Human Resources

Employee appraisal: In an organisation, employers want everyone to be pulling in the same direction. Effective organisation will therefore set a mission targets identifying the overarching aims of the organisation. When employees have an appraisal they will know where to improve and also they will be providing training. The employer can provide more training to improve staff’s skill and also the employees will have extra skills and knowledge.

Overtime: Is when an employee wants to work more than their normal working hours, this is if an employee is usually working 8 hours a day, and on particular day he wants to work more then 8 hours to earn a more money. It is very important than for the business to provide working hours because if they don’t provide extra working hours (over time) than the employee will fell de-motivated and will fell dissatisfy about the job. He or she might leave this job and look for another job, which they provide overtime-working hours. If the employee is not given the option to work over time then they will not perform well in the job and they might work hard.  

Job security: This can be described as for how long the employee is appointed to do the job. If the job is only for a few months then the employee is not likely to be motivated, because he/she knows that after few months the job will not be there, so there is not point putting in the handwork. Whereas if the job is secured, the employees thinks that the job will be there if he do the job effectively then there are very high chances for employees to be motivated because he will job is there as long as he do the work which is expected from him. Therefore he will work hard to do the best possible work, which is obviously beneficial for the business. Job security does play an important role for the motivation of the employees.  

Training and Development: This can be described as giving the employees knowledge and providing them with the resources to do the job. Training and development does motivate the staff of the business, for example if the business is giving the books, and all other resources to do the staff to do the higher post job, this will surely make the feel important and valuable to the business. In return they will do the effective job, which is obviously good for the business. In cases where the need of training and development is not met, the employees feel they need training to use the new software which business have brought into the business, but they are not given any training or resources to learn that software this will surely de-motivate the staff of the business, in return they will not do the effective job, the end result would be business end up losing their customers. It is important for the human resources department to provide necessary resources and training to make the employees do the effective job.

In some cases where employees are not given training, they will leave the job and look for another job, which is providing them the training and resources to reach their full potential. In business it is not easy to recruit the people on regular basis because this cost time as well money, because the business may be using newspaper to advert the vacancy.

There are thousand of factors, which can affect the motivation of the employees, but I have described in detail some of the main ones.

What are the Motivation Practices?

 

Motivation is the will to work. This might mean regardless of the job being boring or interesting, there is still the want and the individual motivation to do the work to the best standard possible. Usually individuals will find particular jobs more motivated if they enjoy performing that job, whereas if an employee find that job boring while performing this individual will fell de-motivated doing that job. Motivation plays a very important role at work.

A well-motivated staff workforce can provide the following benefits;

• Lower levels of absenteeism, because the employees are interested in doing the job
• Lower levels of staff turnover, less number of staff leaving the business. This also led to lower training and recruitment costs.
• Determined and hard working employee’s gives a good reputation as an employer, because they are doing their job effectively and doing so will satisfy customers.
• Motivated employees are likely to improve product quality or the any customer service related with a product.

All of Barclay’s employees are hard working and motivated to do their job effectively. One of the reasons for this could be that Barclays is providing a good working environment as well as good pay and with pay holidays for two weeks. Barclays is providing equal opportunities for every one in the community and this is the main reason they are succeeding.

Motivation practices:

Many scientists have carried out research but found it very difficult to come with a one final definition of “motivation” the reason is we are all complex and sophisticated. Numbers of motivation theories have been put forward by scientists that are out of ordinary to human beings in lining the sort of ideas that can motivate people in the job they are doing. A lot has been written in books on websites about on motivation but it is important how manager use motivation tool to make their employees do the effective work. Successful organisation like Barclays, Tesco and many more listen to their staff to find out what their staff want from them, this might be how many hours do they want to work weekly, their opinions about on different issues, asking these questions definitely make employees to work hard because they will feel important. The job or responsibility of any business or manager is to get things done in most effective from employee. In order to do this easily the manager should know the factors, which motivate its employees to work hard.

Motivations theories are difficult work, and sometimes they are difficult to follow. For example one of the motivation theories says employees should be given sick, holiday pay, this might not be possible in a business which is not as big as some companies like Tesco, Barclays. In this (small) business there are then chances that people may not be as motivated as they should because one of the motivation factors has not been met.

In my view Barclays can improve motivation in employees by appraising the staff work every three months; Barclays also should divide the staff work or their punctually in three different levels Good, Very Good, and Excellent. This will make employees to work even harder for their work to be graded as “Excellent”.

Maslow’s Hierarchy

Source: http://www.trumpuniversity.com/learn/images/maslow_hierarchy.gif

The source of Maslow’s theory is that human are motivated when they enjoy the work, when people think because of what they are doing is good this makes them perform the effective job.

According to the Maslow’s, s theory there are common types of needs factors which must be done before the person can perform to the best of his ability. Factors which Maslow thinks are important before the person can perform better are as follows:

• Physiological; Food, Water, Shelter
• Safety; Security, Freedom from fear
• Belonging; Friends, Family
• Self-Esteem; Achievement, Respect
• Self Actualization; Creativity, Fulfilment

Maslow thinks these needs are very important to be met. If we are getting all the needs he has listed out, we are moving towards growth success. Satisfying these needs is simply moving towards achieving the business goals and objectives, while not following these needs make us feel de-motivated about the work.

Maslow has set up a hierarchy of five levels of basic needs. Beyond these needs, higher level of needs exist. These include needs for self-esteem, self-actualization and above all psychological need without this need being fulfilled there are NO chances for individuals to perform at all.

In the levels of the five basic needs, the person does not feel the second need “Safety” if the first need “Physiological” needs have been satisfied or the “Self Esteem” and until the Belonging need have not been met, and so on. Maslow's basic requirements are as follow:

Physiological Needs:

These needs are biological needs. This need is made of food, shelter, and warmth. These needs are very important for human. If any of these needs are not met then there are very slim chances for humans to perform their job effectively. For example if an individual has not eaten for two days, how can he perform his duties effectively? It is very important that these needs are met before the individual even plan to perform their duties effectively.

