HR Management & Strategic Advantage

This assignment, based on papers by authors such as Buller & McEvoy (2012), Campbell et al. (2012), and Jiang et al. (2012), delves into strategic human resource management (SHRM) and its impact on organizational performance and competitive advantage. It covers topics like high-performance HR practices, the economics of personnel selection tools, and the psychology of talent management. The assignment aims to assess your understanding of SHRM theories and their practical implications in today's business landscape.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and Functions of HRM.............................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................2
TASK 2............................................................................................................................................5
P3 Benefits of HRM for employer and employee.......................................................................5
P4 Effectiveness of HRM practices............................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations..........................................................................................6
P6 Key elements of employee legislation and its impact on HRM decision making.................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work related context.........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is a necessary part of every organisation because it is
responsible for efficiently conduction of each activities (Hendry, 2012). Main functions of
manpower manager is recruitment, staffing, training and development of new and present
candidates. Major duty of human resource management is recruiting a candidate and placing him
as per his qualities and capabilities for promoting efficient working in association. Employer
suppose to have a healthy and friendly relationship with staff members to get workers
participation in decision making processes. This assignment is focused on Vodafone which is a
telecommunication company that is operating its business operations in United Kingdom. This
firm is founded by Ernest Harrison and Gerry Whent. It is approximately seventh largest
organisation across the world.
TASK 1
P1 Purpose and Functions of HRM
Vodafone is a part of telecommunication sector which is operating at global level. There
are different departments in this enterprise and each one of them has their own separate function.
Human resource management is one of the most important division which is performing distinct
functions in order to expand in the long run. It is another responsibility of manager that he should
ensure proper and efficient working of workforce. Aim of manpower manager is to make all
activities appropriate by motivating and inspiring workforce. Employers are required to monitor
performance of workers in order to identify training and development needs so that staff could
attain all allotted targets in requisite period of time (Cascio,2018). This action will further aids
more profit and market share by providing competitive advantage because this is workers who
actually work for company's vision and organisation relies upon them and because of this reason
manpower should be provided with best benefits. Different functions which are performed by the
human resource manager in the refereed enterprise are as follows:
FUCNTIONS OF HRM
Staffing – This is one of the most important function which is performed by the human
resource department in the given firm. Through this it ensure the required level of work force is
maintained at every point of time. Proper departments are made and their roles are clearly
defined which assist in carrying out the goals and objectives (Armstrong and Taylor, 2014).
1

Training and Development – It is responsibility of human resource manager that he
assess functionality of staff members for getting know-how about need of skill enhancement
session for doing all activities in most profitable manner. Employers of Vodafone conduct
multiple sessions for assessing actual performance of employees to find out out whether workers
are doing their best or not. If junior executives are not performing well then a training session
should be launched for making staff efficient and future ready so that manpower could take
challenges and beat them very effectively (Bratton and Gold, 2017).
Motivation: It is another function of human resource manager in which it inspire his
workforce to put some extra efforts for doing all activities in best beneficial way for attaining all
objectives of company. Motivation is a factor that brings zeal of perfect working in staff
members and because of inspiration workers work with enthusiasm and full energy. It is up to a
manager that what kind of motivation he provides to his manpower because there are so many
kind of motivational tools like cash benefits, awards & rewards, appraisal, enhancement in
compensation plan etc.
Maintenance: Superior need to utilise full efficiency of workers and should always try to
maintain this talent and virtue of manpower. Maintenance could be done by keeping healthy and
friendly relationship with employees because this action is helpful is getting participation of
executives in decision-making process and because of this workforce will feel important and will
conduct their duties in most efficient manner.
PURPOSE OF HRM
There are several purposes of human resource management and all these are described as
beneath:
 Improvisation of abilities and skills of employees because these capabilities are
directly associate with quality of product and services.
 For ensuring productivity of association, it is required from employer that he
should consider all aspects related with profit and functionality of workforce.
 Major aim of human resource department is to keep healthy bond with staff
members at workplace.
 Management of proper balance among all divisions is essential for HR manager
(Brewster and Hegewisch, 2017).
2

