• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12

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

Extracts from this document...

Introduction

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.

Middle

Barclays does offer services that are highly labour intensive. Despite the widespread of IT, jobs in the service sector are rising rapidly. Barclays are open only 5 days a week and it always closes at 5 p.m. so most of the time Barclays is packed with customers, especially during lunch hours. To prevent their customers waiting in the queue for hours and hours Barclay's employ particular staff just for customer service that are always in cashiers desk making sure that all customers are served in no more then 5 minutes. With skills, which are scarce in the labour market, this would cost a lot of money because you would then be training lots of employees. But on the other hand if your workers are better skilled then your competitors this would mean it would get your work done more efficiently and better then your competitors and would help Barclays to keep on gaining the largest market share. But they would have to then increase the wage of higher skilled workers as they would be fully trained and can be poached by other large firms who pay salaries that are more attractive. There are fewer graduates as figures show 1 in 3 people leave education at the age of 16. This means they are hardly any graduates this means they are hardly any skilled people in the labour market. What I think the government could do to stop this is to increase the compulsory education age to 18. This would then give the average person a chance to gain more skills or the other options would be to make further education look more attractive more appealing to youngsters so they stay on. What large firms can do is cut down their wages to school leavers. I mean cut them down a lot as this would act as a deterrent to school leavers and all peoples who think about leaving school. The branch I am reporting on is the one in Upton Park in Newham borough. ...read more.

Conclusion

loses an employee, it takes time for them to find a person that is suitable for the job role and it also costs them more money and takes up a lot of their time. Due to the lack of staff the business can come to a halt then the business will lose money and during that time, the competitors can take advantage and be able to steal all the customers away. The labour problem firms could have if it has peaks and troughs in demand for its product or services is that there might not be enough staff to meet the demands. The staff might not want to do the extra work. The job might require special or new skills that not all employees might have. The skill shortage can lead to: o Higher wages o Increased efforts by individual firms to attract staff, e.g. better reward packages, more fringe benefits o Retraining of existing staff o Greater effort to retain staff This is the unemployment rate in UK. By looking at this I am able to say that in future it will be harder for Barclays to find employees that are suitable for their firm, as the numbers are decreasing day by day. Similarly in future Barclays will find it hard to recruit suitable workers for their firm because in Newham the educational world is not looking good either. Barclays can recruit people but they will need effective training unlike if they recruited qualified people with high qualification who already know things about the business very well, which would benefit Barclays a lot. Newham GCSE Results 1992 - 2003 Year 5+ A* - C Grades 1+ A - G Grades Newham % England % Newham % England % 1992 20.7 38.1 82.9 91.3 1993 22.0 41.1 87.9 93.0 1994 23.0 43.3 88.0 92.3 1995 23.7 43.5 88.5 91.9 1996 27.9 44.5 93.1 92.1 1997 33.1 45.1 95.1 92.3 1998 34.0 46.3 96.8 93.4 1999 34.6 47.9 96.5 94.0 2000 36.3 49.2 100.0 94.4 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    McDonald's. What are the Management functions at McDonald's?

    5 star(s)

    If McDonald's managers know how to communicate with their superiors and the subordinates then this will contribute greatly toward the objectives. If manger understands understand each other then it will be clear to him what he needs to do. This will also help to create website, website is a way

  2. The Boots organisation is a public limited company (PLC).

    Nasty to palate many drugs are bound to be; but worse is the nastiness of bad quality" Jesse Boot, 1887 Boots have believed in high quality and a good service from the very start. Also Boots believes high quality and a good service does not mean that the product will be very expensive i.e.

  1. The purpose of the coursework is to produce an analytical report on how a ...

    The Human Resources department monitors the effectiveness of the policy at regular intervals and takes such corrective action to ensure that the tasks are met with. McDonald's places emphasis on the training and development of its employees. They aim to provide career opportunities for people to achieve their potential.

  2. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    * Sainsbury's can control staff costs and number employed far more effectively. * Employers can build up a skill profile for each of their employees. Workforce Planning Workforce planning entitles forecasting future human resource requirements and translating those requirements into actual needs in terms of numbers of employees.

  1. Managing Human Resources in Marks & Spencer.

    The personnel can do this by sifting through employees' documentation that may contain past experience, skills gained before joining the company and appraisal reports. Marks and Spencer is one of many companies that ask employees to complete a 'skills questionnaire' to see whether they possess the required skills to take up a vacant job.

  2. Employees are a business's most important assets; this is why they created the Human ...

    It works out cheaper to train and retain staff, than recruiting new staff. * Career progression. If for example there was a promotional job and two people applied it would be up to the human resource department to tell the person who didn't get the place feedback on why they didn't.

  1. Business at Work - ASDA

    This type of management style helps Asda achieve many of its objectives. For instance, one of Asda's objective is to make Asda the most enjoyable place to work at where the staff can get on and work together in harmony.

  2. This report is an attempt to investigate Hewlett Packard, a huge corporate, to gain ...

    Instead, he focused on promoting diversity in the workplace and on ensuring a more humane balance of work and personal life for HP employees. While these efforts were praiseworthy on their own, they did little to help HP face the tough business environment in which it was operating.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work