Managing Human Capital & Leadership: Assignment
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Added on 2021-01-02
Managing Human Capital & Leadership: Assignment
Added on 2021-01-02
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MANAGINGHUMAN CAPITALAND LEADERSHIP
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1: HRM MODELS...............................................................................................................1TASK 2: HR FUNCTIONS.............................................................................................................5TASK 3: HRM SOFTWARE PROGRAMS.................................................................................10TASK 4: CHARACTERISTICS OF EFFECTIVE LEADERS....................................................14CONCLUSION..............................................................................................................................15REFERENCES..............................................................................................................................16
INTRODUCTIONManaging Human Capital and Leadership helps organisation to attract, develop and directtheir talents for creating sustained competitive advantages. Human resource management refersto managing and organising peoples within organisation.Vodafone Malta Limited is a Maltese mobile network operator, which is a subsidiary ofBritish multinational telecommunications provider Vodafone. It was incorporated in 1989 withheadquarters at Luqa, Malta. Considering number of customers, it is largest mobile operator inMalta. Company offers full range of voice, mobile data services and sms over 2G, 3G, 4Gnetworks.In this report various models of HRM used by an organisation and approaches used bycompany for management of their human resources is been determined and analysed. Companyuses Harvard model for HR functions, which is been analysed with other models. Differentfunctions of HR performed in an organisation are identified, along with strategic human resourceinitiatives implemented by company. There are various soft wares that are available for HRMand one software that would be beneficial for organisation is been evaluated. Report includesbrief explanation about human resource models. Characteristics of effective leaders are identifiedfor better management of human capital and HR related operations.TASK 1: HRM MODELSHuman resource management model includes all activities related to human resources orpersonnel. Organisational goals are realised with the help of willing and competent workforcethrough effective implementation of these activities (Snell, Morris and Bohlander, 2015). Thereare few major models of HRM that serves numerous purposes, Such as:Provides a description of human resource management that establishes relationship andvariables 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 andtraining (Arena and Uhl-Bien, 2016).1
Following are most well-known models that defines HRM and its operations:Matching model of HRM: This model was proposed by Fombrun, Tichy and Devannain 1984 at Michigan Business School. This approach was also known as Michigan model.Matching model suggests that organisation structure and HR systems should be managedin a manner that it is in harmony with organisational strategy. It is first model thatemphasizes on only on four functions, that are selection, development, appraisal andrewards. 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 HarvardUniversity. This principle acknowledges existence of multiple stakeholders withincompany. That includes several groups of employees, government and community. Itemphasizes more on soft or human side of HRM. There are several dimensions includedin this model these are stakeholders, situational factors, interests, choices of HRMpolicies, outcomes, long term consequences and feedback. For developing HRM andbusiness strategies for organisation, interests of various groups are consolidated andfactored. This model is deeply rooted in human relations traditions. Influence onemployees is recognised based on teamwork and mutual trust, through people motivationand development of organisation's culture (Beer, 2015). Vodafone, Malta treats theirhuman resources as assets to their firm, not as cost for them. This would providecompetitive advantage to organisation for sustaining their employees and improve theirproductivity.2
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