1. AN
ASSIGNMENT ON
MANAGING HUMAN RESOURCE
SUBMITTED BY:
NAME:
ID:
SUBMITTED TO:
DATE OF SUBMISSION:

2. 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.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. HR 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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3. CONTENTS
Executive Summary: .................................................................................................................................. 2
1. INTRODUCTION ................................................................................................................................ 4
PASS-1 ........................................................................................................................................................ 4
PASS -2....................................................................................................................................................... 5
PASS-3 ........................................................................................................................................................ 6
PASS-4 ......................................................................................................................................................... 7
2. A way to RECRUIT EMPLOYEES?........................................................................................... 7
PASS-5 ......................................................................................................................................................... 7
PASS-6 ........................................................................................................................................................ 8
PASS-7 ........................................................................................................................................................ 9
PASS-8 ...................................................................................................................................................... 10
3. REWARD TO workers so as TO inspire AND RETAIN THEM ............................... 11
PASS-9 ....................................................................................................................................................... 11
PASS-10 ................................................................................................................................................... 12
PASS-11 ................................................................................................................................................... 12
PASS-12 ................................................................................................................................................... 13
4. MECHANISM FOR THE surcease OF EMPLOYMENT .......................................... 14
PASS-13 ................................................................................................................................................... 14
PASS-14 ................................................................................................................................................... 14
PASS-15 ................................................................................................................................................... 15
5. CONCLUSION .................................................................................................................................... 16
Reference ....................................................................................................................................................... 17
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4. 1.INTRODUCTION
Human resource management is one in all the foremost necessary matters for any sorts of
organization. It mentioned concerning the full perform of the corporate. It’s the most perform if
HRM however the corporate or organization developed, and therefore the management,
performance, compensation, benefits, wellness, communication, training, administration and
different functions of a corporation.
PASS-1
1.1 Deference between HR and human resource management
The most distinction between personal management and therefore the HRM management is that
the HRM influences the worker directly on the opposite hand the non-public management
influences workers indirectly. There also are several different variations like relationship,
leadership, management and acquiring system with the workers. These sorts of variations are
also eliminated by company cultures and integrated business wants (Cellar, 2013).It performs
HRM works. the most functions of associate HRM organization is discussing concerning
numerous issue like hiring performance, management, compensation, communication,
administration, benefits, losses and eudaimonia. As we all know those there are 2 sorts of
management system the non-public and therefore the HRM. The method during which people are
provides direction in their firm or organization is named the Human Resource Management.
There are numerous sorts of Human Resource Management based mostly company. One in all
them is that the Cisco system, Inc.
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5. PASS -2
1.2 The perform of HR department
The human resource management is often is concerned the connection among the individual or
personal and therefore the geographic point. The most perform of the HRM is to influence the
hands of the corporate. It’s conjointly called the non-public management because it manages the
people. The HRM has 5 main functions that are discussing bellow:
Recruitment
Motivation
Planning growth
Implementing HR policies
Establishing truthful work culture
Recruitment: because the enlisting is that the most vital sector of HRM functions it covers all
the duties of the corporate. It main works is selecting the suitable people; creating promotional
material, collaborating in job fairs, and then on (Magret, 2009).
Motivation: Motivation is one in all the HRM based mostly perform that motives the employees
of the corporate. Assess the performance, managing associate acceptable profitable system for
the employee. It conjointly includes the following:
Equities
Bonuses
Increments
Awards
Complementary vacations
Flexibility in operating hours
Planning growth: the opposite necessary perform of HRM is coming up with growth. the most
purpose of the look growth is to minimizing conflict of interest. Thus it's the largest quality for a
corporation.
Implementing HR policies: HR policy may be a system that ensures a secure and healthy
setting for the corporate. It conjointly checks the instrumentality, materials and work areas.
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6. It’sconjointly the matter of HR policy is maintaining recreational activities, insurance schemes,
paternity leave, and worker welfare funds of the corporate.
PASS-3
1.3 assess the role and responsibilities of line controller
A Line manager of the Cisco Company may be a one who is accountable for the management of
all the workers of the corporate. A Line manager motivates the workers to offer their best
services for the corporate. Within the HRM management system a line controller duties and
responsibilities are given bellow:
Checking quality
Dealing with client
Measuring performance
HR strategy
Meet HR team
Creaking quality: within the human resource management the road manager’s main duty is to
checking the operating quality of the employee. It’s conjointly will increase the operating the
progress of the corporate (Greer, 2012).
