Human Resource Management Review

This document provides a comprehensive review of human resource management concepts, theories, and practices. It includes a list of recommended readings from various sources such as books, journals, and online articles. The summary also mentions the importance of human capital in organizational performance and the impact of employment legislation on decision-making processes.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1 .....................................................................................................................................1
P1 Function and purpose of HRM..............................................................................................1
P2 Strengths and Weaknesses of various recruitment and selection approach...........................3
TSKE2..............................................................................................................................................4
P3 Benefits of various HRM practices for employer and employee...........................................4
P4 Effectiveness of various HRM practices in terms of raising profit and productivity of
organisation.................................................................................................................................6
TASK 3............................................................................................................................................6
P5 Importance of employee relations in influencing decision making.......................................6
P6 Elements of employee legislation and its impact upon HRM................................................7
TASK4 .........................................................................................................................................8
P7 HRM practices in a work related context of Vodafone.........................................................8
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................11

INTRODUCTION
HRM is a management of employees at work place in order to enhance their skill and
knowledge. Under this, various activities like salary, appraisal, promotion, transfer,
compensation plan, incentives, policies etc. are completed by HR manager of an organisation.
Recruitment and selection are two most important function of human resource management
which affected overall firm performance. Vodafone is a British international company those run
their business operation around 26countries. This is a one of the largest mobile operator firm in
the world. Their headquarter is located at London, UK. Vodafone has ranked second in number
of customer and fifth by revenue (Alfes and et. al., 2013). Under this report cover function and
benefits of HRM with in an organisation. Identify the key element of employment legislation and
their impact on management decision.
TASK1
P1 Function and purpose of HRM
Human resource management is very important element of an organisation which
increase employee's productivity in order to produce quality product and services. HR manager
conducting training and development program in order to increase workers skills and knowledge.
Through this, all staff member are able to achieve set goals and objectives in given time frame.
They also ensure that employees are continuously improve their performance. Some important
function of HR management are as follows:
Recruitment and selection: It is a HR manager responsibility to recruit right candidates
at per company requirement. Thus increase their work productivity. This function are perform by
several approaches. Manager selecting applicants by analysing their skills and knowledge.
Management of Vodafone has develop plan and strategies for effectively utilise their resources.
So that they able gain competitive advantage at market place.
Orientation: HR manager provide training to new employees. In this, they provide
company information related to product, services, department, aim, objectives, organisation
structure, culture and many more (Berman and et. al., 2012). So that, employees are aware about
all business system which help to execute all work in an effective manner. HR manager of
Vodafone help to new workers to achieve short term goals in a given time frame. The main
1

benefits of this activity is new employees are aware about their role and responsibilities at work
place.
Maintaining healthy environment: It is a HR manager responsibility to establish healthy
working environment at work place in order to enhance employee's productivity and
profitability. For this, HR manager of Vodafone has develop rule and regulation to manage all
business activities. They focus on ethical work practice which enhance employees motivation
and confidence.
Establish strong employee relation: Management of Vodafone motivate workers to
participate in decision making process in order to increase their self confidence and reliability.
Through this activity, firm are able to build strong relationship between management and
employees (Boxall and Purcell, 2011). Which reduce conflict and issues at work place and
enhancing company market position. Workers are assets for an organisation.
Training and development: HR manager conducting training and development event for
their employees according to their needs and wants. Through this, they are able to increase skills
and knowledge in order to produce quality product and services. Trained employee delivery
better services as compare to before to customer which enhance clients satisfaction and
experience.
Purpose of HRM:
HRM performance several activities in order to develop employee's performance and
increase overall business outcomes. Main purpose behind all function and operation is to identify
current and future needs of staff members. Some important human resources management at
Vodafone are as follows:
 They manage and coordinate work forces in an organisation in order to achieve goals
and objectives.
 HR manage provide job satisfaction to employees and provide responsibility according to
their skills and knowledge.
 They are responsible for high employees turnover in company. So that, HR manager
increase employment life cycle which help to attract large potential candidates toward an
organisation (Bratton and Gold, 2017).
 Human resource manager provide performance appraisal, incentives and compliances and
many more.
2

P2 Strengths and Weaknesses of various recruitment and selection approach
Recruitment sources: Management of an organisation have used internal as well as
external recruitment sources. Both have their own strength and weaknesses which affect firm
performance. In this process candidates undergoes in job analysis, work description and
specification.
Internal sources: In this recruitment method HR manager select appropriate candidates
form with an organisation in order to motivate employees. Vodafone has used this process which
help them to reduce recruitment cost and time (Brewster, Mayrhofer and Morley, 2011).
Management full fill vacant sets through this method by promotion, transfer, extension of
services, retired employees etc.
Strength weaknesses
Internal recruitment method save time and
money of the company.
This process can create conflict among
colleagues which affected their performance
negatively.
Manager have large option to select
appropriate candidates.
HR manager have limited choices of workers.
Thus affected their work when they hire wrong
candidate at vacant place.
This process make Vodafone attractive
employer.
Manager needs to hire some one to replace
employees which are already promote. So this
create negative impact of Vodafone.
Internal recruitment process Increase moral
and retention of employees at work place
(Buller and McEvoy, 2012).
Stagnation affected company performance,
they want new ideas and thinking at work place
in order to enhance productivity.
External sources: This method are appropriate of an big organisation, because they want
versatile knowledge to run whole business activities in an effective manner. Vodafone has a
large organisation, so they used this method mostly at lower level department. Some important
sources are educational institutions, placement agency, labour contractors, advertisement in
newspapers and internet etc.
Strength weaknesses
3

HR manager has select appropriate candidates
form large available pool.
This recruitment method demoralise existing
employees.
Brings new ideas at work place. New workers take time to know working
environment, some time that can not suit to
employees which create negative impact on
company performance.
New blood at work place which improve
performance.
Expensive.
Selected talented and skilled candidates which
reduce training cost.
Problem of adjustment which affect
coordination among employees.
Selection method:HR manager develop various step to select appropriate candidates.
Strength and weaknesses of this process are as follows:
Strength weaknesses
 This method help to select appropriate
candidates according to firm needs and
wants (Chelladurai and Kerwin, 2017).
 Through this method, company know
more about employees skills and
experience.
 Some time candidates over evaluate
themselves which affected company
selection process.
 Lac of communication has create
negative impact on this process.
TSKE2
P3 Benefits of various HRM practices for employer and employee
It has been examined that, HRM practices plays a vital role in context of running business
in a successful manner, managing both employer and employees at marketplace. Recruiting
candidates, giving training and development sessions are some of major elements of this type of
management. Some of HRM practices are mentioned beneath: Monitoring and management of employee's performance: Workers of a company
should be effective in nature so that they hit their targets in a set time frame. Performance
of staff members should be analysed by management to find out their weaknesses and
strengths. With the help of this, determinations can be made which are related to
4

enhancing skills and knowledge of their subordinates to become more efficient at
workplace (Coff and Kryscynski, 2011). Lastly, T&D programmes are being made by
managers in order to increase productivity of an individual. Along with this, commitment
of members also can be raised when they will start feeling an important part of firm. Training and development of subordinates: Skills and knowledge of staff members can
be improved by this type of programmes. It is mandatory, for manager to conduct these
sessions in order to make employees more effective in nature at workstation. This
scenario, may lead Vodafone to create favourable conditions for it at marketplace where
competition can be given to rivals in a systematic way.
 Flexible working hours: This is considered to be one of the approach which has been
undertaken in an organisation. This approach can be referred to as advantageous to both
employees and employers within an organisation. The benefit which is being availed by
the business is that they will be able to achieve cost effectiveness and an organisation is
able to carry out 24 hours shift which results in improved performance. In context of
employees, they will be more satisfied with their jobs and will be loyal to an organisation
for longer duration.
In this context, HRM practices is much beneficial in nature for both executives and staff
members:
Benefits to employees: Motivate subordinates to work well: Healthy and positive environment can be made by
HRM practices by which loyalty of employees can be improved. Equal wages to staff
members of same designation should be given to them. With the help of this, ethical
environment can be created by management of Vodafone (Crook and et. al., 2011). In
this context, policies and laws can be made by government which needs to be followed
by every single organisation.
 Provide them training: HRM practices, should keep on evaluating performances in an
appropriate manner so that decisions can be made. Apart from this, Vodafone keeps on
making alterations in their operations in order to maximise their both profitability and
productivity. It has been located that under training sessions a manager can influence
workers to become more effective and can also make them learn by which they can work
5

better in groups. Lastly, it can also show many smarter ways by which an individual can
hit targets in an effective way.
Benefits to employer: Helps in create a positive and better work climate: A proper work climate may help
employer to get suggestions form employees form in order to hit desired targets in a
shorter period of time (Guest, 2011). Market share can be raised through this part.
 Support manager in taking right decisions: It is mandatory for management to keep on
locating problems and under this scenario, administration can take suggestions, thoughts
and ideas from staff members. With the help of this, competitive advantages can be
gained.
P4 Effectiveness of various HRM practices in terms of raising profit and productivity of
organisation
Effective HRM practices may help firm in making positive environment at workplace.
Policies can also be made by Vodafone in order to give satisfaction to their employees. Happy
and healthy environment can increase efficiency of an individual. Thus, it is essential for
management to keep on making alterations in policies in favour of employees. Away from this, it
can also help in enhancing contribution level of a staff members and with the help of this goals
and objectives can be achieved. A manager is not the one who directly interacts with customers
but employee are. Thus, it is important for every single individual to understand working of a
company in order to fulfil needs and wants of consumers. A talented individual who is filled with
skills may easily help customers to reach to his or her satisfaction level. HR managers should
conduct examinations of their employees in a quarter manner. After this, management can locate
areas in which training is needed while looking their previous productions. Capabilities of
employees gets raises with the help of T&D programmes (Huselid and Becker, 2011).
Vodafone's management should keep on locating interest of their employees so that
policies and rules can be made in order to motivate them. Away from this, motivation can be
given to workers through various ways and these can be monitory, emotionally and etc. For
instance: Vodafone within its operations have been taking help of the David Ulrich competency
model. The defined touchpoints by the organisation known to undertake practices focusing on
the career planning, reward and communication which ensures that they are being retained with
the organisation for longer duration and helps business in enlarging its productivity and
6

profitability. There are distinct practices of the human resource department which are carried out
specifically for raising the total productivity level of the referred enterprise. it develops economic
incentives for the working staff so that they are benefited for same and hence work with more
dedication. This way the dedication of the staff members towards their job develops which
further leads to development of an enterprise in the long run. The HR department also delivers
quality feedbacks to the management on regular basis which are important for making
improvements and developing good communication at the work place. all the new employees are
ensured with the required level of training which is of great importance to raise the standards of
work done so that value of customer satisfaction level can be improved.
TASK 3
P5 Importance of employee relations in influencing decision making
In Vodafone, it is essential to have effective staff members. Another part, which should
be in mind of managers is to improve employee relations. Failure into this may create losses for
the company. Promotion of an individual may demotivate other members and here in this
instance, conflicts may get raised as well. Thus, opportunities should be given to every single
staff members so that issues cannot be raised. There are some points should be in mind of
Vodafone's management and these are as follows:
 Management of Vodafone should create friendly environment where suggestions and
orders can be taken or given without any sort of problems or issues (Kehoe and Wright,
2013).
 The input which has been catered by employees can help business in overcoming difficult
circumstances which cannot be defeated otherwise.
 The state of cordial relation between employer and employee in an organisation will
make sure that there is an improved team working along with resolution of problems
through in a productive manner.
 Discrimination should not take place in any way at workplace as this may lead
organisation to decrease in goodwill and brand image of Vodafone. Vodafone's management should take suggestions from staff members so that policies and
practices which are more preferred by both the parties should be undertaken leading to
improved motivation and loyalty of workforce.
7

Henceforth, Vodafone can create favourable conditions for its employees by giving them
proper sort of environment as per their requirements, training and development sessions can be
helpful in enhancing both skills and knowledge of staff members to become more effective and
efficient at workplace (Marchington and et. al., 2016).
P6 Elements of employee legislation and its impact upon HRM
Federal laws are implemented to have legislation upon various segment. These laws
incorporate rules regarding labour relation, criminal record, employment regulations, etc. Every
federal law have its impact upon HRM. Following are few employee legislation that are
practised in Vodafone and its impact upon HRM decision-making: Anti-discrimination act: Under this act, it is prohibited to discriminate an individual on
the basis of sex, colour, caste, religions or origin. This practise is consider as criminal act
by law. Vodafone focuses upon providing their employees with best working
environment. By doing so they maintain trust of their employees. This also helps in
making employees more dedicated towards their job (Employment legislation and its
impact on decision-making process of an organisation. 2018).
 Disability and medical benefits: This act is constructed for benefit of disable people that
are working in organisations. Under this act, it is prohibited by law to disclose any
medical or mental history of employee. HR must maintain privacy of employee condition
and must provide with medical benefits that are allotted by government of country
(Ployhart and Moliterno, 2011). Vodafone hire employees by going through medical
history of every individual present in company to minimize future consequences. Special
records are maintained to practise this activity where data of every individual is stored.
 Equity Act 2010: Equity Act 2010 was enforced as a replacement for Anti-
discrimination Act 1977 & several other laws that covers various other types of
discrimination but in different sections. This law acts as a shield for people to get
discriminated by the society or at their workplace. According to this act employer is not
permitted to refuse hiring any employee , terminate him from job or discriminate against
any employee on the grounds of his colour, religion, sex, races or national origin . Thus
to be figurehead organization it is beneficial for Vodafone to compile with this legislation
as it will earn it employees faith & cooperation making them loyal towards the
organization.
8

