2. CONTENTS
Introduction ..................................................................................................................................... 3
Pass-1 .............................................................................................................................................. 3
Pass -2 ............................................................................................................................................. 3
Pass-3 .............................................................................................................................................. 5
Pass-4 .............................................................................................................................................. 6
2. How to recruit employees? ......................................................................................................... 6
Pass-5 .............................................................................................................................................. 6
Pass-6 .............................................................................................................................................. 8
Pass-7 .............................................................................................................................................. 9
Pass-8 ............................................................................................................................................ 11
3. Reward to Employees in order to motivate and retain them ..................................................... 12
Pass-9 ............................................................................................................................................ 12
Pass-10 .......................................................................................................................................... 12
Pass-11 .......................................................................................................................................... 13
Pass-12 .......................................................................................................................................... 14
4.
Mechanism for the cessation of employment ........................................................................ 15
Pass-13 .......................................................................................................................................... 15
Pass-14 .......................................................................................................................................... 15
Pass-15 .......................................................................................................................................... 16
Conclusion .................................................................................................................................... 16
Reference ...................................................................................................................................... 18
2
3. INTRODUCTION
HRM discussed about the total function of the company. It is the main function if HRM how the
company or organization developed, and the management, performance,compensation, benefits,
wellness, communication, training, administration and other functions of an organization. Human
resource management is one of the most important matters for any kinds of organization.
PASS-1
1.1 Deference between HR and human resource management
One of them is the Cisco system,Inc.It performs HRM works. The main functions of an HRM
organization
is
discussing
about
various
issue
such
as
hiringperformance,management,compensation,communication, administration, benefits, losses
and wellness. These kinds of differences may be eliminated by corporate cultures and integrated
business needs. The method in which people are provides direction in their firm or organization
is called the Human Resource Management. There are various kinds of Human Resource
Management based company. The main difference between personal management and the HRM
management is that the HRM influences the employee directly on the other hand the personal
management influences employees indirectly. As we know that there are two kinds of
management system the personal and the HRM. There are also many other differences such as
relationship, leadership, management and contracting system with the employees (Cart, 2013).
PASS -2
1.2 The function of HR department
The main function of the HRM is to influence the workforce of the company. It is also known as
the personal management as it manages the people. The human resource management is always
3
4. thinks about the relationship within the individual or personal and the workplace. The HRM has
five main functions which are discussing bellow:
Motivation
Establishing fair work culture
Planning growth
Implementing HR policies
Recruitment
Recruitment mainly works as choosing the appropriate people; making advertisement,
participating in job fairs, and so on. As the recruitment is the most important sector of HRM
functions it covers all the duties of the company. (Robert, 2009).Evaluate the performance,
managing an appropriate rewarding system for the worker. Motivation is one of the HRM based
function that motives the workers of the company. It also includes the following:
Equities
Bonuses
Increments
Awards
Complementary vacations
Flexibility in working hours
The main purpose of the planning growth is to minimizing conflict of interest. So it is the biggest
asset for a company. The other important function of HRM is planning growth. It also checks the
equipment, materials and work spaces. It is also the matter of HR policy is maintaining
recreational activities, insurance schemes, paternity leave,and employee welfare funds of the
company. The HR policy is a system which ensures a safe and healthy environment for the
company.
4
5. To ensure that any kinds of discrimination do not exist in the workplace is also the duties of HR.
The main duty of HRM departments is that it maintains the fair work in favorable
environment.(Flamholtz, 2011).
PASS-3
1.3 Evaluate the role and responsibilities of line controller
A Line manager motivates the employees to give their best services for the company. A Line
manager of the Cisco Company is a person who is responsible for the management of all the
employees of the company. The line manager also appraises the performance of the company
employees. He is liable to disciplining the employees of the company because if the team
member of the company is strictly disciplined then the work speed is likely high. He also focuses
on the negative aspects of their employee performance, micromanages, and so on. In the HRM
management system a line controller duties and responsibilities are given bellow:
Checking quality
Dealing with customer
Measuring performance
HR strategy
Meet the HR team
In the human resource management the line manager’s main duty is to checking the working
quality of the worker. It is also increases the working the progress of the company (Greer,
2012).Measuring working performance of the worker and make the proper decision is always
under the control of line manager in a human resource management system. Dealing with the
customer is another responsibility of the line manager as it is beneficiary for the development of
the company’s progress.In the HRM management system the line manager generally meets to the
5
6. HR team discussion about the progress and the losses of the company.The HR strategy is the
system in which all kinds of managing systems are included and also has highly demand.
