Managing Human Resources at Cognizant: A Comprehensive Report

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MANAGING HUMAN RESOURCES
{MARIAS}

Table of Contents
Explain Guest’s model of HRM as applied to the organization of your choice.......................................3
1.2: Compare the difference between the story's definition of HRM, personnel and IR practices in
Cognizant................................................................................................................................................4
1.3 assess the implications for the line managers and employees of developing a strategic
approach to HRM at cognizant............................................................................................................5
2.1: Explain how a model of flexibility might be applied in Cognizant..................................................6
2.2: Discuss the types of flexibility which may be developed by cognizant............................................6
2.3: Assess the use of flexible working practices from both the employees and the employer
perspective...............................................................................................................................................7
2.4: Discuss the impacts that changed in the labor market have had on flexible working practices.........7
3.1: Explain the forms of discrimination that can take place in the workplace........................................8
3.2: discuss the practical implications of equal opportunities legislation for cognizant...........................9
3.3: Compare the approaches to managing equal opportunities and managing diversity.........................9
4.1: different methods of performance management..............................................................................11
4.2: Assess the approaches to the practice of managing employee welfare in Cognizant......................12
4.3: Discuss the implications of health and safety legislation on human resource practices..................13
4.4: Evaluate the impact of one topical issue on human resource practices in Cognizant......................13
Conclusion:...............................................................................................................................................14
References:................................................................................................................................................15

Explain Guest’s model of HRM as applied to the organization of your choice.
The guest model in 1997, is a much more superior model of human resource management in
comparison with another model of HRM. Cognizant which is an IT development organization
adopted a Guest model of Human resource management. Guest model of HRM explains as the
HR manager have certain strategies that h or she can adopt which they can practice getting the
perfect outcome they are expecting. The outcomes here are performance outcomes, behavior
context of the employees, where the behavior of the employee at the workplace can be assessed
by the strategies adopted by the HR manager.
This particular model emphasis on the six logical aspects or components in a logical sequence:
 HR strategy
 HR practices
 HR outcomes
 Behavioral outcomes
 Performance results
 Financial consequences
This particular model is projected and implemented by Cognizant in this particular sequence
which can help them to monitor different HR activities to get a suitable outcome. According to
Guest, and is the reason of adoption of this model by Cognizant, that Human resource manager
should be focused on to the strategic planning, the commitment of employees to perform better,
flexible work hour management for the employees. (GARG, 2017).
Here strategic planning or integration signifies the planning of business of cognizant, should be
done according to the change in the policies by HRM. According to Guest, this model will help
Cognizant to achieve the 4 most important points of outcome such as good and high performance
by their employees, good issue solving strategies, consistency in a good performance by their
employees. Unlike in the Harvard model of Human resource management, this model has only 4
policy of Human resource.

1.2: Compare the difference between the story's definition of HRM, personnel and IR
practices in Cognizant.
According to the story's definition of HRM, personnel and IR practices, it is very important to
achieve objective hence according to him, it is the management established for the management
of employees of the Cognizant. It is very important to manage the resources of Cognizant, to
achieve the goal. The personnel and IR practices can be explained as the arrangement made for
the staffs or employees of cognizant to motivate them to work better. HRM is an effective
approach made in the business of cognizant to achieve the objective set by the higher
management by recruiting employees who can work better. The stakeholders and their
requirements should be met by the managing of cognizant with total satisfaction of employees.
This is taken care off by personnel and IR practices.
Work specified in the cognizant according to HRM, personnel and IR practices
Work HRM at cognizant IR practices and Personnel
Requirements available Decisions should be taken
according to the priority basis
at customer needs at the top
Time consumption is more
Thinking capability It is their task to keep the
employees motivated
Personnel and IR practices
would require complete
information regarding the
system
Management of cognizant Line management in
cognizant can be
interchanged, managers
appointed are capable of
manage different departments
Personnel and IR practices
are responsible for line
management incognizant
priority Strategic planning can be
used in HRM in this aspect.
Personnel and IR practices
are not required to be taken in
strategic planning.

1.3 assess the implications for the line managers and employees of developing a
strategic approach to HRM at cognizant.
It is very important for cognizant to change strategies building to control or monitor the
environment in the organization. Sometimes, it is also important to gain advantages over all the
other organization in the same field. The managers at cognizant are different from each other
regarding their tasks they would be going to achieve. It is the line managers who are responsible,
to change the cultural, goals and leadership styles in the cognizant. They are responsible to
implement strategies which would be effective for Cognizant's future.
With the production in the cognizant, the line managers have to align culture, goals, and
environment of the company. The line manager is responsible for any mishappening, between
the employees or by an employee, because in IT sector companies like cognizant, line managers
are the representatives of staffs or employees. It is the task of line managers to implicate the
bonuses, rewards, and securities of employees according to the roles of the employee in the
organization. These tasks should be achieved with respect to the objective or goal set by the
higher management of cognizant. Companies and their working environment change quite
frequently, so it is important to change the aspect of skills and knowledge according to the
changes in Cognizant and line managers are responsible to manage these skill change required
from the employees (Marabelli, 2017).

