This project is based on a specific scenario in order to identify the roles and responsibilities of the Human resources department in a business context. In this regard, it is required to evaluate its specified purpose in a work-based context.
- Evaluate the scope of HRM and its purpose in the context of skill or talent management.
- Identify the appropriateness of crucial elements of human resource management in HSBC.
- Evaluate the impacts of external and internal factors over business decision making.
- Provide a clear application of human resource practices in work-based context.
Human resources management can be define as the term which are used to explain formal systems devised for management of persons with in a work place. The major role of human resources manager has divided into three areas workers compensation and benefits, staffing, designing job responsibilities of each one staff members. HR manager play vital role in an organisation that includes hiring, selecting, appraisals, compensation, transfer, training and development program etc. By this, firm are manage as well as control all workers in an effective manner in order to achieve goals and objectives in limited period of time. In this report HSBC bank plc that is the world largest financial and banking services firm (Arnaud and Wasieleski, 2014). Organisation have around 7500 offices in over 80 nations with almost 85000 employees are working here. In this assignment covers purpose, function of human resources management and strength as well as weaknesses of several selection, recruitment process. It also covers effectiveness of HRM practices and its benefits for employers as well as employees with important key labour laws.
P1 Purpose and scope of HRM
Human resources are most valuable resource for the every firm to achieve organization objectives if the employees of the firm are enough talented and skill able than it’s consider the competitive advantage for the firm. It’s the main function of the Human resource department and HR manager of HSBC BANK to provide right candidate at right place at the right time (Bardoel and et. al., 2014). For this HR department follows the various functions these are:-
Planning:- Firstly the process starts with the analyze the need of employees for this human resource manager of HSBC bank analyze the current employees skills and the desired skills for the future project if the current employees can fulfill the need through desired training and development program so organize this and the new skills set require than decide the recruitment of new employees.
Recruitment and selection:- In this steps HR administration department analyze and decide the skills and talent require in newly hired employees and set the standards through working experiences and qualification of the candidate and draft the policy according to company requirements.
Orientation:- HR managers conduct orientation programs for the selected candidate so they can easily understand the working culture vision and mission of the company and their duties and responsibilities regarding their job (Chelladurai and Kerwin, 2017).
Training and development:- Hr managers of HSBC BANK provides the necessary training and development program to employees (new and existing) according to desired skills set and enhance their productivity which depend upon the current and upcoming projects of the HSBC BANK.
Performance appraisal:- HR department of HSBC BANK periodically evaluate the performance of the employees according to firm policy and requirements of the projects and objectives of the HSBC BANK. There are various methods available for the performance appraisel ex- MBO, 360 degree evaluation, BARS etc.
Scope of the human resources management at workplace:- We can elaborate this through various aspects of HRM, these are :-
Employee relation:- Hr managers maintain the relation between employee and firm through communication, negotiation and secure their rights and development of the employees.
Grievances handling:- HR department of any organization is responsible to handle and address all the issues behind the grievance among the employee and encourage smoothly function of organization day to day functions (Collins, Zhu and Warner, 2012).
Employee empowerment:- The HR administrator of the company are liable to empowerment of employees and introduce the various programs and policies which enhance the personal skills of the employees.