This document discusses human resource management and personal management. It begins with an executive summary highlighting the key differences between the two. The document then covers various aspects of human resource management, including recruitment and selection processes, reward systems to motivate employees, and mechanisms for terminating employment. It emphasizes the importance of HRM for organizations and how HR policies should be designed to support employees. The legal and regulatory framework governing employment is also addressed.

1. An assignment on
Human Resource Management
Submitted:
Name:
ID:
Submitted To:
Date of Submission
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2. Executive Summary:
Human resource management is the management process of an organization's
personnel, or human resources. It is liable for the magnetism, selection, training,
assessment, and rewarding of employees, while also supervision organizational
guidance and culture and ensuring compliance with employment and labor laws. In
circumstances where employees desire and are legally authorized to hold a collective
bargaining agreement, HR will also serve as the company's primary liaison with the
employees' representatives (usually a trades union).
While, Personal Management is the process of planning and outlining personal targets
for your life, and then working out ways of achieving such. These goals must include
both long term and short term goals, and should cover a range of topics including
finance, careers, education and time management.
This assignment highlights on different variations between personal management and
human resource management.
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3. Table of Contents
Executive Summary: .................................................................................................................................. 0
1. INTRODUCTION ................................................................................................................................... 3
PASS-1 .................................................................................................................................................... 3
PASS -2 ................................................................................................................................................... 4
PASS-3 .................................................................................................................................................... 4
PASS-4 .................................................................................................................................................... 5
2. The simplest way TO RECRUIT EMPLOYEES? .............................................................................. 6
PASS-5 .................................................................................................................................................... 6
PASS-6 ....................................................................................................................................................... 7
PASS-7 .................................................................................................................................................... 9
PASS-8 .................................................................................................................................................. 10
3. Reward to staff therefore on inspire and retain them ..................................................................... 10
PASS-9 .................................................................................................................................................. 10
PASS-10 ................................................................................................................................................ 11
PASS-11 ................................................................................................................................................ 11
PASS-12 ................................................................................................................................................... 11
4. Mechanism for the halt employment ..................................................................................................... 12
PASS-13 ................................................................................................................................................... 12
Serious misconduct...................................................................................................................... 12
Willful disobedience to lawful orders. ........................................................................................ 12
Gross and habitual neglect of duties. ........................................................................................ 12
Fraud or willful breach of trust / Loss of confidence. .............................................................. 12
Commission of a crime or offense. ............................................................................................ 12
Analogous causes. ....................................................................................................................... 12
PASS-14 ................................................................................................................................................ 12
PASS-15 ................................................................................................................................................ 13
CONCLUSION .......................................................................................................................................... 14
References ................................................................................................................................................ 15
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4. 1. INTRODUCTION
Human Resource Management (HRM) is the function within an organization that
focuses on recruitment of, management of, and providing direction for the people who
work in the organization (Henry, 1989). HRM can also be performed by line managers.
HR is an artifact of the human relations movement of the early 20th century, when
researchers began authenticating ways of creating business value through the strategic
management of the workforce. The function was initially lead by transactional work,
such as payroll and benefits administration, but due to globalization, company merging,
technological advancement, and further research, HR now focuses on strategic
initiatives like mergers and acquisitions, talent management, succession planning,
industrial and labor relations, and diversity and inclusion.
PASS-1
1.1 Deference between unit of your time and human resource
management
There are different types of Human Resource Management based company. Oneof
them is Cisco system, Inc. It operates human resource management. Theprimaryroles
of associate HRM organization is conferring various issues like hiring performance,
management, compensation, communication, administration, benefits, losses and
upbeat. Personnel management focuses on personnel administration, employee welfare
and labor relation and Human resource management focuses on procurement,
development,
motivation
and
maintenance
of
human
resources
in
the
organization.Under personnel management, job design is done on the basis of division
of labor while in human resource management, job design task is done on the basis of
group work/team work.Personnel management is concerned with personnel manager.
Human resource management is concerned with all level of managers from top to
bottom.
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5. PASS -2
1.2 The perform of unit of your time department
The human resource management is usually worries 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.. The HRM performs some functions which areRecruitment,Training, Professional Development, Benefits and Compensation, Ensuring
Legal Compliance.
Recruitment is the most important job of human resource management. By training and
personal development the HR department ensures the growth of skill and efficiency of
the employees. Other benefits and compensation ensures the motivational stream of
the employees. The unit of your time policy is also a system that confirms a secure and
healthy setting for the company. It checks the instrumentality, materials and work areas.
It is the matter of unit of your time policy is continuingamusing activities, insurance
schemes, paternity leave, and employee welfare funds of the company.
PASS-3
1.3 Assess the role and responsibilities of line controller
A Line manager of the Cisco Company is one who is in charge of all the employees in
the company. A Line manager encourages the staff to provide their highest
possibleperformancefor the company.
Typically the management responsibilities carried out by line managers (particularly
front-line managers) might include:
Day-to-day people management
Managing operational costs
Providing technical expertise
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6. Organization of work allocation and rotes
Monitoring work processes
Checking quality
Dealing with customers/clients
Measuring operational performance.
