Managing Human Capital and Leadership– Assignment

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Managing HumanCapital and Leadership
Table of ContentsINTRODUCTION...........................................................................................................................1MAIN BODY..................................................................................................................................1LITERATURE REVIEW...............................................................................................................1Application of appropriate models or concepts.........................................................................1Role of recruitment and selection within organisation..............................................................3Approaches of HRD...................................................................................................................5Classical theories of motivation..................................................................................................7Characteristics of effective leader.............................................................................................8CONCLUSION.............................................................................................................................10REFERENCES..............................................................................................................................11
INTRODUCTIONHuman resource management is the process of planning, organizing, directing,controlling of the procurement and development of personnel functions of an organization inorder to accomplish pre determined goal in an effective and efficient manner. Along with this, inan establishment, HR department has significant role as it greatly concern with optimalutilisation of available resources as well as maintaining relationship among employees andemployer for obtaining profit maximisation (Akingbola, 2015). However, in order to achieve thesame, leadership plays a key role which is primarily concern with providing encouragement orguidance for an accomplishment of business goal and objective in an improved manner.Leadership refers to an ability of an individual who inspires, motivates and influence the groupof people to act towards achieving a common goal within a stipulated period of time in animpressive and productive style. This report is based on Vodafone, which is one of the world'sleading telecom and technology service providers which is incorporated in the year of 1991. Inthis study, it is wholly based on literature review encompassing the various topics likeimplication of models for enhancement of management, importance of recruitment, approachesof HRD, motivational theories and traits of leadership for accomplishing the business objectivein an effective way.MAIN BODYLITERATURE REVIEWApplication of appropriate models or conceptsAs per the views of Karie Willyerd, 2015,in every organisation's culture, it always seekfor a certain degree of aggression or inspiration in their leaders who brings motivation and directpersonnel to achieve its pre determined goal in an effective way without any obstacle. In thiscontext, human resource force is considered as one of the primal vital assets as they directlylinked to creating better working culture so that each manpower can put their full contributiontowards an accomplishment of desired objective in an efficient manner (Becker, 2011).However, it is important for company to ensure that they formulate and implement relevant orsatisfactory HR policies which will optimize manpower contribution that maintaincompetitiveness within existing industry. Hence, there are different varieties of approacheswhich an establishment utilises to assure whether their workforce are at optimal productivity.
Moreover, some of these approaches related to recruiting qualified people, adopting motivationalattributes, training manpower to enhance their competency at work. In case of Vodafone, itshuman resource managers mainly centring over improving analytical capabilities, drivingworkplace strategy and building manpower relationship approaches for acquiring the bestposition within competing industry. For understanding these approaches various scholars hasproposed several models such asscientific management model and human relation theory.In relation toscientific management model,it's focal point is on managing everypersonnel for enhancing efficiency by using suitable or fair monetary motivation system.However, each and every personnel has their own abilities or potentiality which they utilises foran achievement of business desired task in a prescribed time frame (6 ways successfulorganisations approach human capital management, 2015). Thus, Vodafone HR managers takesan initiative in identifying each individual's capabilities or skill and based on that place them inan appropriate manner. Due to this, there will be less chance of arising confusion or ambiguitiesamong personnel and they can work smoothly without any hindrances. On the other side, ifVodafone fails to pursue the same then it results into drastic outcome which completely hampersthe functioning of organisation and it directly effect over its brand value. At the same time,providing fair monetary rewards aid company to retain its workforce for longer period of time.While rendering compensation or salary to employees, organisation ensures that the benefitwhich they give to manpower should be in capable of meeting out their survival needs and otherlevel of wants in order to gain increased level of employees satisfaction (Demeritte, 2016).On the other hand,human relation theorysignifies that using monetary rewards is notthe only way in which employees get motivated towards brand value. Rather there are variousother social factors like recognizing employees effort, promotion, involving them in businessactivities which empower to remain stable within an organisation. Along with this, managingeffectiveness in communication plays a crucial role within enterprise working culture as it statesthat transparent or clarity in communication help HR manager to remove the gap among teammembers as well as empower them to work with cooperative and collaborative spirit. However,communication often depends upon the structure of an organisation which defines their entireworking procedures. However, managing and maintaining communication channel within firmassist HR managers to control conflict of interest among workforce in order to attain increasedlevel of profit margin in an amended way. Moreover, another aspect which an establishment
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