Safety Needs:

When all the physiological needs are met, and there are no longer thoughts and behaviours, which are controlling human to not to perform well, the need for security can become active. It is a fact that adults are not bothered about their security needs except in times of emergency or periods of ineffectiveness in the social structure.

This need needs to be met after the Physiological needs have been met, because this need plays an important role when an employee has to perform the job itself. For example if the employee thinks where he is working is not the safe place to work, he easily can be harmed then this individual is not likely to perform his job effectively.

Needs of Love, Affection and Belongingness:

When the needs for safety and physiological are satisfied, the next class in his theory is the Belonging. This part of the theory states that at work place individual need to feel that they belong to a group when they are at work. This might be staff should feel that they are working for a business which cares for them; staff should feel the part of the team when they are at work. This need must be met if the organisation is to succeed, if staff of the business is not performing well then there are chances that business might not do as well as it should.

Needs for Esteem:

When the first three classes of needs are met, the needs for self-esteem can become crucial to be met. This involves the need for both self esteem and for the esteem an individual (staff) gets from its colleagues at work. Humans require a respect from others if they are not getting the respect attention, corporation then there are chances that individual might not do as well as it should.  

When individual is getting enough attention, respect, corporation form other then, then the person feels confident about himself, and as valuable person in the world.

Needs for Self-Actualization:

When all of the four needs are met, then there is a need for Self-actualization to be met. Maslow, s describes self-actualization, as a person needs to be and do what the person was born to do. A foot player must play football, and a poet must write. These needs make themselves felt in signs of restlessness. The person feels on edge, tense, lacking in something, in other words restless. If the person has not eaten for three days, not been given attention, or lacking self-esteem, it is very easy to know why the individual is restless. Usually it is not clear what a person wants when there is a need for

Self-actualisation.  

Interpreting behaviour according to Maslow's Hierarchy of Needs:

Maslow theory is an excellent model for understanding human motivation at work, but it is a broad concept. If some one is unsure as to how to relate given behaviour to the Hierarchy it could be that the definition of behaviour in his opinion needs to be considered again. For example, where does doing things for enjoyment fit into Maslow model? The answer certainly is you cannot until you define the term enjoyment or fun.

You need to define exactly where a person is doing things for fun in order to analyses motivation according to Maslow, s Hierarchy. The fun or enjoyment activity can potentially be part of the five Maslow requirements.

Understanding whether motivation to gain a particular need or aim is enjoyment can provide a helpful basis for identifying a Maslow, s driver within a given behaviour and thereby to evaluate where a particular behaviour fits into his model:

1. Biological: Health, Fitness, Exercise

2. Safety: How safe the environment is where the individual is doing the job

3. Belongingness: Friendly, Helpful colleagues at work

4. Self esteem; Corporation, attention, achievement at work

5. Self-Actualization: New experience doing different activities at work

On the other hand in order to relate a particular doing it for fun, behaviour the Hierarchy of Needs we need to know what makes it fun enjoyment. For example rewarding for the person. If behaviour is for fun, then consider what makes it fun for the individual, is the fun rooted in belongingness, or is it from credit i.e. esteem. Or is the fun at a deeper level, from the sense of self-fulfilment, i.e. self-actualisation.

Applying Maslow's Needs Hierarchy - Business Management Implications:

My chosen organisation Barclays Bank, in the human resources department, they should follow the motivation theory; there are some very important management implications to improve workplace motivation. This might involve staff motivation opportunities, this might be motivation each employee through management style, job design, company dealing and rewards correspondence. Barclays can do the following to motivate its staff more by:

• Physiological Needs: provide tea, lunch breaks, rest breaks and wages that are right for the job individual is doing.
• Safety Needs: provide a safe working environment, free from any hazards which can affect the individuals
• Social Needs: staff should feel they are working as part of a team; they are working with friendly staff.
• Esteem Needs: business should recognize the employee achievement, this will make the employee to work even harder to be recognised by the business he is working for
• Self-Actualization: Provide challenging and meaningful work, which enable the staff to do the job by using intelligence

It is fact not all employees are focused by the same needs. There are different factors, which motivate us to do the job we are doing. Sometimes people work to earn money, but sometimes people do the job because it makes them feel happy. It is then important for business to understand the needs (motivation) by each employee.

To motivate an employee business must recognize the needs level at which the employees is working for and use these needs factors affecting the work as lever of workplace motivation.

Douglas McGregor:

Theory X and theory Y:

The person called Douglas McGregor in his book, the human side of enterprise published in 1960s has examined theories on behaviour of individual at work and he has divided the employees in two theories. These are x and y theory.

Theory X in his opinion:

The average human being has an inherent dislikes of work and will avoid it doing it if possible, these people can be defend as Lazy people, they go to work place but always try to find excuses in order not to do the work

• Theory X managers do not give their staff thus opportunities so that the employees behaves in the expected fashion
• People in this Theory X prefers to be directed, dislikes any kind of responsibility is unambiguous and desires to be paid without doing the accepted job
• When they do not like the work, must people must control and threatened before they work hard enough

Theory Y in his opinion:

People falling in this theory are hard working, they enjoy doing their job, and they do the job without being observed by their managers.

• The expenditure of physical and mental effort in work is as natural as play or rest
• If the individual is enjoying the job, he will try to do the job in the best possible way

Comments on Theory X Theory Y Assumptions:

McGregor see two theories as two completely different attitudes. Theory Y is bit complicated to put into action on the shop floor in large mass production on operations, but it can also be used in the managing of managers and professionals.

In the human side of enterprise McGregor show in his theory how Y theory affects the management of promotions and salaries and the development of the effective managers. In McGregor’s opinion, theory Y as conducive to participative in problem solving.

After reading the theories of McGregor he realises that some of his theories he has found are unpractical, but he still wants his theory to be put into use the basic assumption of putting his theories into practice are; Staff will contribute more to the work, which means he will try his hard to do the job in the best possible way.

