Hrm 12

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Assignment on
Human Resource
Management

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Executive Summary
Organizations with effective human resource management policies, processes and practices
will have committed skilled employees who contribute effectively to the organization. In
competitive business contexts this is a significant contribution to maintaining a competitive
advantage.
This assignment consists of differences between personal management and human
resource management. The processes to recruit people in the organization are a critical
project. After recruiting the perfect employees, they have to provide rewards and
motivation. These main aspects are discussed in this assignment.
Change management is associate degree approach to transitioning people, teams, and
organizations to a desired future state. Modification management uses basic structures and
tools to manage structure modification efforts, with the goal of increasing advantages and
minimizing negative impact on those affected.
Human resource management takes place against a background of organizational needs,
policies and procedures that are themselves shaped by legal and regulatory requirements.
The unit therefore gives consideration to the national and European legislation that has, for
example, seen the introduction of a range of anti-discriminatory legislation, the significance
of which can be seen regularly in high profile and often very expensive court cases.

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CONTENTS
Executive Summary………………………………………………………………………………………...3
INTRODUCTION..................................................................................................................................4
PASS-1 ...........................................................................................................................................4
PASS -2 ..........................................................................................................................................4
PASS-3 ...........................................................................................................................................5
PASS-4 ...........................................................................................................................................7
2. A way to RECRUIT EMPLOYEES? .......................................................................................................
PASS-5 ...........................................................................................................................................7
PASS-6 ...........................................................................................................................................8
PASS-7 ...........................................................................................................................................9
PASS-8 ......................................................................................................................................... 10
3. REWARD TO workers so as TO inspire AND RETAIN THEM.................................................................
PASS-9 ......................................................................................................................................... 11
PASS-10 ....................................................................................................................................... 12
PASS-11 ....................................................................................................................................... 12
PASS-12 ....................................................................................................................................... 13
4. MECHANISM FOR THE surcease OF EMPLOYMENT............................................................................
PASS-13 ....................................................................................................................................... 15
PASS-14 ....................................................................................................................................... 15
PASS-15 ....................................................................................................................................... 16
CONCLUSION ................................................................................................................................... 17
Reference ........................................................................................................................................ 18

3

INTRODUCTION
Among all issues of an organization, human resource management is considered very important.
It is very necessary to ensure the fullest performance of an organization. HRM deals with not
only the development of a corporation but also the management, performance, compensation,
benefits, wellness, communication, training, administration and different functions of that
corporation.
PASS-1
1.1 Deference between unit of time and human resource management
Human Resource Management is the method or system by which associates are provided with
directions on how to operate. Human Resource Management is of many kinds. Cisco system Inc.
is one of the top HRM firms. Their concern covers several issues such as hiring, performance,
management, compensation, communication, administration, benefits, losses and eudemonia.
There are two known type of management system. One is the non-public and other is the HRM.
The difference between these two sorts of management system is that the HRM directly
influences the employees and the non-public management influences them indirectly. The other
differences lie in relationship, leadership, management and acquiring workforce. But the culture
of the organization and integrated business wants neutralize these variations (Claus, 2013).
PASS -2
1.2 The perform of unit of time department
HRM is often concerned with forming relationship between the individuals or personnel
regardless of their geographic differences. The main concern of HRM is to lend a hand to the
corporations. . It’s conjointly called the non-public management because it manages the people.
We are going to discuss the main five functions of the HRM below.

4

Recruitment: The first and foremost duty of the HRM is to select the suitable people for the job.
It also includes conveying promotional activities, collaborating in job fairs and so on (Delery,
2009).
Motivation: Motivation is another HRM based work which focuses on encouraging the
employees to keep up their performance. It also includes assessing the performance and
implementing profitable system for both the parties (the organization and the workers). It
conjointly includes the following.


Equities



Bonuses



Increments



Awards



Complementary vacations



Flexibility in operating hours

Planning growth: Another important function of the HRM is to ensure the best possible growth
of the organization by minimizing the difference of interest between the parties. It ensures the
highest quality of operation for an organization.
Implementing unit of time policies: One of the things that ensure a secure and healthy setting
for a corporation is the unit of time policy. It covers materiality, instrumentality and expertise.
The unit of time policies takes in consideration recreational activities, insurance schemes, and
maternity leave, paternity leave, and worker welfare funds of the associates in a corporation.

