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Table of Content Page No.

Executive Summary 02

Task-1 Pass 1 03Pass 2 03

Pass 3 04Pass 4 05

Task-2 Pass 5 06Pass 6 06

Pass 7 07Pass 8 08

Task-3 Pass 9 09Pass 10 09

Pass 11 10Pass 12 11

Task-4 Pass 13 12

Pass 14 12

Pass 15 13

Conclusion 13

Reference 14

1

Executive Summary

The human resource management is one of the basic pillars in the structure of an

organization which is built on the principles of wants and policies taking into

consideration the legal regulative into the structure of organization (Zaccarelli 1988). The

effectiveness of the human resource policies determine the structural growth of the skill

and talent of the employees of the organization and contribute to potential economic

growth of the organization. With the development of the resources of an organization the

competitive edge of the market comes into the grasp and helps to become the market

leader. In human resource the recruitment process is the most crucial and important

process of the organization because it is a complex and complicated procedure. The

factors involved in this procedure are discussed in the assignment.

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INTRODUCTION

Human resource management is a must needed tool for any organization to become

successful. For achieving the targeted goal the proper management of human resource is a

must. It is the management process of an organization’s workforce or human resource.

Human resource management basically deals with the attraction, selection, training,

performance, compensation, benefits and administration and at the same time ensuring

organization’s culture properly and compliance with labor laws and employment.

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1.1 Difference between unit of time and human resource management

Human resource management could have been in different pattern according to the

organization’s situation. Of them Cisco System Inc. is the best which performs HRM

tasks. The most common functions that HRM performs are management, compensation,

communication, administration, benefits, loss etc. As we all know that there are mainly

two types of management system like non-public and public. The basic difference

between this two is public or HRM influences the workers directly whereas non-public

influences workers indirectly. Some other forms are like relationship, management,

leadership and gaining system with workers. But now a days these forms are nearly

eliminated by the company cultures and integrated business wants (Claus, 2013).

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1.2 The performance of unit of time department

Human resource management very often deals with connecting individual and at the same

time influence them for the corporate. It’s conjointly called the non-public management

because it manages the people. Human resource management has five main functions.

They are discussed below:

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Recruitment: As enlisting right person for the right place is the main task it

performs all the duties of the corporate. It mainly focuses on appointing right

person, material, collaboration in job affairs etc. (Delery 2009).

Planning Growth: With the right employee plan must be executed. For that

reason a proper and feasible plan for growth is a must. Thus it performs the vital

role for the corporation.

Motivation: Motivation is the vital factor for the success of any company. Assess

the performance, managing associate acceptable profitable system for the

employee. It conjointly includes equities, awards, bonus, and flexibilities in

working hours, increments, complementary vacations.

Implementing unit of time policies: the unit of time policy is a system that

ensures a secure and healthy environment for the corporate. It’s conjointly the

matter of unit of time policy is maintaining recreational activities, insurance

schemes, paternity leave, and worker welfare funds of the corporate. Thus by

implementing the unit time policy a proper harmony is maintained.

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1.3 Assessing the role and responsibility of line controller

Line manager is the responsible person for the management of all the workers of the corporate. The main task of a line manager is to motivate the workers for their best performance and at the same time focuses on the negative aspects of performance, micromanagers and so on. On the other hand road manager appraises the performances of the corporate. One of the line managers of the Cisco Company is the responsible for the performance. He’s prone to disciplining the workers of the corporate as a result of if the team member of the corporate is strictly disciplined then the work speed is probably going high. The main duties and responsibilities are discussed below:

HR Strategy: The HR Strategy is the system of managing the extreme demand of the employees. It directs the employees demand and bring out the best performance from them.

Dealing with the client: Customer handling is one of the main task for every organization. Efficient and effective management of clients will definitely be helpful for the company.

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Measuring performance: Employee’s performance needs to be evaluated at a regular

basis and correcting them will definitely help to perform more effectively (Waddell 2000).

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.

Meet the unit of time team: According to the unit of time management system the road

manager has to meet the employees at a regular basis and check the discussion concerning

the progress and losses of the corporate.

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1.4 The impact of the legal and regulative framework on HRM:

Cisco Company’s human resource management plays an important role regarding the

legal framework and regulation. The legal and regulative framework on human resource

management contains a sensible impact within the social and environmental wants for the

long run nature. Moral issues are the most vital part of HRM. By the moral behavior any

staffs reaches to the eye of the staffs, that don’t want to do their work which is also called

associate operational work. (Hendry,2013).

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A Way to Recruit Employees

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2.1 The look of HRM

The unit of time set up is a necessary part for any organization and Cisco Company also

prepares a business plan before starting the business. The secret of their success is human

resource planning by increasing the working capability of the employees. The entire

business setup is covered with human resource set up. This will help the corporates to

achieve their goals in a easy and smooth way. Within the unit of time set up it's totally

mentioned concerning the foundations and rules of the corporate and for the worker. The

discussion of job contract and job analysis played exceeding well for the corporates.

