Human Resource Management and Performance

This assignment delves into the crucial role of human resource management in driving organizational success. It examines various HRM practices, their impact on employee performance and overall business outcomes, and highlights the significance of strategic HRM in achieving competitive advantage. The analysis draws upon academic literature and real-world examples to illustrate the complexities and challenges within this field.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
Covered in PPT...........................................................................................................................3
TASK2.............................................................................................................................................3
2.1................................................................................................................................................3
2.2 ...............................................................................................................................................4
2.3................................................................................................................................................6
TASK 3............................................................................................................................................7
3.1................................................................................................................................................7
3.2................................................................................................................................................9
3.3..............................................................................................................................................10
TASK 4..........................................................................................................................................11
4.1..............................................................................................................................................11
4.2..............................................................................................................................................11
4.3..............................................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCTION
“You Can Have The Best Strategy And The Best Building In The World, But If You
Don’t Have The Hearts And Minds Of The People Who Work With You, None Of It Comes To
Life” (Renee West, Luxor And Excalibur Hotel). Human resource development explains how
crucial is the hiring process and selecting of these resources in an organisation as they form the
base for it and help the company to survive in this competitive environment. The hiring process
is a collaborative one (Knowles, Holton and Swanson, 2014). A combination of competencies,
talent and desire to learn makes a perfect resource for an organisation. Vodafone, a British
multinational company that works in telecommunication segment and is thriving in this field of
work. It operates in various countries and has partner networks as well. It ranks among the top
most telecommunication companies in the world. Almost every city and remote areas as well
have its outlets. It is well known for its human resources. The purpose of research is to
understand the human resource development strategy of Vodafone. It will explain their
recruitment and learning styles, training and development needs of the staff. Along with this the
role of government is also taken into account (Storey, 2007).
TASK1
Covered in PPT
TASK2
2.1
In order to learn working style and standards of an organisation, training is a must. At
Vodafone they believe in providing continuous training programs for new joiners and old
employees as well whenever required. It helps in motivating employees so that they gain self
confidence and are encouraged to give better results.
Training needs of staff at different levels in Vodafone:
Management Level Operational Level Customer Level

 Leadership skills are to
be developed in order
to manage a team of
people (Schuler and
Jackson, 2008).
 Managers are the
decision makers in
their departments.
 They should know how
to apply strategies in
working style to
achieve organisational
goals.
 Any technology related
trainings should be
given to the workers
which will help in
increasing the
productivity at
Vodafone.
 Training workshops
should be arranged
when required.
 Process training should
be given to better
understand the working
style and culture of the
organisation.
 Customer complaints
should be taken
seriously and worked
upon in order to
minimise them.
 Quality in customer
service should be the
main objective and for
making it effective,
training is a must.
 How to deal with a
customer is to be
learned and managers
should be able to do
this (Dowling, 2008).
This table explains the different training requirements of employees at different
designations in Vodafone. A zonal manager requires a different set of skills than an area
manager. With the increase in responsibilities, the roles also change and it demands a particular
skill set with it. To complement the roles provided, employees need to have that level of talent
and competencies to cope up with the market scenario and achieve great numbers.
2.2
Training and development methods at Vodafone:
Training methods Advantages Disadvantages

Lecture based method  It is done in a
classroom kind of set
up.
 Less time consuming
 More people get
information at a time.
 It is cost effective way
of training (Price,
2007).
 Less practical and more
theory based.
 It is less effective as
there is no interaction
between trainer and the
trainees.
 It can be boring and
employees don not take
much interest.
On-job training method  This method is the best
suited for Vodafone as
they believe in doing
things practically.
 It give a hands-on
experience to the
employees (Beardwell
and Claydon, 2007).
 Employees learn by
observing and then
practising.
 It motivates the
employees and
encourages them to
perform well on their
tasks.
 At times it may be
difficult to understand
some scenarios on their
own.
 Some employees may
not be able to cope up
just by observing.
 New things may not be
easy to catch up with
for some of the
employees.
 It is expensive.
Group discussion method  When a new program
is to be implemented,
then this method works
the best.
 Employees can discuss
 In sales, it may not
work that efficiently, as
different markets have
distinct scenarios and
people around.

all their problems
regarding the new
program and strategies.
 It is a better form of
learning than lectures
(Wodak and Meyer,
2009).
 New ideas can be
generated to solve
problems.
 It may be time
consuming and less
effective.
These are the training methods used by an organisation and they choose the methods
depending on the need of the product and employees. At Vodafone, on-job training is the best
suited method as they have field work, where only practical knowledge works. They raise
questions along with learning on field.
2.3
For a training and development program, firstly an objective is set for which the training
is being given. Trainers should be appointed to give training. Training budgets are to be set
which is an important element. That decides to what extent an organisation can spend on training
its employees. Vodafone has a huge budget for training. They want best outputs by enhancing
their resources. Employees are assets of an organisation. They believe in optimum utilisation of
resources for getting the maximum outputs (Knowles, Holton III and Swanson, 2014).
Training and development workshop plan for Vodafone:
Training segment Training being given
Technology When new technologies enter the field, then
learning comes into picture. An employee can
make use of such inventions only when they
have the right knowledge about it.
Management Managing things within a given time frame is
important. Learning how to manage things

helps employees to come out blooming. When
they manage any situation, they get self
confidence. Managing resources is a great skill.
Optimum utilisation of resources for getting
maximum outputs is management (Daley,
2006).
Leadership skills Skills can always be developed if one does not
possess any. Leadership can be taught, how to
lead a team. It is an important skill as everyone
wishes to be a leader at some point of time.
Strategical skills In order to develop employee's thought process
they are made to learn how to plan strategies.
Strategies are required at every step, when
there are technological advancements or
environmental changes (Chen and Huang,
2009). Learning how to make strategies forms
an important part at Vodafone.
After the training workshop, evaluation of performance should be done in order to know
that whether the objective has been achieved or not. Feedback is important after training. To
know that the workshop was successful or not, assessing the employees is a must. At Vodafone,
this systematic approach is applied to to train their employees and this is when the need arises.
TASK 3
3.1
Evaluation is the most significant and key function for any of the functional departments
in an organization. It determines whether the tasks assigned and performed by the staff of the
company gives a profitable and fruitful results (Collins and Smith, 2006). The evaluation chat of
Vodafone is a presentation of the percentage of the units of the tasks and duties to be performed
by the employees. There are many various forms and mechanisms which the evaluation can be
done and Vodafone has made the use of some of such defined methods and techniques for

evaluation of the work performance of the workforce of their organization. Some of the
mechanisms have been used by the corporation which are as follows:
 Questionnaire: It is a list of questions which is to be prepared by the management and
need to be answered by the staff members and all other employees whose performance is
to be evaluated. By using this method the company can get to know about many essential
and relevant facts regarding the employees. These questions will help Vodafone in
evaluating the performance level, potential. skills and the capabilities of the selected
candidates (Sun, Aryee and Law, 2007).
 Feedback: This mechanism can also be used by the organization for getting the
knowledge of the satisfaction level and other reviews related to the operational activities
within an organization. A team is to be formed and each and every employee is asked to
give feedback on the questions asked on the concerned topics. Survey: A survey is a quick interview with the surveyor asking a set of few questions. It
is also an effective technique for the evaluation of the performance of the employees. A
survey is a report which is to be prepared y carrying out the study and analysis on various
concerned topics. Brief interviews and discussions are with individuals about their
experiences, working conditions and satisfaction level regarding the self performance.
Moreover questions can be asked to the senior authorities or the team leaders regarding
the employees (Black, Clemmensen and Skov, 2010).
Questionnaire for the employees of Vodafone (Performance Evaluation):
How likely you would rate your self-
performance ?
 (Rate from 1-10)
How good the quality of your work is ?  Extremely Good
 Very Good
 Average
 Poor
How productive you are ?  Extremely Productive
 Very Productive
 Somewhat Productive
 Not So Productive