Theory X Management:

McGregor leader of theory assumes that the X theory;

• The work for most of us is not enjoyable, and we will try to avoid it whenever we possibly can

• Everyone most of the time is scared about the change because of previous experiences they may have had

• Most of the people do not try their best to do the job effectively; they do not use their intelligence to make the job more creative

• Lastly, that most people are not the right people for the job they are doing

Mostly this theory assumes that the primary source of most staff motivation is financial or economic.

The Hard Approach and Soft Approach:

The Theory X, management will approach to motivate a range from a hard approach to a soft approach.

The hard or difficult approach to motivate will depend on force, threats for losing the job, or meeting deadlines. The soft approach however will be is to be seeking harmony in the hope that, in return, employees (managers) will acknowledge the hard work. Sometimes it is often said by people that we do the work in order to make money, it is true we all work to get money in return but if our hard work is not acknowledged by the managers then we do feel little bit de-motivated about the job. Therefore it is important that managers should acknowledge employee hard work, if there is case where employee has done something not to the required standard then the manager should give the feed-back in a way that will not make the employee feel that they are not been treated in a good way.

In my chosen business Barclays, the manager of each branch acknowledges employee hard work, so that employees do the job more effectively and this is the only reason why Barclays is growing.

The hard approach leads to low output, and rude behaviour from both the manager and the employee. The soft approach results in increasing desire for greater rewards in exchange for good behaviour from the managers itself. It is seen that the optional approach to human resources management would lie between these theories. Nonetheless, McGregor thinks neither of the approach is right because of the foundation of these theories are defective.

The issue with X Theory:

Review on , McGregor argues in his theories McGregor in his theories dispute that a need, once met, it no longer motivates, however this is the opinion of his. The companies mostly rewards and give benefits to met employees “lower level needs”. Once these needs have been gratified, the motivation is gone.

The only way that employees can try to meet higher level needs at work is to hunt for more reward, so it is clear that they (staff) will focus on monetary rewards.

Mostly it is seen that people will say money is the most effective way to self fulfilment, it may be only way available but it is not completely true. We all have different factors, which motivate and de-motivate us.  Staff will use their job (work) to satisfy their lower level needs, because they will be getting paid for the job they will be doing and try to satisfy their higher needs during leisure time, or in their free time. For some people it is difficult to understand this fact, but this opinion is the opinion of the person who carried out the research on the human motivation.

McGregor makes the point that a telling some one to do the job and control environment is not effective because it leads to lower motivation, but in today society those needs are met and therefore no longer motivate. In the case of this situation, one might expect employee to hate their work, avoid duties have no interest at all in goals of the business.

This is true that sometimes employees do not want to do the job they have been selected for, therefore they try to avoid the work, or not to do the job effectively above all they want to be paid, unfortunately these employees give business the bad name due to their lack of interests when they are at work.

In McGregor’s opinion, motivation seemed more possible with Theory Y and Theory X.

Theory Y Management:

The high level of requirement of self-esteem and self-actualization in that they are not completely satisfied. The reason for this is that we all have different needs and wants, so the way one individual work may be different to his, her colleagues, his, her colleagues may do not like the work of the individual either because he is too fast or too slow. In this case there are chances for the need of self-esteem and self-actualization needs not be met.

Theory Y control makes the following common assumptions:

• Duties of the job can be as if the individual is playing one of his favourite sports
• Employees will be able to direct themselves and be creative to meet the deadlines of the work and business objectives only if they are serious about the work

• People will try their best to do the job effectively, if rewards are given which meets needs such as self-fulfilment.

• Below these conditions people will enjoy the work.

After all these assumptions, there is a chance to compare or line up personal aim with the business aim in using the employee’s individual need for completion as the motivator.

After reading the theories of McGregor I came to know he worried that Theory Y management does not include a soft move towards.

McGregor recognised the fact that some people may not have reached the level of development assumed by his theory Y and therefore may need tighter controls that can be relaxed as the employee increase.

Applying Theory Y Management - Business Implications for Workforce Motivation:

In my opinion if Theory Y foothold is true, Barclays can use these principles management to member of staff motivation at work:

Participative management: give the authority to do the job, let them decide what they are interested in doing on particular day

Work improvement: This might be providing a good working environment for the staff

Performance Appraisals: Employees should be encouraged to do their work effectively. They should be given the direction as to make them aware how they can help business to reach its aims and objectives

Hezbergs two factor theory of Motivation:

Federick Herzberg developed his ideas in 1966. In his research he listed two factors, which improve job satisfaction, and those if improved or handled correctly would reduce the chances of employees to leave the job.

Motivators: To include job satisfaction include:

• Employees having the sense of achievement, meaning that employers should acknowledge its staff hard work
• The nature of the work itself, whether it is challenging, and rewarding and interesting, employees wants the work which gives them the chance to use their ability to do the job effectively. Most of the employees do not just want to do the same work every day, instead they want some thing challenging or interesting in the job
• Employees want to be trusted and given the responsibility, for employees it will be difficult for them to do the job, if they are not been trusted by the manager. Employees also want some kind of responsibility given to them in their job.
• Opportunities for promotion, pay and career progression, certainly all of us want to achieve some thing by set time, meaning that we do not want to do the same job for the rest of our life instead we want to move from lower level job to higher level job. Managers should give the opportunities to their employees to progress in their career with the business. This would definitely make employees to do the effective job.
• Respect, We all wanted to be respected by other in what we do. All of us want to be respected by whom we work for. Therefore it is very important that managers should respect their employees, if sometimes employees has not done the job to the best level, Manager should give the feedback to employees in a way which will not make the employees to feel isolated.