PASS-4
1.4 impact of the legal and regulatory framework on HRM
By the ethical behavior any staffs reaches to the attention of the staffs, which are not eager to do
their work. The legal and regulatory framework has kept a vital role in various ways in the Cisco
Company on human resource management. The main responding matter of the human resource is
ethical issue. It is called an operational work. The legal and regulatory framework on human
resource management hasa good impact in the social and environmental needs for the long term
nature (Henry, 2013).
2. HOW TO RECRUIT EMPLOYEES?
PASS-5
2.1 The planning of HRM
Thesuccess of the CiscoCompany is directly linked to the human resource planning. It increases
the working powerof the employee. The HR plan is very important for any kinds of business
organization. So the Cisco Company prepares a business plan before starting its business. The
HR plan always play vital role for any kinds of organization. The overall business plan is also
tied up by the human resource plan. It discussed about the goal and objectives of the company. In
The HR plan it is discussed about the seceded and the failure of the company. It makes a broad
connection to the market for reaching to the goals of the company. The moods and types of the
6
7. companies are clearly known by the HR planning. In the HR planning business strategy and
needs are also discussed in a great importance because the business strategy is the main factor for
progressing of the organization. In the HR plan it is fully discussed about the rules and
regulations of the company and for the employee. Job contract and jobs analyses is a main point
discussing part of the HR plan as itanalyses the kinds of jobs and description of that company
for its improvement. If we are discussed about the diagram given bellow we will be clarified
about the human resource plan In the HR plan it is required to meet the companies’ goal and
objects with the discussion of employee’s skills and training system with the rules of the
organization.(Holbeche, 2013).
Source:Human Resource Planning and Strategy,2013.
7
8. PASS-6
2.2 The stages involved in human resource recruitment
There are many kinds of stages in the recruitment process the import ants are given below:
Job analysis: If there are no schools and colleges for learning English so what happed or
the jobs and for the man and how itispossible for the people to solve this problem. Job is
not a permanent work for the employee and it is the most and first stage of recruitment
process.
Job description: In this sector the launching time of jobs and the finishing criteria is
mentioned by the organization or human resource management. Job description is the
system in HR management in which the type, sector, categories, duties and
responsibilities are discussed in this part.
Person specification:It includes all the factors that are related to the desired features.
Person specification is another important thing for an organization it is generally selected
by sending a document to the desired person.
Advertising for the post:The skillful workers are always giving the opportunity of new
thoughts to for improving the company’s progress. Cisco needs to advertising for the post
internally or externally because the company wants to employ the efficient and skillful
workers.
Application forms and cover letters:In the human resource management system the
application form and cover letters are sent to the candidates by emailing or posting to the
nearest fixed date.
Filteringthe application: The panel group of the company is prepared the application on
the basis of the department to identify the workers who are immediatelyneeded.
The interview process: In the interview process the panel group takes viva for the
candidates and gives sort paper to the candidates. The interview process is one of the
main parts of the recoupment. Those papers are investigating at the end of the viva
(Torrington, 2013).
8
9. The job officer: only the job officer can select the candidates for the final selection after
taking the viva. In this ways some candidates reject for the job.
Reconciliation and the planning: In this sector candidates are finally selected as the
employee of the company. Planning and reconciliation is the final and last step of the
human resource management.
PASS-7
2.3 The recruitment and selection process in two organizations
The Comparison between two organizations:
1. The Novartis
a. Job analysis system is very easy.
b. The system of receiving job application
2.The Telefonica
a. Job analyses system is complex.
b. It is totally opposite to the Novartis.
is easy.
C. Its activities are based on advertising
system.
d. The application form is sent to the
candidates by email or through the
c. Its activities are based on planning
though has advertising system.
d. The application form is sent to the
candidates by directly posting system.
online.
e. Manual process is strictly followed.
e.Manual and written process is strictly
followed.
f. Job officer is liable for the total
functions of job sector.