 Working Time Regulations 1998: Working Time Regulations 1998 deals with
regulation pertaining to official working hours of workers. It is applicable to all workers
to demand for rest breaks, daily rest, weekly rest and the maximum average working
week. According to this act an employer cannot restrain any of its worker to do a job
more than 48 hours per week (Renwick, Redman and Maguire, 2013). It also makes it
mandatory for employer to give paid annual leave of at least 4 weeks (including bank
holidays and public holidays). An employee is entitles to take rest of 20 minutes in any
shift lasting over 6 hours and maximum limit to take statutory annual leaves is 28 days.
 ACAS : it is referred to be a model which have been founded in the year 1974 as a UK
public body. This model initiates with recruitment and goes until performance
management practices in an organisation. The attempt is to resolve problems which arise
at the workplace and is being present in the 11 regional centres in the country. The
activities are fulfilled in the form of Conciliating, arbitration and mediation so that legally
acceptable decisions are formed.
TASK4
P7 HRM practices in a work related context of Vodafone
Management of Vodafone requires to fulfil its vacant position with skilled and highly
qualified person. Currently this firm has faced problems in marketing field which affects its
production. Therefore, it has adopted online recruitment and selection procedures for recruiting
the marketing managers. HR professionals prepare advertisement for fulfilment of required post
by:-
Advertisement for Job
JOB VACANCY
Position: Manager
Tittle: Marketing Management
Vodafone is glad to inform you that it has some vacancies in marketing department. Thus, its a
golden opportunity and honour to you for becoming a part of such a highly reputed retailer
business organisation.
Qualifications Requirements & experience:
 BBA or Bachelor's degree in Commerce
9

 MBA in marketing
 Certifications in Computers
 At least 5 years of experience in same field
Salary: 20000 - 25000 pounds per months depending upon qualification and experience of
candidates.
Those who are interested refer their resumes by online website of Vodafone i.e.
www.vodafone.com. The last date of submission of resumes is 5th April, 2018 .
Job Description
DESCRIPTION OF JOB IN MARKETING AND MANAGEMENT FACULTY
Job description: Managers in marketing department require to work in corporate environment.
They are a part of a large marketing, communication or digital team. So, they require to possess
effective management skills in order to influence team-members for marketing products of a
company. They must shared a strong vision with associated persons.
Requirements:
 Strong communication skills
 Should familiar with latest trends, technologies like graphic and web design, etc. Skills and proficiency must require like Budget-management and professional
judgements.
Roles and Responsibilities:
 A manger has to establish effective cooperation with other members. He has to
coordinate with business activities like sale, purchase, storage, transportation,
advertisement and sales promotions.
 Identification of potentials at market-place
 Evaluate the products according to customer's demand
 Has to follow economic, social and political laws while making marketing strategies.
Person Specification
PERSONAL SPECIFICATION
Experience Requirements Demanding
Experience as an assistant More than 4 years experience Requirement of 3 Years
10

manager in digital marketing.
Skills and abilities Essential Demanding
Certification in informational
technologies.
Diploma of one year in
computers.
A Grade
Qualifications required Necessary Demanding
Bachelor & Master's degree in
business administration.
MBA in marketing and P.hd.
in Business Administration
and Statistics.
B Grade
Personal skills Necessary Demanding
Ability to work flexibly under
all circumstances. Be able to
build and maintain positive
and healthy working
environment.
Knowledge of emerging
trends in social media and
latest apps of mobile
technologies.
Strong American English and
Spanish language.
Reporting Time: 9:00 am - 07:00 pm
CV:
Curriculum Vitae
Name:
Address:
e-mail id:
Contact No.:
Objectives:
Working in a digital environment by making effective and innovative strategies. Possesses
knowledges of all managerial skills and latest trends of market and customer's need to develop
growth of a company.
Qualification:
 Bachelors in Business Administration
11

 Master of Business Administration
 Computer certification in graphic design
Experience:
Five years of experience in sales department of a bank.
Skills:
 Strong and impressive communication skills
 Ability to take quick decisions
 Track record in development and implementation of campaign
CONCLUSION
This report concludes that role of HRM in an organisation considers the most important
part. Managers help a firm in maintaining workforce through which level of performance of an
organisation can raise. Functions like compensations, training and development programs,
staffing, etc. aids importance of human resource management. Policies made by this
administration provides benefits to workers which helps in getting their productivity and
participation in accomplishment of company's goals and objectives. It has also interpreted from
this unit that management always engage with managing employee relation and creating a
healthy working environment for them.
12

13

REFERENCES
Book and Journals
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Berman and et. al., 2012. Human resource management in public service: Paradoxes, processes,
and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Crook and et. al., 2011. Does human capital matter? A meta-analysis of the relationship between
human capital and firm performance. Journal of applied psychology. 96(3). p.443.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
14