Managing Human Capital & Leadership: Assignment

MANAGING
HUMAN CAPITAL
AND LEADERSHIP

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1: HRM MODELS...............................................................................................................1
TASK 2: HR FUNCTIONS.............................................................................................................5
TASK 3: HRM SOFTWARE PROGRAMS.................................................................................10
TASK 4: CHARACTERISTICS OF EFFECTIVE LEADERS....................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Managing Human Capital and Leadership helps organisation to attract, develop and direct
their talents for creating sustained competitive advantages. Human resource management refers
to managing and organising peoples within organisation.
Vodafone Malta Limited is a Maltese mobile network operator, which is a subsidiary of
British multinational telecommunications provider Vodafone. It was incorporated in 1989 with
headquarters at Luqa, Malta. Considering number of customers, it is largest mobile operator in
Malta. Company offers full range of voice, mobile data services and sms over 2G, 3G, 4G
networks.
In this report various models of HRM used by an organisation and approaches used by
company for management of their human resources is been determined and analysed. Company
uses Harvard model for HR functions, which is been analysed with other models. Different
functions of HR performed in an organisation are identified, along with strategic human resource
initiatives implemented by company. There are various soft wares that are available for HRM
and one software that would be beneficial for organisation is been evaluated. Report includes
brief explanation about human resource models. Characteristics of effective leaders are identified
for better management of human capital and HR related operations.
TASK 1: HRM MODELS
Human resource management model includes all activities related to human resources or
personnel. Organisational goals are realised with the help of willing and competent workforce
through effective implementation of these activities (Snell, Morris and Bohlander, 2015). There
are few major models of HRM that serves numerous purposes, Such as:
 Provides a description of human resource management that establishes relationship and
variables to be researched.
 For studying HRM, they render an analytical framework. Such as Stakeholders,
situational factors, competence, strategic choice, etc.
 Nature and significance of HR practices are discovered and understood. Certain HRM practices are legitimized. Such as, distinctive approach for selection and
training (Arena and Uhl-Bien, 2016).
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Following are most well-known models that defines HRM and its operations:
 Matching model of HRM: This model was proposed by Fombrun, Tichy and Devanna
in 1984 at Michigan Business School. This approach was also known as Michigan model.
Matching model suggests that organisation structure and HR systems should be managed
in a manner that it is in harmony with organisational strategy. It is first model that
emphasizes on only on four functions, that are selection, development, appraisal and
rewards. These functions of human resource contribute in effectiveness of organisation.
It demands that personnel’s available must be matched with jobs in organisation.
Vodafone, Malta only uses this model as a base for implementing other theories of HRM.
 The Harvard Model: This model was propositioned by Beer et. al (1984) at Harvard
University. This principle acknowledges existence of multiple stakeholders within
company. That includes several groups of employees, government and community. It
emphasizes more on soft or human side of HRM. There are several dimensions included
in this model these are stakeholders, situational factors, interests, choices of HRM
policies, outcomes, long term consequences and feedback. For developing HRM and
business strategies for organisation, interests of various groups are consolidated and
factored. This model is deeply rooted in human relations traditions. Influence on
employees is recognised based on teamwork and mutual trust, through people motivation
and development of organisation's culture (Beer, 2015). Vodafone, Malta treats their
human resources as assets to their firm, not as cost for them. This would provide
competitive advantage to organisation for sustaining their employees and improve their
productivity.
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 Guest Model: This model was propounded by David Guest in 1987. It claims to be more
superior to other models of HRM. Outcomes are gained when specific strategies by HR
manager were practised and executed. Outcomes includes performance, and financial
rewards. Six components are emphasized in this model these are HR practices, strategies,
outcomes, performance results, consequences regarding finance and behavioural
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Illustration 1: Harvard model for HRM
(Source: Beer, 2015)

outcomes. It is a combination of both hard and soft HRM approaches. For organisational
effectiveness, Guest model proposes four important components, these are:
◦ Strategic Integration: Vodafone, Malta's ability to maintain a standard between
business and HRM strategies. There must be harmony between organisational and
Human resource strategy to achieve goals and targets. It is the hardest side of guest
model. Thus implicates labour exploitation as, human resources are treated like any
other resources with their focus on achieving firm objectives.
