1. The human
resource
management
Submitted By
Submitted to

2. TABLE OF CONTENT
PAGE NO
Executive Summary
02
Introduction
03
Pass-1
03
Pass-2
03
Pass-3
05
Pass-4
05
Recruitment Procedure
06
Pass-5
06
Pass-6
06
Pass-7
07
Pass-8
08
Reward to Inspire and Retain
09
Pass-9
09
Pass-10
09
Pass-11
10
Pass-12
10
Mechanism For Surcease Of Employment
12
Pass-13
12
Pass-14
12
Pass-15
13
Conclusion
14
Reference
15
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3. Executive Summary
The background of Human resource management is a structure of wants, policies and
procedures that is measured and formed through legal and regulative needs. In the
national and European legislation unit we can see that there hasbeen an antidiscriminatory legislation which has spread widely, which results in the waste of time and
pricey proceedings. With the help of effective human resource management policies,
processes and practices the organizations have developed very skilled and talented
workers who contribute effectively to the growth of the organization. Human resource
helps an organization to gain a competitive edge in this competitive economic market.
This is done through the development of human resource and company resource
development. The recruitment process is very important process for the development of
the organization. The recruitment procedure is complex and the various factors involved
are discussed in the assignment. The processchange and development to bring an
organization to success is called change management. Modification theory is based on the
pillars of the basic structure and tools which helps to make the growth and minimize
losses.
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4. Introduction
Human Resource Management plays a vital role in the management structure of an
organization. In the corporate world it is important for an organization to maintain a
balanced workforce to achieve the organizational targets and goals. For the development
of the workforce the human resource management needs to be organized and cooperative
to the workforce and maintain the administration, training, performance, compensation,
benefits and regularly communicate with them to remain updated of their situation.
Pass-1
1.1 Comparison of Human Resource Management and Unit of Time
The process of guiding the workforce and providing them with necessary directions in
their in their organization is popularly labeled as Human Resource Management. In
today’s economic market there are a wide range of organizations focusing individually on
the sector of human resource management. One of the noted firms in this field is the
Cisco System, Inc. performing HRM with integrity. The foremost criteria of HRM are
issues dedicated to monitoring hiring, management, communication, administration,
performance and benefits and losses. In the context of HRM that there are 2 types of
management system (i) Non Public Management (ii) HRM.
The main concept of HRM is to influence the workforce directly whereas on the other
hand non-public management is the direct opposite as it influences the workers staying on
the outside indirectly. The variation of management is different for all companies as there
are always variations in the cultures and integrity of the company regarding relationships,
cooperation, leadership and management.
Pass-2
1.2 Performance of Department of Unit of Time
The main concern of human resource management is the collaboration of the individuals
and the geographic points with the corporate of the organization. The 5 main functions of
HRM arediscussed below:-
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5. Recruitment: The recruitment procedure is the most vital role of the HRM function
which consists of the enlisting of the able recruits. For doing so they need to find the
suitable persons thus by creating mass promotional gear and reaching out to the people.
Motivation: In HRM the motivational process works in a very different methodology.
There are various factors that are considered before starting the motivational process.
Some of the ways in which the corporate world is motivated are given below:

Increment

Bonus

Equity

Reward

Flexible operational time
Growth and Planning:For the development and growth of a company the condition to do
well is to keep the employees satisfied and cooperative among them which is an
important function of the HRM.
Implementation of unit of time policy: This policy is a system which measures the
instrumentality and progress in the work areas. This policy looks after the overall welfare
of the workers.
Establishment of rich work culture: The work environment needs to be progressive so
as to achieve the best outcome. For growth it is necessary for an organization to bring
about livid changes to its environment.
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6. Pass-3
1.3 Accessing the roles and responsibility of line controller
In Cisco Company the role of a line manager is the accountability of the management of
the workers in the chain working under him. It is the work of the line manager to motivate
the workers and urge them to put in their best efforts in the job they are doing. They are
the person responsible for the overall evaluation of the performance standard of the
workers. The road manager helps the line manager in various aspects of the management
duties. The prime objective of role manager is the discipline of the workers in the
workplace and keeping up to speed with the environment. The duties and responsibilities
of a line manager is given below:
Strategy of HRM: The strategy of every HRM is to access the situation with different
scenario and take initiatives in accordance.
Performance assessment: The performance of every employee is measured and access
correctly by the line manager and forwarded to the HRM.
Quality: The HRM duty of road manager is to check and justify the quality of the product
and service provided by the corporation.
Client Management: The person who deals with the clients is the road manager and all
client benefactors are monitored through him.
Coordination of the unit of time team: With collaboration from this team the time
management of production is monitored and benefits and losses are accounted for.
Pass-4
1.4 Impact of legal and regulative framework on HRM
The legal and regulative framework always provides an important impact on the Cisco
Company HRM. The appealing issue that comes to focus is the moral issues of the
employees. An employee comes to limelight if he is really good or there is something
different in his moral conduct. By implementing legal and regulative framework a
sensible and constructive environment can be built socially.
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7. 2. Recruitment Procedure
Pass-5
2.1. The look of HRM
The unit of time methodology is very important for every corporation and it eventually
plays a vital role in the corporation. Cisco Company is a firm believer in this method they
have everything planned before going into operation. The success of this company is
basically eye catching due to its diverse and unique HRM methods. The unit of time gives
a certain target to every employee therefore boosting the work power and capacity. The
additional setup of business strategy is handled by the HRM and their goals and
objectives are clearly mentioned and accounted for. Then the setup of the base and the
foundation rules for the workforce are clearly mentioned in the corporate outline in
accordance to the theory of unit of time. The Business strategy in lieu of the methodology
of the unit of time it has also been very importantly highlighted that the main objective is
the progression of the organization. The important discussion of the unit of time is job
contract and job analysis because the important topic is the analysis of the job and the
requirements expected of the organization from the employee. Within the unit of time
framework it is required for the skill to achieve quality through the directions and
notations provide through working in an environment.
It is clearly related in the US illustrations of the corporations that the companies are
required to recruit new and skilled employees and this should be done through HRM.
Pass-6
2.2 Stages of Human Resource enlisting
The stages of human resource enlisting method are stated and discussed below:
Job analysis: The road to getting a job is never ending. Actually there is nothing known
as a new posts it is just a vacancy or an extension of the job headed by a senior member
of the organization. The process of the work done is imbibed by the organization and
room for improvement is made.
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8. Job description: When the process of getting a job done is enlisted in the documents then
it is called job description.
Sourcing: The strategy of filling job vacancies through internal and external
advertisement and preparing a list of potential candidates who can be contacted and most
suited for the job.
Screening and Selection: Each and every job has a base of skill, knowledge and
qualification to be fulfilled. This condition can be fulfilled through screening resumes and
short listing candidates to go through a certain selection criteria to obtain a place at the
desk.
Lateral hiring: Nowadays lateral hiring is a progression of the career of an individual
where they switch from one job to another for better benefits.
Onboarding: The vague process of enacting new employees into the organization is
onboarding. It is a simple process in which the company helps the individual to become
productive members through their guidance.
Pass-7
2.3 Enlisting and Choice comparison of organizations
 Novartis
 Job analysis is easy.
 Job application procedure is easy.
 Advertisement based activities
 Enlisting is less tenacious and online based
 Enlisting process is done single handed
 Recruitment team filters applications
 The Telefonica
 Job analysis is complex
 Job application process is time consuming
 Activities are planning based
 Manual application procedure
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9.  Enlisting is entrusted to a team
 Application is filtered by viva
Pass-8
2.4 Effectiveness of the enlisting process
The dynamic change in the policy of the Novartis Company has helped it from crucial
drawback. The effectiveness in the enlisting procedure is very important to maintain the
standard of the organization and its employees to generate productivity. There are seven
factors of enlisting effectiveness that are listed below:
 Development of enlisting advertisement
 Review resumes& candidates
 Keep track of candidates, qualifications and progress
 Setup candidate interviews
 Build relationship with the candidates
 Use personalized template letter
 Review the recruitment procedure
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10. 3. Reward to Inspire and Retain
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3.1 Link between Psychological Feature Theory and Reward
The origin of the word motivation comes from the ancient Latin society which means the
maneuver or the locomotion from one place to another. Using this technique the managers
turn the wheel of an organization smoothly. If the employees are satisfied and motivated
then the corporate goals can easily be accomplished. Motivation is the key to running a
management system smoothly so as to keep the employees happy and freshly entertained.
There are 2 types of motivation process (i) Intrinsic motivation (ii) Adventitious
motivation. Intrinsic motivation is the process in which the employees are coached and
trained to take up responsibility and add value benefitting the organization. But
adventitious motivation is the process in which the employees are motivated through
praise, recognition, remuneration and rewards.
Rewards are gift provided by the organization to the individuals or team for the
outstanding performance in the workplace. This theory boosts the manufacturing process
through influencing the workers. The reward provided can be of monetary or nonmonetary unit encouraging the workforce to meet the objective of the organization.
Pass-10
3.2 Job analysis and factors of determinant pay
Job analysis is a system in which the roles of a corporation are characterized through
some rules and regulations. The measurement of all jobs is done on the wage scale
provided to the employees by the employer and it is necessary for the organization to
maintain a balanced wage scale. The payment method varies from time to time or place to
place or basing on the situation. But a single method is stable for all the organizations.
Some organization pay quarterly others by the work done whereas some jobs are
performance based. There are three factors which determine the pay scale (i) Employee
ability to pay (ii) Employee willingness to pay (iii) Employee acceptance. The factors of
determinant pay are given below:
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11.  Analysis through data and regulation of organization
 Skills, performance and experience
 Position in hierarchy
 Alignment of attributes and roles
Pass-11
3.3 Effectiveness of reward system
The reward system is one of the vital structures of the organization. It is the method to
increase 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 (Lynch 2006). The process in which the
rewards are distributed among the employees is on the basis of their performance and
productivity with the organization. The reward system encourages internal competition
between the employees and helps build a flawless team sometimes (Gordon 2012). The
reward system effectiveness are discussed below:
Increase in earnings: The reward system increases the productivity along with which the
earnings also increase.
Bonuses: For good performance additional bonus is paid to the workers.
Promotion: Promotion is the most desired reward in the reward system. In this reward
employees with caliber are promoted.
Pass-12
3.4 Observing worker performance
Monitoring is an important factor of managerial skill. The performance of a worker is
monitored by the management. There are various ways of monitoring of which only 3 are
listed below:

Observing: Through this method two persons are monitored at the same time and
their work capability is compared and the backlog can be precisely defined.
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12. 
Assessment: A worker is not assessed on a particular job but the overall
performance in the workplace is monitored and specific criteria’s are determined
and helped to polish.

Ranking: The documenting 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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13. 4. Mechanism For Surcease Of Employment
Pass-13
4.1 Causes for Employment Cessation
The foundation of any company is based on the rules and regulations established during
the inception of the company (Knight 2007). 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 of the organization. The causes for
cessation can be as follows:
 Poor productivity
 Merge performance
 Financial condition modification
 Violation of foundation rules
 Incompetency in workplace
 Out of bound work
 Illegal procedure use
 Absence from organization
 Creating conflict in organization
 Damaging the company’s reputation
Pass-14
4.2 Organization procedure to retain employees
The Novartis and The Telefonica firm take certain initiatives to retain the employees.
 Easy going workplace
 Average work time payment
 Adequate training
 Employer is above all
 Feedback to workers
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14. Pass-15
4.3Legal and regularity framework on employment
The employees after being hired should be trained to adjust to the environment. If the
environment is positive it will benefit the employees (Inglis 2012). If the employees are
successful then they are remunerated handsomely for their efforts (Hardre 2009). For
doing all these organization need to establish a legal and regularity framework to gain
prosperity and achieve progress.
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15. Conclusion
From the discussion we can conceive that HRM plays the vital role in the management of
an organization. It deals with the problems of the individuals of the organization and
accesses the management, administration, employee performance and communication. So
overall we can say that HRM is the right hand of the organization.
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16. REFERENCE
Gordon, G, Shepherd, C, Lambert, B, Ridnour, R, & Weilbaker, D 2012, 'The training of sales
managers: current practices', Journal Of Business & Industrial Marketing, 27, 8, pp. 659-672,
Business Source Complete, EBSCOhost, viewed 20 March 2013.
Hardre, P, & Reeve, J 2009, 'Training Corporate Managers to Adopt a More AutonomySupportive Motivating Style toward Employees: An Intervention Study', International Journal Of
Training And Development, 13, 3, pp. 165-184, ERIC, EBSCOhost, viewed 20 March 2013.
Inglis, L, & Cray, D 2012, 'Career Paths for Managers in the Arts', Australian Journal Of Career
Development, 21, 3, pp. 23-32, ERIC, EBSCOhost, viewed 20 March 2013.
Knight, C 2007, Building Resilience In Learning Managers [Electronic Resource] / Cecily Knight,
n.p.: FrenchsForest, NSW : Pearson Education Australia, 2007., CQUniversity Library Catalogue,
EBSCOhost, viewed 20 March 2013.
Lynch, D, & Smith, R 2006, Preparation Of A Learning Manager In The BLM Program [Electronic
Resource] / David Lynch And Richard Smith, n.p.: FrenchsForest, N.S.W. : Pearson Education
Australia, c2006., CQUniversity Library Catalogue, EBSCOhost, viewed 20 March 2013.
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