1. Assignment on Human Resource
Management
Submitted By:
Submitted to:
Date:
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2. EXECUTIVE SUMMARY
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1. INTRODUCTION
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PASS-1
PASS -2
PASS-3
PASS-4
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4
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2. THE SIMPLEST WAY TO RECRUIT EMPLOYEES
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PASS-5
PASS-6
PASS-7
PASS-8
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3. REWARD TO STAFF THEREFORE ON INSPIRE AND RETAIN THEM
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PASS-9
PASS-10
PASS-11
PASS-12
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4. MECHANISM FOR THE HALT EMPLOYMENT
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PASS-13
PASS-14
PASS-15
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CONCLUSION
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REFERENCES
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3. EXECUTIVE SUMMARY:
This assignment consists of variations between personal management and human resource
management. The processes to recruit individuals within the organization are considered to be an
essential operation.It discusses briefly the role and responsibilities of a line manager for the sake
of following various HR strategies to maintain the productivity of the organization. The role
legal and restrictive framework on human resource management is considered. Here is also a try
to focus on the several stages involved in human resource recruitment.Once recruiting the proper
workers, they need to supply rewards and motivation. The types of rewards and motivation
techniques are also discussed in the assignment. The importance of job analysis,various factors
to determine payment to the workers was also focused.In short, from this assignment the matter
is well-defined that, in competitive business contexts,Human Resource Management is a major
contribution to maintain a competitive advantage and progress of any organization.
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4. 1. INTRODUCTION
For any organization, Human Resource Management (HRM) can be considered as the
foremostnecessary matter. It includes management, performance, compensation, benefits,
wellness, communication, training, administration and so on for the workforce employed in the
organization. It is linked with all the performances and actions of all the phases of an
organization.
PASS-1
1.1 Difference between unit of your time and human resource management
The functions of HRM organization is to discuss about various issues like hiring, management,
compensation, communication, administration, benefits and losses.There are various forms of
Human Resource Management based company. One altogether them is that the Cisco system,
Inc.Thereis a pair of forms of management system, the personal and the HRM.
Themaindifference between personal management and the HRM management is the HRM
influences the employee directly on the other hand the personal management influences staff
indirectly. There are many totally different variations like relationship, leadership, management
and exploit system with the staff. Company cultures and integrated business needs eliminate
thesevariations. (Claus, 2013).
PASS -2
1.2 The perform of unit of your time department
The HRM is usually concern about the affiliation among the individual or personal and so the
point. The foremost perform of the HRM is 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 HRM has five
main functions that are discussing bellow:
i.
Recruitment:Recruitment is one of the most important sectors of HRM functions as it
covers all the duties of the company (Delery, 2009).
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5. ii.
Motivation:HRM includes the actions concerning the motivation of the staffs of the
company. Assess the performance, managing associate acceptable profitable system for
the worker.
iii.
Planning growth:Planning growth is the other necessary perform of HRM is developing
with growth. Its purpose is to minimizing conflict of interest. Therefore it can be
considered as the largest quality for an organization.
iv.
Implementing unit of your time policies:A secure and healthy setting for the company is
ensured by the unit of your time policy. It jointly checks the instrumentality, materials
and work areas. It’s jointly the matter of unit of your time policy is maintaining
recreational activities, insurance schemes, paternity leave, and employee welfare funds of
the company.
v.
Establishing truthful work culture: HRM ensures honesty, punctuality and dedication of
the workers and thus it establishes a truthful work culture.
PASS-3
1.3 Assess the role and responsibilities of line controller
The management of all the staff of the Cisco Company is under the responsibility of a line
manager of the company. His duty is to motivate the staffs to provide their best services for the
company. Other negative aspects of their employee performance are also under his consideration.
The road manager jointly appraises the performance of the company staff. He is responsible to
maintain the discipline among the workers to keep the work rate high. So, in HRM,duties and
responsibilities of a line controller are:

Checking quality:checking the operative quality of the worker is one of the main duties
of a road controller. It’s jointly can increase the operative the progress of the company
(Greer, 2012).