5

PASS-3
1.3 assess the role and responsibilities of line controller
A line manager is a person who has the responsibility of managing all the employees of a
corporation. A line manager’s job is to motivate the employees to put in their best effort in all the
sectors. She/he also focuses of the lacking and negative output of the workforce, micromanages
and offers performance appraisal to the corporates. A line manager also has the responsibility to
discipline the team players in the corporation because it results in efficiency and high
performance. The duties and responsibilities of the HRM management system are as follows:

Checking quality: The first duty of a line manager within the HRM is to check the quality of
operation of an employee. This is expected to increase the speed and quality of the entire
operation of a corporation (Greer, 2012).
Dealing with the client: Another responsibility of a line manager is to understand the client’s
demands. This understanding of the psychology of the customers is considered quite beneficiary
for the firm’s progress.
Measuring performance: A line manager must be able to measure the performance of an
employee and make the correct decision when it’s necessary to ensure a perfect human resource
management system.
Unit of time strategy: The line manager sets the unit of time strategy based on assessing the
demand of both parties.
Meet the unit of time team: Within the framework of HRM system a line manager needs to
discuss the pros and cons of every aspect of the assessment with the authority.

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PASS-4
1.4 impact of the legal and regulative framework on HRM
The legal and regulative framework has an important role to play within the human resource
management system in Cisco. The thing that catches the eye first is the moral issue. It indicates
those employees who don’t want to do their job spontaneously. The legal and regulative
framework on human resource management has a sensible impact on social and environmental
aspects in the long run (Hendry, 2013).

2. A WAY TO RECRUIT EMPLO YEES?

PASS-5
2.1 The look of HRM
The unit of time set up is immensely important for any sorts of business enterprise. Like all
others the Cisco Company is bound to determine a business set up before beginning its operation.
The unit of time set up is eventually very important to any sorts of business organization. The
human resource planning of the Cisco Company directly contributes to their success. It develops
the working capability of the workforce. Both the success and failure of a corporation depends
on the implication of the unit of time set up. The over al business set up is entirely influenced by
the human resource set up. It mentions the concern, goal and objectives of the corporation. The
attainment of the corporate goals depends entirely on it. It also includes the foundation of rules
and regulations within the corporation. The unit of time illustrates the moods and kinds of
business. Internal business strategy is exceedingly important for the main issue for progressing of
the organization. Job contract and jobs analyses are considered the main purpose of discussing a
part of the unit of time set up because it sorts out the jobs and outline of that company for its
improvement. The discussion of employee’s skills and coaching system is related with the
foundations of the organization (Holbeche, 2013).
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So it's quite clear to us that a corporation finds it difficult to interact with the new, but skillful
workers unless there's no human resource coming up to lend a hand with the corporation and
come up with the accurate portfolio of incentives to keep them motivated.

PASS-6
2.2 The stages concerned in human resource enlisting
Human resource enlisting method is incredibly necessary in human resources management.
There are several stages within the enlisting method:
Job analysis:A job itself isn’t the only that the employee is meant to do. So it is necessary to
match employee qualification with job needs. This means to perceive the quality of a person and
foresee his/her performance is the field.
Job description:The sort, sector, categories, duties and responsibilities are mentioned in the
description part of unit of time management. In this sector the launching time of jobs and the
finishing criteria is mentioned by the organization or human resource management.
Person specification: Person specification is another necessary issue for a corporation. It
requires a document specifying the qualities of that employee. It includes all the attributes that
are associated with the required options.
Advertising for the post: Cisco has to advertise for the postsdepending on their corporate needs
to use the economical and skillful employees. The skillful employees are perpetually giving the
chance of thoughts for the company’s progress.
Application kinds and canopy letters:The human resource management system ensures that
the applicants are provided with a framework on how to construct their resumes. It’s also their
duty to ensure that they receive these canopy letters within a specific period of time.
Filtering the appliance:The submitted applications are then sorted out based on the criteria set
by the authorities. They are needed to be evaluated from the perspective of the job.

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The interview method: The interview process is the most important part of the recruitment. The
interview panel examines the candidates and offers them reasonable settlements(Torrington,
2013).
The job officer: The most promising candidates are sorted out by the job officer. Then they
attend the final phase of the examination process. This way most of the candidates are rejected
due to imperfection.
Planning and reconcile: Planning and reconciliation is that the final and last step of the human
resource management. During this phase candidates are finally designated as an employee of the
organization.

PASS-7
2.3 The enlisting and choice method in 2 organizations
The Comparison between 2 organizations:
TheNovartis

The Telefonica

a. Job analysis system is very easy.

a. Job analyses system is complex.

b. Job applications can be easily placed.

b. The Telefonica follows the opposite
system.

C. Its actions are basically based on
promotional activities.

c. Its activities are based on internal
planning though has an advertising
system.

d. The application form is sent to the
candidates by email or other online

d. The Telefonica uses a postal system to
send and receive applications.

means.
e. Manual process is strictly followed.

e. Manual and written process both are
strictly followed.

