Human Resource Report | Vodafone PLC

Added on - 17 Dec 2019

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HUMAN RESOURCE
INTRODUCTIONA system designed for the development of personal and organisational skills and potentialof individual within an entity. The concept is the framework or the structural format which isdeveloped for enhancing the capabilities in the employees so as to achieve the desired goals andtargets of the business corporation. The term Human Resource and Employee Relationship refersto several development programmes, career development sessions, performance enhancementand management mentoring, employee identification etc. It determines the significance ofrecruitment and selection process and also management of human resource so as to build strongpillars and aid the corporation to withstand in competitive environment (Aggarwal Datta andBhargava, 2007.). The present report is based on Vodafone PLC which is a well renownedtelecommunication firm in UK. The below mentioned report is focused on several kinds oflearning styles as an organisation adopts for development of their employees and also thecontribution of learning styles and theories for planning and designing learning events. Furtherthe advantages and disadvantages of the various training methods for the workplace and thetraining needs of the employees at the different levels of the organization is evaluated.TASK 1Covered in PPTTASK 22.1As the new HR manager of Vodafone PLC has been appointed, it became his obligationto develop several planning techniques and investigate the needs and desires of employeesemployed and conduct some development workshop for them as their employ ability skills.Some of them are discussed here under:Training needed by staff:Employees of Vodafone PLC performing technical work which requires timely trainingto understand the value standards and obtain the proper training to perform task constantly(Armstrong and Taylor, 2014). It is very much significant for HR manager to create somehealthy relationship with employees so that HR department get updated with the changing andlatest trends and technologies and this can be only done by organising the training anddevelopment programmes. Its a key factor for human resource in order to achieve organisational1
goals and objectives. In order to identify training needs in entity a successful training needsanalysis or skill audit is required to identify those who need training and determine the level oftraining and development required by the organisation.This due to the fact that employeesworking at different levels in the organisation will require specific training in order to performeffectively. The below mentioned are the trainings which can be provided to the employees atdifferent levels in an organization:Managerial Level:Practical experiences is required for performing task and in order to develop skills,capabilities of decision making and team leadership.On job and off job training sessions provide them assistance to learn several skills likeeffective decision making, improvement areas, etc.Customer Level:To manage complaints and queries, handling proper feedbacks, practical problemsolving.Workshops, practice for effective customer service, queue management.Operational Level:Training for improvement of performance of employees.Review of performance, corrections for line managers to motivate and bring efficiency.Therefore, for achieving success, business entity should provide proper training to everylevel of management in organisation so that the employees and members of company shouldbecome capable of working efficiently and can improve the skills and talent to take efficient andeffective decision on their side which may be more suitable for well being of entity. Managersact substantially as the trainers had been counselling additional staffs to mate the workers to gaintheir suggestion guide (Arregle and et.al., 2007). The role of several positions of the workingstaff is to perform in the best way. Workshops are the most important aspect to train theemployees as this can make workers aware and updated.2.2The structure of training programmes should be framed on the basis of several factorslike budget, needs of organisation, etc. The subordinates from managerial level should beappointed as counsel which provide assistance to workforce to track their career (Beardwell andClaydon, 2007).Roles which have been played in diverse positions enable them to acknowledge2