9
f. Job officer is not totally liable forjob
functions.
10. g. The panel
group is
filtering the
application.
g. The viva board is filtering the application
form.
h. Person specification is important.
h. person specification imposes on less
important.
i. The job types, categories, sectors, are in i. in the job description this are also important.
the matter of job description.
j. Recruitment
importance.
process
has
a
great j. recruitment process has also a great
importance.
Here is diagram in comparison to the recruitment and selection process between thetwo
companies:
10
11. Source: comparison .UK. ba. Company, 2013.
PASS-8
2.4Effectiveness of the recruitment and selection process:
The effectiveness of the recruitment has almost seven factors which are discussed below:
1. Develop a job advertising databases:It makes the reference guide for the company men,
and also increases the future positions of the company. The most effectiveness of the
recruitment is developing the job advertising database.(Mello, 2013).
2. Using the template letters:In this sector the effective mess of the recruitmentsthat
itdevelops the templateletters which is easily personalized for the job candidates.
Communication is very important for the job candidates.
3. Make relationship: o make the relationship with the job candidates is another important
result in the recruitment system.
4. Measuring the quality of heir: Another effective mess of recruitment is to measuring
the hire quality. It manages the hire quality of the candidates for the better company.
5. Candidates’ interviews:it is maintaining by the recruitment that the interview schedule
will be held or dismissed. It also makes easy toassess the candidates that when their
interview will be hold. So it has a great effect on the candidate’s interview.
11
12. 3. REWARD TO EMPLOYEES IN ORDER TO MOTIVATE AND RETAIN
THEM
PASS-9
3.1 The link between the motivational theory and rewards:
The manager uses the employees under this segment. According to achieve this objects the
motivation has play a vital role for the company to motivate the employs. The word motivation is
originated from the Latin society for the first time .and means to move or moving anything from
one place to another. The company manager uses this theory to the crucial matter for cogging the
wheel of the organization. It is discussed that there is no option to remaining the worker
unhappy. There are two kinds of motivation: one is intrinsic motivation and the other is extrinsic
motivation. When the manager falls in difficulties then the motivation helps to running the
management system of the company. The equity and other theory describes about the matter of
keeping happy the worker. The works of instructed motivation is evolves employees to do their
work in proper responsibility.
Rewards are that gives to the employees for the recognition of their good performance. It
increases the producing amount of the organization by influencing the employees. And in the
extrinsic motivation it includes in the matter of rewards system such as increasing payment,
facilities, promotion, praise, and recognition. It is the matter of recognition of the companies’
workers. It may be in the form of either financial or non-financial. It also encourages the people
to achieve the objectives of the company (pfeffer, 2013).
PASS-10
12
13. 3.2
Job evaluation and other factors determining pay:
It is also considering as the system of building logical payment structure. The salary of new
employees is generally pay in the form of quarterly. The job evaluation is a system in which the
jobs value of a company is identifying by the some rules and regulations. It is measuring for the
sake of jobs evaluation and other relative purposes. But it is not followed all the time, sometime
the company changes this system based on the employees performance and salary budget of the
company. There are many features behind the evaluation some of these are given bellow.It is
generally changed the employee’s salary on the basic of promotion and the working equity,
skills, and proficiency (Youndt, 2012).The evaluation is made of the basic information and
regulation of the organization.The job value is bearded neither by the groups of the company nor
by the individuals.The job valuation is generally pays normal scales for the workers but in
sometimes it provides the rational wages structure for the employees.It is not standardization of
job evaluation but it is relative with the section of the organization.There is a surety of the
maximum time presenting system for the job evaluation.
PASS-11
3.3 THE EFFECTIVENESS OF REWARD SYSTEM IN DIF FERENT CONTEXT :
According to (torrignton) 2013,the reward system is designed for the sake of increasing the
productivity of the company. Reward system is an important system for any company of its
progress. It is classified in two categories one is tangible and the other is intangible. It is the
matter of question that how the reward should be distributed among the employees. The main
aspect of reward system is to encourage the employees for increasing the productivity of the
organization. When the company arranges the reward system then the worker of the company
tries to get the reward by competing with the other workers in workplace soautomatically the
producing rate of the company is increased. The rewards are giving to the person who are skilled,
proficiency and benevolent with their work and those who are totally achieve an expected level
of the work. The effectiveness of the reward systems are discussed below (Schuler, 2012).