Within the unit of time set up it's required to fulfill the companies’ goal with the

discussion of employee’s skills and coaching system with the foundations of the

organization.

So we can easily understand the impact of unit time management from the Cisco

company case as they have made their progress spontaneously. It is clearly visible 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.

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2.2 the stages of human resource listing

Human resource enlisting is no doubt a most careful task for every organization for which

they have to follow several steps. They are given below:

Job Description: The natures of the job, duties, categories, responsibilities are

mentioned in job description. During this sector the launching time of jobs and

therefore the finishing criteria is mentioned by the human resource management

(Aragon 2013).

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Job Analysis: Job is not the permanent work for the employees. Employees

should analysis the job that will suit them and at the same time the management

should clarify the specification and requirement of the job.

Filtering the Appliance: The management team is ready with the CVs that are

required for them as per job description.

Person Specification: Person specification is designed by the authority and those

will be selected whose quality matches with the advertisement. It includes all the

factors that are associated with the required options.

Advertisement for the Post: As per the requirement of the post the Cisco

Company published a circular on which the detailed job information is provided.

By this the skillful and efficient workers can be picked.

The Interview Method: The interview method must be properly planned

previously. Within the interview method the panel cluster takes examination for

the candidates and offers kind paper to the candidates. All the necessary

documents are announced to bring previously.

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2.3 The enlisting and choice method in two organizations

The basic comparisons between the two companies are as follows:

The Novartis The Telefonica

In Novartis manual processing is strictly

prohibited.

In Telefonica both manual and written

process are strictly followed.

Job analysis is very simple. Job analysis is complex.

Basic activities are advertisement based. Basic activities are based on planning.

The system of receiving job application is

easy.

The system of receiving job application is

hard.

Job officer is responsible for any results. Job officer is not fully responsible.

The panel group filters the application. The viva board filters the applications.

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2.4 effectiveness of the enlisting and choice process:

The Novartis Company has successfully overcome their drawbacks with the effective

human resource management. They have dynamically changed their employee recruiting

system which plays a vital role for the development of the organization. Besides they

have maintained their standard by increasing the employee productivity. They used the

seven basic factors that helped themselves to become successful (Cavanaugh 1956). The

Seven factors are described below:

Development of enlisting advertisement: Novartis has dynamically changed

their recruitment system by engaging detail job specification and description in

the advertisement which will be helpful for the new employees to find their field.

Review resumes and candidates: the system of reviewing resumes and

candidates has also been updated. By the enlisting that the interview schedule is

going to be command or discharged. The candidate assessment has become easier.

Keep track of candidates and their progress: By checking regularly the

employee performance and tracking the candidates they have found their way to

success as information is all about.

Set up candidate interview: A well planned and prepared viva board helps to

find the right qualified person for the job which is followed by the Novartis.

Build relationship with the candidates: a harmonious relation between

employees and employer helps to achieve organization’s goal easily. Novartis is

exactly doing this I mean there is a harmonious relation between the candidates

and the top managers.

Use personalized template letter: Communication is a must for the candidates as

information can be easily gathered by it. So a well customized example letter is a

vital part of this section.

Review the recruitment procedure: Lastly revising the recruitment procedure at

a daily basis and correcting the flows make Novartis to achieve their goal.

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Reward to workers as to inspire and retain them

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3.1 The link between psychological feature theory and rewards

Motivation basically means the maneuver from one place to another. From Latin society

the word comes first. Motivation is the most useful tool for the employer to get the things

done by the employee effectively. By using this tool human resource managers easily

moved toward the organization goal. When the employees are satisfied and motivated to

work for the organization then the success for the company is a must, as employees will

produce more and the pre unit costing will be minimized. There are basically two types of

motivation process. They are as follows:

Intrinsic Motivation: Under this process employees are trained to take

responsibilities by adding value to the organization.

Adventitious Motivation: Under this process employees are motivated through

praise, recognition, remuneration and rewards.

Reward is always having some effect; positive reward will definitely boost up the

employees to perform extremely well. The reward provided can be of monetary or non-

monetary unit encouraging the workforce to meet the objective of the organization.

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3.2 Job analysis and factors of determinant pay

Job analysis reflects the role and character of the corporation through some rules and

regulation. Every job is measured in a wide range of scale and balance is maintained

among them. Payments may vary time to time depending on the situation. Payment

system must be reviewed properly because this is the main motivation factor for the

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employees. But more or less every company follows one single payment system. There is

some vital factor that affects the payment system. They are as follows:

Employee ability to pay: According to the work payment must be fixed. There

must have been some similarities between them.

