1. Assignment on Human
Resource Management
Submitted By:
Submitted To:
Date:
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2. Executive Summary:
The case scenario illuminates on the various activities that are carried by HRM of an
organization like management, recruitment, communication, benefits, compensation and
administration. It briefly explains the roles and responsibilities that are performed by a line
manager. The necessity of new human resource recruitment and various strategies and
techniques associated with this process are also discussed. Various motivation techniques and
providing reward to the employees for any good accomplishment is a good practice as it
substantially increase the productivity. Moreover, a legal and regulatory framework is essential
to perform HRM functions in most effective and efficient manner.
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3. TABLE OF CONTENTS
Executive Summary: ..................................................................................................................................... 2
1. INTRODUCTION ..................................................................................................................................... 3
PASS-1 ....................................................................................................................................................... 4
PASS -2 ...................................................................................................................................................... 4
PASS-3 ....................................................................................................................................................... 5
PASS-4 ....................................................................................................................................................... 6
2. The simplest way To Recruit Employees? ................................................................................................. 6
PASS-5 ....................................................................................................................................................... 6
PASS-6 ....................................................................................................................................................... 7
PASS-7 ....................................................................................................................................................... 8
PASS-8 ....................................................................................................................................................... 9
3. Reward to staff therefore on inspire and retain them ............................................................................... 9
PASS-9 ....................................................................................................................................................... 9
PASS-10 ................................................................................................................................................... 10
PASS-11 ................................................................................................................................................... 10
PASS-12 ................................................................................................................................................... 11
4. Mechanism for the halt employment ................................................................................................. 11
PASS-13 ................................................................................................................................................... 11
PASS-14 ................................................................................................................................................... 12
PASS-15 ................................................................................................................................................... 12
CONCLUSION............................................................................................................................................ 12
References ................................................................................................................................................... 14
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4. 1. INTRODUCTION
The most important and necessary section of any organization is Human Resource Management
(HRM). Its area of activities includes management, performance, evaluation, develop, benefits,
communication, training programs and administration of available human resources of any
organization. Every section of an organization and their performance is somehow related to
HRM
PASS-1
1.1 DIFFERENCE BETWEEN UNIT OF YOUR TIME AND HUMAN RESOURCE MANAGEMENT
The functions of HRM are associated with various issues associated with new recruitment,
managing them, training, administration, communication, benefits, losses, compensation. The
method throughout which individuals’ area unit provides direction in their firm or organization is
known as the Human Resource Management. Among various forms of HRM, the one that covers
all of them is that the Cisco System Inc. The main difference main the pair of forms of
management system (the personal and the HRM) is that the HRM influences the employee
directly on the other hand the personal management influences staffs indirectly. There are lots of
variations like relationship, leadership, management and exploit system with the staff. These
forms of variations also are eradicated by company principles and integrated business needs
(Merenn, 2013).
PASS -2
1.2 THE PERFORM OF UNIT OF YOUR TIME DEPARTMENT
The main concern of HRM is to affiliate among the individual and the personal. It gives priority
to influence the hands of the company. It’s jointly referred to as the personal management as a
result of it manages the folks. The five major functions of HRM are discussed below:
1. Recruitment:The most important sector of HRM functions is the recruitment as it covers
all the duties of the company (Hault, 2009).
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5. 2. Planning Growth: Growth planning is another vital function of HRM which aims to
minimize conflict of interest and therefore considered as the highest quality for any
organization.
3. Motivation: This function includes the actions concerning the motivation of the staffs of
the company. Influencing the workers and performance assessment are the common
activities.
4. Establishing Truthful Work Culture:HRM ensures honesty, punctuality and dedication
of the workers and thus it establishes a truthful work culture.
5. Implementing unit of your time policies:Unit of your time policy ensures a healthy and
secure environment for the company. It coversinsurance schemes, recreational activities,
employee welfare funds of the company,paternity leave.
PASS-3
1.3 ASSESS THE ROLE AND RESPONSIBILITIES OF LINE CONTROLLER
For Cisco Company, a line manager is responsible for the management of all the staffs of the
company.He always tends to motivate the staffs to bring out the best output from them. Other
negative aspects of their employee performance are also under his consideration. It is his liability
to maintain discipline and order among the workers at workplace so that productivity
increases.At intervals the HRM management system a line controller duties and responsibilities
are:The major roles and responsibilities of a line controller are:
 Performance Evaluation: Evaluating the actual performance of the workersis the main
responsibility of the line manager in a current human resource management system.
 Customer Handling: Dealing with the client in effective manner is another
responsibility of the line manager. It is very beneficiary for the progress of the company.
 Checking quality: Checking the operative quality of the worker is one of the main duties
of a road controller. It can jointly increase the operative progress of the company (Merret,
2012).
