Introduction

At present it is beyond question that, Human Resource Management is the

precondition for the ultimate success of business organization. The necessity of
Human Resource Management is undeniable for profit as well as nonprofit
organization as it includes job analysis , planning employee needs , recruitment ,
training , managing wages and salaries , employee performance evaluation ,
communication with employees , settlement of organizational disputes , leadership
etc. There have many theories and practices related to Human Resource
Management since its development. Most of the Organizations have their own HRM
department to facilitate management practice towards achieving organizational
goals.

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Samreen Khan

Human Resource Management

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Task 1- Extract 1
a- L.O-(1.1)
Difference between Personnel and Human Resource Management
The theory and practice related to Personnel and Human Resource Management:
The theory and practices of personnel management and human resource
management are almost same. Byers and Rue (2006) agreed that Human Resource
Management termed as a system of some tasks and strategies focusing on
managing employees successfully at various level of organization ensuring the
goals of that organization. Personnel Management related to only the management
activities of the employees who are in a particular department in an organization.
Management is getting attention to small and medium enterprise in recent time. It
was ignored by many HR researchers to do the research in this field. But the
demand of globalization is the fully concentration to each field. It is argued by
Muhammad Muar (2012) that the word is becoming uncertain day by day. And this
uncertainty highly causes inefficiency for much business organization particularly
small and medium organization (SME) in the global business market. Human
Resource Management is also greatly important of small and medium enterprise.
The areas where organizations use Human Resource Management input are
development of legal management system , development of ethical management
system , job analysis and job design, recruitment and selection, motivation to
employees , distributing the benefits of employees, negotiating with organization
labor , termination of employees Career opportunities , strategic planning, etc.

b- L.O-(1.2)
The ways HRM functions can contribute to organizational goals are;
The major five functions of Human Resource Management are recruitment,
motivation, planning, implementing HR policies and establishing fair work culture.
The Human Resource Management functions starts with recruiting. The primary
steps of recruitment includes advertisement, job fair etc. Recruitment carries
greater responsibility as it is a selection criterion from a large pool of applicants.
Evaluation is an important factor for recruitment function. Evaluation may be on the
basis of applicants educational background, talent, character traits etc. In many
countries of the world selection process includes written exam and viva voce for
checking the eligibility of candidates. Appropriate selection of employee helps
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organization to achieve its ultimate success. So it can be said that organizational

success of failure or level of success or failure highly depends on recruitment.
The next step of recruitment is motivation. It is very essential go get employees
motivated to any organizations vision. Top level managers should design the job
and responsibility of employees in such way that employee may think the
organizational goal as their own goals. Equity, bonus, increment, award,
complementary vacation and flexibility in working hours are the main tools of
motivating.
Implementing Human Resource Policy is concerned with the safety and welfare of
employees. Day to day cheek of work spaces, materials, equipment are the key
terms related to Human Resource Managements implementing HR policies. By dint
of this type of treatment to employees, employees can think the organization as
their own one. And this type of implementing policy can facilitate the organizational
goal at a large extent.
Planning growth concern with exploring and ensuring the utilization of optimum
ability of employees so that organization can ensure organizational efficiency and
effectiveness. It also indicates that employees must be motivated towards more
proactively when it will be needed to increase the output.
Establishing fair work culture mostly deals with settlement of dispute and diversity
in a good manner. It is to be conformed that discrimination, by no means, can exist
in the organization. Each and every person should have the knowledge about the
anti-discrimination policies.

c- L.O-(1.3)
For most of the organizations, the managers who are basically responsible for daily
people management tasks such as the actions related to discipline actions,
coaching, decision of promotion and performance management etc. And very little
portion of those activities are outsourced from external sources. The areas where
line managers are responsible are industrial relations, compensation of workers, HR
planning, management of diversification, development of diversification, succession
planning , career planning and development, job design, training disciplinary
actions, performance management, coaching, promotion decision, culture,
development of leadership, benefits, remuneration, OHS, industrial relation
succession planning (Kulik and Bainbridge , 2005).
Line managers are generally less knowledgeable than human resource managers.
Glenn Martin (2005), human resource managers are less skeptical than line
managers. They are less interest to take more responsibilities as human resource
managers do properly. There is a debate that people management is the
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responsibility of line managers or human resource manager. But this is the true
factor that beyond the debate of involvement of line managers or human resource
managers it is important to work together sharing the responsibilities for the
ultimate success.

d- L.O-(1.4)
A brief analysis of how legal and regulatory frameworks impact on human resource
management in business organization
The International Civil Service Commission comprises the six major components of
HRM regulatory framework. The definition of organization and its impact on human
resource management environment are included in the legal or regulatory
framework of human resource management. Core elements are considered as the
definition of organizational regulatory framework. International Civil Service
Commission (2001), the framework for human resource management concerns
about the external and internal forces relevant to human resource management.
International Civil Service Commission adopted a common regulatory framework for
business organization needed to expand the business activities.
There are three important factors that affect the human resource management.
Those three factors are system of governance legal status, international status and
multicultural nature.

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Task 2 - Extract 2
a- (L.O-2.1)
Human resource planning can be defined as a systematic analysis of human
resource needs in aiming to ensure that rational number of employees having the
necessary skills and knowledge are available when needed.
There are several reasons behind Human Resource planning of Telenor and Adidas
group. Firstly, Human resource planning meets the organization need for right type
of people in right number at right times. Organization should know the number of
staff they have employed. Through human resource planning, duplication of efforts
and conflict among efforts can be avoided, on the one hand, and coordination of
workers efforts can be improved, on the other. Organization also needed to know
the type of employee needed for the organization in terms of skill and knowledge.
Organization such as Adidas should have a good Human resource planning as it with
increase in skill, knowledge, potentialities, productivity and job satisfaction,
organization becomes the main beneficiary. Organization is benefitted in terms of
increase in prosperity/production, growth, development, profit and, thus, an edge
over its competitors in the market. Manpower shortfalls and surpluses may be
avoided, to a large extent.
In organization like Telenor group some of the problems of managing change may
be foreseen and their consequences mitigated. Consultations with affected groups
and individuals can take place at an early stage in the change process. This may
avoid resistance for change. Careful consideration of likely future events, through
human resource planning might lead to the discovery of better means for managing
human resources. Thus, foreseeable pitfalls might be avoided. Technological
changes and globalization usher in change in the method of products and
distribution of production and services and in management techniques. These
changes may also require a change in the skills of employees, as well as change in
the number of employees required. It is human resource planning that enables
organizations to cope with such changes.

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Besides the reasons mentioned above, it can be said that poor of insufficient HR
planning can cause for huge amount costs and financial problems. Employing more
employees than necessary may be caused for disorder in work environment and
inefficiency in the organizational activities such as unnecessary disruptions to
production of organization.

b- (L.O-2.2)
Human resource planning can be defined as a systematic analysis of human
resource needs in aiming to ensure that rational number of employees having the
necessary skills and knowledge are available when needed.
Stages involved in planning human resource recruitment:
In the organization like Telenor group, the stages of planning human resource
recruitment are appointment processes, appoint timeline supporting forms and
principles of the recruitment process. HR manager first check the employees, who
retire, die, leave organizations, or become incapacitated because of physical or
mental ailments, need to be replaced by the new employees. Appointment stage
firstly concern about the plan. And plan includes decision to recruit, liaise with HR,
review of the position description.
Then comes the advertisement. And advertisement includes confirmation needed
to advertisement, advertising strategy, preparation of recruitment documentation,
preparing advertisement, and placing advertisement with media provider.
Then comes the selection part. This part includes establishment of selection
committee, application processing, shortlist, psychological testing and consideration
of applicants presentation skills, interview, checking references, and selecting the
best candidates.
And the final step of appoint stage is appointment. This step includes negotiating
employment condition, approve appointment, sending letter to selected candidates,
receiving acceptance and order, providing feedback to unsuccessful candidates, and
preparing induction.
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Appointment timeline comprises the details of timeline process and the contribution
of division and selection committees. Supporting forms includes the standard forms,
interviews, telephone conferences etc.
The principles related to recruitment process provides that the process should be
equitable , objective , open to security , selection must be based on the basis of
merit etc.

c- (L.O-2.3)
Comparing the selection and recruitment process of Telenor and Adidas group
Telenor selection and recruitment process comprises Registration for an applicant
account, Completing the Telenor job application, Telenor employment questionnaire,
pre-employment assessment test Sample question test, passing the preemployment test in Telenors interview question.
The selection and recruitment process of Adidas group are Personal planning and
vacancy announcement, Nature of application form, recruiters qualification,
channel of requirement, and recruitment constraint and challenges.
In case of evaluation of selection and recruitment process of both Telenor and
Adidas, it can be said that, a simple difference is seen between the selection and
recruitment process of both of them. And maximum processes are seen as same
here because both organizations are have huge number of employees.

d- (L.O-2.4 )
From above discussion we can say that Telenors recruitment and selection process
is more effective than that of Adidas. Telenor follows the classical and time worthy
process for selection and recruitment process. As now we are experiencing the
competitive business world, it can be said that recruitment and selection process
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should in a manner so that it can be helpful to keep its employees for a longer time
period because frequently turnover of employee affect negatively to organizational
overall performance and Telenors selection and recruitment process tells that it is
more supportable to hire employee properly and keep them for longer time.

