LOVELY PROFESSIONAL

UNIVERSITY

Name of the faculty member – Dr. SHIKHA GOYAL

Course Code: HRMM 633 Course Title: Strategic and Advanced

HumanResource Management
Academic Task No: 1 Academic Task Title: Report Making
Date of Allotment: 19/4/2023 Date of Submission: 12/5/2023
Student Roll No: A01 Student Reg. No: 11810751
Term: 2022-23 Section: Q4E30
Max. Marks: 30 Marks. Obtained:

Learning Outcomes: (Student to write briefly about learnings obtained from the
academic tasks)
Declaration: I declare that this Assignment is my individual work. I have not copied it from
other students’ work or any other source except where due acknowledgment is made
explicitly in the text, nor has any part been written for me by any other person.

Evaluation Criterion:

Student’s Signature: SHAMBHAV SUMAN

Evaluator’s Comments (For Instructor’s use only)

General Observations Suggestions for Best part of assignment

Improvement

Evaluator’s Signature and Date:

SHAMBHAV SUMAN 1
 TABLE OF CONTENTS

SL. NO TOPIC PAGE NO.

1. CASE SYNOPSIS 1

2. ABOUT SHRM 2

3. SHRM PRACTICES IN CISCO 3-4

IMPACT OF SHRM PRACTICES IN

4. 5
CISCO

5. FUTURE STRATEGIES 6

6. CONCLUSION AND REFERENCES 7

SHAMBHAV SUMAN 2
CASE SYNOPSIS Cisco Frameworks, Inc. could be a driving organizing company best
known as a producer and merchant of organizing hardware. The
company moreover gives computer program and offers related
administrations. Over its history, Cisco has centred on Web Protocol-
based organizing advances, steering and exchanging items and
innovation for domestic organizing, IP communication, optical
organizing, security, capacity zone organizing and remote innovation.

Sandy Lerner and her spouse Len Bosack established Cisco in 1984.
At that time, Bosack overseen the computers in Stanford University's
computer science division and Lerner did the same work at Stanford's
Graduate School of Trade. Bosack and Kirk Lougheed created Cisco's
to begin with item, the AGS switch, while still at Stanford.

Cisco's valuation at its IPO in February of 1990 was $244 million.

Agreeing to Investopedia, $1,000 contributed to Cisco stock at that
time would be worth $461,600 nowadays ($1,264,000 at the tallness
of the dot-com bubble). The title Cisco was derived from San
Francisco, and Cisco's symbol could be a realistic representation of
the city's Brilliant Door Bridge. Corporate central command is in San
Jose, California.
Keywords Networking hardware, Web Protocol-based technologies, IP
communication, Optical networking, Security, Wireless technology,
IPO
Conceptual Anchoring focus on Internet Protocol-based technologies, and initial product
offerings. The company's success in its IPO and the derivation of its
name and symbol.

SHAMBHAV SUMAN 3
 ABOUT SHRM

Strategic human resource management is a human resource management process that

links the workforce to the underlying strategies, goals, and objectives of the
organization. It focuses on the following aspects of HR operations:

 Ensure practices that promote flexibility and give the organization a competitive
advantage.
 Building the right culture for the organization.
 Ensure outstanding business performance.

Since it is fundamentally a cutting-edge approach to human resource organization, the

HR division must play a key portion in making SHRM viable. HR executives got to
choose up a more significant understanding of SHRM in orchestrate to be an energetic
accessory in making company courses of action and actualizing them.
Vital HR administration can be coordinated into different capacities counting enlisting,
preparing, and fulfilling the workforce for their execution. The SHRM approach finds
ways for the HR work force to form a positive and coordinate commitment to the
company’s development. There needs to be a key arrangement related to each
employee's advancement and maintenance in adjust with the long-term commerce
objectives.
Within the modern world, particularly within the post-pandemic period, it is not simple
for all businesses to overcome HR challenges. There are different components of the
HR biological system that can be confounding for managers and lead to incapable
choices. Thus, there might moreover be a misfortune of efficiency and a slow-down of
trade development.

SHAMBHAV SUMAN 4
 WHAT ARE THE SHRM PRACTICES ADAPTED BY CISCO?
Cisco emphasizes affiliate development and gives different openings for reorganization
and alter to its affiliates. These openings consolidate insides plan programs, mentorship
programs, organizational changes, and direction charge repayment. Cisco consolidates
a runtime organization system that permits directors and specialists to set objectives,
plan, and give progressing criticism. It makes the distinction to adjust worker execution
with organizational objectives and targets. Cisco consolidates a runtime organization
processor that's firmly custom fitted to the company's commerce objectives. Cisco is
committed to making a total and separated working environment. It has distinctive
programs and exercises pointed at creating distinctive qualities and making a culture of
regard. The company incorporates a arrangement of programs and exercises arranged
to upgrade different qualities and contemplations, number laborer resource bunches,
separate rooms, and plan oblivious predispositions. Cisco gets it the significance of
work-life adjust and offers its agents different programs and benefits to fortify it. These
incorporate adaptable work activity plans, paid time off, and wellness programs. Cisco
offers a assortment of adaptable work activity plans, counting work from domestic,
adaptable plans, and part-time occupations. It incorporates a run of wellness programs
outlined to back the wellbeing and well-being of laborers. Cisco offers competitive
emolument and benefits bundles to pull in and hold beatability. Its benefits incorporate
wellbeing and wellness programs, retirement speculation plans, and numerous other
benefits for workers. Cisco offers a assortment of representative rebates and benefits,
counting rebates on Cisco items and administrations, as well as agent bolster programs,
budget organizational assets, and other benefits. The company combines centered
affirmations work, driving advancement, and experiences analytics to distinguish and
attract top ability from around the world. Cisco has made a solid corporate brand that
epitomizes the company's culture, values, and commitment to development. The
company depends on social media, agent tributes, and other introduction channels to
highlight its boss brand and leverage its capabilities. Cisco could be a company that
emphatically contributes to employee learning and improvement. Cisco offers a
assortment of learning programs to assist laborers create their abilities and
qualifications. These programs coordinated workplace-ready, classroom-ready, e-
learning, mentoring, and coaching programs.

SHAMBHAV SUMAN 5
 IMPACT OF SHRM STRATEGIES IN CISCO.

The globalization process in economies has made organizations, above all in the
technology sector, which are characterized by continuous and dramatic changes
derived, essentially, from the New Information and Communications Technologies,
change their competitiveness models based on new HRM modes. In these, factors such
as ongoing learning, innovation and the work environment become decisive and critical
elements to create organizations that are more efficient and competitive. Thus, an
incomparable 41 and unique competitive advantage will be gained, which will allow
companies to be leaders in the market they operate in, as is the case with Cisco Systems.
After analyzing how Cisco Systems encourages and develops the work environment,
learning and innovation, we can see that they match with the values and principles of
the HR management model based on High Commitment because this organization has
chosen to enrich and add value to its human capital through training, education,
communication, collaboration, and cooperation, coaching and knowledge sharing. This
increases motivation and loyalty among the employees, and thus they bring high
performance levels to the company, which they see as a community.

SOME POTENTIAL STRATEGIES THAT CISCO MAY

CONSIDER IN THE FUTURE.
Due to the pandemic, remote work has become a norm in manyorganizations.
Cisco may continue to offer remote work opportunities to their employees even
after the pandemic is over. This could help the organization in attracting and
retaining talent from all over the world. Cisco may focus on fostering a diverse
and inclusive work environment where all employees feel valued and respected.
This could include initiatives such as promoting gender and ethnic diversity,
offering training on unconscious bias, and ensuring equitable pay and
opportunities. As technology is evolving rapidly, Cisco may focus on upskilling
and reskilling their employees to keep up with the changes. This could include
offering training and development programs, mentorship, and coaching to help
employees stayrelevant and up to date in their skills. Cisco may leverage data
analytics to make informed decisions about HRM. This could include using data

SHAMBHAV SUMAN 6
to identify trends, make predictions about future needs, and measure the
effectiveness of HR initiatives. Data-driven HR could help Cisco to make more
strategic decisions and improve their overall performance.

CONCLUSION
Cisco's strategy on human asset administration all point to make a pleasant and
palatable working environment, which can best produce employees' ability and
potential in return. When making approaches of HR administration, Cisco continuously
takes the current situational components and their stakeholders intrigued into thought.
In this way, it makes it conceivable for Cisco performs well in this hyper competition
advertising. Although Cisco in general did palatable work for the past a few a long time,
there are still some things that can be moved forward. For case, assist increment the
organizational adequacy or highlights worker commitments with modern compensate
and recognition programs. To whole up, the mystery of Cisco's proceeded victory lies
within the Cisco values that its competitors cannot mirror. Client fulfillment, group
soul, openness, communication, comprehensiveness, differing qualities, development,
and learning, etc., these values are related to each other, together to construct the center
competitiveness of Cisco.

SOME KEY QUESTIONS FOR DISCUSSION

i. What are the SHRM practices adapted by Cisco?

ii. How do these practices impact Cisco's overall performance and
competitiveness in the market?
iii. What potential strategies could Cisco consider in the future to enhance its HR
management model?
iv. How does Cisco foster a diverse and inclusive work environment?
v. How does Cisco leverage technology and data analytics in its HR
management?

SHAMBHAV SUMAN 7
 REFERENCES

https://www.scirp.org/journal/paperinformation.aspx?paperid=76334

https://www.cisco.com/

https://www.linkedin.com/posts/amoghbanerjee_business-innovation-community-
activity-7042095453068292096-cVvL/?originalSubdomain=bo

SHAMBHAV SUMAN 8