◦ Flexibility: It is concerned with individuals and organisation's ability to adapt
changing business environment and capable of managing innovation. It can be
functional, quantitative, distancing, etc. Flexibility is also concerned with need of
treating their employees in fair manner.
◦ High commitment: It is concerned with need to have both organisation and its
employees having behavioural commitment with each other.
◦ Quality: It is based on assumption that superior way of managing people results in
provision of high quality of goods and services (Paauwe and Boon, 2018).
If Vodafone, Malta implement this model for HRM, then the outcomes of organisation
would be of quality, effective, commitment, improved job performance of employees, high cost
effectiveness, better problem solving and low grievance level.
 The Warwick Model: This model was formulated by two researchers of University of
Warwick, Hendry and Pettigrew. It has five elements; these are:
◦ Inner context (micro environmental forces or specific to firm)
◦ Outer context (macro environmental forces)
◦ HRM content
◦ Business strategy content
◦ HRM context
This model makes awareness of HR practices and business strategy, process of changes,
internal and external context. Identifying and classifying vital environmental HRM influences, is
the strength of this approach. Identifies how human resource management adapts to changes in
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context through mapping connection between environmental and external factors. Growth and
performance of employees are achieved by aligning external and internal contexts (Mayo, 2016).
Vodafone, Malta uses various models for effective management of human resources
present at different levels of organisation. Recruitment process in organisation uses series of
steps to identify knowledge and skills of employees to acquire right person for right job.
Organisation make a huge effort to provide training to their employees for quality of outcomes.
Conflicts that arise within firm are easily handled. Harvard model is being used for identifying
operations and HRM practices. Company cares for their employees by providing better working
conditions, benefits and welfare rights. Firm focus on their employees by creating unique culture
within organisation where they feel proud and enjoy their work. By developing cultural
flexibility and encouraging employees to adapt changes, supports an organisation to achieve
success. They also consider interest of their stakeholders for developing various HRM strategies
or policies.
TASK 2: HR FUNCTIONS
Human Resource management performs various important functions in an organisation.
Since every organisation consists of people, HR functions is all about acquiring services of
human resources, developing their ability & skills through training, motivating them and to make
sure that they are retained by maintaining their commitment towards organisation.
Below are listed some major functions of HR: Recruitment and selection: It is a process of attracting persons towards organisation,
screening from pool of candidates as per required qualifications and skills, selecting
potential and qualified candidates through different selection process based on
requirement for a specific job. Before process of requirement starts Vodafone, Malta
implements proper plans for staffing and identifies number of employees or staffs
needed. This process is very important in every firm as it reduces cost of incompetent
employees, who are unqualified, lacks skills and motivation (Joo, Lim and Kim, 2016).
Company have taken initiative strategies for recruitment and selection process. They have
dived into automation for screening of candidates’ applications. Various software and
applications are used for recruiting and selecting appropriate employees for their
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company. Candidates are called for interviews by using websites and notifying them
through SMS or mails. All details of applied candidates are recorded with company's
software which can be used for further references. Human Resource Development: After an employees are hired in an organisation they are
given training, education and other developmental programs are being conducted by
human resource manager. Performance is being improved throughout their job and ease
employees' process or task for better action. For retaining employee within Vodafone,
Malta an effective human resource development program is essential. Employees are
more likely to remain in company, if staffs feel supported and trained properly. This
helps them to do their job efficiently and also for personal as well as professional growth.
Necessary skills and knowledge are developed within employees across various
departments, by different HRD activities, which would improve their productivity and
performances. HRD is an integral part of a successful organisation, their aim is to ensure
better working conditions, higher productivity, and enhances staffs’ development. Motivating: It is one of the most important concept in Human resource management.