Hygiene factors: Potential dissatisfiers at work include

Rules and Regulation: Sometimes at work employees do not like some rules, but which must be met at work. The rule in business might be that employers MUST switch off their mobile phone while they in the premises of the business. For some employees it will become a habit to turn their mobile off when they are at work where as some employees will not like to switch off their mobile phone this factor will de motivate the staff, some times because off too many rules and regulations employees might leave the job.

Wage and salary level: All of us want to be paid enough for the job we do. Some times some companies do not give the good wages and salaries to the employees for the job they are doing. This factor will definitely make the employees to do the ineffective job in worst case employees might leave the job and find other job, which recognize their hard work.  

Working environment: We all want to work in a place, which is free from any kind of hazard. We do not want to work in a place, where we can get hurt due to having unsafe machinery or equipment. It is important for all businesses to ensure that they provide the safe working environment to employees, if employees are working in a good, secure, hazard free environment; they are likely to do the effective job.

Have the right to express an opinion: All businesses should give the chance to their employees to express their opinion. Regardless of whether they are right or wrong, they should be given the chance to express their views ideas. By giving the right to employees to express their ideas, opinions, business is improving the chances for staff to do the best possible job; because the employees will fell they are important to the business, regardless of the job or the position they are on.

Job security: Employees are least likely to perform well if they know they will be made redundant in near future, the reason is we do not want to work hard for the job, which we think will not be available to us in the future. In business it is the responsibility of the manager to make employees aware, that they will not be made redundant if they do the job, which is accepted from them. By doing so, a manager is motivating the employees to do the best job.

Cooperation/Help from colleagues: Most of us want to work in a place, where colleagues are helpful, friendly. It can become difficult for individual do perform well, if they are working with the peoples who do not value his, her, idea or view.

It is the responsibility of the manager to ensure that everyone is working with each other happily. We are likely to perform better if we think we are important.

Holidays: All of us want to work for a business, which is giving the employees holidays, to spend time with families and friends. We are likely to perform better if we get a break every four months. We all need a change; it can become difficult for employees to work Monday to Friday, without a bit of time off, a change of setting and mind. This can be achieved through time off from work.

Motivation practice is a priority to HR managers at Barclays:

Meeting customers: 

In today’s competitive world where customers have choices to make to buy the same products from many stores, business must make sure they attract as many customers as possible as to stay competitive in the business.

In a company all staff should be polite and willing to help every customer and when a customer gets good service from the business they are likely to go back to that business again. In Barclays all of the staff is very friendly and helpful to everyone, when I personally go to any of Barclay’s branch; I have observed that the staffs are very friendly and helpful.

Raise employee profits:

Maximizing profits is one of the most important objectives of the Barclays. Human Resources department of Barclays is motivating its staff because they are giving all the essentials benefits to the staff that is the reason why Barclay’s employees are motivated. Barclays is able to retain its staff as a result of recruiting and identifying potential employees at the first stage.

Employee’s satisfaction:

It is essential for Barclays, human resources department to satisfy their staffs who works for the business. The business should provide employees discount cards; special offers and pay rise in occasions. Barclays is providing two-week holidays to all its employees every six months, this surely makes Barclay’s employees work hard to reach business aims and objectives. In a business if all staff is friendly and kind that will make their work place full of satisfaction.

Suggestion:

In my view if I were the manager of any Barclay’s branch, I would follow Maslow’s Hierarchy theories. The reason for this is that it is his theory contains five main basics of motivation and these are Physiological Needs, Safety Needs, Needs of Love, Affection and Belongingness, Needs for Esteem, Needs for Self-Actualization needs these will fulfil the employees prospect. These will help the employees to work effectively and perform the best at the workplace. On the other hand motivation plays an important role when it comes to employees to do the work effectively.  

In order to anwer this question I visted Barclays website: . There was some information on employee motivation in Barclays. I read all of that information then I read some of the motivation therioes to answer this question in my own words.

All of the above factors are the main factors, which can de-motivate the staff. It is the responsibility of the business, to ensure that they are providing what they can to make the staff to do the effective job.

Task 3 (P3, M2)

Brief definition of Work Force planning in my words:

Many books and websites have published so much on workforce planning. To my understanding workforce planning is the strategic arrangement for a business human capital with its business direction. In business it is a regular process of analyzing the present workforce, defining future workforce needs, finding the gap between the present and future, and implementing solutions so that business can reach its mission goals and objectives.

Workforce planning includes elements such as strategic planning by the business and its partners, workload projections, turnover analyses and budget projections. Workplace planning helps the business to know the numbers of people and types of skills needed to achieve success by comparing the available workforce with future needs that may be unachieved.

Workforce planning is the management tool that affects the full life cycle and ranges of human resources activities, including recruitment/selection and performance management and retention.

What is Workforce Planing :

Effective workforce plan is an essential tool to recoginse appropirate workload staffing levels and jusity budget allocations so that company can meet their objectives. In business it is important for business to reach their set aims and objectives, because without meeting the set aims and objectives there is no point in trading. For example if business aim is to give “good customer service” to its customers then the business MUST try to reach this goal, because if business is not reaching this goal, then there  would be no point for business to set this goal, aim in the first place.

Workforce planning in other words can be described as systematic process for identifing the human capital refered to staff willinginess to do the job to meet business goals and developing different stratgies to meet these requirments.

Effective workforce planning is a continuous process that ensures that business has the right number of people in the right jobs at the right time to do the right work for the skills they have. This mean if in the business some one is recruited to manage the business computers, he should only be asked to do this job, not instead this person asked to check business profit and loss account.

Why Is Workforce Planning Important?

Workforce planning provides human resources department with a strategic basis for making decisions. It allows managers to expect change rather than being surprised by sudden events in the business for example business has made the loss of £ 5000 in a month if through the effective workforce planning manager know this then, it will not be a some thing which he has not accepted, also effective workforce planning provides strategic methods for addressing present and expected workforce issues.

