Significance of HRM Strategies in Vodafone Ltd

This report discusses the importance of HRM strategies in Vodafone Ltd and the impact of national and regional culture on HRM practices. It also explores the organizational model of employment used by the company and the differences between personnel management and HRM. Additionally, it examines the significance of local culture in hiring and firing decisions and the HRM practices required in the international/transactional industry.

Human Resource
Management

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
A) Analyse how value was generated by firm by using strategies Of HR. Also use of
concepts pf strategies that HRM should be evident...............................................................1
B) Examine impact of national and regional culture on the practice of HRM..................3
C) By using appropriate organisation’s model of employment and also state organisational
levels used by company for create value................................................................................4
D) Apply Storey’s points of difference between Personnel Management and HRM as a
benchmark, Also state what is being practised by Vodafone in Asian country from above two
of them....................................................................................................................................5
E). When it comes firing and hiring which is consider significance and importance of local
culture and which HRM practice needs to be undertaken in general and practices that have to
carry by HRM in international/ transactional industry...........................................................7
F) Apply differences in term of employment laws when international HRM changes local
business systems.....................................................................................................................7
G) Recommendations/suggestions that have to make to employers in regards to make sure as
organisational performance is high........................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is a process or a function which consists of strategies like
providing growth to the business and organisation in respect of their effective management of
peoples in the company. (Stewart and Brown, 2019). Its consist of strategies which are related
with competitive advantage of the organisation by effectively maximize the performance of
employees which are working in the company by designing and implementing of the programme
related to recruitment and selection process that are the main concept of HRM is to fulfil the
requirement related to manpower by scheduling their interview when there is need generation for
the organisation in convert the activity in selecting the best on the basis of their skills and
capabilities ,is that right person for the right job. Some of the basic function performed under
human resource management by HR manager is learning and development of the employees by
enhance their skills while during their working role. Career planning for the employees are
necessary function performed by the HR Manager, giving rewards to the employees by
evaluating the performance of each individual or employee working for a particular job role on
the basis of company norms .Industrial relation with other business industry are the function
manages by HR seniors to grow their industry potential and having a business relations stronger
in the course of production process by making relations with the different suppliers and
distributer HRM practises will properly implemented by an HR manager. This below report is
based on the company Vodafone limited a British telecommunication service provider having the
image of world second largest mobile phone company with third largest mobile network operator
in UK. (Nankervis and et. al., 2019). This company is subsidiary based industry of network
service provider with quality services of internet, head quarter is in Newbury, England, UK. This
report consists of the importance of HR strategy under the organisation with the impact of
regional and national culture on the HRM.
MAIN BODY
A) Analyse how value was generated by firm by using strategies Of HR. Also use of
concepts pf strategies that HRM should be evident.
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Concepts of HRM:
The main aim of any organisation or business is to earn the profits by properly
implements all their function in the organisation. (Banfield Kay and Royles, 2018)
Through its productivity and managing of the relations with other businesses and that will
be possible through proper management of their workforce or manpower which are
inducing in the activities of different department functions and these functions are
possible through proper formulation of HRM strategy by recruiting and selecting of right
candidate for the job role assign to them .By the way of Vodafone culture some of the HR
practises followed by the organisation are :
 Enhanced Hiring strategy:
By making an efforts in the hiring process will determine the growth of the organisation
by the process of recruitment and selection this strategy is done through looking into the
requirement needed by the organisation in filling the gaps of working areas and by hiring
more workforce will adds or increase the effectiveness of the organisation by completing
the tasks and objectives on time in specific time frame as well .
 Transparent regular communication:
HR manager needs to take care about the regular interactions with their employees and
workers to formulate the task with bit ease. (Collings, Wood and Szamosi, 2018)
Basically, this strategy will increase the communication within the organisation and
workers will be motivated to complete the tasks in given time periods by regular
interaction HR will also determine the performance and work updates by their
employees.
 Promotion opportunities:
This strategy will be the most important function done by the HR manager is to provides
the benefits in according to the work performance of each individual working in the
organisation by making them competitive for the particular objective and on the basis of
their performance they rewarded them with some promotion function according to the
designations in the company .
 Training and development:
This strategy base on the principle of providing the growth to the employees and workers
by increasing their skills and knowledge through proper training and development
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program which will be executed by the HR manager, these are some basic training
program which are given to each individual working in the company by developing their
knowledge towards their particular job role.
B) Examine impact of national and regional culture on the practice of HRM.
Every country and every company will follow the different set of recruitment policies
which are depending upon the practises followed by the company. (Armstrong, 2019)
The major focus of every company is to formulate and apply all the function related to
that regional and national culture through which they can attain the possible outcome for
that countries in respect of the requirement is that manpower or if any scheduled
interview have to be organised in the format of that country is that If we are talk about the
Vodafone ltd company of UK having their own practise in accordance to their HRM
function they have to change their function or strategy and have to adopt the culture of
Asian countries like India. Philippines etc in respect of recruiting and selecting the
candidate to develop their skills according to these countries working scheduled. In the
context of Vodafone ltd here are some impacts on HRM practises are as follows :
 Recruitment policy:
These national and regional culture will impact the HRM practises through change in the
working function of HR’s of different countries is that they have to follow the HRM
practises on the basis of these Asian countries like India due to change in culture aspect
Vodafone UK have to select the best course of action to adopt their culture in respect of
hiring the suitable ones for the job by recruiting on the basis of ethnocentric approach
where if an Vodafone expand their business they have to adopt or to follow the same
policies and strategy as per the Asian country like India .likewise ion polycentric
approach the parent country will appoint a local manager for making the process much
easier because of their better understanding of the local culture and polices.
 Selection policy:
Selection process are varies from country to country, Asian countries will follow the
extensive process of selection ,most of the time a screening process is followed by these
countries so that it will directly impact the working of the HRM practise cause they have
to generates sources for their strategy by adopting the compatible practises.
3

 Training and development :
Due to change in the culture of these Asian countries it will be complicated for the
Vodafone ltd to deal with the situation related to cross-cultural difference is that a
manager of Vodafone ltd has to undergo with distinct culture ,different language ,food
dressing habits and value ,norms of the employees it will create difficulty in provide them
training and development. (Bailey, and et. al., 2018)
 Compensation policy:
This impact deals with the vast difference in the taxation policies structure ,cost of
living .pension scheme and retirement policy of the Asian countries this will impact the
industry like Vodafone ltd here this company has to determine the strategy and to follow
the external rules by taking their function as well.
C) By using appropriate organisation’s model of employment and also state organisational
levels used by company for create value.
Organizational model of employment basically consists of approaches or mode that are
needed by the organisation in the completion stage of the generation of employment in
much better way so as to achieve all the targets which will be assign to them. (Berman
and et. al., 2019). According t the employment model basically in which areas they are
serving the company on the basis of their different employment factor they have to work
accordingly in the context of Vodafone ltd some of the basic model employment are as
follows:
 Competitive employment:
This mode of employment deals in the job it can be of full time as well as part -time basis
depends upon the company approach to that employee is that Vodafone ltd will provide
the pays to their employees on the pays at or minimum wages and they will provide the
same benefits as an permanent employees covers from the organisation like Vodafone.
(Brewster, Mayrhofer and Farndale, 2018).This type of employment do not need any
kind of employment support in the job .
4

 Supported employment:
This model of employment will help in gaining the competitive employment in integrated
work settings, and then provide the help related to supported system is that the
mentors ,coaches and ,co-workers are all in working as an supported guide for the
company like Vodafone ltd here state VR programs will assist them with this process of
identifying the service provider in respect of large networking areas that are served by the
this tele communication company .
 Customized employment:
In this approach of employment if a candidate doesn’t have a job skill as per the
companies requirement and also don’t have an interest in it they will perform many other
activities which will considered under the working pattern of an organisation ,its
basically a relationship between the candidate and that of employers without indulging in
the business directly in the context of Vodafone they deals in this types of customized
approach because of their vast working structure they put extra effort apart from the
business related activities they will take information from their assignees in respect of the
market scenario etc.
D) Apply Storey’s points of difference between Personnel Management and HRM as a
benchmark, Also state what is being practised by Vodafone in Asian country from above
two of them.
HRM: It is define as a strategic approach of effective management of individual or team
members or company by which business can gain competitive advantage (Boella and Goss-
Turner, 2019). It is made for increase performance of employee in service sector with strategic
objective of employer. The purpose of human resource is sure about which leads to success by
people.
Personnel Management: It is a continuous and integrative process of increase capacities and
capabilities by enhancing human beings which is existing and helps them discover and tap their
potential by micro level development of human (Kuehnl and et. al., 2019).
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In terms of Vodafone there are some difference between HRM and Personnel Management
which is discussed below:
Difference between Personnel Management and HRM on basis of Storey’s 27 points:
Basis Personnel Management HRM
Contract In terms personnel
management there is careful
delineation of written contract
which is used by company and
they are following all rules
and regulations (Adam,
2018).
In context of HRM they are
generally aim to go ‘beyond
contract’.
Rules There is a importance of
devising in clear form the
rules and mutuality.
In HRM, individual can do
outlook and impatience with
rules which are made by
corporation.
Guide to management action There is a procedure which is
used by personnel
management for guide
management action.
In terms of HRM, when there
is need of any action managers
use these actions for guide
their team members.
Conflict In personnel management
there is institutionalised
conflict is considered.
In HRM there is conflict is
considered as De-emphasised
which leads to difference
between employees thinking
and work efficiency.
Nature of relation In personnel management
there is relation among team
members is taken as pluralist.
In this there is Unitarist nature
of relation (Agarwal and
Lenka, 2018).
From above it is been analyse as there are HR practised which is used by Vodafone which is well
suited for requirements of diverse workforce which helps in increase the productivity and
profitability of company (Cooke, 2018).
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E). When it comes firing and hiring which is consider significance and importance of local
culture and which HRM practice needs to be undertaken in general and practices that have
to carry by HRM in international/ transactional industry.
When there is discussion about hiring and firing there is importance of hiring and firing in terms
of national culture. When culture is goes beyond local level there is a consideration of pattern of
behaviours, beliefs, values which is maintained by group of individuals who are interacting with
each other. When as in terms of Vodafone, company wants to expand their sourcing of talent
there is understanding of complexity between the cultures. During recruitment process it is
important for HR mangers for understanding their cultures according to corporate. It is important
for company for identify the values, culture of new hiring employees so that they are working
with efficiency and effectively. This leads to minimize of culture shock of employees and in
addition maximise of retention rate and productivity (Analoui, 2018).
The line manager is a individual which is considering as head of all departments which helps in
generating revenue and attainment of objectives and goals. These managers handles all the
general practices and strategies that have to be carried by Vodafone PLC, for carrying out the
business in transactional/international industry. Line manager of respective company helps in
hiring process as individual who is appropriate for job are selected according to their skills and
knowledge. The line managers are also coordinating the team leaders in effective manner by
solving any type of issue which is faced by team members. They are also closely interacting with
employees of their company and by framing policies and strategies which are helpful for
company in attainment of goals (Ayaz and Kulualp, 2019).
The HRM effectively handle organisation by performing various functions like staffing,
recruiting, motivating, training and development which retains employees in organisation. The
Vodafone company provides quality services to their customers which leads to opportunity for
growth in business. By having efficient hiring and firing process this can help company to easily
retain high quality of employees which helps organisation for easily capture new opportunity in
market segment (Morgeson, Brannick and Levine, 2019).
F) Apply differences in term of employment laws when international HRM changes local
business systems.
