Case Study Of Barclays Africa Group

Barclays is further organized into four core business: Personal & Corporate (Personal Banking, Corporate Banking, Wealth & Investment Management), Barclaycard, Investment Banking and Africa.

There is a positive relationship between HRM practices, organizational commitment and organizational behavior (Arnett and Obert, 1995). All HRM practices and initiatives are applied for attaining the same organizational objectives. HRM perspectives can be substantiated as the acceptable or incorporation concept (Sivasubramanian and Koreck, 1995).

Barclays Bank, one of the biggest multinational banking and financial services companies in the world, headquartered in London. Barclays is the oldest bank of British, and it has a long history more than three hundred years, which can be traced to 1690. Barclays is the first bank in the world that owns the Automatics Teller Machine, and issued the first Visa card in 1966 and the first debt card in 1987 of British. Up to 2012, Barclays was the seventh biggest bank in the world with the total asset of £1.49 trillion.

This report will capture the various way each primary external factors influences the growth and performance of Barclays bank in the financial sector.

Barclays is a UK based organization engaged in the business of banking and financial services. Headquartered in London, Barclays is currently serving over 48 million customers in more than 50 countries of the world. It has been rendering customized and tailor-made banking products and financial services for more than three Centuries (Barclays 2012). Barclays is ranked

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

The focus on integration of HRM with strategy provides a wider range of solutions to difficult organisational problems and results in achieving a competitive advantage (Lengnick-Hall and Lengnick-Hall, 1998).

Threats alternatives : Barclays Bank Provided products different from the rest of the banks that offer similar products in order to maintain the survival of the bank at the forefront among its competitors , by providing securities fixed income , mutual funds and insurance , in contrast there is a significant threat to Barclays Bank in sustainability with the existence of institutions Non-banking that provides financial services Such as that provided by the

Barclays bank is one of the British multinational financial and banking service business companies that have its headquarters in London.

Barclays Bank Plc (“Barclays”) is one of the banks, whose international presence is strong and which is engaged in personal banking, corporate and investment banking. Moreover, it also provides wealth and investment management and is globally present in European, the American, African and Asian countries. It exists since a long time and has expertise in banking and is operating in more than 50 countries and has about 140,000 of employees.

In this regard, human resources are considerably the most significant asset for an organization as it can be the source of success and even failure for the company. Therefore, employee management that focuses on critical aspects such as motivation, stress and communication is of grave importance. In order to comprehend the crucial factors of motivation, stress and communication, it is imperative to select a job title for which research study can be carried out (Daly, 2011).

Barclays Bank is one of the main independent British commercial retail banks with total assets of 2.111T ( 2014,App.1). Barclays, with its 300 years' history, today has 48 million customers worldwide, operating in over 50 countries; its main competitors are HSBC, RBS and Lloyds (App.13). The Barclays strategy course is to become the 'Go-To' bank for its clients, customers and stakeholders, and to build a stronger, fitter, lower-risk and better performing bank. CAMEL rating of 2 (2012;App.10) indicates that Barclays condition is successfully “good”, with modest weaknesses that can be corrected

Barclays corporate offer expert teams across every sector from manufacturing and technology, agriculture, oil and gas, healthcare, hospitality and leisure, retail and wholesale to restaurants and law firms and was the first bank to introduce industry specialisms in various sectors. Barclays corporate gives its customers a dedicated relationship director who can structure solutions and deliver appropriate services to boost customers businesses.

The final function of HRM is the maintenance function. This function involves retaining productive employees. The retention of quality employees is essential for an organization’s success. According to DeCenzo and Robbins (2007, p. 41). “HRM must ensure a safe and healthy working environment; caring for employees’ well being has a major effect on their commitment”. Providing employees with work/life programs such employee assistance programs helps the employee deal with stressful situations in their personal lives which will in turn benefit the organization as well. Communication is a key element in developing employee job loyalty and commitment. Communication programs keep employees informed and also provide an avenue for employees to voice opinions and concerns. HRM’s efforts in this function will help the company reach its goal of retaining the best qualified productive employees with the most up-to-date knowledge, skills, abilities, and commitment to the organization.

The major factors due to which staffs were dissatisfied with their jobs are as follows: