Unit 3 : Human Resource Management Assignment
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Unit 3
HUMAN RESOURCE
MANAGEMENT
Course: HND in Business
(Level 4)
Academic Year: 2018-2019
1 Student ID: FE00285
HUMAN RESOURCE
MANAGEMENT
Course: HND in Business
(Level 4)
Academic Year: 2018-2019
1 Student ID: FE00285
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Table of Contents
INTRODUCTION..............................................................................................................3
TASK 1.............................................................................................................................3
QUESTION1- ROLES AND RESPONSIBILITIES OF THE HUMAN RESOURCE
MANAGER....................................................................................................................3
QUESTION-2 AN ASSESSMENT TO THE APPROACH TO WORKFORCE
PLANNING, RECRUITMENT, SELECTION, DEVELOPMENT AND TRAINING,
PERFORMANCE MANAGEMENT AND REWARD SYSTEM.....................................4
QUESTION 3- METHODS USED BY VODAFONE IN HUMAN RESOURCE
MANAGEMENT.............................................................................................................8
QUESTION 4- THE APPROACH TO AND EFFECTIVENESS OF EMPLOYEE
RELATIONS AND EMPLOYEE ENGAGEMENT, WITH MENTION OF THE
FLEXIBLE ORGANIZATION AND FLEXIBLE WORKING PRACTICES AND
‘EMPLOYER OF CHOICE’ ...........................................................................................9
QUESTION 5 - KEY ASPECTS OF EMPLOYMENT LEGISLATION WITHIN WHICH
THE ORGANIZATION MUST WORK. .......................................................................10
QUESTION 6 - AN EVALUATION OF HOW EMPLOYEE RELATIONS AND
EMPLOYMENT LEGISLATION INFORM DECISION MAKING AND MEETS
BUSINESS OBJECTIVES...........................................................................................11
TASK 2...........................................................................................................................12
QUESTION 7 – APPLICATION OF HRM PRACTICES.............................................12
QUESTION 8 - EVALUATE THE USE OF TECHNOLOGY, ONLINE RESOURCES,
DIGITAL PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE
RECRUITMENT AND SELECTION PROCESS.........................................................15
CONCLUSION ...............................................................................................................17
REFERENCES...............................................................................................................18
2 Student ID: FE00285
INTRODUCTION..............................................................................................................3
TASK 1.............................................................................................................................3
QUESTION1- ROLES AND RESPONSIBILITIES OF THE HUMAN RESOURCE
MANAGER....................................................................................................................3
QUESTION-2 AN ASSESSMENT TO THE APPROACH TO WORKFORCE
PLANNING, RECRUITMENT, SELECTION, DEVELOPMENT AND TRAINING,
PERFORMANCE MANAGEMENT AND REWARD SYSTEM.....................................4
QUESTION 3- METHODS USED BY VODAFONE IN HUMAN RESOURCE
MANAGEMENT.............................................................................................................8
QUESTION 4- THE APPROACH TO AND EFFECTIVENESS OF EMPLOYEE
RELATIONS AND EMPLOYEE ENGAGEMENT, WITH MENTION OF THE
FLEXIBLE ORGANIZATION AND FLEXIBLE WORKING PRACTICES AND
‘EMPLOYER OF CHOICE’ ...........................................................................................9
QUESTION 5 - KEY ASPECTS OF EMPLOYMENT LEGISLATION WITHIN WHICH
THE ORGANIZATION MUST WORK. .......................................................................10
QUESTION 6 - AN EVALUATION OF HOW EMPLOYEE RELATIONS AND
EMPLOYMENT LEGISLATION INFORM DECISION MAKING AND MEETS
BUSINESS OBJECTIVES...........................................................................................11
TASK 2...........................................................................................................................12
QUESTION 7 – APPLICATION OF HRM PRACTICES.............................................12
QUESTION 8 - EVALUATE THE USE OF TECHNOLOGY, ONLINE RESOURCES,
DIGITAL PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE
RECRUITMENT AND SELECTION PROCESS.........................................................15
CONCLUSION ...............................................................................................................17
REFERENCES...............................................................................................................18
2 Student ID: FE00285
INTRODUCTION
Human resource management is known as managing and organizing the people in the
organization. The human resource or the workforce is the key element of the
organization which is directly related to the growth and development of the organization
and completion of its goals of as a whole. HRM includes selecting the best fit candidate
for the organization whose capabilities and experience can help the organization build
its competitive edge over others and it can only be done when the right person is
chosen for the right job and at the right time (Rieche et al., 2016). Human resource
management is not a onetime task it as it continues till there are required human
resource working in the organization such that approaches like motivation, appraisal,
performances analyses is carried to sustain them. A study has been conducted in order
to gain insights into Human Resource Management effectively such that its application
in Vodafone has been assessed.
TASK 1
QUESTION1- ROLES AND RESPONSIBILITIES OF THE HUMAN RESOURCE
MANAGER
The human resource manager is responsible to create, manage, implement and
regulate the policies of the organization. The manager in Vodafone has been
responsible for providing all the resources required from the employees’ end to
complete the organizational goals. There are several functions and responsibilities of a
Human resource manager:
1. Identify vacancy- identifying the job profile where the vacancy is there and then
selecting the medium and channel for advertising for the vacancy.
2. Recruitment and selection- to recruit applicants and select the candidates
required for the vacancies in the particular department. Recruitments means to
get applications of qualified candidates .Selection is a process to appoint the
most appropriate candidates through means of interview, aptitude or skill based
test, the candidate should be chosen after matching his skills to the skills
required by the job profile in Vodafone. The selected candidates should prove to
be asset to the company not the liability.
3. Training and development – training of the newly joined and introducing to the
new environmental culture of the organization. Training is done by two ways on
the job training and off the job training.
3 Student ID: FE00285
Human resource management is known as managing and organizing the people in the
organization. The human resource or the workforce is the key element of the
organization which is directly related to the growth and development of the organization
and completion of its goals of as a whole. HRM includes selecting the best fit candidate
for the organization whose capabilities and experience can help the organization build
its competitive edge over others and it can only be done when the right person is
chosen for the right job and at the right time (Rieche et al., 2016). Human resource
management is not a onetime task it as it continues till there are required human
resource working in the organization such that approaches like motivation, appraisal,
performances analyses is carried to sustain them. A study has been conducted in order
to gain insights into Human Resource Management effectively such that its application
in Vodafone has been assessed.