Dealing with the client: coping with the customer is another responsibility of the road manager
because it is beneficiary for the event of the company’s progress.
Measuring performance: measurement operating performance of the employee and build the
correct call is often below the management of line manager in an exceedingly human resource
management system.
HR strategy: The HR strategy is that the system during which every kind of managing systems
are enclosed and conjointly has extremely demand.
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7. Meet HR team: within HR M management system the road manager usually meets to the HR
team discussion concerning the progress and therefore the losses of the corporate.
PASS-4
1.4 impact of the legal and regulative framework on HRM
The legal and regulative framework has unbroken an important role in numerous ways in which
within the Cisco Company on human resource management.
The most responding matter of the human resource is moral issue. By the moral behavior any
staffs reaches to the eye of the staffs, that don’t want to do their work.
It’s referred to as associate operational work. The legal and regulative framework on human
resource management contains a sensible impact within the social and environmental wants for
the long run nature (Hendry, 2013).
2. A WAY TO RECRUIT EMPLO YEES?
PASS-5
2.1 The look of HRM
HR set up is incredibly necessary for any sorts of enterprise. Therefore the Cisco
Company prepares a business set up before beginning its business. HR set up perpetually
play very important role for any sorts of organization.
The success of the Cisco Company is directly linked to the human resource planning. It
increases the working power of the employee. WithinHR
set up it's mentioned
concerning the seceded and therefore the failure of the corporate.
The over al business set up is additionally occupied by the human resource set up. It
mentioned concerning the goal and objectives of the corporate. It makes a broad
affiliation to the marketplace for getting to the goals of the corporate.
WithinHR set up it's totally mentioned concerning the foundations and rules of the
corporate and for the worker.
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8. The moods and kinds of the businesses are clearly illustrious by HR coming up with.
WithinHR
coming up with business strategy and wishes also are mentioned in an
exceedingly nice importance as a result of the business strategy is that the main issue for
progressing of the organization.
Job contract and jobs analyses may be a main purpose discussing a part of HR set up
because it analyses the sorts of jobs and outline of that company for its improvement.
WithinHR
set up it's needed to fulfill the companies’ goal and objects with the
discussion of employee’s skills and coaching system with the foundations of the
organization.
If we have a tendency toarementioned concerning the diagram given bellow we are going
to be processed concerning the human resource set up (Newken, 2013).
So it's clearly illustrious to US that a corporation fails to interact the new and skillful workers
unless there's no human resource coming up with for the corporate and conjointly ready tied
established recruiting effort and increasing compensation package to rent talent employees.
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 sorts of stages within the enlisting method the import ants are given below:
Job analysis: job isn't a permanent work for the worker and it's the foremost and 1st stage
of enlisting method. If there are no colleges and schools for learning English thus what
happed or the roles and for the person and the way it's doable for the people to resolve
this drawback.
Job description: description is that the system in HR management during which the sort,
sector, categories, duties and responsibilities are mentioned during this half. During this
sector the launching time of jobs and therefore the finishing criteria is mentioned by the
organization or human resource management.
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9. Person specification: person specification is another necessary issue for a corporation it's
usually designated by causing a document to the required person. And it includes all the
factors that are associated with the required options.
Advertising for the post: Cisco must advertising for the post internally or outwardly as a
result of the corporate needs to use the economical and skillful employees. Application
kinds and canopy letters: within the human resource management system the appliance
form and canopy letters are sent to the candidates by emailing or posting to the closest
fastened date.Filtering the appliance: The panel cluster of the corporate is ready the
application on the idea of the department to identify the employees who are now
required.The interview method: the interview process is one in all the most a part of the
recoupment. Within the interview method the panel cluster takes examination for the
candidates and offers kind paper to the candidates. Those papers are work at the top of
the examination (Torrington, 2013).
The job officer: solely the duty officer will choose the candidates for the ultimate choice
once taking the examination. During this ways in which some candidates reject for the
duty. Reconciliation and therefore the coming up with: planning and reconciliation is
that the final and last step of the human resource management. During this sector
candidates are finally designated because the worker of the corporate.
PASS-7
2.3 The enlisting and choice method in 2 organizations
The Comparison between 2 organizations:
1. The Novartis
2.The Telefonica
a. Job analysis system is very easy.
b. The system of receiving job application
is easy.
b. It is totally opposite to the Novartis.
C. Its activities are based on advertising
system.
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a. Job analyses system is complex.
c. Its activities are based on planning
though has advertising system.