Dealing with consumer:Addressing the client is another responsibility of the road
manager. It is very beneficiary for the progress of the company.

Measuring performance:Measuring operative performance of the worker is another
responsibility of the line manager in a current human resource management system.
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6. 
HR strategy:The manager should adopt various HR strategies that suits the condition and
is compatible with the workforce.

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.
PASS-4
1.4 Impact of the legal and restrictive framework on HRM
The legal and restrictive framework has a great impact on human resource management. Ethical
issuesare the most responding matters of the human resource. By the ethical behavior any staffs
reaches to the attention of the staffs, that don’t need to try to their work. It’s remarked as
associate operational work. The legal and restrictive framework on human resource management
contains a smart impact on the social and environmental needs for the long haul nature (Hendry,
1992).
2. THE SIMPLEST WAY TO RECRUIT EMPLOYEES?
PASS-5
2.1 The design of HRM
The unit of your time started constantly play vital role for any forms of organization.So the Cisco
Company prepares a business strategy before starting its business. The success of the Cisco
Company is directly dependent on the human resource. Job contract and jobs analyses is also a
main purpose discussing a district of the unit of your time started as a result of it analyses the
kinds of jobs and description of that company for its improvement. At intervals the unit of your
time started it's required to satisfy the companies’ goal and objectives with the discussion of
employee’s skills and training system with the foundations of the organization.So it's clearly
illustrious to us that an organization fails to achieve the new and skillful workforce unless there
are no human resource development activitiesperformed by the company. Moreover,proper
recruiting effort and increasing compensation package is very important to rent talent workers.
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7. PASS-6
2.2 The stages involved in human resource recruitment
Human resource recruitment technique is very much necessary in human resources management.
There are many forms of stages at intervals the recruitment technique has. The important stages
are given below:
Job is not a permanent work for the employee and it is the foremost and first stage of recruitment
technique. Description is that the system in unit of your time management throughout that the
type, sector, categories, duties and responsibilities. Person specification is another necessary
issue for an organization. It has always selected by inflicting a document to the specified person.
And it includes all the factors that are related to the specified choices.Cisco should advertise for
the post internally or externally as so that the company can get the economical and skillful
workers. The skillful employees constantly contribute to the progress.At intervals the human
resource management system the appliance kind and cover letters are sent to the candidates by
emailing or posting to the nearest fixed date.The panel cluster of the company identifies the
staffs that arecurrently needed. At intervals the interview technique the panel cluster takes
examination for the candidates and offers kind paper to the candidates. Those papers are worked
the highest of the examination (Torrington, 2013). Only the duty officer can opt for the
candidates for the final word alternative once taking the examination. Coming up with and
reconciliation is the ultimate and last step of the human resource management. Throughout this
sector candidates are finally selected as a result of the employee of 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:
1. The Novartis
2.The Telefonica
a. Job analysis system is very easy.
a. Job analyses system is complex.
b. The system of receiving job application
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.
g. The panel group is filtering the
application.
f. Job officer is not totally liable for
job functions.
g. The viva board is filtering the
application form.
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9. PASS-8
2.4 Effectiveness of the recruitment and selection process
Develop employment advertising info:The first action taken for the recruitment process is to
develop the duty advertising information. It makes the reference guide for the company men and
can increase the long run positions of the company (Mello, 2013).
Victimization the instance letters: Communication is very necessary for the duty candidates.
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.
Build relationship: Building the reference to the duty candidates is another necessary action
should be taken in the recruitment system.
Measurement the quality of heir: Another effective measure of recruitment is to determine the
rent quality. It manages the rent quality of the candidates for the upper company.
Candidates’ interviews: Candidates interview is another measure that is takes by the recruitment
panel. It also makes things straightforward to assess the candidates after their interview.
3. REWARD TO STAFF THEREFORE ON 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 first time and suggests that to
maneuver or moving one thing from one place to another. The company manager uses this theory
to run the wheel of the organization. The manager uses the staff below this section. Once the
manager falls in difficulties then the motivation helps to run the management system of the
company. The equity theory describes regarding the matter of keeping the workershappy. It’s
mentioned that there is no option to remain the workers unhappy. Thereis a pair of forms of
motivation:
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10. 
Intrinsic motivation:Intrinsic motivation involves staffs to inspire the workers towards
their responsibilities.