TASK 1
QUESTION1- ROLES AND RESPONSIBILITIES OF THE HUMAN RESOURCE
MANAGER
The human resource manager is responsible to create, manage, implement and
regulate the policies of the organization. The manager in Vodafone has been
responsible for providing all the resources required from the employees’ end to
complete the organizational goals. There are several functions and responsibilities of a
Human resource manager:
1. Identify vacancy- identifying the job profile where the vacancy is there and then
selecting the medium and channel for advertising for the vacancy.
2. Recruitment and selection- to recruit applicants and select the candidates
required for the vacancies in the particular department. Recruitments means to
get applications of qualified candidates .Selection is a process to appoint the
most appropriate candidates through means of interview, aptitude or skill based
test, the candidate should be chosen after matching his skills to the skills
required by the job profile in Vodafone. The selected candidates should prove to
be asset to the company not the liability.
3. Training and development – training of the newly joined and introducing to the
new environmental culture of the organization. Training is done by two ways on
the job training and off the job training.
3 Student ID: FE00285
4. Measuring performance- as the employees are an asset to the organization
they should help in increasing the profit so before they turn from assets to
liability their individual performance should be measured on a regular basis.
5. Appraisal- after analyzing the performances of the employees the best
performers should be appreciated and rewarded this boosts motivation among
the employees to do better and those who are not working up to the mark they
should be given motivation and should be told the areas in which they lack.
6. Compensation - providing performance wise compensation is very much
necessary for boosting the confidence and motivation of employees which is
necessary is sustaining them in the organization.
7. Analyzing turnover: Under this, manager taking an initiative to determine the
interest or ability of each personnel and providing enormous opportunity that
build increased level of encouragement and empower among Vodafone's
manpower to remain stable within an organization that improves the overall
productivity of company in an efficacious manner.
8. Enhanced competency: In this, giving appropriate feedback and reviews
based on employees performance assist Vodafone's workforce to gain
motivation for performing better by optimizing their strength in an effective way
so that they company can acquire competitive advantage.
HR plays an important role in selecting the best candidate to become an employee of
the organization which depend on the factors such as skills, experience and
qualification required for the current job profile are kept in mind while selection or
recruitment. The HR verifies the cultural values of the candidate through the interview,
questioning related to decision making, and the meaningful answering to these
questions are assessed that whether they match to the organizations’ cultural values
and also the behavioral values are also assessed before selection (Rimanoczy and
Pearson, 2010)
QUESTION-2 AN ASSESSMENT TO THE APPROACH TO WORKFORCE
PLANNING, RECRUITMENT, SELECTION, DEVELOPMENT AND TRAINING,
PERFORMANCE MANAGEMENT AND REWARD SYSTEM
The functions of an HR start with workforce planning then recruitment followed by
selection, analyzing performances, rewarding them so to perform their functions. There
are some approaches which are to be followed which make the functioning smoother,
attainable and systematic.
Workforce planning is the first step where the HR scans the organization if the
numbers of employees which are already there in the organization are sufficient
or not, what will be the future requirements according to the future strategic
goals of the company. If the company is planning to expand its business,
introducing a new branch where there is a need of more employees so how
much employees will be required, what are the posts or job profiles that will be
required. Scheduling the number and posts and time limit in which the
employees are to be recruited.
The approach is to identify the demand and supply of the human resource in the
organization by comparing the number of jobs to the number of employees
needed to complete the goal (Schweyer, 2010).
4 Student ID: FE00285
they should help in increasing the profit so before they turn from assets to
liability their individual performance should be measured on a regular basis.
5. Appraisal- after analyzing the performances of the employees the best
performers should be appreciated and rewarded this boosts motivation among
the employees to do better and those who are not working up to the mark they
should be given motivation and should be told the areas in which they lack.
6. Compensation - providing performance wise compensation is very much
necessary for boosting the confidence and motivation of employees which is
necessary is sustaining them in the organization.
7. Analyzing turnover: Under this, manager taking an initiative to determine the
interest or ability of each personnel and providing enormous opportunity that
build increased level of encouragement and empower among Vodafone's
manpower to remain stable within an organization that improves the overall
productivity of company in an efficacious manner.
8. Enhanced competency: In this, giving appropriate feedback and reviews
based on employees performance assist Vodafone's workforce to gain
motivation for performing better by optimizing their strength in an effective way
so that they company can acquire competitive advantage.
HR plays an important role in selecting the best candidate to become an employee of
the organization which depend on the factors such as skills, experience and
qualification required for the current job profile are kept in mind while selection or
recruitment. The HR verifies the cultural values of the candidate through the interview,
questioning related to decision making, and the meaningful answering to these
questions are assessed that whether they match to the organizations’ cultural values
and also the behavioral values are also assessed before selection (Rimanoczy and
Pearson, 2010)
QUESTION-2 AN ASSESSMENT TO THE APPROACH TO WORKFORCE
PLANNING, RECRUITMENT, SELECTION, DEVELOPMENT AND TRAINING,
PERFORMANCE MANAGEMENT AND REWARD SYSTEM
The functions of an HR start with workforce planning then recruitment followed by
selection, analyzing performances, rewarding them so to perform their functions. There
are some approaches which are to be followed which make the functioning smoother,
attainable and systematic.
Workforce planning is the first step where the HR scans the organization if the
numbers of employees which are already there in the organization are sufficient
or not, what will be the future requirements according to the future strategic
goals of the company. If the company is planning to expand its business,
introducing a new branch where there is a need of more employees so how
much employees will be required, what are the posts or job profiles that will be
required. Scheduling the number and posts and time limit in which the
employees are to be recruited.
The approach is to identify the demand and supply of the human resource in the
organization by comparing the number of jobs to the number of employees
needed to complete the goal (Schweyer, 2010).
4 Student ID: FE00285
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Recruitment approach - recruitment means receiving and shortlisting the
applications from the sources where the advertisement is done by the company.
There are 2 approaches to recruit employees. First is the recruitment through
internal recruitment which means recruiting a person who already works in the
organization and second is external recruitment where the prospective
employee is an outsider.
Advantages Disadvantages
Internal 1. Motivation Tool For Juniors For
Post Up gradation. On promotion to a
senior post the employee gets
motivated and works with more
efficiency.
2. Economical than External
Recruitment as no training and
recruitment cost is required.
3. Employee Is Familiar With the
Organizational Culture so no time of
adjusting in new organization is
required.
1. No flow of new and
creative ideas.
2. Another post gets vacant.
For ex. - if the customer
relation employee is
upgraded to managerial post
than the post of customer
relation employee is vacant
so for that outside
recruitment is to be done.
External 1. The flow of new ideas as new
employee brings new experiences
with them and is more active.
2. No jealousy among the existing
employees. For ex- outsider is
appointed for senior post so all
employee are not jealous that their
colleague is promoted.
1. Expensive as advertising
needs to be done. For ex-
print media, agencies they
charge cost for recruitment.
2. Training and development
need to be done which is a
longer process and costlier
than internal recruitment.
Selection approach – selection means choosing the best fit candidate out of the
recruited candidate. There are 2 approaches to selection first is personalized
approach this is on the basis of favoritism of the boss and other one is a
systematic approach where there are no personal biases according to merits and
skills the selection is done but you can do selection in combining both
approaches(Matthews et al., 2012). Selection is to be done by various methods
like-
Interview – it is the face to face interaction between the candidate and the HR and
also there may be 2 or more rounds of interview i.e. HR Interview, Technical
interview. Interview is done to check the knowledge of candidate and his
communication skills, his answer on the situation based questions his background
etc.
STRENGTHS WEAKNESS
If the candidate is lying about the skills
it can be verified by asking further
Cannot predict the future performances
of the candidate. He may be very
5 Student ID: FE00285
applications from the sources where the advertisement is done by the company.
There are 2 approaches to recruit employees. First is the recruitment through
internal recruitment which means recruiting a person who already works in the
organization and second is external recruitment where the prospective
employee is an outsider.
Advantages Disadvantages
Internal 1. Motivation Tool For Juniors For
Post Up gradation. On promotion to a
senior post the employee gets
motivated and works with more
efficiency.
2. Economical than External
Recruitment as no training and
recruitment cost is required.
3. Employee Is Familiar With the
Organizational Culture so no time of
adjusting in new organization is
required.
1. No flow of new and
creative ideas.
2. Another post gets vacant.
For ex. - if the customer
relation employee is
upgraded to managerial post
than the post of customer
relation employee is vacant
so for that outside
recruitment is to be done.
External 1. The flow of new ideas as new
employee brings new experiences
with them and is more active.
2. No jealousy among the existing
employees. For ex- outsider is
appointed for senior post so all
employee are not jealous that their
colleague is promoted.
1. Expensive as advertising
needs to be done. For ex-
print media, agencies they
charge cost for recruitment.
2. Training and development
need to be done which is a
longer process and costlier
than internal recruitment.
Selection approach – selection means choosing the best fit candidate out of the
recruited candidate. There are 2 approaches to selection first is personalized
approach this is on the basis of favoritism of the boss and other one is a
systematic approach where there are no personal biases according to merits and
skills the selection is done but you can do selection in combining both
approaches(Matthews et al., 2012). Selection is to be done by various methods
like-
Interview – it is the face to face interaction between the candidate and the HR and
also there may be 2 or more rounds of interview i.e. HR Interview, Technical
interview. Interview is done to check the knowledge of candidate and his
communication skills, his answer on the situation based questions his background
etc.
STRENGTHS WEAKNESS
If the candidate is lying about the skills
it can be verified by asking further
Cannot predict the future performances
of the candidate. He may be very
5 Student ID: FE00285
questions and checking his knowledge
about the topic by giving him on spot
cases or questions.
promising today but may not be able to
perform well in the pressure of targets.
The interview process is very time
consuming.
By interviewing a candidate you can
gather a lot of information through body
language , some people are under
confident and some are over confident
the over confident ones are more
dangerous because they think they
know everything and are not into
learning and working under the boss.
Very dependent on first impression and
is a source of judgment error many
people are not very good at
communication skills but can be very
efficient at work.
Various types of tests- the test of skills including aptitude test , skill based test
through MCQ’s , quantitative test, finance based test etc. these test are done to
check the qualification based knowledge and the skills required for special purpose
jobs .
STRENGTHS WEAKNESS
This method is less time consuming
and less tiring, as the people
conducting the test do not have to
conduct test one by one but they can all
the candidates can give test at the
same time.
Cheating is possible even if the
candidates are supervised.
Very effective in companies where the
job profile is requires highly qualified
and technical people.
No face to face interaction which means
no assessment of communication skills ,
background etc.
Group assignments-
Group discussion is another method of selection where there is group of minimum 5
people and maximum 10 people and each group is given a topic and whoever
participates with best content is selected.
Weakness of this method is that after this the interview process is to be done so it is
an extra step.
Strength is that out of 10 only one or two people are selected which reduce the load
in interview process and also body language and communication is checked quickly
by this method.
Training and development approach - There are two types of training -
1. On the job training – where the training is done in the actual environment
practically this is learning through experienced people while working.
2. Off the job training – in this, there are demo classes where training is provided
before going to the actual field so it reduces the damages and errors which can
cost a lot to the organization.
Performance Measurement Approaches - there are five approaches to
measure the performance of employees.
6 Student ID: FE00285
about the topic by giving him on spot
cases or questions.
promising today but may not be able to
perform well in the pressure of targets.
The interview process is very time
consuming.
By interviewing a candidate you can
gather a lot of information through body
language , some people are under
confident and some are over confident
the over confident ones are more
dangerous because they think they
know everything and are not into
learning and working under the boss.
Very dependent on first impression and
is a source of judgment error many
people are not very good at
communication skills but can be very
efficient at work.
Various types of tests- the test of skills including aptitude test , skill based test
through MCQ’s , quantitative test, finance based test etc. these test are done to
check the qualification based knowledge and the skills required for special purpose
jobs .
STRENGTHS WEAKNESS
This method is less time consuming
and less tiring, as the people
conducting the test do not have to
conduct test one by one but they can all
the candidates can give test at the
same time.
Cheating is possible even if the
candidates are supervised.
Very effective in companies where the
job profile is requires highly qualified
and technical people.
No face to face interaction which means
no assessment of communication skills ,
background etc.
Group assignments-
Group discussion is another method of selection where there is group of minimum 5
people and maximum 10 people and each group is given a topic and whoever
participates with best content is selected.
Weakness of this method is that after this the interview process is to be done so it is
an extra step.
Strength is that out of 10 only one or two people are selected which reduce the load
in interview process and also body language and communication is checked quickly
by this method.
Training and development approach - There are two types of training -
1. On the job training – where the training is done in the actual environment
practically this is learning through experienced people while working.
2. Off the job training – in this, there are demo classes where training is provided
before going to the actual field so it reduces the damages and errors which can
cost a lot to the organization.
Performance Measurement Approaches - there are five approaches to
measure the performance of employees.
6 Student ID: FE00285
1. Comparative approach –in this approach the employees' performance is
measured in comparison to the performance of best and lowest performance
in the organization.
2. Attribute approach- in this the performance is measured on the basis of five
parameters such as creativity, teamwork, communication and problem-
solving ability.
3. Result approach- this approach is where the rating of an employee is done
based on the result of his performance during the period which is calculated
by two ways i.e. measurement scorecard technique and second is
productivity measurement and evaluation system.
4. Quality approach- in this approach the employees are given regular
feedback about their performance by their managers, peers and customers
and thus improvisation is done automatically thus increasing customer
satisfaction.
5. The behavioral approach-this approach is based on certain vertical scales
which varies from job to job and this is done through BARS and BOS
techniques(Bititci et al., 2018)
Reward System approaches – There are 2 approaches to reward employees
one is intrinsic approach and other is the extrinsic approach. The intrinsic
approach is where the reward is building up internal satisfaction of the employee
such as quality of working culture or other non-monitory perks but extrinsic means
rewarding in terms of money or in quantitative terms like a bonus, stocks (CIPD,
2019).
Purpose of HRM
Purpose of HRM starts with internal management and this means to attract, recruit and
retain the quality employees in the organization. HR management needs to design and
implement policies and procedures such as minimum working hours, policies related to
benefits and incentives, details about paid and non-paid leaves, office ethics and rules
etc. HRM needs to provide benefits, compensation, incentives and rewards to
employees like annual or quarterly performance bonus, best employee award etc.
Effective HRM interacts with all levels of employees in an organization and uses the
various methods to evaluate the performance of employees and match it with the
desired results, like if the employee was provided the monthly target of £500 and how
much is actually achieved by him that is to be evaluated and compared. Hiring and
retaining the employees by recruitment and selection. To decrease the employee
turnover and maintain the existing employees is a major purpose of HRM.
IMPORTANCE OF HR PRACTICES FOR EMPLOYER AND EMPLOYEE
For employee
To provide safety and security to employees the HR practices are necessary, these
practices like training and orientation develop the skills of employees and help him to
grow within the organization. Employees get monetary motivation which is due to
proper HR practices followed by the HRM department.
For employer
7 Student ID: FE00285
measured in comparison to the performance of best and lowest performance
in the organization.
2. Attribute approach- in this the performance is measured on the basis of five
parameters such as creativity, teamwork, communication and problem-
solving ability.
3. Result approach- this approach is where the rating of an employee is done
based on the result of his performance during the period which is calculated
by two ways i.e. measurement scorecard technique and second is
productivity measurement and evaluation system.
4. Quality approach- in this approach the employees are given regular
feedback about their performance by their managers, peers and customers
and thus improvisation is done automatically thus increasing customer
satisfaction.
5. The behavioral approach-this approach is based on certain vertical scales
which varies from job to job and this is done through BARS and BOS
techniques(Bititci et al., 2018)
Reward System approaches – There are 2 approaches to reward employees
one is intrinsic approach and other is the extrinsic approach. The intrinsic
approach is where the reward is building up internal satisfaction of the employee
such as quality of working culture or other non-monitory perks but extrinsic means
rewarding in terms of money or in quantitative terms like a bonus, stocks (CIPD,
2019).
Purpose of HRM
Purpose of HRM starts with internal management and this means to attract, recruit and
retain the quality employees in the organization. HR management needs to design and
implement policies and procedures such as minimum working hours, policies related to
benefits and incentives, details about paid and non-paid leaves, office ethics and rules
etc. HRM needs to provide benefits, compensation, incentives and rewards to
employees like annual or quarterly performance bonus, best employee award etc.
Effective HRM interacts with all levels of employees in an organization and uses the
various methods to evaluate the performance of employees and match it with the
desired results, like if the employee was provided the monthly target of £500 and how
much is actually achieved by him that is to be evaluated and compared. Hiring and
retaining the employees by recruitment and selection. To decrease the employee
turnover and maintain the existing employees is a major purpose of HRM.
IMPORTANCE OF HR PRACTICES FOR EMPLOYER AND EMPLOYEE
For employee
To provide safety and security to employees the HR practices are necessary, these
practices like training and orientation develop the skills of employees and help him to
grow within the organization. Employees get monetary motivation which is due to
proper HR practices followed by the HRM department.
For employer
7 Student ID: FE00285
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Through motivational activities in HR the productivity and efficiency of employees ids
increased that contributes to profit maximization. Employees remain under the control
of HR team and less chance of error and damage. Through training practices the
employee is skilled that ensures no hazardous activity and increase the efficiency of
employees. Through the policies and rules of HR the employees are bound to work for
minimum hours in the month or else the salary will be deducted this will reduce the
administration task of all the supervisors.
QUESTION 3- METHODS USED BY VODAFONE IN HUMAN RESOURCE
MANAGEMENT
Vodafone is a leading telecom company based in the UK and operates in the UK and
other countries which makes it the second largest telecom company in the world and
was founded in 1980 now headed by Nick Jeffery.
Recruitment and Selection process in Vodafone is related to their business strategy
which is differentiation. They decide the core competency the major quality required for
the different jobs respectively and then they search for those competencies skills while
hiring the people for different profiles and for manager level hiring they choose the
person having good leadership skills and good analytical skills.
For Training and Development, they start with finding the skills required by the
department keeping in mind the upcoming technological changes in the environment
so that the employees can be trained to the new technology either they are in on or off
the job training sessions.
Career building – Vodafone have clear career hierarchy where every post is decided
where the employee can see itself in the future after working a certain number of years.
Also, they promote the employee on the basis of their past performances which helps
the employee in growing effectively. It helps in maintaining employees and hence
reducing employee turnover (Koster et al., 2011).
Motivation - motivation is necessary method to manage the human resources as
motivation has guaranteed positive effects on increasing the efficiency of employees at
work place. Motivation is not just through words but through monetary and non-
monetary components like bonus, cash price on best performance etc.
Flexibility- the flexibility of working hours in another way to increase the employee
satisfaction. The employees have families and some time employees may be allowed
to work from home and should be allowed to leave 1 or 2 hours early if their work is
done as it increase the quality of work.
Rewards and compensation- Vodafone have their remuneration and annual appraisal
system so every employee gets an increase in salary ever changing year which gives
motivation to the employees already working and giving an edge in the industry. The
employees with high efficiency are attracted by this to work for the company.
Vodafone focuses on good relations with their employees as they make employee
friendly policies. When there are underperforming employees Vodafone provides them
training and tries to solve the problems that they face while working they try to set a
good working culture in the organization.
Henceforth, improved capabilities, knowledge and skills of talented workforce proved to
be major source of competitive advantage in a global market. Therefore, to enrich
desired knowledge, skills and potentialities of employees, Vodafone's superior makes
8 Student ID: FE00285
increased that contributes to profit maximization. Employees remain under the control
of HR team and less chance of error and damage. Through training practices the
employee is skilled that ensures no hazardous activity and increase the efficiency of
employees. Through the policies and rules of HR the employees are bound to work for
minimum hours in the month or else the salary will be deducted this will reduce the
administration task of all the supervisors.
QUESTION 3- METHODS USED BY VODAFONE IN HUMAN RESOURCE
MANAGEMENT
Vodafone is a leading telecom company based in the UK and operates in the UK and
other countries which makes it the second largest telecom company in the world and
was founded in 1980 now headed by Nick Jeffery.
Recruitment and Selection process in Vodafone is related to their business strategy
which is differentiation. They decide the core competency the major quality required for
the different jobs respectively and then they search for those competencies skills while
hiring the people for different profiles and for manager level hiring they choose the
person having good leadership skills and good analytical skills.
For Training and Development, they start with finding the skills required by the
department keeping in mind the upcoming technological changes in the environment
so that the employees can be trained to the new technology either they are in on or off
the job training sessions.
Career building – Vodafone have clear career hierarchy where every post is decided
where the employee can see itself in the future after working a certain number of years.
Also, they promote the employee on the basis of their past performances which helps
the employee in growing effectively. It helps in maintaining employees and hence
reducing employee turnover (Koster et al., 2011).
Motivation - motivation is necessary method to manage the human resources as
motivation has guaranteed positive effects on increasing the efficiency of employees at
work place. Motivation is not just through words but through monetary and non-
monetary components like bonus, cash price on best performance etc.
Flexibility- the flexibility of working hours in another way to increase the employee
satisfaction. The employees have families and some time employees may be allowed
to work from home and should be allowed to leave 1 or 2 hours early if their work is
done as it increase the quality of work.
Rewards and compensation- Vodafone have their remuneration and annual appraisal
system so every employee gets an increase in salary ever changing year which gives
motivation to the employees already working and giving an edge in the industry. The
employees with high efficiency are attracted by this to work for the company.
Vodafone focuses on good relations with their employees as they make employee
friendly policies. When there are underperforming employees Vodafone provides them
training and tries to solve the problems that they face while working they try to set a
good working culture in the organization.
Henceforth, improved capabilities, knowledge and skills of talented workforce proved to
be major source of competitive advantage in a global market. Therefore, to enrich
desired knowledge, skills and potentialities of employees, Vodafone's superior makes
8 Student ID: FE00285
an effort to provide trenchant training program and make use of various HR practices
that influence personnel motivation and commitment. With the help this, company can
easily accomplish their per-determined long term and short term goal within prescribed
time period without any hindrances .
Additionally, there are various models which defines the way for enhancing or
improving personnel capabilities and abilities. However, Handy's model is viewed as an
efficacious concept which is explained below:
Power: In this, it is concern with those aspect which states that in some firms,
control or governing authority remains in the hands of selected persons which give rise
to conflict among team members or employees. However, in such condition employees
feel forced to follow their superior's instruction or direction for achieving business goals.
Role:In this kind of culture, each manpower are assigned with own roles and
responsibilities which gives them intense level of motivation to put their best
contribution towards an accomplishment of firm's objectives in a desired time frame.
Task: Under this sort of working environment, establishments forms different
group who will be delegated with various task which they have to achieve it by
coordinating with team members.
Person: This culture connects with those firms in which every manpower are
more concern about their self instead of overall performance of organization. Hence,
such type of environment generate huge misunderstanding or disputes among
workforce that directly impact over goal achievement in efficient manner.
Henceforth, role culture is most appropriate for Vodafone as it help them to enrich
every employees performance as well as can maintain a better relationship with them
that benefits them in enlarging their productivity and profitability ratio.
QUESTION 4- THE APPROACH TO AND EFFECTIVENESS OF EMPLOYEE
RELATIONS AND EMPLOYEE ENGAGEMENT, WITH MENTION OF THE
FLEXIBLE ORGANIZATION AND FLEXIBLE WORKING PRACTICES AND
‘EMPLOYER OF CHOICE’
Employee relations - employee relations means the relation of employees with the
other employees’ in the organization, ways to the effectiveness of employee relation
are-
Make the employees feel that they are very much important for the organization.
Encourage them to work in a team and valuing every employee helping each
other.
The manager should make sure that all the employees communicate with each
other properly and mostly written communication should prevail.
Different events and parties motivate the employees and help in relation building
(Koster et al.,2011)
Strategies used for employee relation
Collective agreements-Encourage individuals to share their work with each
other, through ERM the employees tend to work with each other, collectively
suggesting each other with the solutions of various problems, collectively
making decisions on difficult topics.
