Managing Human Capital And Leadership - UK
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Added on 2021-02-20
Managing Human Capital And Leadership - UK
Added on 2021-02-20
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Managing HumanCapital And Leadership
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3HRM models, analyse the approach of the company to the management of its humanresources.................................................................................................................................3TASK 2............................................................................................................................................5Organisation’s HR functions in relation to strategic human resource initiatives...................5TASK 3............................................................................................................................................9Evaluate the HRM software programme which are beneficial for the organisation..............9TASK 4..........................................................................................................................................11Characteristic of effective leader which are helpful while addressing any issue ................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................14
INTRODUCTIONHuman capital management is an essential part of management that include activity likehiring, training and managing manpower in order to contribute effectively to achieve overallproductivity. It helps to enhance the performance of employee by extracting out most efficienthuman capital to achieve the strategic objective of business. Thus, human capital are treatedvaluable part of an organisation as it help to retain the existing employee as well as attract newones. To better understand the report Vodafone Malta has been selected which is multinationaltelecommunication company of UK. It offer various services and product to the customer likedata services, SMS, voice call, SIM cards and so on (Brinia, Zimianiti and Panagiotopoulos,2014). This report cover following topics such as HRM model and approaches of the company tothe management of HR. Further, various HR function in relation to the HR initiative andrecommendations to improve it. Evaluate the software programme which are beneficial for anorganisation and characteristics of effective leader are covered in this report. TASK 1HRM models, analyse the approach of the company to the management of its human resourcesHuman resource consist of the people who work in a company in order to achieve the goals & objectives as per the requirement of firm. As the HR department of an organisation is responsible to manage the human resource so that they can perform according to the requirementof corporation. As HRM refers to the process of recruiting, selecting and inducting staffs and also provide training for the development of employees. As the main purpose of human resource is to maximize productivity and achieve the predefined goals of company. As Vodafone Malta is big corporation which is known for its better networking services. So it is important for the company to get most desirable candidates who can perform better so that firm can get success and it also provide training to them in order to develop the skills and abilities. As the HRM function has emphasis to manage the individuals for the effective work practices. It is helpful for the enterprise to maximize the productivity and profitability. Along with this it provide help to acquire new professionals which have excellent skills so that they can work as per expectations of company. As Vodafone has emphasis to encourage the workers so that they can perform effectively and achieve the targets within stipulated time frame.
HRM model has consist of all activities which are associated with human resource as because this model is emphasis to the characteristic of human resource management which develop relationship & variables to be investigated (Kellis and Ran, 2015). As there are various models of HRM which are as describe below:The Fombrun model: As per this specific model, corporation structure & human resource system is require to be manage in that way so that organisational strategies can be meet.It basically emphasis towards four functions of HR which involves reward, development, selection & appraisal. It serves as heuristic framework for defining the nature & importance of human resource activities. Along with this it denotes the procedure by which objectives & mission of organisation can be establish. With the help of this procedure Vodafone can use its resources in order to achieve the goals of corporation with stipulated time frame. Similarly, this model is incomplete as because it emphasis on four distinct functions of human resource management & ignore all environmental & contingent elements. Harvard model: As this specific model claims to be comprehensive in much as it looksto be consist of six important factors of HRM. As distinct elements of human resource management are HRM policy choices, long term consequences, feedback loop through, stakeholders interest, human resource out comes & situational components. In this stakeholders interest determines the importance of “trade offs” between interest of worker & employer. As thetrade offs exist among the other interest groups. For that purpose it is a challenge for human resource manager to protect the interest of all stakeholders of company. Situational factors impact the preference of organisation in context to the human resource strategy. As contingent factors includes a model which emphasis towards management task, philosophy, laws, social values etc. As human resource management policy choices has focuses towards actions & decisions which are taken by corporation regarding human resource management and it can be helpful when it determines the outcomes of an interaction between choices & constraints. Long term consequences involves cost and benefits which are associated to human resource policies that examine at three distinct levels like: societal, individual & corporational. As feedback Loop, situational factor has analyse the influence on human resource management choices & policies that influence via long term consequences. Along with this, interest of stakeholders make impactthe decision of human resource management policy & it influence through long term consequences.
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