10. d. The application form is sent to the
candidates by email or through the
online.
d. The application form is sent to the
candidates by directly posting system.
e. Manual process is strictly followed.
e. Manual and written process is strictly
followed.
f. Job officer is liable for the total
f. Job officer is not totally liable for
functions of job sector.
job functions.
g. The panel
application.
group is
filtering the
g. The viva board is filtering the application
form.
PASS-8
2.4 Effectiveness of the enlisting and choice process:
The Novartis Company is dynamical the corporate and zone and property from its original place
attributable to a crucial drawback. The effectiveness of enlisting method is incredibly necessary
for a corporation as a result of it will increase the standard of recent heir’s worker, and conjointly
will increase the general productivity of the corporate. The effectiveness of the enlisting has
virtually seven factors that are mentioned below:
Develop employment advertising info: the foremost effectiveness of the enlisting is developing
the duty advertising database. It makes the reference guide for the corporate men, and conjointly
will increase the longer term positions of the corporate (Kerry, 2013).
Victimization the example letters: communication is incredibly necessary for the duty
candidates. During this sector the effective mess of the recruitments that it develops the example
letters that is well customized for the duty candidates.
Build relationship: o build the connection with the duty candidates is another necessary end in
the enlisting system.
Measurement the standard of heir: Another effective mess of enlisting is to measurement the
rent quality. It manages the rent quality of the candidates for the higher company.
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11. Candidates’ interviews: it's maintaining by the enlisting that the interview schedule is going to be
command or discharged. It conjointly makes simple to assess the candidates that once their
interview are going to be hold. Thus it's a good impact on the candidate’s interview.
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 for the primary time .and
suggests that to maneuver or moving something from one place to a different.
The corporate manager uses this theory to the crucial matter for cogging the wheel of the
organization. The manager uses the workers below this section.
Per deliver the goods this objects the motivation has play an important role for the
corporate to inspire the employs. Once the manager falls in difficulties then the
motivation helps to running the management system of the corporate.
The equity and different theory describes concerning the matter of keeping happy the
employee. It’s mentioned that there's no choice to remaining the employee sad. There are
2 sorts of motivation: one is intrinsic motivation and therefore the different is
adventitious motivation.
The works of schooled motivation is evolves workers to try to correct responsibility. And
within the adventitious motivation it includes within the matter of rewards system like
increasing payment, facilities, promotion, praise, and recognition.
Rewards are that provides to the workers for the popularity of their sensible performance.
It will increase the manufacturing quantity of the organization by influencing the
workers. It’s the matter of recognition of the companies’ employees.
It’s going to be within the type of either money or non money. It conjointly encourages
the people to attain the objectives of the corporate (pfeffer, 2013).
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12. PASS-10
3.2 Job analysis and different factors determinant pay:
The job analysis may be a system during which the roles price of a corporation is characteristic
by the some rules and rules. It’s measurement for the sake of jobs analysis and different relative
functions. It’s conjointly considering because the system of building logical payment structure.
The earnings of recent workers are mostly pay within the type of quarterly. However it's not
followed all the time, someday the corporate changes this technique supported the workers
performance and earnings budght of the corporate. There are several options behind the analysis
a number of these are given bellow (Pettyrwa, 2012).
The analysis is created of the fundamental data and regulation of the organization.
The job price is bearded neither by the teams of the corporate nor by the people.
The job valuation is mostly pays traditional scales for the employees however in
generally it provides the rational wages structure for the workers.
It isn't standardization of job analysis however it's relative with the section of the
organization.
There may be a surety of the most time presenting system for the duty analysis.
PASS-11
3.3 The effectiveness of reward system in several contexts:
The rewards are giving to the one who are accomplished, proficiency associated benevolent with
their work and people who are completely deliver the goods an expected level of the work. It’s
the matter of question that however the reward ought to be distributed among the workers. The
most side of reward system is to encourage the workers for increasing the productivity of the
organization. Once the corporate arranges the reward system then the employee of the corporate
tries to urge the reward by competitive with the opposite employees in geographic point thus
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13. mechanically the manufacturing rate of the corporate is increased. The effectiveness of the
reward systems are mentioned below (Halt, 2012).Per (torrignton) 2013, Reward system is a vital
system for any company of its progress. It’s classified in 2 classes one is tangible and therefore
the different is intangible. The reward system is meant for the sake of accelerating the
productivity of the corporate.
Earnings will increase: in an exceedingly reward system the corporate increases earnings of
because the impact of the performance of workers.
Bonuses: the corporate provides additional bonuses for the workers because the sign of reward
system.