13
14. 1. In a reward system the company increases salary of the employees as the effect of the
performance ofworkers.
2. The company provides extra bonuses for the employees as the sign of reward system.
3. Promotion is the most important in the reward system. In the reward system the company
is always liable to promotion of the employee who is really appropriate for the
promotion.
PASS-12
3.4 Monitoring the employee performance:
There are various kinds of system for monitoring the employee performance. The most five
import ants are given bellow:
1. Observing the employee works:observing the work is the most important for
monitoring the employees works. In the observing system manager is able to helping an
employee while he does the work. The monitoring person exactly finds out what’s going
wrong and how he can do it better.
2. Trait rating:the terms and regulations are specific for monitoring the employee
performance. Someone makes list for compulsory capabilities and judge the performance
of the employ on the basis of that criteria. For example one likes these qualities to solve
the problem in respect of other task.
3. Fair ranking: fair ranking is the most important for monitoring the performance of the
employee. It is well known as the system that on the basis of the comparison among the
employees. This system makes someone the number worker and someone makes as lower
worker. In this system the inefficient workers are inspired to develop their working
performance through hard working. Although there is a possibility of conspiracy to each
other
14
15. 4. MECHANISM FOR THE CESSATION OF EMPLOYMENT
PASS-13
4.1 Causes for employment cessation:
On the other side if the workers are doing their job in own willingly then the company will
manage the punished for their missing behavior. As we know that each and every company has
its own rules and regulations if the employees have done their work according to the companies’
rules then it is a matter of satisfaction. Thecauses for cessation of employee are bellow(schuler,
2013).
To create a poor productivity.
Make low rating performances.
To change the economic condition.
Managingthe working place as no competence.
To violate the rules and regulations of the organization.
To ensure absence for a long term in the organization.
Try to destroying the organizational property.
Make a better use of banned things.
Make a conflict among the workers.
Damaging the company’s asset.
Various kinds of gambling.
PASS-14
4.2 Two organizations procedures to exist employees:
The Novartis and the Telephonicacompanies perform these procedures to retain the employees:
15
16. a. Making the environment funny and fantasy when the working hour is almost finished the
company provides some music and funs for the employee.
b. Managing the payment in average time is another function of the company.
c. Arranging the proper training for the employers is also favorable for the company.
d. The company considers the employers’ needs in a great value.
e. The organization is ready to manage the feedback to the employees.
PASS-15
4.3 The legal and regularity framework on employment:
1. Training: training helps the employees to works helpfully and to gain the goal of the
organization.
2. Positive culture: a firm also should establish a positive culture for the employees.
3. Benefit: the company provides salaries, bonuses, pension, and health opportunities.
4. Compensation: the company has maintained all kinds the compensation for the
employees.
So the legal and regularity framework has a great importance for an organization. It is not
possible for n organization to establishing through the world in prosperity and progress (Porter,
2013).
CONCLUSION
It discusses about various issues such as management, performance, communication,
administration, and so on. After the long discussion we understand that the HRM is one of the
most important matters in the organization. It is an important thing for the company as it helps
16
17. company in various sectors. So at the last we can say that the HRM is very effective for any
kinds of organization.
17
18. REFERENCE
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Human asset administration. British Journal of administration, 3: 137–156.
Holbeche, L. (2013) Aligning Human assets and enterprise scheme. Oxford: ButterworthHeinemann.
Mello, J.A. (2013) Strategic Human Resource Management. South-Western, Thompson.
Pfeffer, J. (2013) Competitive benefit through persons. Boston, MA: Harvard Business School
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Porter, M.E. (2013) comparable benefit: conceiving and maintaining Superior Performance. New
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Robert, J.E. (2009) Issues of Fit in Strategic Human asset Management: significances for
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Schuler, R.S. (2013) Strategic Human asset Management and Industrial Relations. Human
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Torrington, D., Hall, L. and Taylor, S. (2013) Human Resource administration. Harlow:
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