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6.  Meet the unit of your time team: At intervals the unit of time management system, the
road manager typically meets to the unit of time team discussion regarding the progress
and so the losses of the company.
 HR strategy:Choosing the HR strategy that best suits the condition and also compatible
with the workforce is another duty of a line manager.
PASS-4
1.4 IMPACT OF THE LEGAL AND RESTRICTIVE FRAMEWORK ON HRM
Human resource management is largely influenced by the legal and restrictive framework human
resource management. The most responding matters of the human resource are ethical issues.
Ethical behavior aids any staffs to reach to the attention of the staffs. It is called operational
work. The legal and restrictive framework on human resource management contains a shrewd
impact at intervals the social and environmental needs for the long haul nature (Hendry, 2013).
2. The simplest way To Recruit Employees?
PASS-5
2.1 THE DESIGN OF HRM
For any forms of organization the unit of your time started constantly play vital role. Cisco
Company’s success directly depends on human resource. So the Cisco Company prepares a
business strategy before starting its business. Job analysis and job contract is also a main issue
discussing a district of the unit of your time started as a result of it scrutinizes the kinds of jobs
description of that company for its development. To satisfy the companies’ goal the unit of your
time started it's required at intervals and objectives with the discussion of employee’s skills and
training system with the foundations of the organization. So if no human resource development
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7. activities are performed, an organization fails to achieve the eligible and skillful
workforceMoreover,transparent recruitment process and increasing reimbursement package is
also required to attractskillful workers.
PASS-6
2.2 THE STAGES INVOLVED IN HUMAN RESOURCE RECRUITMENT
One of the major functions of HRM is to recruit new workforce. The important stages involved
in human resource recruitment are given below:
 The first stage of recruitment technique is that the job is not permanent for the employee.
It describes that system in unit of your time management throughout that the type, sector,
categories, responsibilities andduties.
 Another important issue for an organizationis person specification. It has always selected
by imposing a document to the specified person. It also includes all the factors that are
related to the specified choices. Cisco should either internally or externally advertise for
the post that the company can get the efficient and best fit workers with suitable skills.
 At intervals cover letters are sent to the candidates by emailing or posting to the nearest
fixed date. The management of the company identifies the staffs that are currently
needed.
 At intervals the management takes examination for the candidates and offers kind paper
to the candidates. Those papers are worked the highest of the examination (Lincon,
2005).
 Coming up with and settlement is the ultimate and last step of the human resource
management. Though this step the final candidates are selected who get the chance to
work for the company.
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8. PASS-7
2.3 THE RECRUITMENT AND SELECTION TECHNIQUE IN A PAIR OF ORGANIZATIONS
The Comparison between a pair of organizations:
The Novartis
The system of receiving job application is
The Telefonica
Complex
easy.
Easy job analysis system
Job analyses system is relatively
complex.
Activities are based on advertising
Activities are based on planning though
system.
has advertising system.
Manual process is strictly followed.
Manual and written process is strictly
followed.
The application form is sent to the
The application form is sent to the
candidates via email or through the
candidates by directly posting system.
online.
Job officer is liable for the total
Not totally liable
functions of job sector.
The panel group is filtering the
The viva board is filtering the application form.
application.
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9. PASS-8
2.4 EFFECTIVENESS OF THE RECRUITMENT AND SELECTION PROCESS :
 Victimization the instance letters: For the duty candidates communication is a must.
Throughout this sector the effective mess of the recruitments that it develops the instance
letters that's well made-to-order for the duty candidates.
 Relationship building: To build the reference to the duty candidates is another necessary
requirement for the recruitment system.
 Employment advertising info development: The effectiveness and success of
recruitment process depends on developing the duty advertising information. It makes the
reference guide for the company men, and jointly can increase the long run positions of
the company (Mello, 2013).
 Candidates’ interviews: It’sa straightforward approach to assess the candidates that after
their interview.
 Measurement of the quality of heir: Another effective mess of recruitment is to
measure the rent quality. It manages the rent quality of the candidates for the upper
company.
3. Reward to staff therefore on inspire and retain them
PASS-9
3.1 THE LINK BETWEEN THE PSYCHOLOGICAL FEATURE THEORY AND REWARDS :
The company manager uses the theory of motivation for continuous runningorganization wheel.
The manager uses the staff below this section. Motivation helps the managers to cope with
difficult situations and come up with a solution when there is a problem. The equity theory
describes regarding the matter of keeping the workershappy. It’s mentioned that management has
to ensure the satisfaction of the workers.
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10. There is a pair of forms of motivation:
1. Intrinsic motivation:It involves staffs that inspire the workers towards their
responsibilities and increasing their performance.