Written mode of communication should be adopted by the employees to
maintain transparency among the organization and will reduce the conflicts at
work place.
9 Student ID: FE00285
that influence personnel motivation and commitment. With the help this, company can
easily accomplish their per-determined long term and short term goal within prescribed
time period without any hindrances .
Additionally, there are various models which defines the way for enhancing or
improving personnel capabilities and abilities. However, Handy's model is viewed as an
efficacious concept which is explained below:
Power: In this, it is concern with those aspect which states that in some firms,
control or governing authority remains in the hands of selected persons which give rise
to conflict among team members or employees. However, in such condition employees
feel forced to follow their superior's instruction or direction for achieving business goals.
Role:In this kind of culture, each manpower are assigned with own roles and
responsibilities which gives them intense level of motivation to put their best
contribution towards an accomplishment of firm's objectives in a desired time frame.
Task: Under this sort of working environment, establishments forms different
group who will be delegated with various task which they have to achieve it by
coordinating with team members.
Person: This culture connects with those firms in which every manpower are
more concern about their self instead of overall performance of organization. Hence,
such type of environment generate huge misunderstanding or disputes among
workforce that directly impact over goal achievement in efficient manner.
Henceforth, role culture is most appropriate for Vodafone as it help them to enrich
every employees performance as well as can maintain a better relationship with them
that benefits them in enlarging their productivity and profitability ratio.
QUESTION 4- THE APPROACH TO AND EFFECTIVENESS OF EMPLOYEE
RELATIONS AND EMPLOYEE ENGAGEMENT, WITH MENTION OF THE
FLEXIBLE ORGANIZATION AND FLEXIBLE WORKING PRACTICES AND
‘EMPLOYER OF CHOICE’
Employee relations - employee relations means the relation of employees with the
other employees’ in the organization, ways to the effectiveness of employee relation
are-
Make the employees feel that they are very much important for the organization.
Encourage them to work in a team and valuing every employee helping each
other.
The manager should make sure that all the employees communicate with each
other properly and mostly written communication should prevail.
Different events and parties motivate the employees and help in relation building
(Koster et al.,2011)
Strategies used for employee relation
Collective agreements-Encourage individuals to share their work with each
other, through ERM the employees tend to work with each other, collectively
suggesting each other with the solutions of various problems, collectively
making decisions on difficult topics.
Written mode of communication should be adopted by the employees to
maintain transparency among the organization and will reduce the conflicts at
work place.
9 Student ID: FE00285
ERM should made proper disciplinary rules and charge fine on the employees
breaking the rules. These rules will involve prohibition of phone during working
hours, don’t misuse office equipment’s etc.
Psychological contracts are contracts other than employment contract which
include promises that are exchanged between the parties having employment
relationships these contracts are invisible, never spoken or written but followed
by all.
ERM helps in solving grievances between the employees as there are very
differences between the employees that can only be solved through talking.
Through ERM the wasteful activities can be eliminated because only talking with
employees the superiors can know which activities are useless and should be
eliminated.
Significance of strategies of employee relations-
Implementing the strategies for employee relations helps in proper functioning in the
organization. The employees remain motivated through maintaining employee relations
and whom the employer can trust whenever they are in need .Healthy employee
relationships reduce the chances of conflicts among the individuals. Many a times
employee has the answer to the problems faced by the employer that can be for
operations , strategies etc. if the relations between the employer and employee is good
then only they try to solve each other’s problems at the work place.
Significance of employee relations in decision making-
Employee relations help in various Activities of HRM decision making as the employee
can communicate the necessities and the skills required for the particular job, the HR
department is hiring for. The work of HR department is made easy ,for example the HR
department is thinking of filling the vacancy of new Manager from outside the company
so the employees can vote in majority about their views on outside recruitment of the
manager.HR department needs to provide training to the employees and for that HR
needs to know the technicalities and courses that are to be taught during the training
period like for Vodafone the IT engineers are best suitable for the operations
department so relative courses , languages and training that should be provided to
them but the technicalities are known by the employees who work in this field so they
only can help the HR department in this purpose and only if they will help each other if
good employee relations are maintained. Employee relations also help the HR
department with the performance evaluation and rewarding system.
Employee engagement – It means how much the employee is committed to the
organization and how much they are willing to contribute to the organization like the
employees feel that the company is their family. It is different from employee
satisfaction as for some employees the salary is the only motive but engagement
means how passionate the employee is for his work in the organization (Albrech, 2011)
Approaches to employee engagement are-
1. Organizations should always be giving feedback to the employees about their
work and how is their performance, getting their feedback about the problems
they face while doing their job.
2. The employees should be given all the equipment they need and minimizing
their other distractions within the organization.
3. The manager should find what is important for the employee and they are ready
for the changes in the environment.
10 Student ID: FE00285
breaking the rules. These rules will involve prohibition of phone during working
hours, don’t misuse office equipment’s etc.
Psychological contracts are contracts other than employment contract which
include promises that are exchanged between the parties having employment
relationships these contracts are invisible, never spoken or written but followed
by all.
ERM helps in solving grievances between the employees as there are very
differences between the employees that can only be solved through talking.
Through ERM the wasteful activities can be eliminated because only talking with
employees the superiors can know which activities are useless and should be
eliminated.
Significance of strategies of employee relations-
Implementing the strategies for employee relations helps in proper functioning in the
organization. The employees remain motivated through maintaining employee relations
and whom the employer can trust whenever they are in need .Healthy employee
relationships reduce the chances of conflicts among the individuals. Many a times
employee has the answer to the problems faced by the employer that can be for
operations , strategies etc. if the relations between the employer and employee is good
then only they try to solve each other’s problems at the work place.
Significance of employee relations in decision making-
Employee relations help in various Activities of HRM decision making as the employee
can communicate the necessities and the skills required for the particular job, the HR
department is hiring for. The work of HR department is made easy ,for example the HR
department is thinking of filling the vacancy of new Manager from outside the company
so the employees can vote in majority about their views on outside recruitment of the
manager.HR department needs to provide training to the employees and for that HR
needs to know the technicalities and courses that are to be taught during the training
period like for Vodafone the IT engineers are best suitable for the operations
department so relative courses , languages and training that should be provided to
them but the technicalities are known by the employees who work in this field so they
only can help the HR department in this purpose and only if they will help each other if
good employee relations are maintained. Employee relations also help the HR
department with the performance evaluation and rewarding system.