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f. Job officer is accountable for the total f. Job officer alone doesn’t hold responsibility.
functional aspect of the firm.
g. The panel group filters the applications.

g. The viva board filters the application forms.

PASS-8
2.4 Effectiveness of the enlisting and choice process:
From geographical aspect The Novartis Company is dynamically corporate. It’s because of the
distant area of operation from the place of origin. The enlisting method is very necessary to be
effective. That’s becauseit will increase the standard of recent heir’s worker, and conjointly will
increase the general productivity of the corporation. The effectiveness of the enlisting has
basically seven factors that are mentioned below:


Develop employment advertising info:The promotional database effectively influence
the enlisting. It is considered as the reference guide for the corporates, and also expected
to increase the longer term positions of the corporation (Mello, 2013).



Victimization the example letters:The duty candidates need to be spontaneous and
courteous while communication with others. It is incredibly necessary for them. The
example letter of the duty candidates are sorted and fetched out in this fashion.



Build relationship: The enlisting system also emphasizes on building profitable
relationship within or outside the organization.



Measurement the standard of heir:

Another effectiveness of enlisting is the

measurement of incentive quality. It helps create and maintain a standard for similar
companies.


Candidates’ interviews:The evaluation of candidates is either to be command or
discharged. It also makes it simple to assess the candidates that have once attended the
interview.Thus it leaves a good impact on the candidate’s interview.

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3. REWARD TO WORKERS SO AS TO INSPIRE AND RETAIN THEM

PASS-9
3.1 The link between the psychological feature theory and rewards:
The word motivation is originated from the Latin society. It means to maneuver or moving
something from one place to another. Thejob of a corporate manager is to use this theory in the
crucial matter for cogging the wheel of the organization. The manager is responsible for the
workers below him. Motivation plays an important role in the corporations to inspire the
employees. It makes the operation of an organization easy when probe to difficulties. The equity
theory, along with other similar theories describes the importance of keeping the employees
happy. There is no benefit for any party if the workforce isleft unsatisfied. There are mainly
twokinds of motivation. One is intrinsic motivation and the other is adventitious motivation. The
concept of motivation comes from the urge to divide up the responsibility of each other. The
adventitious motivation includes rewards system like increasing payment, facilities, promotion,
praise and recognition etc.
Rewards arethose incentives which are given to the employees as an appraisal for their mention
worthy contribution to the organizations. It is supposed to increase the manufacturing quantity of
the organization by keeping the workers satisfied. Not only incentives, it is also a matter of
recognition. So it can be distinct like either money or non-money. Both of it encourages the
employees to attain the objectives of the corporation (pfeffer, 2013).

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PASS-10
3.2 Job analysis and different factors determining payment:
The payment ratio in a firm is determined through job analysis.It also depends on different
relative factors. It is very important to set the criteria to establish a logical payment structure.
The incentives are generally given in each quarter. However it ischangeable in case of the change
in corporate law or depending on the earnings of the organization. It's usually determined on the
fundamental of promotion and therefore the operating equity, skills, and proficiency. There are
several options behind this analysis. A number of these are given bellow (Youndt, 2012).


The analysis is prepared based on the fundamental data and regulations of the
organization.



The job incentive is bearded neither by the teams of the corporate nor by the people.



The authority mostly pays traditional scales for the employees. However, generally it
provides the rational wages structure for the workers.



It is more related with the section of the organization than standardization of job analysis.



Duty analysis may be the most convincing method in all the cases.

PASS-11
3.3 The effectiveness of reward system in several contexts:
Per (torrignton) 2013, reward system is a vital system for any company desiring to be successful.
It’sof two kinds. One is tangible and the other is intangible. The reward system is expected to
accelerate the productivity of the corporation. The rewards are given to the ones who are
accomplished, proficiency associated and benevolent with their work and people who are able to
deliver expected level of the performance. It is very important to determine how the recipients
are valuing the rewards. It is also a matter of concern that how to distribute the rewards among
the employees. Themain objective of the reward system is to encourage the workers to
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increasethe productivity of the organization. Once the corporation arranges the reward system
then the employees try to compete against each other. This healthy competition leads to
increased productivity of the firm.The effectiveness of the reward system is mentioned below
(Schuler, 2012).
Earnings will increase: Because of the increased productivity of the firm due to reward system,
the earning of that particular firm increases.
Bonuses: Bonuses are also a part of reward system that is given generally after a specific period
of time.
Promotion: Promotion holds the most vital position within the reward system. Nothing else
motivates the employees as much as promotion.
PASS-12
3.4 watching the worker performance:
Monitoring the worker performance is another must-do for a decent organization. There are a
number of systems to watch over the workers’ performance. The foremost five
importantfactorsare given bellow:


Observing the worker’s works: It is very important for the management to observe each
and every move a worker makes. Within the observant system manager is ready to help
the associate worker whenever and wherever he/she needs. The watching person
precisely finds out what are going wrong and how to fix the imperfections.



