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A comprehensive overview and an analytical insight into human resource management at Barclays bank plc.

Extracts from this document...


Content Introduction .......................................................................Pg 2 Role and Responsibility of the Human Resources Department.........Pg 5 Human Resources Planning...................................................Pg 6 Recruitment and Selection.....................................................Pg 19 Training and Selection..........................................................Pg 31 Performance Management......................................................Pg 39 Potential Conflict within Human Resources................................Pg 50 Conclusion.........................................................................Pg 51 Bibliography and Reference...................................................Pg 53 Introduction This report is being produced to fulfil the criteria required for unit 4 of the AVCE course in business. It gives a comprehensive overview and an analytical insight into human resource management at Barclays bank plc. The report particularly focuses on the possible conflict between Recruitment and Selection and Training and Development. At Barclays bank plc in view of current economic climate for banks of competition. My report is going to include the four following functions: 1. Human Resources Planning - this will include * Responsibilities covered by the HR function in the business, the importance of people to the business * Internal staffing information and external labour market information to plan HR within the business * Relevant labour market information and my comparison with how my chosen business has used labour market * An analysis of how relevant labour market trends relate to ongoing HR planning of the business 2. Recruitment and selection - this will include * Staff records, Human resources department will keep a record of every employee - past and present. This usually kept on a computer database. The record will include details of the employee's name and address, date of birth, current job title and salary, starting and leaving date, qualifications and experience and works number. It is important for the department to have all personnel records confidential, especially comments on attendance, punctuality and personal circumstances. * Identification of the features of key recruitment documents and the factors to be considered in planning to fill a vacancy and carrying out interviews * An analysis of the key recruitment documents and an evaluation on the quality of information in relation to the purpose of each document * All organisations regularly need new staff - either to replace those who are leaving or to fill in new vacancies if the company is expanding. ...read more.


But what Barclays do if a person is turned down but they know that he/she is capable to do the job they keep them in there books just in case they need to fill in another post later on. Candidates are always shortlisted for interviews this is because there may be a large number of applications for a particular job. Not all of the candidates may be suitable and in this case it is inefficient, as well as unfair on the candidates, to interview them all. Shortlisting involves working through the initial long list of applicants with the intention of selecting a smaller group - the shortlist - from which the successful candidate will be chosen. Shortlisting begins with the key people who drew up the person specification using the items on this as selection criteria. Each application form will be checked against these. This should a completely impartial process and applications should be judged solely on merit. Even where an applicant is known to the shortlisting panel, perhaps because they already work for the organisation, only the quality of the written application should be taken into account. An applicant will only be shortlisted if all or most of the criteria have been met. Points may be awarded for each criteria as a way of comparing the quality of the different applications. This may help with the second shortlisting if the initial list is too long. The law is very important as big firms can't go breaking them as they can be sued and that will give a big dent in there pride as these sort of things are given a lot of publicity. Equal Pay Act 1970 is one which Barclays has to follow they have to pay both men and women the same amount of wage. They cannot give the men more and the women less this applies if both are working at the same position. ...read more.


If businesses are to accomplish their objective then they must be plan their human resources function so that they have the correct number of employees with the right type of qualifications and training to meet the needs of the business. Through this unit, I have learnt how businesses approach all these aspects of human resources planning and management. I had the opportunity to draw on and extend my own experience of this very important aspect of business. What I now understand about businesses having: Human resources planning is that businesses have to plan carefully to ensure that they have the right number of suitable employees for their needs. To do this they need a good understanding of the labour market in the areas where they operate. Recruitment and selection - businesses recruit staff for variety of reasons. The reasons include: The growth of staff Filling vacancies created by resignation, retirement, dismissal I understand that the recruitment process can be costly, in terms of resources devoted to the recruitment process and costs associated with recruiting poorly performing staff. It is important therefore to accurately select people for interview. Businesses need to be very clear about the requirements of the job and about the kind of person they are looking for. Training and development - is important to the competitiveness of the businesses so that the business is not thrown out of the market due to the lack of training within the business. The following training and activities are very important to the businesses: Induction training Mentoring Coaching Apprenticeships In-house training External training Performance management - a business needs to manage the performance of its employees effectively if it is to remain competitive. The following are methods that businesses employ to manage the performance of their employees: Performance reviews (appraisals) Self evaluation Peer evaluation Target setting for individual and groups Business should also be aware of employee motivation and the significance of both financial and non-financial factors in terms of motivation. ...read more.

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