Task 3 - Extract 2
a- (L.O-3.1)
Motivation refers to the psychological processes that stimulate excitement and
persistence of voluntary actions aimed at some goal. Because motivation can be
highly individualized, managers use a wide range of techniques to keep their
employees motivated and happy. Therefore, it is essential for managers to
understand the psychological processes involved in motivation so that they can
effectively direct employees towards organizational goals. It is one of the major
perspective organizational activities. The theories on motivation comprise both
individuals and teams for task. Organizations such as Adidas need theories attempt
to identify internal factors that motivate their employees. International motivation
theories include the most famous theory named Maslow Hierarchy of needs. Based
on Maslow Hierarchy of Needs (published in 1954) it can be recognized that when
people are satisfied to their inferior needs then it looks to the next for dominant. He
proposed that motivation is the result of a person's attempt at fulfilling five basic
needs: physiological, safety, social, esteem and self-actualization. According to
Maslow, these needs can create internal pressures that can influence a person's
behavior
Another motivation theory named Frederick Herzbergs Two Factors theory. This
theory is developed based on employees satisfaction and dissatisfaction. He
wanted to say that motivation and work performance are delivered from
motivational factors. He wanted to find out what made people feel satisfied and
unsatisfied when it came to the workplace. After spending countless hours
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interviewing employees about what made them feel both good and bad about their
jobs, Herzberg developed a theory of workplace motivation called the two-factor
theory. The two-factor theory is based on the assumption that there are two sets of
factors that influence motivation in the workplace by either enhancing employee
satisfaction or hindering it.
The link between motivation and reward is that when employees get rewarded they
are motivated to work at their best to achieve the organizational goals. And this
type of link is true for any type of organization. Mangers of Human Resource
Management are, now a days, much more careful about this important linkage
between reward and motivation.

b- (L.O-3.2 )
Beatson, M (1993) argued that pay is considered as the price of labor that is more
important factor to build a close and permanent relationship between employee and
organization. So the importance of pay bears a greater importance conducting
industrial relation.
In Adidas group, determining salaries for employees require some factors that must
take into account. And those factors are experience, skills, budget of departments,
relevant education, external equity, internal equity etc. But authorization of the
Human Resource Management is precondition for determination of pay for Adidas
group or any other organization. To processes for evaluating job are job description
and job evaluation. Each single position has the job description. Prime
responsibilities, decision making, accountability, qualification and organizational
relationship are the main identification tool of job description. On the other hand,
Hay System is used by the organization for job evaluation. This system comprises
three major factors such as knowledge needed for expected performance,
difficulties of the decision making role and authority among the positions.
The above factors are given numerical value. And then the calculated value is
matched to a relevant salary range.

c- (L.O-3.3)
An effective reward system should be designed to get a performance of an
organizations reward system. It is important to review the policies of organization,
practices of organization, statement, records to assess the reward system. Adidas is
one of the most successful of the sport industry in the world. Now in every
successful business they must have a way to motivate their staff. In Adidas, one of
their ways to motivate staff is through employee volunteering. By using employ
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volunteering also community involvement can make a key role to create a working
environment where it can stimulates not just engagement but also achievement.
Adidas Company has another way to motivate their employees. Which they build a
child care facility in the company premises where the company will take of the
employees son or daughters education and medical.
Adidas also managing employee performance can improve their motivation. It is
important that company provide feedbacks and also have a development
conversation with their employee so they can enable to work their best
performance. The diagnostic stage, reward system can be understood by its
payment to the market, by the degree with which organization pays for
performances , by focusing on organizational versus individual performances and by
applying various policies and programs.

d- (L.O-3.4)
Based on the article named Performance Monitoring and Evaluation conducted by
TIPS , USAID , 1996 it has been cleared that there are two major methods for
monitoring employee performance . The first one is rapid appraisal method and
another one is common appraisal methods.
Rapid appraisal methods are a very informal method to monitor employee
performance. Data are collected in a very quickly manner ensuring lower costs. This
method lied between very informal methods .i .e casual conversations and short site
visits and complete formal methods like censuses, surveys or experiments.
Common rapid appraisal methods comprise key informal interview, focus group,
community interview, direct observation and mini surveys. Each of them is
applicable for particular situations in which those have rational application. It is a
matter to be remembered that each of those types of methods has its own benefits
and limitations.
As a company managing more than 46,000 employees, the Adidas Group has
established standards and rules that specify the Groups responsibilities towards its
global workforce. Internal as well as external audits are conducted at suppliers
factories to ensure they are complying with our Standards. Managers have adjusted
methodologies and tools to the different sourcing relationships the Adidas Group
has in place with supplier factories. There are two models, direct sourcing and
indirect sourcing:
There are suppliers which have a direct contractual relationship with. The strategy
applied to these suppliers is based on a long-term vision of self-governance where
they take ownership of their compliance program. To help these suppliers, they
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conduct factory inspections, assessing risks and identifying root causes of noncompliance. This approach evaluates management commitment to compliance, the
effectiveness of the factories compliance systems and in turn leads to a more
precise evaluation of training needs. Factories are required to develop strategic
compliance plans (SCP) in which they outline their strategies to meet Standards.
The plans include targets, programmatic actions, planned investments and
timelines. Factory performance is measured annually through a key performance
indicator (KPI) which is linked to Sourcing organizations management and tracking
systems.