2. Extrinsic motivation:Extrinsic motivation includes rewards systems like payment
increase, facilities, promotion, preferable transfers, admiration and acknowledgment. It’ll
increase the production amount of the organization by influencing the staffs.It also
encourages the other folks to achieve the objectives of the company.
PASS-10
3.2 JOB ANALYSIS AND VARIOUS FACTORS DETERMINANT PAY :
The rules and regulations that characterize the job are called the job analysis. The result of the
system of building logical payment structure is also taken under consideration.Payments for
recent staffs are usually made at quarter intervals.But it is not strictly followed. Sometimes the
company changes this method based upon the staffs’ performance and earnings budget of the
company.The earnings of the companyhave always its impact upon the employee’s earnings, on
the promotion and on the operative equity, skills, and proficiency. (Heralld, 2012).
PASS-11
3.3 THE EFFECTIVENESS OF REWARD SYSTEM IN MANY CONTEXTS:
To keep the rate of success in operation the reward system can be very much effective. Tangible
or intangible reward system can increase the productivity of a company significantly. When a
worker accomplishes something good, a reward gives him the recognition he aspires and inspires
him or other employees who are trying to do the same to continue the good work. In this way
reward can increase efficiency and productivity. Once the company arranges the reward system
then the workers of the company try to urge the reward by competing with the other workers and
though this healthy competitive working environment productivity increases substantially.
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11. PASS-12
3.4 LOOK THE EMPLOYEE PERFORMANCE:
 Attribute rating: For looking the employee performance,the terms and rules are specific.
A list is made for obligatory capabilities and opts for the performance of the employment
on the concept of those criteria.
 Truthful
ranking:It
is
the
ranking
among
the
staffs
based
on
their
performances.According to this method, some are quality workers and some are lower
workers. Throughout this method the inefficient employees are trained and influenced to
develop their operative performance through challenging operations.
 Observant the employee works:An observant observes the works and actions performed
by the employees. The system manager has to decide during the observation period
whether the associate employee has ability to do the work. The observer can exactly find
out what are the facts going wrong and to do to bring any improvement.
4. Mechanism for the halt employment
PASS-13
4.1 CAUSES FOR EMPLOYMENT CESSATION :
Each and every organization has their certain rules and regulations for their employees. If any of
the employees willingly violates any of the regulations, the organization has right to take steps
against the employee for the correction of his or her behavior (Schuler, 1989).
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12. PASS-14
4.2 A PAIR OF ORGANIZATIONS PROCEDURES TO EXIST EMPLOYEES :
The following procedures are performed by the Novartis and the Telephonic corporations to
retain the employees:
 Managing the payment in average time
 Composing the proper work for the employers is another favorable function for the
company.
 Providing feedback to the employees is necessary.
 Availability of recreational and medical facilities .
PASS-15
4.3 THE LEGAL AND REGULARITY FRAMEWORK ON EMPLOYMENT :
 Training:Training program benefits the workers with increasing their performance level,
skills and problem solving capability.
 Benefit: Providing salaries, bonuses, insurance schemes, pension, and health
opportunities to the workers.
 Compensation:Compensating the workers if any accident occurs or during any difficult
situation.
 Positive culture:An environment of positive culture should be maintained at workplace.
So, legal and regularity framework is certainly vital for an organization (Kerry, 2013).
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13. CONCLUSION
The above case scenario illustrates that HRM is beyond any doubt the most essential part of any
organization. The various activities and functions like management, communication, benefits,
compensation and administration are performed by the HRM. Effective and efficient HRM is
crucial for any organization as all the sectors are somehow related to HRM.
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14. References
Hault, J.E. (2009) Issues of Fit in Strategic Human Resource Management: Implications for
research. Human Resource Management Review, 8: 289–309.
Hendry, C. and Pettigrew, A.M. (2013) Patterns of Strategic Change in the Development of
Human Resource Management. British Journal of Management, 3: 137–156.
Heralld, M., Snell, S., Dean, J. and Lepak, D. (2012) Human Resource Management,
Manufacturing Strategy, and Firm Performance. Academy of Management Journal, 39:
836–866.
Kerry, M.E. (2013) Competitive Advantage: Creating and Sustaining Superior Performance.
New York: Free Press.
Lincon, D., Hall, L. and Taylor, S. (2013) Human Resource Management. Harlow: Financial
Times.
Mello, J.A. (2013) Strategic Human Resource Management. South-Western, Thompson.
Merenn, L. (2013) Similarities and Differences in Human Resource Management in the
European Union. Thunderbird International Business Review, 45: 729–756.
Merret, C.R. (2012) Strategy and Human Resources. Englewood Cliffs, NJ: Prentice-Hall.
Schuler, R.S. (1989) Strategic Human Resource Management and Industrial Relations. Human
Relations, 42(2): 157–184.
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