Employee engagement – It means how much the employee is committed to the
organization and how much they are willing to contribute to the organization like the
employees feel that the company is their family. It is different from employee
satisfaction as for some employees the salary is the only motive but engagement
means how passionate the employee is for his work in the organization (Albrech, 2011)
Approaches to employee engagement are-
1. Organizations should always be giving feedback to the employees about their
work and how is their performance, getting their feedback about the problems
they face while doing their job.
2. The employees should be given all the equipment they need and minimizing
their other distractions within the organization.
3. The manager should find what is important for the employee and they are ready
for the changes in the environment.
10 Student ID: FE00285
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Flexible organization is where the employee can adopt change and quickly moulds
themselves in the change of environment and work accordingly, this means fast
decision-making process so as to gain a competitive advantage this helps in employee
relation because here employee is allowed to give new innovative ideas and ultimately
boosts up the employees confidence and motivation (CI, 2019).
Flexible working practices means the working hours of the organization should be
assigned to the employees according to their preferences like if there is night shift in
the organization than the girls or ladies should be allowed to choose between night
shift and day shift this helps in employee engagement as the employee knows that
company is taking good care of them and also in IT sector companies work from home
is another option for employees and facility of flexible working hours (Dendy, 2018).
QUESTION 5 - KEY ASPECTS OF EMPLOYMENT LEGISLATION WITHIN WHICH
THE ORGANIZATION MUST WORK.
Employment laws are made to help the employees so that they are to be treated fairly
and so that there is no discrimination between employees on the basis of race, creed,
gender or another demographic basis, this makes a healthy working culture in the
organization this promotes flexibility, motivation among the employees (Barnard,2012).
There are different laws for employees in UK legislation for the protection of
employees’ interest:
1. Equal Employment Act 2010 - This act states that there should be no
discrimination on the basis of race, disability etc. it also covers protection from
all types of harassments. This law replaces the equal pay act, the sex
discrimination act.
2. Disability Discrimination Act 1995 – it states no discrimination should be done to
the disabled people in providing them employment (Legislations.gov.UK, 2019).
3. Race Relations Act 1968 - the law states that any employer cannot deliberately
or knowingly refuse to employ any person the basis of colour, race, national
originality, ethnic values, and cannot ask an employee to leave the job he is
working on.
4. Employment Act 2002 - Working laws are equal to all employees which bounds
them to work 8 hours a day specified in the Working Hour Regulation 1998 and
the extra time comes with extra salary (Legislations.gov.UK, 2019).
Current wage rate in UK law-
Weakly payments Amount
Maternity pay £146
Sick leave pay £94
Minimum wages £118
Hourly pay for workers over 25 years £8
21-24 years £7
18-20 years £6
16- 17 years £4
11 Student ID: FE00285
themselves in the change of environment and work accordingly, this means fast
decision-making process so as to gain a competitive advantage this helps in employee
relation because here employee is allowed to give new innovative ideas and ultimately
boosts up the employees confidence and motivation (CI, 2019).
Flexible working practices means the working hours of the organization should be
assigned to the employees according to their preferences like if there is night shift in
the organization than the girls or ladies should be allowed to choose between night
shift and day shift this helps in employee engagement as the employee knows that
company is taking good care of them and also in IT sector companies work from home
is another option for employees and facility of flexible working hours (Dendy, 2018).
QUESTION 5 - KEY ASPECTS OF EMPLOYMENT LEGISLATION WITHIN WHICH
THE ORGANIZATION MUST WORK.
Employment laws are made to help the employees so that they are to be treated fairly
and so that there is no discrimination between employees on the basis of race, creed,
gender or another demographic basis, this makes a healthy working culture in the
organization this promotes flexibility, motivation among the employees (Barnard,2012).
There are different laws for employees in UK legislation for the protection of
employees’ interest:
1. Equal Employment Act 2010 - This act states that there should be no
discrimination on the basis of race, disability etc. it also covers protection from
all types of harassments. This law replaces the equal pay act, the sex
discrimination act.
2. Disability Discrimination Act 1995 – it states no discrimination should be done to
the disabled people in providing them employment (Legislations.gov.UK, 2019).
3. Race Relations Act 1968 - the law states that any employer cannot deliberately
or knowingly refuse to employ any person the basis of colour, race, national
originality, ethnic values, and cannot ask an employee to leave the job he is
working on.
4. Employment Act 2002 - Working laws are equal to all employees which bounds
them to work 8 hours a day specified in the Working Hour Regulation 1998 and
the extra time comes with extra salary (Legislations.gov.UK, 2019).
Current wage rate in UK law-
Weakly payments Amount
Maternity pay £146
Sick leave pay £94
Minimum wages £118
Hourly pay for workers over 25 years £8
21-24 years £7
18-20 years £6
16- 17 years £4
11 Student ID: FE00285
Employment laws are there to protect the interest of the employee so that he/she gets
a safe and good working environment without discrimination.
QUESTION 6 - AN EVALUATION OF HOW EMPLOYEE RELATIONS AND
EMPLOYMENT LEGISLATION INFORM DECISION MAKING AND MEETS
BUSINESS OBJECTIVES
The Employment Legislation
Employment law is the regulator of the relationship between the employer and
employees.it states what the employer can expect the employees and what the rights
of the employees at work are.
Employment contract- terms and conditions of the employment are the components of
the employment contract which clarifies the relationship between the employer and
employee. The employment legislation provides the rules and regulations governing
the terms of employment including types of employment contract; notice periods,
employer employee views on the zero hour’s contracts and a written statement on
particulars.
Health and safety-the legislation governing health and safety in UK is Health and safety
at work act 1974. It includes employers responsibilities like risk assessments, defining
and executing health and safety policy, providing safety information and training.