Promotion: promotion is that the most vital within the reward system. Within the reward system
the corporate is often prone to promotion of the worker WHO is de facto acceptable for the
promotion.
PASS-12
3.4 watching the worker performance:
Monitoring the worker performance is another issue for a decent organization. There are
numerous sorts of system for watching the worker performance. The foremost 5 importantfactors
are given bellow:
Observant the work is that the most vital for watching the workers works. Within the observant
system manager is ready to serving to associate worker whereas he will the work. The watching
person precisely finds out what are going wrong and the way he will get laid higher. The terms
and rules are specific for watching the worker performance. Somebody makes list for obligatory
capabilities and choose the performance of the use on the idea of that criteria. For instance one
likes these qualities to resolve the matter in respect of different task. Truthful ranking is that the
most vital for watching the performance of the worker. It’s documented because the system that
on the idea of the comparison among the workers. This technique makes somebody the amount
employee and somebody makes as lower employee. During this system the inefficient
employees’ are galvanized to develop their operating performance through onerous operating.
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14. 4.
MECHANISM FOR THE SURCEASE OF EMPLOYMENT
PASS-13
4.1 Causes for employment cessation:
As we all know that every and each company has its own rules and rules if the workers have
done their work per the companies’ rules then it's a matter of satisfaction. On the opposite facet
if the employees do their job in own volitionally then the corporate can manage the corrected for
his or her missing behavior. The causes for surcease of worker are bellow (Halt, 2013).
To modification the financial condition.
Managing the operating place as no competency.
To guarantee absence for an extended term within the organization.
Try to destroying the structure property.
Make a conflict among the employees.
Damaging the company’s quality.
Numerous sorts of gambling.
PASS-14
4.2 2 organizations procedures to exist employees:
The Novartis and therefore the telephonica firms perform these procedures to retain the
employees:
Creating the setting funny and fantasy once the operating hour is nearly finished the
corporate provides some music and funs for the worker.
Managing the payment in average time is another performs of the corporate.
Composing the correct coaching for the employers is additionally favorable for the
corporate.
The corporate considers the employers’ wants in an exceedingly nice price.
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15. The organization is prepared to manage the feedback to the workers.
PASS-15
4.3 The legal and regularity framework on employment:
Training: coaching helps the workers to works helpfully and to realize the goal of the
organization.
Positive culture: a firm conjointly ought to establish a positive culture for the workers.
Benefit: the corporate provides salaries, bonuses, pension, and health opportunities.
Compensation: the corporate has maintained every kind the compensation for the
workers.
So the legal and regularity framework contains a nice importance for a corporation. It’s
inconceivable for an organization to establishing through the globe in prosperity and progress
(Porter, 2013).
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16. 5. CONC LUS ION
After the long discussion we have a tendency to perceive that the HRM is one in all the foremost
necessary matters within the organization.
It discusses concerning numerous problems like management, performance, communication,
administration, and so on. It is associate necessary issue for the company as it helps company in
numerous sectors. Thus at the last we will say that the HRM is incredibly effective for any sorts
of organization.
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17. REFERENCE
Cellar, L. (2003) Similarities and Differences in Human Resource Management in the European
Union. Thunderbird International Business Review, 45: 729–756.
Greer, C.R. (1995) Strategy and Human Resources. Englewood Cliffs, NJ: Prentice-Hall.
Halt, R.S. (1989) Strategic Human Resource Management and Industrial Relations. Human
Relations, 42(2): 157–184.
Hendry, C. and Pettigrew, A.M. (1992) Patterns of Strategic Change in the Development of
Human Resource Management. British Journal of Management, 3: 137–156.
Kerry, J.A. (2006) Strategic Human Resource Management. South-Western, Thompson.
Magret, J.E. (1998) Issues of Fit in Strategic Human Resource Management: Implications for
research. Human Resource Management Review, 8: 289–309.
Newken, L. (1999) Aligning Human Resources and Business Strategy. Oxford: ButterworthHeinemann.
Pettyrwa, M., Snell, S., Dean, J. and Lepak, D. (1996) Human Resource Management,
ManufacturinStrategy, and Firm Performance. Academy of Management Journal, 39:
836–866.
Pfeffer, J. (1994) Competitive Advantage through People. Boston, MA: Harvard Business
School Press.
Porter, M.E. (1985) Competitive Advantage: Creating and Sustaining Superior Performance.
New York: Free Press.
Torrington, D., Hall, L. and Taylor, S. (2005) Human Resource Management. Harlow: Financial
Times.
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