Workforce planing provides business with many benfits and these are listed below:

• It helps maintain or improve a diversified workforce.
• It helps an agency prepare for restructuring, reducing, or expanding its workforce.
• It gives business the chance to be prepared for unexpected event in advance

The main reason behind the success of Barclays bank is that their success depends on having the staff with the right skills for the right jobs. When candidate apply for a job in Barclays, there is a criteria which must be met by the candidate, meaning for some jobs Barclays assess the candidate by giving them test, to ensure that the person will be able to do the job this also helps the business to recruit the people who can do the job.

The main and most important aspect of workforce planning is that it gives the managers the means of identifying the competencies (skills) needed in the workforce, not only in the current time but also in the near future.

Impact of internal factor in the workforce planing

   

Inside Barclays                              Outside Barclays

                                                         

SWOT ANALYSIS: The SWOT analysis is a useful technique for understanding and decision–making for all sorts of situations in business and companies. SWOT is an acronym for Strengths, Weaknesses, Opportunities, and Threats. Strengths and Weaknesses are internal factors. Opportunities and Threats are external factors. 

The SWOT analysis tool can be used for business planning, strategic planning, business or product development and research reports. Each and every business has Strengths, Weaknesses, Opportunities, and Threats. This tool is important to relationship between Barclays. This marketing analysis tool sets to focus upon the strengths, weaknesses, opportunities and threats Barclays is facing. SWOT analysis tools focus on internal and external factor. Internal factors are in business control, whereas external factors are out of business control.

Strength: In simple words Strengths can be defined as businesses good points. For example Tesco strength is that they have a unique card in which they collect customer information; customers can earn points as they shop with Tesco. The main aim of this card is more times the customer shops with Tesco the more points they earn.

My chosen business Barclays also has its strengths. For example the employees of Barclays are very helpful and polite to its customer. This is one of the most important factors for Barclay’s success, because if staff is not good then there are very slim chances for business to attract customers. Staffs are the first main contact for the customer, for example if one of the staff need information on Barclays mortgages, he will be first contacting Mortgage advisers in the Barclays to find any further information on all kind of mortgages Barclays is providing. .

Strength is one of the two factors in the SWOT analysis which businesses have control over. For example it is up to the business human resources department to train their staff fully, so that they can provide the best possible service to the customer. By having the trained staff, it will be beneficial to the business, because staff will be able to do the job effectively.

Weakness: Can be defined as businesses bad points. For example business bad points can be when a business is not keeping to their promises or a business is not giving sufficient explanation to customers about the products For example if business is selling electrical goods such as computers. Customers accept some one to explain the features of electronic goods such as computers, television, if the staff of the business is not explaining properly or they are using technical language, which is difficult for some customers to understand then the customers will not buy from this particular business instead they will go its competitors to buy the product.

In Barclays after doing the research I did not find any information or Barclay’s weakness, Barclays is bank, which always tries to provide the best possible products and services.

Opportunities:  Can be described as for example having international markets. For example Barclays has its international market. Barclay’s branches are in many countries. Usually big businesses have international market but for small business it is difficult to have international market. Barclays is also providing job opportunities to every one in the community.

Threats: Can be described as external factor when business is scared of something. This could be a competitor or taxation is introduced on business product or services.  For example grocery shops are scared of Tesco because Tesco is providing almost everything from electronic goods to cosmetics.  

Barclays also have competitors, such as Abbey Bank. Recently Abbey introduced a debit card and the interest rate to borrow money on that card is lower then the taking money from Barclays debit card. Barclays is considering introducing new debit and credit cards, which are unique from its competitors. This is the only threat Barclay is facing from its competitor.

Assessment of staff turnover: In any business whether it is small or big, business need to check the number of staff leaving the job, and number of vacancies available to recruit new people.

The human resource department in Barclays bank should check the number of staff leaving and the number of staff need replaced for the job. It is very important for business to find out the reason if the staff turnover is high, because recruiting new people is not easy, it cost money and requires time to train them as well. It would be much better for the business to retain their staff, so that they will not need to recruit new staff. In Barclays all of the staff is treated fairly and with respect. That is the reason why Barclays is doing much better then its competitors. Staffs are the most important assets to the business, if staff is no good, and then there will not be any business at all.

Structure and rights: Business of any kind, should give its employees the right to express their views, ideas, this will motivate the staff to do the effective job. In Barclays all of the staff has the right to express their views, ideas if they think some thing should not be done in Barclays. Human resources department of Barclays act on their employee’s ideas, views, if they are right. This is the main reason why Barclays always has been the first choice for customers to bank with Barclays.

Staff motivation: For any business to succeed, it is important that the staffs of the business are satisfied with the job they are doing. It is also important that the staffs of the business are motivated to do the job.

The human resources department of Barclays carries out a research on staff motivation every four months to find out, what the staffs think of the job they are doing, so that appropriate changes can be made to make the employee do the job effectively.

Assessment of capacity for internal and external: In order for staff to perform better it is important that the member of staff is specialised in what they are doing; they can only be specialised in what they are doing if the business is giving them the correct training so that they can perform better. Barclays train their junior staff so that they can do the job effectively. Barclays is providing opportunities for junior staff to do the higher-level job, provided that they have the skill, ability and most important the experience.

External factors at Barclays:

PESTLE Analysis:  This is a very important tool for businesses to follow. Through the use of this tool there are fewer chances for businesses to go down then if business is not following this tool. Each of the PESTLE Analysis word stands for, Political, Economic, Social, Technological, Legal and Environmental.  

PESTLE analysis is a useful tool for understanding the market growth and decline of the business. This unique marketing tool helps the business to know how other business are doing I have came to know so many different things about business competitors. For example the outside factors Economic factor, Social factor, Technological factor, Legal factor and Environmental factor.

Political Factor: The government of the present can affect the business. For example the government might be interested in those banks who give the customers false information on interest on the cards like debit, credit cards. The government might make some penalties for those businesses. In Barclays the responsibilities of human resource department is to ensure that they are following all the necessary rules and regulations. In order to avoid any bad reputation or any penalties.