P2 Strengths and weaknesses of different approaches to recruitment and selection
It is main requirements of Vodafone that they have sufficient number of employees so
that organisation could accomplish all targets in provided time duration. Firstly employer finds
that whether there are any vacant position or not if it is then managers fills it by using the
internal and external sources of recruitment. To analyse capabilities and talents of candidates
human resource department of Vodafone conducts interview and arranges one to one session
with all eligible candidates and them manager selects best suitable personnel for business
operations. Firm uses multiple tools and techniques to make sure about efficient functionality of
workers (Jiang and et. al., 2012). There are many models of recruitment and selection and their
description are as follows:
Internal Approach: It is a method of recruitment in which candidates are chosen from
within the boundaries of business. This point is best suitable for top management and promotion
is best method out of transfer and promotion. This tool is beneficial for company as it costs very
less also much time can be saved. Senior management's vacant positions are filled up by this
method because this tool works as motivation for workers. Workers will do their work with more
enthusiasm when employees know that if they work hard then will get promotion and awarding a
higher position is an appraisal for manpower.
Strengths Weaknesses
Firm need not to conduct any induction
program for employees because persons who
are acquiring further post are ones whom
belong to same association.
If a person got promoted then it will create
issues and conflicts among staff members that
why other executives did not get promotion
and this action will further reduce cooperation
from working environment.
This activity saves funds of company which
can be use in another activities for regular
conduction of business operations.
No welcome of new ideas because person who
acquired senior post already given his novel
ideas to firm.
External Approach: This is fruitful for every employees when company conducts
interviews for selection of new candidates for vacant posts. This idea is useful because new
personnel come then he is coming with some latest thoughts and point of views which never
3

been introduced in organisation. Main advantage of this activity is that there is no conflicts and
clashes between employees due to promotion and partiality (Alfes and et. al., 2013).
Strengths Weaknesses
Novel employee will bring new and fresh ideas
in firm and these thoughts are helpful in
improving quality of goods and services which
company is providing to its customers.
This activity requires more financial resources
as huge cost.
Employer have wide option to select and he
can opt best one for blank position in
workforce.
Whether person have prominent knowledge but
he is not specialised in required skills then it is
a cost enhancement for association because
management has to provide a small or big
training session to new worker.
Third Party Approach: It is defined as when Vodafone hires other recruitment firms for
filling vacant position in organisation and management of company go through with suggestions
of consultancy firm (Renwick, Redman and Maguire, 2013).
Strengths Weaknesses
Time and efforts of employer gets decreased
which superior can spend in taking care of
current workforce.
Employment cost gets high it there is miss and
lack of communications are exist between
Vodafone and consultancy agency.
To maintain and bring sufficiency in number of employees, there are so many functions
which employer needs to conduct. For example, recruiting, staffing and selection. These are
duties which is done for conducting all business operations in most efficient manner. It is another
task of human resource manager that he monitor performance of workers in order to find out
training and development need of manpower because this action is directly linked with quality of
product and facilities. To maintain and enhance level of dedication of staff members, manager
suppose to provide some motivations like appraisals, awards & rewards etc. in Vodafone
company.
4

According to (Buller and McEvoy, 2012) recruitment and selection procedure is a tool
which aids in catching a suitable and reliable candidate in venture for doing business operations
very efficiently and effectiveness. There are several methods for conducting recruitment and
selection function like internal, external and third party approach. These models are best used by
Vodafone firm to hire perfect candidate whom should have requisite knowledge and virtue.
These techniques for hiring a personnel in organisation are very prominent and good and
provide wider choice of applicants, reduces fund application in activities, saves time as well etc.
options of recruitment and selection are based upon size of corporation. These methodologies are
having their own strengths and weaknesses (Jiang and et. al., 2012).
TASK 2
P3 Benefits of HRM for employer and employee
In order to maintain smooth working in an enterprise it is important that good relations
are maintain among the employer and employee. For same human resource management plays an
important role as it act as a mediator among the two parties and provide advantage to both.
There are some advantages of Human Resource Practices for manpower:
Training and Development: Major function of HR practices is assessment of working
pattern of employees for recognising need of skill enhancement program because if, performance
are not monitored that staff member will keep working on same and obsolete style which is
generating low profit in current time (Daley, 2012).
Conflict Resolution: Solving clashes and problems are an essential responsibility of
manpower manager because if these issues are not solved properly then it will sabotage quality
of products and services because manufacture function is directly linked with line employees.
Employees Bond: when staff members share a good and healthy relationship with other
co-workers then all information would be spread accurately and all task depend upon accuracy
would get completed with full and maximum efficiency.
ADVANTAGEOUSES FOR EMPLOYERS
Provide Surplus Welfare: When all workers whether juniors or seniors are doing their
activities efficiently then outcome and overall earning of company gets increased.
Special Treatment: This section includes various facilities like personal cabin with all
facilities, paid holidays, appraisals etc. These tools are factors of motivation in association.
5

Henceforth, above elaborated advantages are activities of human resource practices
which is helpful and fruitful for both employer and employee as well. These kind of factors
increase morale and loyalty of workforce towards association and promote attainment of goal in
set time duration (Sheehan, 2014).
P4 Effectiveness of HRM practices
For meeting all desires and necessities of consumers, Vodafone need to beat its rivals at
marketplace. Human resource practices are helpful in increasing efficiency of current working
pattern and improvised working style is a reason of extraordinary goods and qualities which
caters need of customers. In this respect, HR practices plays a vital role and further aid in making
advanced and improved operations and technologies. By taking assistance of these practices
management can diminish extra expenses and this action will reduce overall cost of company and
maximises financial earnings of Vodafone. Other then these stated benefits, HR workings are
liable in enhancing knowledge and experience (Kehoe and Wright, 2013).
Training & Development: Superiors conduct few sessions of training and development to
make workforce future ready means manpower could take challenges and beat them in most
effective way. These events reduces cost of recruitment and selection process process because
present employee could get improved by talent improvisation program.
Flexible Working Hour: This facility should be provided to employees for enhancing
efficiencies and freshness in mood of workers so that manpower could work with creativity and
adequacy and with help of this action, association can hit all target with maximum effectiveness.
Recruitment & Selection: This action is hiring new candidates for vacant post. If a best
suitable candidate is hired then it can be called as profit of HR practices.
Performance Assessment: It is required from manager that he assess functionality of
workers so that profitability of their working could be identified.
Motivation Tool: HR manager is suppose to inspire his team and staff members for doing
efficient working. As this is helpful in attaining all objectives in limited period of time.
HRM practices are very good in supporting staff members in their task and duties fulfilment. By
taking help of this, manager can enhance abilities of manpower. There are some models which is
helpful in improvisation of talents and specialisations which stated below:
 Training and Development function is a tool of skill improvement (McCauley, 2012).
6

 Best method of motivation is awards and rewards according to performance of
employees.
To conduct all operational activities and task in best way then human resource practices
are needed HR depart is liable for formulating and implementing all strategies. If this division is
helpful then all set targets will get achieve in most profitable manner.
TASK 3
P5 Importance of employee relations
To bring positive effects in environment of workforce then it is required from managers
that they maintain healthy and friendly atmosphere as this action is helpful in conducting all
business activities in advantageous manner. Henceforth, importance of employee relations are
stated below:
Early Achievement of Set Targets: If workers are comfortable with their co-workers then
all information will be spread accurately and then line managers would be able in producing
required number of products and services to cater needs of clients.
Ability to Reduce Risk: If company is having good connection with employees then
Vodafone can easily communicate their vision to staff members then all targets will be achieved
in the given time frame.
Increase in Sales: As, it is clear that all departments are interconnected so, is all
divisions share all knowledge and info then more demands could be meet at marketplace.
Profit Maximisation: If sales is improved then overall profit gets high.
So, it is comprehended that how much important employee relationships are for
manpower and company both. As, this action is helpful in securing higher market share in
industry by increased sales volume (Dries, 2013).
P6 Key elements of employee legislation and its impact on HRM decision making
Employment legislations are set of some laws and acts which are made by government to
secure benefits of employees along with, to provide some welfare to workforce of any
organisation. There are some laws which are stated as beneath:
Family and Medical Leaves Act: According to this law, an employee can take 12 weeks
unpaid leave due to medical emergency of him and his family and association can not deny for
this. So HR policies should be made by considering this factor.
7

