1. Date
Submitted By
[THE HUMAN RESOURCE
MANAGEMENT]
Submitted to

2. Table of Content
Page No.
Executive Summary
Task-1
Task-2
Task-3
Task-4
02
Pass 1
Pass 2
Pass 3
Pass 4
Pass 5
Pass 6
Pass 7
Pass 8
Pass 9
Pass 10
Pass 11
Pass 12
Pass 13
03
03
04
05
06
06
07
08
09
09
10
11
12
Pass 14
12
Pass 15
13
Conclusion
13
Reference
14
1

3. 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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4. 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.
PASS-1
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).
Pass-2
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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5. 
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.
PASS-3
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.
4

6. 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.
PASS-4
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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7. A Way to Recruit Employees
PASS-5
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.
PASS-6
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).
6

8. 
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.
PASS-7
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 In Telefonica both manual and written
prohibited.
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 The system of receiving job application is
easy.
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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9. PASS-8
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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10. Reward to workers as to inspire and retain them
PASS-9
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 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 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
9

11. 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.
PASS-11
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,.
10

12. 
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.
PASS-12
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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13. Mechanism for Surcease of Employment
PASS-13
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
PASS-14
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
12

14. 
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.
PASS-15
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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15. 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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