The political factors also contain aspects such as laws on maternity rights, data protection, national minimum wages act.

Economic factor:  After my brief reading on Economic environment, I came to know it is more or less influenced by domestic economic policies. It is also dependant upon economic trends.

Rates of economic growth, consumption patterns, income distribution and many other economic trends determine the nature of products and service required by consumers. All the business including Barclays can only provide the products (credit, debit cards) and service (Mortgages, Life insurances) if customer can afford them. The demand of the products and service is important; if there is no demand of the product or services then there is no need for business to provide products and services in the first place.

Social factor:  To understand this factor the social and cultural environment includes a close analysis of society in which the business is running. Demographic changes, such as population growth, and age distribution, will be important, as will changes in cultural values and social trends, and social behaviour.

Technological Factor: This can be described as business using electronic methods to promote the product for example business might be using its website to let customer know about the products and services. Technological factors are playing very important role in business nowadays. On Barclay’s website  any one can view all their products and services. The Barclays recently updated its websites to make it more convenient for its entire customer to use it easily.

Legal Factor: Every business have to follow some law and regulation to run, if business is not following the law in the country in which it is trading then there are chances that Government of that country ask the business management to shut down the business. In UK for example all business have to make sure they are following Health and Safety Act, and National Minimum Wages Act and all other laws set by the UK government in order to trade. Barclays also have to follow some rules and regulation like Health and Safety Act 1974, under this act Barclays human resource management must make sure that the working environment for the staff to do the job is hazard free.

Environmental Factor: Environment is a very important issue for every company including Barclays bank. Barclay’s management should make sure that they are providing good facilities for customers and staff. It is important for business to make sure that the customer feels comfortable when they are at the premises of the business. If for example a customer comes with a wheelchair then the Barclays should have a good system where the customer can get into the branch easily. If customer can get into the branch without facing any problem, then they are likely to do banking with Barclays again. The environment should be safe and pleasant for the staff to work in, for example the uniform they wear should be comfortable in all the weathers. If the staffs are not comfortable in the uniform they are wearing, they are not likely to do the effective job. All company including Barclays should provide comfortable uniform.

Supply Analysis:

The marketing analysis assesses the present and future make up the workforce and workload. In order to use this analysis, individual need to take into consideration the business workforce, workload and competencies as integrated elements. Barclays Bank also needs to use the SWOT analysis I prepared above. The demographic data above of the current workforce for the supply analysis process.

The supply projection step involves firstly developing the present workforce profile and second the projecting that profile into the future. As if either no management action was taken to replace attrition or improve existing staff. The result at the end at least should show the projected workforce supply in terms of staff numbers and competencies.

There are many factors that can be included in the present workforce profile, including:

• Number of employees
• Competencies
• Job classification/occupation
• Salary level
• Age, gender, race

Demand Analysis:

Demand analysis assesses future activities, workloads, and the experience sets workforce of the future will need. In demand analysis, businesses have to consider workforce shifts driven by changing work tasks, workload, and technology. Obviously even if none of those factors changes, businesses still have demand for more workers because of turnover in the current workforce.

The most important part of the demand analysis process is examining not only what work the organization will do in the future, but how that works will be performed. Some possible considerations include:

• How will jobs and workload change as a result of technological advancements, economic, social, and political conditions?
• What are the consequences or results of these changes?
• What will be the reporting relationships?

Task 4: (P4,M3, D2)

Performance management :

In my view performance management is a process which give the most effective management to the individuals of the business, so that the high levels of performance management can be achived. For all businesses achieving the aims and objectives is the most important bit, if business is achieving its aims and objectives, it is succeding, if not it is simply not succeding. Performance managemnt start joined understanding about what is to be achievd and by when and which approach to leading and developing staff which will ensure that it has been avhieved .  Perfromence management is a cyclical process aimed at improving performance of the business. For example the achievement of the set aims.

Performance management can be carried out by the following steps:

• Manager can set the aim, for its employees to make sure the sales turnover is increased by 2% by the end of the two years. This will motivate the staff to try their best to make sure they reach this aim.
• In businesses sometimes business can not provide the good service, if this is the case manager can set this as a goal for staff to reach. Manager can set a deadline for staff to improve the service of the business by set date. Manager can evealuate this set goal, by asking the customers to give their feed back on the services they have recived.

Why performance management is necessary:

Performance management is important because it creates a clear contact between objectives that have been set against the goals of the business. It is an important tool for a business because;

• Identifies training needs
• Motivates all staff
• Helps the manager to identify poor performance
• Encourages progression
• Provide Constructive Feedback
• Communicate Responsibilities, Goals, and Objectives
• Its helps to increase competition for talent
• Clarify job description and responsibilities
• Clarify employee development interests and needs

Why Do Workforce Planning?

The "why" of workforce planning is grounded in the benefits to the business. Workforce planning provides managers with a strategic basis for making human resource decisions. Workforce planning allows the managers to accept changes rather than being surprised by the sudden events. Workforce planning provides focus to components, providing refined information on changes to be anticipated. Business success depends on having the right staff with the right skills at the right time. Finally, workforce planning allows business to address systematically issues that are driving work force change.

When does Performance Management take place: In business there is no time set as to when performance management should take place. It is not an event or a particular task; performance management has a number of different stages, which include:

• Constructing business plans to achieve the set objectives
• Working towards individual objectives and competencies and agreeing performance measures.
• Defining the role of the individual in contributing to the achievement of the business plans

Performance Appraisal: Can be described as evaluating the performance of the staff, by providing feedback to the staff on things, which they are good at, helping them to improve their weakness. For example if one of the staff is not comfortable using the Power Point presentation software then the manager should provide the reasonable training to staff to get better on using the software.

In Barclays managers evaluate the performance of the staff every three months, manager of the branch ask employees, what changes should they make in working environment so that they can perform better. After evaluation the manager of the branch set a deadline for the staff to work on their weakness, they provide necessary training to the staff to improve on their weaknesses. In Barclays managers do appreciate the work of the employees, they give them positive feedback on their strengths, and this is the reason why Barclay’s staff is very motivated in what they are doing. Human Resources Department of any business should make sure they motivate their staff so that they can perform better.

