practices in terms of raising organisation profit and
productivity.
Human resource practices enhances the ability of workplace by providing motivation to
its employees which lead to increase productivity and profitability for a particular organisation.
This human resource practices are term as an important for every organisation for high standards
of performance. Different HRM practices adopted by HSBC to enhance their profits and
productivity are as follows:

Measuring employees performance: Measuring employees performance is basically a
strategic approach. It needs continuous identification of measuring performance of an employee
in working environment. Herein, it is an integrated system of measuring overall performance of
organisation. This process allows a manager to review is employees performance and provides
feedback to improve their faults, help in achieving objectives of an organisation. In organisation
context to HSBC, managers are continuously evaluating and measuring performance of their
employees (Nickson, 2013). They are providing adequate training and development session for
their employees as well as guiding them to achieve their targets.
Payment and reward management: Payment and reward practices are concerned with
various formulation and implementation of polices that provide equality in reward employees of
an organisation. It is basically a pay control systematic process of paying salary, incentives and
benefits to employees. More over, it main motive is to ensure fairly payment for each and every
employee according to their job role in a firm. The managers of HSBC, are providing fair salary,
incentives, bonus and equal distribution of pay to its employees. Hence, they are also providing
certain benefits of compensation for employees for their high-performance in their work.
Learning, training and development practices: Learning, training and development
practises process help in sharpening knowledge, skills and attitudes of an individual.
Organisation are providing certain services such as learning, training session to their employees
as to bring productivity of full utilisation of resources. The managers of HSBC are providing
various training and development, learning session to their employees as to enhance performance
of each employees (Pattanayak, 2018). They are doing this process as to shape their employees
in an effective manner. So that are able to working in an challenging environment.
Flexible working hours: Human resource management practices provides certain
approaches as to fulfil task and providing a perfect work life balance to employees. Many
organisation provide flexible working hours to their employees so that feel comfortable and carry
out their work effectively in an challenging work environment. This result in employees
dedication towards their work as well as they feel valuable and does their work very efficiently,
which increase productivity and profitability of an organisation. HSBC managers are providing
flexible working hours to its employees so that are able to balance their personal and
professional life. Moreover, it creates dedication among employees and motivate them to carry
their out their work without any disturbance in it.

The above mention are some of the human resource management practices adopted by
HSBC to motivate, increase their skills and learning capabilities. Thus, it help them to increase
its productivity and profitability in market and competitive edge
TASK 3
P5 Analyse importance of employee relations to influence HRM decision making.
Employee relations are often described as efforts of company in maintaining relationship
between employers and employees (Pieper, 2012). Organisations maintains employee relation to
create value to the individuals as they are fairly treated they will be committed to their jobs and
increase productivity of company. Employees are considered important resource for company
and are involved in decision making process to make them feel highly valuable for company.
HSBC maintains employee relations and engage employee in all decision-making process for
managing performance and enhancing productivity of organisation.
There are certain importance of employee relations in respect to HRM decision making-
 Profit and productivity- When organisation involve employees in decision-making
process, they feel themselves valuable and starts working for the organisation to achieve
high profit. HSBC involves their employees in decision-making which leads to
generation of new ideas and leads to enhance productivity of bank.
 Enhances Team work- Employees when involved in decision making gives them
opportunity of working in team to produce effective results. Working in team makes
employees open to each other discuss their problem and find the best possible solution.
This way company can gather information about their effectiveness to work in team and
provides training to necessary ones and increase performance at HSBC.
 Reduces gap and increases morale of employees- Organisations when involves
employees in decision making it reduces gaps between subordinates and superiors which
increases morale and boost productivity of company (Purce, 2014). When employees are
involved in decision-making at HSBC they effectively communicate with managers
which leads to maximum job satisfaction and creates positive attitude towards the bank.
 Conflict resolution- Employees leads to lesser conflicts when a friendly motivating
environment is maintained in company. Employees feel free to discuss their problem with
managers and find immediate solutions which creates friendly environment in its

workplace. HSBC maintains good working environment to avoid conflicts and delegate
task according to knowledge which increases performance and productivity.
 Helps in saving time and cost- Organisations when involve internal employees in
decision making it saves lot of time and cost rather than outsourcing consultants which is
expensive. HSBC makes employees aware of the cost and time which influences
employees to participate in decision-making process (Salvendy, 2012)).
P6 Identification of key elements of employment legislation and its impact upon HRM decision
making.
Employee legislation is basically a framework that governs various laws and regulation
for employment within workplace of a particular organisation. This low helps to regulation a
good relation among employees and organ. Moreover, it has been compiles with necessary rules
and laws for both employer and its employees. The managers of HSBC has adopted these
employment laws which are determine below:
 Anti-discrimination act 1946: Anti-discrimination act helps in preventing favouritism
in working environment of a particular organisation. It also indicates that every
individual should be treated equally and fairly in an organisation. Mangers of HSBC are
hiring and selecting employee for their organisation fairly, without and discrimination.
Hence, from this act they are able to meet objectives and gaols of their organisation.
 Leave provision act 1948: This act provides certain benefits of leaves to employees
with the ability to take 12 paid leaves. From leave provision act employees are entitled
with job security and protecting their job during absence and health coverage continues
with their remained work(Harrison and Lock 2017). Managers of HSBC, are providing
various leave benefit to their employees as well as certain health and safety measure to its
employees. Moreover, providing job security assurance during their absence and enables
them to continue their remained work.
 Minimum wage act 1961: Minimum wage act, have government intervention that
governs certain awls regarding this act. This act ensure every organisation have to pay
certain fixed amount to its employees that has been fixed by government. According to
this act, HSBC managers ensure to pay its employees that has been fixed by government.
Herein, they cannot deny to pay the fixed amount set by government or else they will be
liable for penalties.

