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Human Resource Management in Vodafone : Report

   

Added on  2020-01-15

15 Pages5180 Words1124 Views
HUMAN RESOURCE MANAGEMENT
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3A. Difference between Personnel Management and Human Resource Management............3B. Impact of legal and regulatory framework of UK on HRM function................................5TASK 2............................................................................................................................................6A. Explaining and assessing the roles of human resource planning in Vodafone, discussing thestages of the planning process................................................................................................6B. Analyzing the recruitment and selection process of Vodafone and assesing my contributionas a deputy to the human resource manager...........................................................................8TASK 3............................................................................................................................................9A. Discussing motivational theories and assessing the link between motivational and reward.................................................................................................................................................9B. Assessing the effectiveness of the reward system and method to monitored and measuredthe employee performance...................................................................................................10TASK 4..........................................................................................................................................12A. The causes of termination of employment with an organization and comparison of exitprocedure in another similar organization............................................................................12B. The impact of legal and regulatory framework when arranging employment cessation.13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15
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INTRODUCTIONHuman Resource Management (HRM) is a branch of management which focuses mainlyon effective and proper utilisation of manpower in an organisation to achieve the desired goalsand objectives. Human resource is considered as an essential part of company that helps inleading towards mutual goals. With the rise in time, HRM act as a key component ofmanagement. In order to gain in-depth understanding of it, present report has been developed. Inthis report, Vodafone has been opted to define its HRM activities (Hendry, 2012). It is one of theworld's largest telecom brands and communication providers that operate in 26 countries alongwith partnership of over 55 networks. It has almost 101,443 employees, 19.5 million customersin UK and around 444 million customers all over the world. This report states the differencebetween personnel management and human resource management, process of recruitingemployees, rewarding employees to motivate & retain them, and also knowing the cessation ofemployment.TASK 1A. Difference between Personnel Management and Human Resource ManagementHuman resource management is a broader concept of personnel management. It iscomparatively a newer version for managing the employees of the organisation where people areconsidered as the essentiality of the business. It goes beyond the administrative tasks ofpersonnel management. There is a sealed difference between both types of management; samehave been enumerated below:1.Being an expansion of general management, personnel management is a traditionalapproach of managing people of an organisation. Whereas, Human resourcemanagement is a modern approach of finding people's strength into the organisation.2.HRM builds a team of employees in an organisation dealing with the enhancement ofpersonnel management skills. On contrary to which, personnel management mainlyfocuses on dealing only with the employees, considering the employment laws likepayroll systems, etc (Armstrong and Taylor, 2014).3.Personnel management is reactive, but HRM is anxious and enthusiastic in nature.4.The main motive of HRM is to create a dynamic culture into the organisation, togetherdealing with the management of the workforce, contributing to the entities success.3
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However, the main target of personnel management is to deal with the administration ofpeople and employees.5.Personnel management works on employee’s welfare, relationship with labour andpersonnel administration, working less on training and development opportunities.Contradictory to that, the main moto of HRM is to make more acquisitions by training,developing, motivating and maintaining the human resources in the organisation.6.Under HRM, the job is designed on the basis of team work, opposite to that, in Personnelmanagement; job is designed on the basis of labour division (Ulrich, 2013).7.In Personnel management, personnel function is assumed for employee's satisfaction andin HRM, administrative functions are meant for goal achievement.8.HRM makes collective decisions, considering worker's participation, competitiveenvironment, etc. Decisions in Personnel management are only made by the top levelmanagement as per the predetermined rules and regulations of the company.9.Personnel management is a routine function, much focused on increasing production andsatisfying employees. Incompatible to that, HRM is a strategic function, focusing moreon the effectiveness, productivity etc.10.Henceforth, Personnel management is free from the organisation. Where on the otherhand, HRM forms a fundamental part of the company (Bratton and Gold, 2012).Personnel management exists to advise and assist the line managers in personnel matters. Line manager of Vodafone is directly responsible for managing the individual employeesand teams, reporting their performance to the higher level of management. They are also beenreferred as front line managers who holds the positions of team lead and supervisor roles. Theyhandle people with no supervisory responsibilities.Work of line manager at Vodafone typically includes following:Day–to-day employee management,Managing operational cost of the company,Providing technical expertise,Division of work among the people,Monitoring work along with checking quality,Dealing with customers and clients, as and when required, andMeasuring operational performance of the employees.4
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