Task 4 Extract 2
a- (L.O-4.1)
There are many reasons for the cessation of employment including the termination
of the contract of employment such as expiry of a fixed term contract and the
completion of the task for which the contract was concluded.

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The reasons behind cessation of employment are dismissal including the false
identity given by employees, careless actions of employees, failure of employees in
spite of providing alarm, absenteeism without any valid reasons. Employee may
elect to end their employment at any time by either resigning or retiring. If profits
are down, or small businesses lack funding from investors, small business owners
may be unable to afford keeping their full staffs. As a result, they begin terminating
employees to maximize their budgets Also, employees who frequently come to their
workplaces late, or leave the office before their assigned shift is up, may also be
subject to termination depending on their companies' work schedules. When
employees fall short in achieving their goals, managers are faced with deciding
whether or not an employee's performance warrants his termination.

b- (L.O-4.2)
The employment exit procedure of Telenor group starts with the notifications about
the layoff of listed employees. Then it gives provide the explanation of valid reason
for the termination. It maintain sending letter by post or by mail to the potential
employees.
On the other hand, Employees who wish to quit from the Adidas provide
notifications to the listed employees and then gives the compensation. They also
maintain sending letter to their senior managers who are responsible for accepting
their resignation letter and approving it.

c- (L.O-4.3)
The impact of cessation in terms of legal and regulatory framework is facing
sometimes the complexity due to some obligations and rules and regulations
related to laws. Organization may face unexpected compensation amount to
provide to the fired employees that may cause for financial threat for that
organization. The cessation also can cause for deckling its good will to the society
that can decline organizations stored image.

Conclusion
From the overall discussion we can say that human resource management is a vital
aspect of managerial practices. Human resource management practices greatly
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influences organizations overall performances. There have many theories and

practices related to Human Resource Management since its development. Most of
the Organizations have their own HRM department to facilitate management
practice towards achieving organizational goals. The Human Resource Management
functions starts with recruiting.
The primary steps of recruitment includes advertisement, job fair etc. Recruitment
carries greater responsibility as it is a selection criterion from a large pool of
applicants. The diagnostic stage , reward system can be understood by its payment
to the market , by the degree with which organization pays for performances , by
focusing on organizational versus individual performances and by applying various
policies and programs. The principles related to recruitment process provides that
the process should be equitable , objective , open to security , selection must be
based on the basis of merit etc.
The link between motivation and reward is that when employees get rewarded they
are motivated to work at their best to achieve the organizational goals. And this
type of link is true for any type of organization. Mangers of Human Resource
Management are now a days much more careful about this important linkage
between reward and motivation. Common rapid appraisal methods comprise key
informal interview, focus group, community interview, direct observation and mini
surveys. So any company or organization such as Telenor and Adidas group should
practice the Human Resource activates properly towards attaining the
organizations goals.

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References
ADIDASGROUP.COM
In-text: (Adidasgroup.com)
Bibliography: Adidasgroup.com,. N.p., 2016. Web. 7 Jan. 2016.

ANON
Bibliography: N.p., 2016. Web. 7 Jan. 2016.

ANON
Bibliography: N.p., 2016. Web. 7 Jan. 2016.

MCCOURT, W. AND RAMGUTTY-WONG, A.

Limits to strategic HRM: the case of the Mauritian civil service
In-text: (McCourt and Ramgutty-Wong)
Bibliography: McCourt, Willy, and Anita Ramgutty-Wong. "Limits To Strategic HRM: The Case
Of The Mauritian Civil Service". The International Journal of Human Resource
Management 14.4 (2003): 600-618. Web.

TELENORPAKISTAN.COM
HugeDomains.com - TelenorPakistan.com is for sale (Telenor Pakistan)
In-text: (Telenorpakistan.com)
Bibliography: Telenorpakistan.com,. "Hugedomains.Com - Telenorpakistan.Com Is For Sale
(Telenor Pakistan)". N.p., 2016. Web. 7 Jan. 2016.

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