Task 2
This task 2 will be focused on the model of flexibility and how it can be used to achieve goals of
cognizant. How the types of flexibility can be used in the structure of cognizant. This model of
flexibility is important from both employers and employee’s point of view as it can affect both in
the business of IT sector.
2.1: Explain how a model of flexibility might be applied in Cognizant.
It is very important for cognizant or any other organization to adopt flexibility model to improve
their workplace and its environment. It creates a healthy environment and enhances the working
culture of cognizant from the employee point of view. Flexibility improves the understanding of
the employees and helps them to improve the responsibility given to them incognizant.
Flexibility and its model will help cognizant to improve or enhance the environment or the
workplace. The monitoring or control over the tasks assigned to the employees with respect to
the performance of them incognizant. Cognizant has to adopt or take on certain approaches
which can be provided by the model of flexibility (Alteri, 2016 pp.45-99).
It is very important to provide a flexible environment because flexibility in the workplace
enhances the motivation of employees incognizant. Flexibility model at cognizant is very
important for enhancement in the performance of the employees. Flexibility model adopted by
cognizant helps in the effective flow of data and information within cognizant. Human resource
management is responsible to make a flexible environment for the high-level performance of
employees working incognizant. It provides job satisfaction to the employees of cognizant.
Adopting the model of flexibility will also improve the performance of employees. Model of
flexibility provides a mode of safety in the organization, where employees feel safe working
there. The flexible working hours can be provided by cognizant under the context of flexibility
model, to enhance their performance of their work. Other than that, if flexible hours somehow
cannot be provided, then rotational shifts of the staffs.
2.2: Discuss the types of flexibility which may be developed by cognizant.
There are many types of flexibility which can be used to provide a healthy and better
environment for working of the employees incognizant. The adoption of such a model of
flexibility will enhance or improve the productivity of the organization. Such a model of
flexibility also enhances the performance of employees. Flexibility encourages employees to

work with full dedication to perform better than tomorrow, it enhances the morale of employees
incognizant. The types of flexibility can be explained as:
In such kind of flexibility model, employees can take leave or half day for any urgent work
acknowledged in the permitted range of time. This will encourage employees and they will think
positives with respect to cognizant. Such flexibility in their work will encourage them to work
more enthusiastically.
Flexible career: This mode of flexibility allows employees to enter and leave the organization at
a point of time. Such flexibility models take an important role in encouraging employees of
cognizant towards their work. To enhance the performance of employees, such adoption is
required to be done by cognizant (Vermeeren, 2017 pp.67-201).
2.3: Assess the use of flexible working practices from both the employees and the
employer perspective.
Flexibility in the organization is important in both employer and employee aspect. Such model of
flexibility helps cognizant to provide a safe, and secure environment at the workplace, which can
enhance the performance of the employees also. These kinds of model provide or enhance the
decision-making process of cognizant, and it can improve the process of decisions making. It
reduces the time taken by management to make any decision. It decreases the efforts and cost
involved in the various organizational aspects of cognizant. Revenue made by cognizant also
improves at some point in time, in such adoption of flexibility. The flexibility given to the
employees reduces the burden of work over the employee or staff, which will provide a more
effective and improved way of communication. The flow of communication between different
departments of cognizant improves due to the model of flexibility.
2.4: Discuss the impacts that changed in the labor market have had on flexible working
practices.
The changes in the labor market impacted various practices practiced by cognizant. Yes, changes
in the labor market do affect organizations’ flexible working culture and the labor market
practices affect the working environment incognizant. Techniques or tools which can remove
issues arising from the fast-developing changes in the market of labor. These fast-growing
market creating issues in the environment of cognizant. The technology and its uses are changed
or we can say improved from the last 2 to 3 decades, which helped the organization to perform

better, but on the other hand, it also affected the activities incognizant. With the change in
technology, the employees also have to improve or change their skills and knowledge to cope up
with the change. Such changes in the labor market increase the cost expenditure of cognizant on
various model implementations. There is a need incognizant to make some arrangements and
techniques which can improve the working environment affected by labor market changes. The
changes in the labor market make a positive and negative impact on the Cognizant.
Task 3
This part of the report is based on explaining different discriminations employee have to face in
cognizant and companies like cognizant, which affect the working culture, environment and the
way of working of the employees. The employees working in cognizant getting opportunities
which if they grab can enhance their performance incognizant. Comparison has been made which
can enhance the approaches made to manage the issues, opportunities which employees have to
face.
3.1: Explain the forms of discrimination that can take place in the workplace.
Discrimination can be explained as treating people differently according to their caste, color, age
group, etc. it sometimes also called as segregations. Discriminations among the employees by
the management of cognizant can be done in different forms like direct discriminations and
indirect discriminations.
Indirect discriminations: In such kind of discriminations, the treatment is equal to almost all the
employees but a fraction of group of employees been treated in discrimination. The reason for
discrimination is not clear in such discrimination. If we take an example we can say: when the
recruitment of receptionist is going on, only female candidates can apply for this post because it
is restricted to females to be receptionist (Alteri, 2016 pp.45-99).
Direct discriminations: This is direct discrimination, in such case the treatment is favored to a
particular group of people according to caste, creed, age, color, etc. there are some companies
which allow only local employees to be recruited, oversized employees, people from other state
or city would not be recruited. This direct discrimination kind of situation arises many times
when discriminations been done without any particular reason. To improve the workplace
environment of cognizant, management of cognizant have to monitor and control the

discriminations, knowingly or unknowingly is happening. Young employees are sometimes
prioritized to work on heavy machinery, the reason being the physical strength needed and
involved, this will restrict or discriminate people on the basis of age group.
3.2: discuss the practical implications of equal opportunities legislation for cognizant.
Opportunities should be given equally to avoid discriminations, every employee should give a
chance to showcase their performance, to treat them fairly. there are some ways through which
opportunities can be given to avoid discriminations, such implications have advantages and
disadvantages both.
 Financial pressures: There are financial issues arises incognizant, such problems arises
when policies of the government are not followed wisely. The policies of the government
should not be avoided so as to avoid discriminations which will improve the working
culture of cognizant.
 Policies should be followed to avoid discriminations: Cognizant management is
responsible to make some kind of policies which can reduce discriminations or
segregations with employees. Requirements of a customer are the prior basis of work for
cognizant, hence they are also focusing on the requirements of customers with policies
which reduces discriminations. The working culture of cognizant should be ethical to
give equal opportunities to all the employees. If not, this affects the behavior and
performance of the employees.
 Equal payment: payment process should be the same for everybody. Transparency of
payment process and policies is very important in companies like Cognizant. One
employee should not be favored upon the other one. Cognizant is working and accepted
the equal pay act of 1970, which says that equal pay should be given to all the staff
working at the same level incognizant to reduce discriminations among payment.
 One practice can be done to emphasise more on reducing discriminations, and improving
the working culture of cognizant which is reviewing HR policies. Human resource
policies are those policies, which ensure a smooth flow of work among the different
aspects of cognizant.

3.3: Compare the approaches to managing equal opportunities and managing diversity.
The approaches to managing opportunities and diversity are quite two different things, but there
is a link between these two specified approaches. It is very important to specify and implement
these two important aspects. The proper implementations and managing opportunities and
diversity in cognizant will improve the performance of the employees. Before actual
implementation, it is important to know the actual meaning of these two effective aspects. These
two aspects can be executed in Cognizant to enhance workplace culture of it. Managing equal
opportunities means providing an equal amount of chances to all the employees without any
discriminations. Opportunities have to be given equally without knowing their sex, age, caste,
color. Equal opportunities signify giving equal chances to all. It signifies focusing on all the
employees, rather than focusing on individuals or a group of employees. Managing and
providing chances or opportunities will reduce discriminations. Diversity can help individuals to
enhance their performance. The approaches to managing diversity and opportunities are beyond
personnel terms, and it should be given to all the individuals to improve the culture of the
workplace. Such approaches which manage diversity is beyond sex and gender of the employee.
It is very important to implement these approaches of managing opportunities and diversity, and
this implementation can be done only when the communication among cognizant is good enough
to float information. Good communication in organizations will help to implement approaches
which can manage opportunities and diversity. Flexibility model adoptions also improve the
working of employees and their performance, which also helps in managing such approaches of
opportunities. The opportunities and diversity in the workplace do help cognizant to improve
their performance.

Task 4
This particular part task will focus on the methods which can improve welfare by managing the
approaches of it, methods which can enhance the performance of staffs of cognizant. Further, in
this section, the task will make some points and discussions over the health and legislative of
safety incognizant. Further, this section will also discuss various issues arises due to the impact
on human resource management of cognizant over topical problems arises.
4.1: different methods of performance management.
The companies like Cognizant and Infosys which are actually from the same IT sector, but two
different origin countries. Infosys from India whereas Cognizant from the USA. The outcome of
the employee’s performance is very important and hence their performance and its monitoring
are very important. There are some factors which are required to be discussed to manage the
performance of employees. It is very important to confirm that the efforts made by cognizant
employees are going in the correct directions, regarding the same, monitoring and controlling of
the same is appreciated. Various methods to monitor the performance of employees discussed
below:
Controlling and monitoring: this method is quite important and useful to enhance the
performance of the individuals. This method helps to identify the errors and nullify those errors
to perform better in the future by not repeating the same mistake again and again. Monitoring the
performance of individuals also helps the management of cognizant to compare their current
employee performance and comparing it with the required performance set by the standards of
cognizant. Whereas, the Management of Infosys not much emphasizes on this method to manage
the performance of their employees.
Reward system: Encouraging employees to perform better should is always an important part to
be considered during managing the performance of employees. Both Infosys and cognizant are
aware of this, but Infosys is more focused on rewarding employees to encourage them to work
better the next time but cognizant is not much interested in this method, they are more focused
on controlling and monitoring of performance. This method also sometimes improves the culture
of both organizations because all of a sudden, healthy competition among the employees will be
created.