Minimum Wages and Hours Act: This law fixes targets of hours of working like per
weeks, days and months targets of work-hours along with a fix payment system so that all staff
members should feel equal and could work with maximum efficiencies.
Health and Safety Act: Govt. set some standards related to health issues and firm need to
consider them while selecting new candidates in association for reducing cost of medical leaves
of workers.
Anti Discrimination Act: As per this legislation, a venture can not make any distinction
among all employees. Differentiations like age, sex, cast, religion, races etc. If corporation do
discriminations then it can be sentenced for imprisonment and fine as well.
Employees relationships are important as it is helpful in attaining all targets in limited
period of time by following accurate and efficient information. HR practices play vital role in
developing bond between staff members. Healthy environment is useful in growth and success of
firm (Clark and et. al., 2016).
HR practices are helpful in making efficient decisions by managers and these judgements
are tools of success of venture. All business actions should be assessed by manpower-manager
by considering all employment laws, simultaneously.
TASK 4
P7 Application of HRM practices in work related context
To hit all objectives, Vodafone needs adequate working staff and for this firm will hire
suitable candidates (Fine, 2012). For recruiting some personnels, there are some steps which has
to be followed by managers. These are below:
Job Specification
Job Specification
Job Details
Position – Assistant Marketing Manager
Divisional Area – Sales & Marketing
Job Aims
 Execution of Marketing strategies
 Implementation of Marketing Scheme
 Management of Actions
8

Roles & Responsibilities
 Increment of goodwill as a brand.
 Attainment of competitive advantages.
 Upkeep of connection with stakeholders.
CV:
Curriculum Vitae
Name:
No.:
Address:
Email:
Objectives
Looking for prominent carrier growth in marketing department by executing strategies and
pioneering all business operations and ability to increase sales by 12% approximately.
Qualification
 Graduate
 Masters in Marketing
Experience
Five years of experience in marketing in any telecommunication company
Skills
Communication Efficiencies
Chieftain Abilities
adequate group maker
Preparation of structured Interview: It comprises some points which are listed below;
1. Adequate Questionnaire
2. Monitoring Skills
3. Match required specialisations.
4. Personality Assessment
5. Capabilities
Offering of Offer Letter: Points of this heading is listed below:
9

1. Firm's Details
2. Joining Date
3. Payment Method
4. Work-hours
5. Signature of Authority
6. Corporation's Stamp.
7. Leaves
8. Additional Advantages
Evaluation: Last stage of recruitment procedure and criteria of this is elaborated below:
 Talent
 Know-how
 Experience
 Qualification
 Communication Skills
 Conflict Resolution Virtue
Henceforth, by following all above steps HR manager can make selection of best candidate for
the post of Assistant marketing manager.
Practices of HR affect working of Vodafone in positive way. As it help in hitting all
targets in limited period of time with highest efficiency. For promoting best working, HR
practices should be launched in every firm so that organisation could get improve their market
share in respective industry (Campbell, Coff and Kryscynski, 2012).
CONCLUSION
From the above assignment it is summarised that human resource management is of the
most crucial division of any enterprise. It performs range of functions with a view of establishing
an effective working conditions. Different methods of fulfilling the job requirements are used by
this section through which it ensures continuity of operations. Apart from this the given study
also concludes that to have a successful business it is important that the human resource
department is efficient and is capable of performing different task at the same time.
10

REFERENCES
Books & Journals
Alfes, K. 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.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
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.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Clark, W.C. and et. al., 2016. Boundary work for sustainable development: Natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K. and et. al., 2012. Clarifying the construct of human resource systems: Relating human
resource management to employee performance. Human resource management review.
22(2). pp.73-85.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
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.
McCauley, S., 2012. Introduction. In The Dilemma of Boundaries. (pp. 117-121). Springer,
Tokyo.
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.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
11