Extrinsic motivation:Extrinsic motivation includes rewards systems like increasing
payment, facilities, promotion, praise and recognition.
Rewards are that given to the staffs for the recognition of their wise performance. It’ll increase
the production amount of the organization by influencing the staffs. It’s the matter of recognition
of the companies’ workers. The reward may be either cash or non-cash. It also encourages the
other folks to achieve the objectives of the company.
PASS-10
3.2 Job analysis and various factors determinant pay
There are some rules and regulations which characterizes the job. It is called the job analysis. It
also considers the result of the system of building logical payment structure. Recent staffs are
usually paid at quarterlyintervals.But it is not followed all the time, sometime the company
changes this method based upon the staffs’ performance and earnings budget of the
company.The earnings of the company has always its impact upon the employee’s earnings, on
the promotion and on the operative equity, skills, and proficiency. (Youndt, 2012).
PASS-11
3.3 The effectiveness of reward system in many contexts
The reward system can be very much effective for a company to keep the rate of success in
operation. The reward can be tangible or intangible. This system can be adopted for the sake of
fast the productivity of the company. The giving of award inspires the workers who have
accomplished something good for the company and also to them who are trying to do the same.
But the reward needs to be distributed among the staffs. The foremost facet of reward system is
to encourage the staff for increasing the productivity of the organization. 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 therefore the production rate of the company automatically gets
hyperbolic.
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11. PASS-12
3.4 look the employee performance:
Observant the employee works:Works and actions performed by the employees are observed by
the observant. During the observation, system manager gets opportunity to decide whether the
associate employee is really capable of doing the work. The observer can exactly find out what
are the facts going wrong and also the facts that can be improved.
Attribute rating: The terms and rules are specific for observing the employee performance.
Someone makes list for obligatory capabilities for certain job. As an example one likes these
qualities to resolve the matter in respect of various tasks.
Truthful ranking:It’s the ranking among the staffs based on their performances.This method
makes someone the quality worker and lower worker. Throughout this method the inefficient
employees are galvanized to develop their operative performance through challenging
operations.
4. MECHANISM FOR THE HALT EMPLOYMENT
PASS-13
4.1 Causes for employment cessation
It is understandable that each and every organization have their certain rules and regulations for
their employees. If the regulations are violated willingly by any of the employee, the
organization has right to take steps against the employee for the correction of his or her behavior
(Schuler, 1989).
PASS-14
4.2 A pair of organizations’ procedures to exist employees
The Novartis and the Telephonic corporations perform these procedures to retain the employees:
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12. 
They manage the payment in average time.

The organizations are ready to provide the feedback to the staff.

Once the operation hour is finished, the companies provide some music and funs for the
employee.

Composing the proper work for the employees.
PASS-15
4.3 The legal and regularity framework on employment

Positive culture:A firm needs to establish a positive culture for the staffs.

Training:Training work helps the staffs to works helpfully and to appreciate the goals of
the organization.

Compensation: The Company maintains all kinds the compensation for the staff.

Benefit:Salaries, bonuses, pension, and health opportunities are provided by the
company.
So, beyond doubted it can be said thatlegal and regularity framework is very much essential for
an organization (Porter, 2013).
CONCLUSION
Various issues likemanagement, performance, communication, administration, and so on are
considered in HRM. So, after the overall discussion, it can be said that, Human Resource
Management is one of the most necessary matters for an organization.
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13. REFERENCES
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.
Porter, M.E. (2013) Competitive Advantage: Creating and Sustaining Superior Performance.
New York: Free Press.
Schuler, R.S. (1989) 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.
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.
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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