 Not al all Productive
How well does you can work with others ?  Extremely Well
 Very Well
 Somewhat Well
 Not So Well
How will you rate your problem solving
skill ?
 (Rate form 1-10)
How proactive you are ?  Extremely Proactive
 Very Proactive
 Some what Proactive
 Not at all Proactive
Please list all additional areas if any in
which you are doing well.
3.2
Training is a process by which the employees are taught the skills and also the
enhancement of the capabilities for a concerned area is done. The concept is an important part
and plays a key role in the development of the employees productivity and by which the
organizational goals and objectives are attained (Kang, Morris and Snell, 2007). Training helps
the employees to work professionally at the workplace. It also helps the individual in getting the
knowledge about the work and his job profile in a better manner and also about the
organizational structure and culture of the corporation. Training is provided to the individuals to
add perfection to the performance of the employees so that they will be able to provide the best
and fruitful results and the best services to the organization. Not only the performance of an
employee is evaluated but also the training process provided to the workforce is evaluated. For
carrying out an effective evaluation of the training process the following are the steps which can
be used by Vodafone :-
The evaluation is carried out on the basis of the two basic principles which are as
follows:
 Who is responsible for validation and evaluation process ? What are the available resources of time, money, and people for the validation process ?

Training evaluation responsibility
 Creating awareness for the need and value of training to the business corporation,
necessity of involving the training manager and when training is essential (Burke and
Hutchins, 2007).
 Knowledge and supportive data regarding the training evaluation.
 Active participation of the employees and the management in the events is essential.
 Requirement for the evaluation to be performed and which should be in a summary report
format.
Evaluation can be done on the few basic points which are as follows
 Pre-programme work regarding the planning.
 The skills and the capabilities of the candidates should be identified at the initial level of
the training (Heckman, 2006).
 Monitoring the learning and training programme so as to ensure a smooth working of the
same.
 Reviewing the progress of the implementation of the training session.
Therefore the above stated are some of the process which can be used by an organization
for evaluating the training process.
3.3
` Most of the organizations are in favour of ensuring the evaluation method which can be
used by the organizational culture of a corporation. The evaluation technique has been one of the
effective mechanism in order to know about the work progress carried and developed in an
organization by an individual. The following report of Vodafone which is focused on the data
collected on whether the participants were satisfied with the training sessions, whether they have
learned from the programmes and are they able to apply those developed skills in their tasks to
improve their working level. There are many types of training tools which are based on the type
of the training provided (Aguinis and Kraiger, 2009).
Since Vodafone spends a huge sum of money on the training programmes, so it is
necessary for the organization to have a knowledge whether the session conducted for the
employees was easy to be understood and the usefulness of the same is fruitful or not. It is of no
doubt that the evaluation programme is a success and which is due to the following reasons:

 Evaluation ensures accountability: Training evaluation programme compiled with the
competency gaps and that the deliverable are not compromised upon.
 Economical: Evaluation programme ensures that the training sessions carried out are
effective in improving the quality of the work, employee behaviour, attitude and
development of new skills within a limited budget. Since Vodafone is trying to be cost
effective without compromising the quality, the evaluation process aims at achieving the
same with training (Conger and Donnellan, 2007).
 Feedback and reviews to the trainer: Evaluation also acts as the feedback to the trainer or
the facilitator of the entire training process. Since evaluation access individuals at the
level of their work, it gets easier to understand the loopholes of the training and the
changes required in the training method.
TASK 4
4.1
Government plays a significant and key role in promoting and developing the training
programme. For the smooth functioning of the operational activities within the organization it is
necessary for the company to follow the rules and regulations which have been imposed by the
governing bodies. These policies help a corporation in development and carrying out the training
programmes> The governing bodies provide some sought of relaxation to the employees who are
a part of the corporate world and below are some of the examples of the same:
Relaxation in tax rates: Tax break enables greater development and enhances the
investment skills of the employees within the organization (Becker and Huselid, 2006).
Policies which promotes working life by improving the quality of work. Promoting such
schemes which could develop the skills and capabilities of work among the employee
Besides these the government have imposed some new policies which will promote the
social and health care of the employees. For instance Age Positive, it is kind of campaign started
by the governing bodies which promote benefits for employing older workers.
This concept also helps in reducing discrimination among the staff which has been a
major issue now a days. The older workers are liable to get pension on their retirement which is a
continuous way of income for those old age who are unable to work because of the age factor.
There are many schemes, introduced by the government which shall promote sociality among the

workforce, older workers shall be awarded with more incentives and relaxation offers, there shall
be health care too by providing proper health and medical facility to the employees. Thus,
government has been a great relaxation player who has introduced many schemes to the workers
of the company which shall evolve the training ,development and life long learning (Arregle,
Hitt, Sirmon and Very, 2007).
4.2
Competency movement was introduced or is generated form the Medieval period and is
in run till present era. The moment can be clearly seen in both the sectors i.e. public and private
and which has effected both the sectors positively Basically the competency moment was
introduced to bring enhancement and developments in the economy of a nation and
competitiveness among the organizations and also in the workforce. And it has become possible
as it enable the workers to enhance and develop their, potential, skills and capabilities regarding
the tasks that they have been allotted with (Aggarwal, Datta and Bhargava, 2007).
Because of the competitive environment in the market the business corporations has
taken initiative and also introducing different ideas which are being promoted by the employers
themselves and also for introduction of new ideas the employers have to think in a innovative
and creative manner. This moment has became the international moment which was once only
started in UK now whole of the world has adapted the competency moment. Because of the
competency moment the skill of person get develop even the government has take much
initiative for the development. The chain of development has followed to every sector of the
society and the skills and new ideas has been shared by most of the companies. This increased
the efficiency skill and ca of the employees. The training ideas and the development skill became
to circulate in house between the sectors whether it is private or public (Knowles, Holton III, and
Swanson, 2014).
4.3
Contemporary training programmes introduced by the governing bodies was proven very
advantageous for the human resource and the organizational productivity of the corporation. As
it has been stated previously also that training is one of the most important session in the work
life of a employee. It is because of the training only that a worker be able to learn the skilful
work with knowledge. Training inculcate the pinch of perfection in the employers. Because in
training the worker has been explained that how a particular work has been carried out. As it is a

well known fact that to carry any professional conduct the person should know all the technique
to do it. This has been an important part of the course because it helps the new joining to learn
and understand their work profile in a particular format. By making use of the contemporary
learning Vodafone employees were able to recognize the requirements and also understood the
the organizational value (Storey, 2007). Earlier the companies has to use the traditional training
initiatives to improve the training abilities but now a day there is a new form of training called
contemporary training introduced. Such initiative has been done by the government of UK in
order to raise the quality in the training programme.
Contemporary training is totally different from that of traditional training. It included the
use of new techniques and technology. The biggest example of tempting this new initiative
introduced by the UK government is by Vodafone. They have included new techniques and
strategies while giving any training programme to the new members of the industry. It enables
the company to produce a cream layer of the employee. It helps the to inculcate the new skills
and knowledge in the employees (Dowling, 2008).
CONCLUSION
From the above carried out analysis it can be inferred that the different learning styles are
used by Vodafone for bringing a sense of motivation and also enhancement and development of
potential, skills and capabilities is done. Further the role of the learning curve and also the
significance of the same is utilised to bring a growth in workplace and also the contribution of
the learning theories in planning and designing a learning event. Moreover the advantages and
disadvantages of the training methods for the organization is evaluated and also the training
needs at the different levels of an organization is explained

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