A human resource manager always needs to check the growth of the employees. This
growth includes the production rate, efficiency rate, and capacity rate, and work
performance, growth in skill and adaption development.
PASS-4
1.4 Impact of the legal and restrictive framework on HRM
Legal and restrictive is an important issue for human resource management. It has an
great impact on the functioning process and the activities of the HRM. It binds the
manager with certain responsibilities and limitations. But it also makes a clear guidance
about the procedure to follow for the human resource managers. The legal and
restrictive framework on human resource management contains a nifty impact at
interludes the social and environmental needs for the long haul nature.
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7. 2. The simplest way TO RECRUIT EMPLOYEES?
PASS-5
2.1 The design of HRM
The unit of your time started is incrediblyessential for any forms of organization. So the
Cisco Company formulates a business started before the openingofits business. The
unit of your time started regularly play vigorous role for any practices of organization.
The accomplishment of the Cisco Company is directly united to the human resource
coming up with. At intervals the unit of your time started it's very said regarding the
basics and rules of the company and for the employee. The dispositions and types of
the companies are clearly illustrious by the unit of your time developing with.
Achieving Human Resource Management objectives depends, ultimately, on the
translation of the philosophy and policies which an organization holds as valid, into
practice by line managers who are the first "human resources" managers of the
organization.
Human Resource Management systems and procedures are the keys to this
transformation.
Design for the Human Resource ManagementDraft the Human Resource Management policies by which your organisation
should be guided following consultation with staff and employees
Prepare the procedure guides for implementation of these policies, and hold
workshops to train staff in their usage
Design the forms and other documentation for following the procedures, including
manuals
Arrange, where necessary, for the computerization of systems and records
Design and draft Employee Handbooks.
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8. PASS-6
2.2 The stages involved in human resource recruitment
Human resource recruitment technique is implausibly necessary in human resources
management In order to increase efficiency in hiring and retention and to ensure consistency
and compliance in the recruitment and selection process, it is recommended the following steps
be followed –
Step 1: Identify Vacancy and Evaluate Need
Recruitments provide opportunities to departments such as aligning staff skill sets to
initiatives and goals and planning for departmental and individual growth. Although
there is work involved in the hiring process, proper planning and evaluation of the need
will lead to hiring the right position.
Step 2: Develop Position Description
A position description also referred to as a job description is the core of a successful
recruitment process. From the job description, interview questions, interview evaluations
and reference checks questions are developed. erson for the role and team.
Step 3: Develop Recruitment Plan
Each position requires a documented Recruitment Plan which is approved by the
organizational unit (Garry 1994). A carefully structured recruitment plan maps out the
strategy for attracting and hiring the best qualified candidate and helps to ensure an
applicant pool which includes women and underrepresented groups including veterans
and individuals with disabilities.
Step 4: Select Search Committee
To ensure applicants selected for interview and final consideration are evaluated by
more than one individual to minimize the potential for personal bias, a selection
committee is formed. The hiring manager will identify members who will have direct and
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9. indirect interaction with the applicant in the course of their job. Each hiring manager
should make an effort to appoint a search committee that represents a diverse cross
section of the staff.
Step 5: Post Position and Implement Recruitment Plan
Once the position description has been completed, the position can then be posted to
the UCR career site via the ATS. Every effort should be made to ensure the accuracy of
the job description and posting text. It is not advisable and in some instances, not
possible to change elements of a posted position. The reason for this has to do with the
impact a given change may have on the applicant pool.
Step 6: Review Applicants and Develop Short List
Once the position has been posted, candidates will apply via UCR’s job board.
Candidates will complete an electronic applicant for each position (resume and cover
letter are optional). Candidates will be considered “Applicants” or “Expressions of
Interest”.All applicants must be reviewed and considered. Applicants are those who
apply during the initial application period as described in Step 5.
Step 7: Conduct Interview
The interview is the single most important step in the selection process. It is the
opportunity for the employer and prospective employee to learn more about each other
and validate information provided by both. By following these interviewing guidelines,
you will ensure you have conducted a thorough interview process and have all
necessary data to properly evaluate skills and abilities.
Step 8: Select Hire
Final Applicant
Once the interviews have been completed, the committee will meet to discuss the
interviewees. Committee members will need to assess the extent to which each one
met their selection criteria.The search committee rating sheet will be helpful in justifying
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10. decisions and making them as objective as possible.The most important thing to
remember is that you will need to be able to justify your decision.
Step 9: Finalize Recruitment
Upon completion of the recruitment process the offer to the selected finalist is made.
The salary to be offered is to be equitable and lead to the retention and motivation of
employees.
PASS-7
2.3 The recruitment and selection technique in a pair of organizations
The Comparison between a pair of organizations:
1. The Novartis
a. The system of
application is easy.
2.The Telefonica
receiving
job
a. It is totally opposite to the Novartis.
b. Its activities are based on advertising
system.
b. Its activities are based on planning
though has advertising system.
c. 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.
d. Manual process is strictly followed.
e. Manual and written process is strictly
followed.
e. The application form is sent to the
f. The application form is sent to the
candidates by email or through the candidates by directly posting system.
online.
f. The panel group is filtering the
g. The viva board is filtering the
application.
application form.