Reasons behind the performance appraisal are as follows;

• List the job criteria against which performance will be measured; the benefit of doing this is that it gives the employees some ideas what is expected of them. This will also help the employee to work according to the criteria in which its progress will be assessed.
• Measure job performance accurately; this is important step, because this is the only step, which gives the manager to assess how the employee is working. For example if employee is expected to write 100 letters every week to the customers, having performance criteria will help the manager to know whether the employees has written 100 letters or not if not what can be done to ensure employee reach this target next time. In business having some kind of measuring (scale) to assess the employee performance is good, because it gives the manager to assess whether the employees has done what was expected of him, it also help employees to know what should they do to meet the criteria of their performance. Performance criteria also avoid any confusion, because manager will be assessing the employees on according to the criteria. In Barclays managers also assess the junior employees according to the criteria set. This is the reason why Barclay’s employees are doing well.
• Justify the rewards given to individuals’ thereby discriminating between high and low performance; this can be described as the way the individual (employee) work. For example if one employee is working hard, meaning doing the job which is accepted from him, her, being punctual, determined to work. This employee deserves the reward like one-week holiday, or a bonus. This will appraise, or motivate the employees; the result would be excellent performance in the future as well. All of us do best, when we are praised, encouraged in what we do, because this will make us proud in positive way as to what we do, therefore we will try in the future as well to do best as well. In some cases where employee does not do the job, which is accepted, from him, her, the employee is not punctual; the employees is not determined in what he or she is doing. In this case the manager should let the employee know that if they continue to behave like this then they will not get any bonus or rewards. This will make the employee to work hard in order to get encouragement from his, her manager, which in result is good for the business.  In Barclays employees also get bonuses, other rewards like a week holiday, when they do the job in the best possible way. By giving rewards to the staff certainly makes them do the effective job, which in result is beneficial for the business.

Performance Appraisal:

Advantages of Performance review and appraisal:

It is able to identity employee potential:

Without appraisals or reviewing employee performance the human resources department will not know how well the individual is doing in their job. After appraisal the employer will know whether the individual is capable of doing higher posts job. The appraisal also helps the employer to know the potential intellectual capabilities that the employee is not using fully. The employees may then be given a new or redesigned job to motivate them and make the most of those capabilities.

It can motivate employees:

Appraisal motivates the employees; because it makes them that their work is recognised. All of the employees want their work to be recognised, mostly employees do not work for only money but they also want their work to be appraised by their colleagues and managers. It helps a lot to employees after appraisal when they are given positive and constructive feed back. Sometimes negative feedback also helps, because this will let the employee know what they should do to be good at some thing. Performance appraisal can also be used to check on the effectiveness over time of motivational strategies introduced by the company to increase work performance and productivity.

It can help identify training and development needs:

Appraisal does help the manager to know whether the employees should be given training to use the newly installed equipment. Similarly employees identified as having the potential for promotion can be given the training they need now to prepare them for senior jobs.

It can provide documentation for disciplinary actions:

In some cases employee may need be disciplined or even dismissed if their performance or their attitude to work and colleagues, is significantly and consistently at fault. Appraisal record will provide a proof of poor, bad performance from the employee towards the work. In appraisal record everything will be written, for example the chances the employees were given to improve performance and any training offered. Sometimes few employees will challenge their employee action through his or her Trade union or at an employment tribunal. The employer will then have to defend himself or herself that they have followed necessary guidelines, gave warnings and acted fairly on all occasions.  

Appraisal is an effective tool; all the businesses like Barclays, Tesco use this tool to assess their employee’s capacities. Appraisal is useful to parties, employees and employers. Appraisal helps employees to know what they need to improve. After doing an appraisal or performance review the employer will know whether the employee should be offered a better job or not.  

Performance Appraisal:

Disadvantages of Performance review and appraisal:

Lack of willingness to accept responsibilities:

Sometimes employees do not like to accept any new responsibilities. After appraisal when the employer thinks that this employee should be given a training to improve its (Information Communication Technology skill). The employee might not like this because he, she does not want to spend any attention or energy to learn any new skills. It depends on the employees as well, if employees do want to succeed in his job career, then he, she should not be hesitated to learn any new skills.

Suspicion of employees as to why they are being appraised:

At work sometimes employees will be in doubt that why their colleagues or manager is appraising their work. Although it happens rarely, but appraisals sometimes do make employees suspect that why they are being appraised. Therefore it is important that whenever manager appraises their colleague’s work, they should do it in the way, which will not make the employee to feel different. In Barclays appraisal is done in a way, which does not make employee to think that they are being appraised for nothing or manager is appraising them for no good reason.

Unfairness and inconsistency:

At work sometimes employers judge their employees on the basis of where they came from this will make the employer to pick on the employees for no reason. Sometimes manager do make the employees to feel that what ever they are doing is not good at all. Managers sometimes persuade the employees to be given training for which there is no need for it. This type of behaviour from the managers to its employees will make them feel de-motivated about their job in result they will not do the job which they (employees) are capable of. It is the responsibility of the manger to ensure that they judge their employees on their abilities not on their ethnicity and so on.

Performance Management Cycle:

Planning: 

In my view, planning is all about thinking ahead about and for the future. All of businesses and humans plan what we want to achieve by a certain time. For a business planning might be to expand in different areas, whereas planning for an individual might be to get the good grades in exams. If good planning has been done there are high chances for individuals and businesses to reach their set aims and objectives.  

Human resources department of Barclays bank, should work out a plan like which employee should be appraised. Few things needs be taken into considerations by the human resources department are that they should appraise the employee which will not make the employee feel that “why they are being appraised”. We all feel happy when we praised in what we do, but some of us do feel different when we are praised. Human resources department of Barclays makes sure that they give each employee goals in for which they have to work for. This will make the employee to work hard to reach that goal; this will also help the business because the employees of the business are doing the best in their job.  