Employee willingness to pay: Employees must have to have the strong will to

pay.

Employee acceptance: The payment system should be in a dynamic way so that

employee accepts this.

The determinant pay factors are also described below:

Position in hierarchy: According to the position of the employee in the

organization payment is given.

Skills performance and experience: payment should be on the basis of skill and

performance.

Analysis through data and regulation of organization: Previous data must be

checked for setting the payment system.

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3.3 Effective reward system

Reward system is the most vital tool for increasing productivity of an organization. There

are 2 types of reward tangible and intangible. Rewards are presented to the people who

fulfill the expectation of the organization and portray showmanship and quality. 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

mechanically the manufacturing rate of the corporate is increased. The effectiveness of

the reward systems are described below:

Earnings will increase: The reward system rises the productivity along with

which the earnings also increase by minimizing per unit costing.

Bonus: Getting anything extra is always pleasing. For good performance bonus is

paid to the employees according to their skill,\.

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Promotion: Promotion is the most desired reward in the reward system. In this

reward employees with caliber are promoted. This will be helpful for the

employees to build up their career.

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3.4 Observing worker performance

Observing: Only observation can find the solutions for the defects Through this

method two persons are monitored at the same time and their work capability is

compared and the backlog can be precisely defined.

Assessment: A worker is not assessed on a particular job but the overall

performance in the workplace. This plays a vital role for both the employees and

the employer.

Ranking: Employee ranking motivates the workers to work more deliberately for

the organization. The ranking of the performance of the worker by the

management and the comparison between to workers needs not be biased in favor

of anyone so as the best man should win.

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Mechanism for Surcease of Employment

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4.1 Causes of Employment Cessation

Every organization has their own rules a policies that the employees are obliged maintain.

The employees need to abide and work by these regulations for the satisfaction of the

company and if these rules are not followed then it disrespects the organizational

behavior (Carlopio 2012). There are some factors that cause cessation. They are as follows:

Out of bound work

Poor productivity

Illegal procedure

Creating conflict within the organization

Absence from work

Merge performance

Incompetency in workplace

Violation of basic rules of the organization.

Destroying organization’s reputation

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4.2 Organization procedure to retain employees

Both the Novartis and the Telefonica has taken some steps to retain employees otherwise

the productivity will lessen in comparison to present and both the companies have to face

trouble in future. The initiatives taken by both the companies are as follows:

Payment is somehow managed as average for the employees

Arranging some entertaining facilities after finishing hour to refresh and

energized the employees

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Giving right feedback to the employees

Arranging adequate training session so that they can be skilled enough to perform

up to the mark

Creating the environment of the workplace smooth and harmonious.

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4.3 Legal and regularity framework on employment

Employees must have to have the adjusting capabilities with new situation. After being

recruited every employee need to be trained up properly so that they can cope up with the

organization’s culture and environment. If the employees are successful then they are

remunerated handsomely for their efforts. Compensation and bonus should be given at a

regular basis and most importantly the organization have to facilitate the easy going

environment and have to ensure the scope for new options so that the employees can

build themselves up.

Conclusion

After analyzing these facts regarding human resource management and its impact over the

organizations growth we can easily conclude that HRM plays a vital role for every

company’s success. This discusses about lots of problems like management, performance,

communication, administration, and so on so these sectors should be revised and

necessary steps should be taken to become successful by achieving the targeted goals.

The perfect management of human resource can only increase productivity of the farm

and thus ensures the ultimate growth.

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References:

Aragon, I, & Valle, R 2013, 'Does training managers pay off?', International Journal Of Human Resource Management, 24, 8, pp. 1671-1684, Education Research Complete, EBSCOhost, viewed 20 March 2013.

Carlopio, J, Andrewartha, G, Whetten, D, & Cameron, K 2012, Developing Management Skills : A Comprehensive Guide For Leaders / James Carlopio And Graham Andrewartha ; Adapted From The Text By Whetten And Cameron, n.p.: Frenchs Forest, N.S.W. : Pearson Australia, 2012.

Cavanaugh, RM 1956, 'Development of Managers--Training in a Research Division', Administrative Science Quarterly, 1, 3, pp. 373-381, Business Source Complete, EBSCOhost, viewed 20 March 2013.

Waddell, D, & Stewart, D 2000, Training And Management Development Of Quality Managers / Dianne Waddell And Deb Stewart, n.p.: Caulfield East, Vic. : Dept. of Management, Faculty of Business and Economics, Monash University, 2000, CQUniversity Library Catalogue, EBSCOhost, viewed 20 March 2013.

Zaccarelli, HE 1988, Training Managers To Train : A Practical Guide To Improving Employee Performance / By Herman E. Zaccarelli, n.p.: Los Altos, Calif : Crisp, c1988., CQUniversity Library Catalogue, EBSCOhost, viewed 20 March 2013.

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