Human resource manager in order to motivate employees design new compensation
policies. Function of HR manager is to develop reward or incentive system for motivating
workers to improve their performance and increase participation. Vodafone, Malta spends
a huge amount of money for arranging various recreational and training activities to
motivate them. Motivation leads to increase their performance and boost competitiveness
that would result in higher productivity (Armstrong and Taylor, 2014). HR managers
stress on having high motivation level for staffs to get their job done. Once workers are
motivated, they would give their best to the organisation. Performance: It is one of the HR functions for improving organisational as well as
individual performance. Performance management sets objectives for employees to
achieve for successful completion of tasks. Human resource manager in Vodafone
measures work performance of their staffs for rewarding them or enhancing their work
through motivation and training. Payroll and benefits: HR in an organisation have to plan for and distribute payroll and
benefits to their employees. All individuals are being paid according to their work or
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performance. Along with salaries or wages, they are also provided with other benefits
such as insurance, wage hike, PF, etc (Dess, Lumpkin and Eisner, 2014). Managing relations: It is one of the vital functions of Human resource management and
a very wide concept. Better relation is being build or created within organisation by HR
professionals. Vodafone promotes a balanced and healthy relation among staffs and
organisation, which is a key factor for becoming successful. Career planning: It is being developed as a result of employees’ desire to have growth
in their jobs and to be successful in their career. Human resource manager in an
organization help an individual in career planning. They provide suitable guidance to
workers related to career development. This includes assessing or measuring an
individual's potentials for advancement and growth in organisation. Maintaining Good Working conditions: To provide a better working conditions to
employees is responsibility of human resource management, so that they may be
motivated or willing to work in those environment. Vodafone, Malta provides a healthy
workplace environment for their staffs. This would result in increased productivity and
profitability of company. Human resource planning: It helps to identify types and number of employees required
for achieving organisation's goals or target. For making plans regarding HR researches
are been done for collecting and analysing information in order to forecast supplies of
peoples and for predicting future requirement of human resource within organisation
(Frederiksen and Kato, 2018). Company plans for determining needs of staffs at various
levels and their needed skills and qualifications required for different positions. Orientation: It is a step for helping fresh or new persons or employees to adjust
themselves with their job and organisation. New members are introduced with company,
their peers, co-workers, superiors, subordinates, etc. Which includes work or task,
working hours, pay & benefits, and company's expectations, rules or guidelines.
Strategic Human resource initiatives:
Human resource seeks to provide better services and resources to realize company's
vision of creating a culture where workers or employees are more engaged with the firm and
feels empowered. New initiatives are being implemented by organisation for improving skills,
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knowledge and productivity of their human resources. Strategic initiatives taken by enterprise are
as follows: Be a proactive business leader: HR shouldn't wait for a problem or conflict to occur in
organisation to provide opinion. What is happening in internal and external environment,
must be understood by HR. They are expected to create initiatives for addressing business
needs before an issue arise (Fulmer and Ployhart, 2014). Involving HR in daily activities
by organisational leadership, for gaining knowledge about employees’ situations. HR cloud technology: Vodafone, Malta have come up with plans for implementing cloud
based human capital management solutions or HR portals. Company deploys various
relationship management software, automation tools and social media apps for improving
user experience and enabling HR shared services. Through cloud technology employees
can get information about their payrolls, benefits and other necessary information needed
by them regarding hr. Data security: Data regarding employees are private and should be kept under caution for
security of their personal information, such as contact information, bank account details,
etc. Better system is to be used by company for data protection of their workers. HR
should maintain their servers for preventing theft of information from firm’s systems.
Anti-virus and anti-malware is being installed by Vodafone for preventing phishing of
vital information of their stakeholders. Dive in to automation: Beginning with simple robotic process automation and chatbots,
company would adopt automation to make use of latest performance enhancement tools
for HR operations. HR needs to find a way for implementing automation for various
human activities that includes measuring performance, preparing payrolls, redressing
their complaints, etc. Renewed focus on productivity: Employees and organisation can be benefited a lot if
they focus more on productivity. Vodafone hires fewer people and maximum utilize their
potential or ability for increasing company's productivity. Outcomes of analytics can be
used for recruiting and developing employees or teams (Petrick, 2017). Learning in real time: Learning in organisation has been improved using opportunities
offered by technology. Using latest innovative technology, learning of skills and
knowledge can be made simple, in playful manner and using VR or AR solutions for
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making it more real. Through this as per the need and capabilities of employees, learning
experience can be tailored accordingly. Vodafone, Malta uses advanced learning methods
for growth and development of their staffs.
Recommendations for improving HR functions:
To ensure productivity and success, effective HR strategies are crucial in every
organisation, as they are powered by people. HR plays a vital part for making right strategies to
support organisational operations. Must have ability to think beyond action plans for identifying
high level focus areas for achieving success. To have an effective HR functions, it must be
aligned with company's strategic vision. Firm's vision will act as an indication for knowing its
current position and to determine human resources needed for reaching towards goals or targets.
Current vision of company is reviewed for identifying ways through which HR activities can
support in achieving those targets.
Company's image, product quality, profitability, productivity, and customer satisfaction is
largely depended on their staffs' training, motivation and coordination. Persons should be able
and willing to work effectively, for proper functioning of company. Mentoring is provided to
employees to teach, guide and developing them individually and professionally. It's a powerful
tool to facilitate transmission and retention of knowledge in a firm. It also increases commitment
and retention of staffs within organisation. For meeting objectives of firm human resource
planning is done for identifying and analysing needs of a HR. It is needed for reducing lead time
between identifying job requirement and qualified employees to fill the position.
HR should examine demographics of their workforce to identify gaps between current
and required skills or expertise needed in the future, considering organisation's strategies and
visions. Through strategic initiatives gaps should be filled by strategic recruitment, training and
retention activities. Knowledge should be transferred between departmental workers, for
ensuring continuity and minimal impact on effectiveness and productivity. It is essential for
having a strategy for transferring knowledge. Vodafone should implement advanced cloud based
technology for ease up HR operations. Cloud based system provides backup to organisational as
well as employees' information securely and gives staffs appropriate information regarding HR,
such as payroll details, salary statement, apply for leave, etc. (Riccucci, 2017). They should
motivate their staff and team. An environment is being created within company for adapting
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development of positive feeling. Effective communication should be encouraged in company for
employee's satisfaction towards job. There are several innovative tools for facilitating
communication such as project management software, live chats or instant messenger app and
internal newsletters.
People in firms are involved in various HR related activities for making them feel
comfortable and motivated within workplace. Vodafone can involve their employees in many
ways, that provides opportunities for developing new competencies. They provide their staffs
with various training and recreational activities, for enhancing their engagement with
organisation. Company management delegate their responsibilities and authority to members for
better and efficient involvement. When feedback is well presented and constructive, it can be
seen as form of recognition to staff. Under three criteria, a good feedback can be defined as
prompt, precise and frequent. It must be provided regularly, quickly and necessarily with
adequate content in order to be effective. Vodafone must provide their employees with regular
feedback for appreciating their work and for improving their deficiencies.
TASK 3: HRM SOFTWARE PROGRAMS
There are certain Human resource management software programs that can be used by
organisation for managing employee's properly. Such as:
1. BambooHR: It is one of the best online cloud based HR system that offers Integrated
Applicant Tracking (ATS), e-signatures, on boarding tools, performance management
and time off tracking. It also provides convenient mobile applications and easy reporting
for employees. HR in organisation can be free from data management by using
BambooHR to become more efficient, effective and more focused (About BambooHR.
2018). It is convenient for use as this can be installed in different platforms, such as Mac,
Windows, Cloud, Web or SaaS and on mobiles based on android and iOS.
Features:
◦ Applicant tracking
◦ Compensation Management
◦ Benefit management
◦ Employee database
◦ Performance management
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◦ Self-service portal
◦ Recruiting
◦ Time and attendance
◦ Time off management
2. Zoho People and Recruit: Zoho people is integrated software for HR solution, to cater
needs of small, medium and large businesses. It can be managed from a central location
of all HR and benefits programs. This software program makes it easier for attracting,
retaining and rewarding top talents for organisation. Whereas, Zoho recruit is one stop
online applicant tracking system. It's a cloud or web based program and can be use in
android or iOS mobile platforms (Zoho People and Recruit. 2018).
Features:
◦ Candidate tracking
◦ Interview scheduling
◦ Posting Job board
◦ Internal HR
◦ On boarding
◦ Resume Parsing
◦ Resume Search
◦ Absence Management
◦ Employee scheduling
◦ Self Service portal
◦ Leave Tracking
3. Albam: It is an all in one HR solution system which allows management and
centralization of every aspect of organisation staffing requirements, for automated payroll
and attendance. It allows accessing or download personalize data backed by cloud
computing system, anytime and anywhere. With Albam, business can experience next
generation of automated HR system. This can be operated at any platform through cloud
based web system. It can also be used in mobile system having Android or iOS operating
systems.
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Features:
◦ Time and Attendance Management
◦ Leave tracking
◦ Time off management
◦ Hourly employee tracking
◦ Mobile access
◦ Sick leave tracking
◦ Reporting/Analytics
◦ Salaried Employee Tracking
4. UltiPro: It's a cloud based human capital management application system, which offers
to manage HR, compensation, payroll, talent, labour and time management apps that
connect employees with information and resources that are required for more effective
work. This give a platform to hire and on board new employees, process & calculate
payroll, manage compensation, administer office surveys, manage time & labour,
measures staffs' opinions via sentiment analysis, develop employees’ skills and
performance (UltiPro. 2018).
Features:
◦ Business/employee portal
◦ Compensation management
◦ Global Human capital management
◦ Payroll administration, tax management and compliance
◦ Benefits administration
◦ Performance management
◦ Talent management
◦ Reporting, workforce analytics and BI tools
◦ Recruiting
◦ Succession management
5. Workday: It is a well-known Software as a Service (SaaS) enterprise class solution
designed for managing global businesses. Workday software tools provide business
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integrated Human resource management, payroll, financial and management solutions
designed for today's enterprises (Workday. 2018). Advantages of modern technology can
be taken from cloud based interface. It supports various platforms like windows, Mac,
Android, and web based.
Features:
◦ Time tracking
◦ Succession planning
◦ Recruiting tools
◦ Talent management
◦ Payroll solutions
◦ Career and development planning
◦ Workforce analytics
◦ Grants management
◦ Centralized business management
◦ Invoicing
◦ Revenue recognition
◦ Automatically reconcile bank statements
◦ Benefits administration
Most beneficial software for Vodafone, Malta:
UltiPro can be the most beneficial software for Vodafone, Malta. As it delivers strategic
HR functionality in one global system of record. Company can track all human resource
management data about their employees, which includes personal, benefits information,
performance history, employment history and more. This provides a platform for enabling
multinational companies like Vodafone to engage with employees locally, achieve single view of
their global workforce, delivering consistent culturally applicable experience to staffs in all
locations. This software supports candidate engagement and relations by attracting, recruiting
and developing best talents for organisation. It provides simple quick and accurate time entry.
Time management module simplifies and automates time tracking within enterprise.
UltiPro offers initiative welfare by enrolment experience for employees that guides them
to make well informed benefits choices. Its portal act as a central gateway for business activities
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that keeps workers in organisation connected and empowers them to efficiently work. Its
business intelligence and reporting tools helps to gain insight and complete visibility of firm's
workforce. Software also manage complex payroll computations and handles tax filling services.
TASK 4: CHARACTERISTICS OF EFFECTIVE LEADERS
Effective leaders are the intellect and power behind success of their organisation. They
must grab various opportunities and motivate employees to work hard for achieving company's
goals (Delery and Roumpi, 2017). Following are some characteristics that must be developed for
being a successful and effective leader:
 Self-managing: Leaders must be able to prioritize their goals and are responsible for
executing those targets. Effective leader must be able to manage their time, emotions and
attention, aware of their potentials, weaknesses and strengths. It would help them to
formulate better plan for managing employees and directing them to specific target.