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11. PASS-8
2.4 Effectiveness of the recruitment and selection process:
There is some effectiveness of the recruitment and selection process. That can beData collection.
Need recognition.
Positive Change.
Bringing variation.
Develop employment advertising info.
Build relationship.
Measurement the quality of heir:
Candidates’ interviews
3. Reward to staff therefore on inspire and retain them
PASS-9
3.1 The link between the psychological feature theory and rewards:
Thepresenceofanoxioussubstancetowhichworkersareexposed,Forexample,createsarelat
ivelydirectlinkbetweenanaspectofthephysicalenvironmentandasubsequenthealthproblem
.
An individual will consider that he is treated fairly if he perceives the ratio of his inputs to
his outcomes to be equivalent to those around him. Thus, all else being equal, it would
be acceptable for a more senior colleague to receive higher compensation, since the
value of his experience (and input) is higher. The way people base their experience with
satisfaction for their job is to make comparisons with themselves to people they work
with (Porter 1985). If an employee notices that another person is getting more
recognition and rewards for their contributions, even when both have done the same
amount and quality of work, it would persuade the employee to be dissatisfied. This
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12. dissatisfaction would result in the employee feeling underappreciated and perhaps
worthless. This is in direct contrast with the idea of equity theory, the idea is to have the
rewards (outcomes) be directly related with the quality and quantity of the employees
contributions (inputs).
PASS-10
3.2 Job analysis and various factors determinant pay:
Compensation is a strategichuman resource management issuewhere it is also known
as salary andwages, remuneration, reward and/orpay system. These terms are often
usedinterchangeably in organizations, buttheir meaning are similar. At its most general
level of conceptualization, job satisfaction is simply how content an individual is with his
or her job. At the more specific levels of conceptualization used by academic
researchers and human resources professionals, job satisfaction has varying
definitions. Affective job satisfaction is usually defined as a superficial subjective
construct representing an overall emotional feeling individuals have about their job as a
whole
PASS-11
3.3 The effectiveness of reward system in many contexts:
Reward system is an effective way to motivate the employee. It effectiveness is shown
in many way. It motivates the employee to increase their work performance and get the
highest level of interest in their job (Peter 2005). Reward system prevents the
boringness of a job and brings variation in the work environment.
PASS-12
3.4 look the employee performance:
Observation on the employee performance is a important job of the HR managers. This
enables them to evaluate the capability and work rate of the employee (Greer 2012).
Managers can create the rankings of the performance of the employees. This
observation helps managers to get close to the employees and give a clear idea to take
initiative for the development of work performance of the employees.
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13. 4. Mechanism for the halt employment
PASS-13
4.1 Causes for employment cessation:
Serious misconduct.
Willful disobedience to lawful orders.
Gross and habitual neglect of duties.
Fraud or willful breach of trust / Loss of confidence.
Commission of a crime or offense.
Analogous causes.
PASS-14
4.2 A pair of organizations procedures to exist employees:
The Novartis and so the telephonic corporations perform these procedures to
retain the employees:
Creating the setting funny and fantasy once the operative hour is sort of finished
the company provides some music and funs for the employee(Ralph 2013).
Managing the payment in average time is another performs of the company.
Composing the proper work for the employers is in addition favorable for the
company.
The company considers the employers’ needs in Associate in nursing passing
nice worth.
The organization is ready to manage the feedback to the staff.
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14. PASS-15
4.3 The legal and regularity framework on employment:
Each school has a number of obligations under UK and European law when involved in
the recruitment andselection of staff (Henry 1989). An outline of the core legislation is
provided below. For further information on any aspectof the legislation, please contact
theLA’sHuman Resources Department for clarification.It is now unlawful for employers
to ask health-related questions of applicants before job offer, unless the questions are
specifically related to an intrinsic function of the work (Holbeche 2013). This means that
schools should no longer, as a matter of course, require job applicants to complete a
generic health questionnaire as part of the application procedure. The DFE are
considering the implications of this in relation to existing guidance for schools on
establishing fitness and ability to teach (as required by the Health Standards (England
Regulations 2003).
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15. CONCLUSION
In this modern era no organization can deny the importance of human resources
management.
To ensure the best output from the employee, HR department
contributes most. That’s why an organization should make the policies more employees
friendly so that the HR department can operate freely and enhance the work
performance rate in the company.
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16. References
Garry, 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.
Henry, R.S. (1989) Strategic Human Resource Management and Industrial Relations. Human
Relations, 42(2): 157–184.
Peter, D., Hall, L. and Taylor, S. (2005) Human Resource Management. Harlow: Financial
Times.
Greer, C.R. (2012) Strategy and Human Resources. Englewood Cliffs, NJ: Prentice-Hall.
Ralph, C. & Pettigrew, A.M. (2013) Patterns of Strategic Change in the Development of Human
Resource Management. British Journal of Management, 3: 137–156.
Holbeche, L. (2013) Aligning Human Resources and Business Strategy. Oxford: ButterworthHeinemann.
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