 Wage and hour act 1998: In this wage and hour act, amount are revised on periodic
intervals. This act differ from state to state, managers are required to pay on basis of hour
and on overtime of hours if done by an individual. Managers of HSBC ensure that each
employees are paid according their appropriate job description. They need to maintain a
list of wages and continuously check employees working hour, their overtime if any and
pay accordingly (Drucker, 2012)). Thus, it will boost performance of employees and
motivate them by rewarding for their better performance.
 Equality act 2010: In equality act, each organisation should treat their employees
equally and fairly in workplace. An organisation should not do any discrimination
between male and female, in today's context both are equal. Mangers of HSBC, are
treating their employees equally weather it is a female or male employee. They also
ensure both are treated fairly without any discrimination in working practices. If they are
fail to maintain rules of this act then they are abided to penalties by government.
Above mention are employment laws adopted by HSBC mangers which also have great impact
on human resource department of respective organisation. They have implemented this laws in
order to prevent themselves from penalties that are abided by government.
TASK 4
P7 Applications of HRM practices in work related context , using specific examples.
Their are numerous practices undertaken by HSBC bank to maintain effective
performance in organisation. It includes certain activities from recruiting candidates to employee
engagement , motivation etc (Kehoend and Wright, 2013). Some major activities undertaken by
HSBC mangers are described below-
Job description- It is an internal written document that clearly states the essential of job
requirements , job responsibilities and skills required to perform specific role. It is summary
which is derive from analysing job. HSBC publish job specification for Finance manager.
Company:- HSBC
Job Details:
Job title:- Finance Manager
Department:- Finance
Reporting to:- Head of Finance Management

Job Type:- Full type
Salary:-£ 52,000 per year
Location:- London
Job Purpose:
 To lead and mange Finance team members.
 To be responsible for carrying monthly reporting of expenditure and income.
 Advising on investment activities and strategies formulation.
 Providing financial reports and interpreting financial information to managerial staff.
Responsibilities:
 Assign and get work done through team and solve their problems.
 Analyse costs, pricing , variable contributions and compared to business plans.
 Develop trends and projections of firm finances.
 Conduct reviews and evaluations of cost reduction opportunities.
 Manage the preparation of the company's budget.
Interested candidates kindly send their resume at [e-mail] or on contact number given
below.
Thanks & Regards
XYZ
HR Manager,
HSBC, London
0150887657
Person specification- It is a description of qualifications, skills, knowledge and other
characteristics which a candidate must posses to perform job duties (Salvendy, 2012). Personal
specification of Senior Finance Manager created by HSBC is mentioned below:-
Personal Specification:
PERSONAL SPECIFICATION
JOB TITLE:- SENIOR FINANCE MANAGER
Experience Necessary Demanding

Working experience as a
Senior Finance Manager.
4-5 years Minimum of 4Years
Skills/knowledge/cognition Necessary Demanding
Skills in computer technology Certified diploma in Tally
and accounts software.
A Grade
Qualifications needed in
educational sector
Necessary Demanding
 Chartered Accountant
 Masters in Business
administration
 Company Secretory
 Graduate (Accounting
& Finance)
Working should be in
Accounting & Finance
departments.
A Grade
Personal skills Necessary Demanding
 Excellent knowledge
of taxation, policies,
norms, auditing etc.
 Experience of working
with accounting
software.
Candidate should have know
different communicating
languages so that they can
communicate with the
employees from different
backgrounds and country.
English(UK),(US) and (AUS),
Spanish and French.
Interested candidates kindly send their resume at [e-mail].
Time of reporting: 10:30 am to 06:30 pm
Curriculum Vitae- Written document which contains all essential information about
candidates who is applying for job such as education, experiences, personal details (Harrison and
Lock, 2017).

CV of candidate who is going to apply for Senior Finance Manager at HSBC is given below-
Curriculum Vitae
Name- XYZ
Contact Number- 09245687636
Email id- [e-mail]
Address- 36, cape town road, London
Position- Senior Finance Manager
Strong interpersonal skills and maintain cordial relation while completely analysing and
completing projects successfully.
Key Skills-
 Financial analysis and interpretation
 Data analysis
 Investment and portfolio management
 Problem solving and providing solutions
Professional Experience -
Company – ADIB (UK) bank
Duration- 4th March 2015 to present
Position- Senior Finance Manager( handles and manage whole finance team)
Educational Qualification -Chartered Accountant
University of London
Year-2014
CONCLUSION
From the above report it has been concluded that Human resource management plays
important role in effective management of employees within organisation. This analysis helps
the newly appointed Human resource assistant in taking decision regarding work force planning
and resourcing. Moreover the benefits of HRM practices for employees and employers are
properly understood and organisation productivity is related to involvement of employee in

decision making. Hence HRM practices are crucial for organisation to enhance their
performance.

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