Attribute rating: There are specific terms and rules for watching the worker
performance. A list for obligatory capabilities has to be prepared and evaluated against
set criteria. These qualities can be used to resolve the matter in different aspects of
different tasks.



Truthful ranking: Truthful ranking is the proof of an effective watching system
performance in the organization. It is documented in order to compare performances
among the employees. This technique determines who the amount employee and who is
the lower employee. In this system the inefficient employees are galvanized to develop

13

their operating performance through onerous operating. Thoughthe chance of conspiracy
can never be overlooked.

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4.

MECHANISM FOR THE SURCEASE OF EMPLOYMENT

PASS-13
4.1 Causes for employment cessation:
As we all know, each and every company has its own rules and regulations. If the workers have
done their work per the companies’ rules then it leads to satisfaction. On the other hand if the
employees do their job in their own accord then the corporation can take actions for his or her illbehavior. The causes for surcease of workers are mentioned bellow (Schuler, 2012).


If he/she produces a poor quantity or quality.



If his/her performance is marked as low rated.



In case he/she uses organization’s property toaid his/her own financial condition.



If trying to make a conflict among the employees.



If caught using illegal things.



If proven incompetence in the workplace.



In case of violation of the fundamentals and rules of the organization.



If absent for an exceedingly long period of time without legit reasoning.



If caught trying to destroy the company’s property.

PASS-14
4.2 2 organizations procedures to exist employees:
The Novartis and therefore the telefonicaboth firms perform these procedures to retain their
employees:


Creatingafunny and fantastic environment once the operating hours are nearly finished by
playing music and doing fun stuff for the employees.



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Providing with their salaries and incentives within minimum possible period of time.
Designing the accurate course of teaching employees to attain organizational goals.



The corporation values their employees more than their actual potential.



The organization is prepared to accept the feedback from the workers and act
accordingly.

PASS-15
4.3 The legal and regularity framework on employment:


Training: Training helps the workers to work properly and realize the goal of the
organization.



Positive culture: A firm is ethically ought to establish a positive culture for the workers.



Benefit: A corporation providesits employees with salaries, bonuses, pension, and health
opportunities.



Compensation: All the corporations maintain every kind the compensation for their
employees.

So the legal and regularity framework is of a tremendous importance for a corporation. It’s
inconceivable for an organization to establishitselfthroughout the globe in prosperity and
progress (Porter, 2013).

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CONC LUS ION
After the long discussion we have come to an understanding that the HRM is one in all the
foremost necessary matters within the organization. It concerns about numerous problems like
management, performance, communication, administration, and so on. It is one of the major
issues for the company as it helps company in numerous sectors. Because people run
organizations and the HRM runs the people. Thus at the last we can say that the HRM is
incredibly a first and foremost for any sorts of organization.

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REFERENCE

Claus, L. (2013) Similarities and Differences in Human Resource Management in the European
Union. Thunderbird International Business Review, 45: 729–756.
Delery, J.E. (2009) Issues of Fit in Strategic Human Resource Management: Implications for
research. Human Resource Management Review, 8: 289–309.
Greer, C.R. (2012) Strategy and Human Resources. Englewood Cliffs, NJ: Prentice-Hall.
Mello, J.A. (2013) Strategic Human Resource Management. South-Western, Thompson.
Pfeffer, J. (2013) Competitive Advantage through People. Boston, MA: Harvard Business
School Press.
Porter, M.E. (2013) Competitive Advantage: Creating and Sustaining Superior Performance.
New York: Free Press.
Schuler, R.S. (2012) Strategic Human Resource Management and Industrial Relations. Human
Relations, 42(2): 157–184.
Torrington, D., Hall, L. and Taylor, S. (2013) Human Resource Management. Harlow: Financial
Times.
Holbeche, L. (2013) Aligning Human Resources and Business Strategy. Oxford: ButterworthHeinemann.
Hendry, C. & Pettigrew, A.M. (2013) Patterns of Strategic Change in the Development of
Human Resource Management. British Journal of Management, 3: 137–156.
Youndt, M., Snell, S., Dean, J. and Lepak, D. (2012) Human Resource Management,
ManufacturinStrategy, and Firm Performance. Academy of Management Journal, 39:
836–866.

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