The Vodafone group PLC have to follow all rules nd regulations which was imposed by
government when international HRM changes the local business systems. These rules are made
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for protection of employees of organisation. The government bodies frames policies which helps
in preventing exploitations of employees at workplace. Some of them are discussed below:
 Sex Discrimination Act, 1975: This act is made by UK government for protecting any
type of discrimination which is based on marital status and gender.
 Race relation Act, 1992: This act prevents discrimination of humans on basis of color,
nationality, race and origin of employee that in which sector individual is working (Kim
and et.al., 2019).
 Equal pay act 1970: According to this act, it prohibits practice of unequal pay which the
organisation is exploiting its team members by paying less to them. This act help
employees as there is appropriate wages which is considered by set as minimum wages
below which the organisation cannot hire their workers.
 Disability discrimination act 1995 & 2005: This act is made for promoting rights of
individual which have disability helps in ensuring that as they are not discriminated at
their working organisation and also they are provided equal opportunity.
 Data protection Act, 1995: This act helps employees or organisation in preventing
personal information and data which helps in maintaining the privacy of them.
 European working time directive: According to this act it defines a particular hour of
working of employees at workplace and also prevents exploitation of employees as when
they are sometimes working.
These are some laws which have to be follow by Vodafone PLC, when managers and leaders
wants to expand their business international. This method is help company for reach at high
place and creates a proper brand image in eyes of customers. There is a code of conduct made by
leaders and managers which are under the memorandum of associations which helps organisation
for build trust in their customers which is helpful in creation of opportunities for business (Papa
and et. al., 2018).
G) Recommendations/suggestions that have to make to employers in regards to make sure as
organisational performance is high.
It has been recommended as there are many practices which respective company have to apply
for gaining high performance if these practices are rightly executed by leaders and managers of
organisation. Some of them are discussed below:
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 Providing safety to employees: This is considered as first practice as by providing
healthy working environment to their employees. As superiors have to make informal
relationship with their subordinates. By this they are feeling friendly at their working
place (Zaim and et. al., 2018).
 Hiring right candidate: It is a responsibility of each and every manager that they have to
recruit right candidate for company according to their skills and knowledge. By this they
feel motivated and work in effective and efficient manner. This creates enhancement in
profitability situation.
 Effective and self-managed team: As team provide value for organisation which consist
of group of individual as they working for attainment of common goals. This creates
different or various ideas which are generating at workplace for attaining the goal of
company in appropriate manner.
 Performance based compensation: As it is a responsibility of manager for providing
proper remuneration or salary to each and every candidate according to their working
capabilities. As by this they feel motivated and also starts working in effective manner.
 Training in relevant skills: This practice is considered as best practice of HR practice
that each and every company have to implement. This should need huge investment in
training and budget for guide their employees. As after recruitment process one is always
ensures as they are working in appropriate field according to their skills, abilities and
knowledge (Boon, and et. al., 2018).
CONCLUSION
From above report it has been concluded as human resource management is define as a
process which consists of many strategies such as offering growth for organisation which leads
to effectiveness in management of employees in workplace. Many types of functions are
performed by human resource management by manager which is helpful in training and
development of employees I effective and efficient manner. This leads to increase in career
planning of workforce as enhancement of working ability in team members. In addition, this
report also covers a well known multinational company Vodafone PLC, which is based in UK
now wants to having presence in Asian country that have values which is created by respective
company by using various HR strategies and also covering concepts of strategic HRM.
Furthermore, there is also use of appropriate organisational model is considered for employment
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and also level of organisation which helps in creating values for company. There is also impact
of national and regional culture which is practised in UK. Moreover, this report also highlights
difference between personnel management and HRM which is considered by using Storey’s 27
points as which one is practiced in company. It also highlighted the hiring and firing process
which helps in considering significance and importance of local culture which was need in
considering international/transactional subsidiary. There are also differences in which are
considered as rules and regulations or employment laws when the international HRM process
changes to local business systems. Lastly, this report also covers various
suggestions/recommendations that company have to make in regards to HRM practices for
ensuring as performance of organisation that must be high.
10

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