 Acting strategically: They must be prepared for adjusting their strategies to capture
emerging opportunities for tackling unexpected challenges. It makes them flexible in
their mind-set and they try new approaches and ideas. Leader can take strategical
decisions regarding HR in organisation. They focus on future expectations and maintains
a positive attitude (Kryscynski and Ulrich, 2015).
 Being an effective communicator: A successful leader is an effective communicator and
are able to clearly explain their staffs or teams about organisational goals and tasks. If
employees are not aware of what to do and their goals or targets they can't work
effectively for achieving organisation's objectives. HR communicate their goals to
personnel’s for better productivity.
 Being Accountable and Responsible: Effective leaders holds themselves responsible
and accountable for their own tasks or mistakes. They are efficient in their decisions,
productive and establishes procedures for operations in organisation (Armstrong and
Taylor, 2014). HR professional in company are responsible and accountable fortheir
employees’ performance and other human capital related tasks.
For supporting above characteristics of an effective leader, Transformational leadership
model can be adopted by leaders or managers in Vodafone, Malta. In this model, leaders inspire
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their team members to be more energetic. They focus on motivating employees for achieving
organisational goals. This model creates commitment, team spirit and excitement among
members that can be beneficial for company (Dess, Lumpkin and Eisner, 2014). By providing
training and developmental activities, leaders will have to transform their team and enterprise for
improving their skills and knowledge.
CONCLUSION
From this report it has beenconcluded that, company uses various models for effective
management of human resources present at different levels of organisation. Harvard model is
used for identifying operations and HRM practices in organisation. Human Resource
management performs various important functions in an organisation. Such as acquiring services
of human resources, developing their ability & skills through training, motivating them for give
their best and to make sure that they are retained by maintaining their commitment towards
organisation. There are certain Human resource management software programs that can be used
by organisation for managing employee's properly. UltiPro can be the most beneficial software
for organisation. As it delivers strategic HR functionality in one global system of record. They
must grab various opportunities and motivate employees for work hard for achieving company's
goals. Transformational leadership model can be adopted by leaders or managers of organisation.
In this model, leaders inspire their team members to be more energetic.
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REFERENCES
Books and Journals
Arena, M.J. and Uhl-Bien, M., 2016. Complexity leadership theory: Shifting from human capital
to social capital. People and Strategy, 39(2), p.22.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beer, M., 2015. HRM at a crossroads: Comments on “Evolution of strategic HRM through two
founding books: A 30th anniversary perspective on development of the field”.Human
Resource Management, 54(3), pp.417-421.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Dess, G.G., Lumpkin, G.T. and Eisner, A.B., 2014. Strategic management: Text and cases.
McGraw-Hill Education.
Frederiksen, A. and Kato, T., 2018. Human Capital and Career Success: Evidence from Linked
Employer‐Employee Data. The Economic Journal, 128(613), pp.1952-1982.
Fulmer, I.S. and Ployhart, R.E., 2014. “Our most important asset” a multidisciplinary/multilevel
review of human capital valuation for research and practice. Journal of
Management,40(1), pp.161-192.
Joo, B.K., Lim, D.H. and Kim, S., 2016. Enhancing work engagement: The roles of
psychological capital, authentic leadership, and work empowerment. Leadership &
Organization Development Journal, 37(8), pp.1117-1134.
Kryscynski, D. and Ulrich, D., 2015. Making strategic human capital relevant: A time-sensitive
opportunity. Academy of Management Perspectives, 29(3), pp.357-369.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge.
Petrick, J., 2017. Total quality in managing human resources. Routledge.
Riccucci, N.M. ed., 2017. Public personnel management: Current concerns, future challenges.
Routledge.
Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.
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Online
About BambooHR. 2018. [Online] Available through:
<https://www.softwareadvice.com/hr/bamboohr-profile/>
UltiPro. 2018. [Online] Available through: <https://www.capterra.com/p/480/UltiPro/\>
Workday. 2018. [Online] Available through: <https://www.workday.com/en-us/homepage.html>
Zoho People and Recruit. 2018. [Online] Available through:
<https://www.hrmsworld.com/zoho-people-hr-software-profile.html>
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