Monitoring:

This is ongoing observation and recording of activities taking place in the project or plan. To monitor is to check how a project or plan, tasks are progressing. Monitoring also involves giving the feed back and appraisal to the staff for the hard work if the project has been successful. Monitoring also helps the manager to make changes if they think the employees are not comfortable with the change. In Barclay’s managers observe and monitor their staff. Through doing so, managers are able to identify the strengths and weaknesses of the employee, make suggestions on improvements and set up mentoring plans.  

Developing:

We all learn all the time; there is no limit to learning. We can learn as much as we want to. Developing also means that giving staff the challenge to perform better. In other words developing can be described as giving the staff training to develop their existing and new skills. In Barclays, they are providing the staff books and on line resources for them to develop their skills. Staff can use these resources to build their knowledge so that they can be considered for higher posts jobs.  

Rating:

All of us want to be classified as best. We always want to be ahead of others but for that we all also have to work more. In Barclays they have three grading scales in which they measure staff performance. The grades are as follows;

1. Excellent
2. Very Good
3. Average

For employees work to be graded as “Excellent” they have to make sure that everything in the job is done in the way as it should. For employees work to be graded as

“Very Good”, they have to make sure that most of the work they do is meeting the standard. “Average grade is lower then excellent and very good, for employees work to   be graded as “Average” they have to make sure everything is done which is expected from him, her. Having, grades, and rating system help the employees to.    

Rewarding:

We all wish to be rewarded when we do the hard work. This will makes us finish the task effectively. For example if some one is doing the hard work, he knows that by the end of his work he will be rewarded this will surely make him to do the hard work. We all like to be encouraged, rewarded when we put the hard work into our job.

In Barclays they have performance related bonuses; employees are given these bonuses when they are determined to do their job effectively, and meet/exceed targets and expectations. In Barclays bonuses are given to employees who are punctual and hardworking. All Barclay’s staff are given some bonuses at the end of the year. The bonuses can be any form in Barclays; bonuses can be in holidays with pay.

Self-evaluation: 

In simple terms self-evaluation can be described as setting the goals for individual to achieve. Self-evaluation is very important part of performance management. Big companies like, Tesco, Barclays, and Boots, use self-evaluation to motivate the staff. Self-evaluation helps employees to perform their job better because they know what is expected from them at the end of period. It depends on the businesses as well whether they use this effective tool to motivate their staff.

In Barclays this tool is used to motivate the staff, each and every employee of Barclays is given the task, which they have to meet by set date. Employees who are given self-evaluations tasks are likely to perform better then those who are not given self-evaluation. The benefit of self evaluation is that it is time effective, it gives the employee clear idea as to what is expected from him/her.  

Peer evaluation:

In my words this can be described as two colleagues helping each other. They are evaluating each other’s performance. Peer evaluation can be very effective, because it creates a collaborative approach at work, people do not feel that they are being judged from their managers or above management. The main benefit of peer evaluation is that it creates a strong bounding among the employees; they will not hesitate to criticise or encourage each other work or performance. Peer evaluations also have the following benefits these are as follows

Respect for each other: Employees will not be thinking, “I am better than him” instead they will be helping each other to reach their goal.

All members’ participation: Each and every member of staff will be contributing to the given task; they will not feel shy or hesitate to share their work or opinion with each other.

Feel free to challenge: All the employees will be able to tackle all kind of tasks, difficult, easy because they will be confident that everyone is participating. There is a saying that “one head is always better than two” this mean that if for example one employee is trying to solve the problem, he cannot solve the problem by himself, all his other colleagues can help him to solve the problem.  

Value each other’s views, ideas: All the employees will be valuing each other opinion if they are working on the same task. This could also mean that there will not be a case where employees will find it difficult to express their views or ideas, because they know all of them have the right to say what they think is right.

Conclusion:

Doing this assignment was interesting, knowledgeable and challenging. Whilst researching on Barclays Bank, I learnt a lot of background information about the company, its ethical values and high standards expected from their employees. It was very important to ensure I did not get side tracked in other information that was not relevant to the assignment.

I have done a report on Barclays and the first task of the assignment was to find the skill profile of Barclays. Through the information I had gathered, I had to select and write about four different job roles in Barclays, in the form of a skill profile.  The next question was on motivational theories and how they can motivate the employees to do the effective job. In the third question I had to find out the impact on the internal and external factors on work force planning then I had to explain the two marketing analysis SWOT and PESTLE analysis. The final question was on workforce planning. Lastly I had to find out the performance and appraisal in Barclays. All of the answers I had to relate with Barclays.

After answering all of the four questions I had to give my own recommendation to my chosen business. The recommendation I gave was to my understanding.

Recommendation:  In my view after doing the research on Barclay’s Human Resources department I do not think they should bring any changes as to how they can motivate their staff. Having looked at their system, how it works day to day, and its advantages and disadvantages, there seemed to be little room for improvement, as the current system in place was very effective and provided the end result needed. However, there are other areas that I came across which I think could do with some changes.

Based on the findings and discussion above, I would recommend the following;

• Barclays Bank Plc improves on motivation strategies for example give one day holidays every week rather than every eight weeks
• They give employees two months holidays with pay, instead of the present three months holidays without pay.

Overall I enjoyed doing this assignment, as I was able to research extensively and learnt a lot about Barclays Bank as well as learning a lot about the topics and areas covered in the criteria of the assignment.

Bibliography:

Books: 

Graham, H. T    (1998) Human resources management

Gorman, Gerry  (1992) Business studies: A level            

Rob Dransfield, Catherine Richard, Philip Guy, David Dooley (2004) BTEC National Business,

Websites used to do this assignment were;

www.bized.ac.uk

www.businessstudiesonline.co.uk

www.tutor2u.net

www.s-cool.co.uk