Equality- the Equality act 2010 is replacement of sex discrimination act, race relations
act and disability discrimination act, this act states that there cannot be discrimination
against any employee regarding the race, caste, gender, disability.
Data protection- data protection means that the important information is used properly
and legally and to ensure its safety. According to the data protection act, 2018 there
are some general data protection regulations (GDPR) which replaced the previous act
of 1998 in this all the employers have to be aware of their respective duties under the
legislation because if they breach any of the rules they will have to pay severe
penalties.
Impact of legislation on HRM practices
The imposition of employment laws in the United Kingdom is creating problems as
earlier this country was the one which was very less regulated by the labour or
employment laws there is an extreme burden on the employers because of the new
enactments in employment policies and the employers are not satisfied with the new
laws and this makes UK less competitive in the world. On the other hand, the
imposition of laws increases the professionalism and dedication towards their work and
helps the employer to make a decision without any biases for any employee as law
restricts to make fair decisions without discrimination.
Employment relations help in achieving the business objectives by-
1. Helping the employer to sustain the employees in the organization reducing the
employee turnover ratio and thus increasing the overall value of the company
and helps in gaining a competitive advantage over the other companies.
2. Motivating the employees to do better if they are satisfied and passionate about
their work so they will achieve more targets in a lesser number of times.
3. Involving employees in decision making process helps you to pool up several
new ideas which may be innovative, less costly, more practical as the
employees are the one who brings ideas to action so they know what are the
real practicalities and how they can be solved, plus involving them to decision
making makes them motivated and states that their opinion matters, the
12 Student ID: FE00285
a safe and good working environment without discrimination.
QUESTION 6 - AN EVALUATION OF HOW EMPLOYEE RELATIONS AND
EMPLOYMENT LEGISLATION INFORM DECISION MAKING AND MEETS
BUSINESS OBJECTIVES
The Employment Legislation
Employment law is the regulator of the relationship between the employer and
employees.it states what the employer can expect the employees and what the rights
of the employees at work are.
Employment contract- terms and conditions of the employment are the components of
the employment contract which clarifies the relationship between the employer and
employee. The employment legislation provides the rules and regulations governing
the terms of employment including types of employment contract; notice periods,
employer employee views on the zero hour’s contracts and a written statement on
particulars.
Health and safety-the legislation governing health and safety in UK is Health and safety
at work act 1974. It includes employers responsibilities like risk assessments, defining
and executing health and safety policy, providing safety information and training.
Equality- the Equality act 2010 is replacement of sex discrimination act, race relations
act and disability discrimination act, this act states that there cannot be discrimination
against any employee regarding the race, caste, gender, disability.
Data protection- data protection means that the important information is used properly
and legally and to ensure its safety. According to the data protection act, 2018 there
are some general data protection regulations (GDPR) which replaced the previous act
of 1998 in this all the employers have to be aware of their respective duties under the
legislation because if they breach any of the rules they will have to pay severe
penalties.
Impact of legislation on HRM practices
The imposition of employment laws in the United Kingdom is creating problems as
earlier this country was the one which was very less regulated by the labour or
employment laws there is an extreme burden on the employers because of the new
enactments in employment policies and the employers are not satisfied with the new
laws and this makes UK less competitive in the world. On the other hand, the
imposition of laws increases the professionalism and dedication towards their work and
helps the employer to make a decision without any biases for any employee as law
restricts to make fair decisions without discrimination.
Employment relations help in achieving the business objectives by-
1. Helping the employer to sustain the employees in the organization reducing the
employee turnover ratio and thus increasing the overall value of the company
and helps in gaining a competitive advantage over the other companies.
2. Motivating the employees to do better if they are satisfied and passionate about
their work so they will achieve more targets in a lesser number of times.
3. Involving employees in decision making process helps you to pool up several
new ideas which may be innovative, less costly, more practical as the
employees are the one who brings ideas to action so they know what are the
real practicalities and how they can be solved, plus involving them to decision
making makes them motivated and states that their opinion matters, the
12 Student ID: FE00285
employees will gain a sense of responsibility towards the organization they will
be more proactive and alert and ready for the changes in environment.
TASK 2
QUESTION 7 – APPLICATION OF HRM PRACTICES
In Human resource management application of roles and principles can be done by
recruiting and selecting the most perfect fit for the job. Human Resource management
helps in achieving the organizational goal by recruiting, maintaining the employees and
by managing their efficiency. The process of HRM starts by recruiting and till the
rewarding and evaluation of the employees. Here are the illustrations of Vodafone
company recruitment and selection procedure-
Job advertisement and job description
We are looking for a senior professional who is good at customer relationship
handling including retention, onboarding, adaption, expansion.
Job designation- Customer Delivery Officer
Job location- London
Reporting to-
Qualification and skills-
1. Very good communication skills required and should be able to communicate
internal and external and all management level people.
2. Experience in change management, decision-making skills, planning and
process improvement tactics.
3. Excellent interpersonal and relationship building skills.
Experience – 10 + years’ experience in delivery management basically in project
delivery and service delivery experience in the telecom industry environment.
Job description and responsibilities-
1. Ability to manage customer relationships with ease.
2. Has to travel 50% of the time.
3. Ability to handle deadlines, pressure and multiple projects at the same time.
4. Providing assistance to customers and communicate the customer needs to
the functional departments.
Working conditions- employee should be confortable in travelling and
pressure handling, the working environment will be mostly meeting with clients
and the rest of the time in head office.
Please mail your resume to – careers@vodafone.com
Person specification for the role of Customer Delivery Officer-
To use the HRM practices in business, the recruitment and decision method should be
included. The essentials include excellent communication skills and relationship
building skills. There is a CV model for a candidate associated with the recently
13 Student ID: FE00285
be more proactive and alert and ready for the changes in environment.
TASK 2
QUESTION 7 – APPLICATION OF HRM PRACTICES
In Human resource management application of roles and principles can be done by
recruiting and selecting the most perfect fit for the job. Human Resource management
helps in achieving the organizational goal by recruiting, maintaining the employees and
by managing their efficiency. The process of HRM starts by recruiting and till the
rewarding and evaluation of the employees. Here are the illustrations of Vodafone
company recruitment and selection procedure-
Job advertisement and job description
We are looking for a senior professional who is good at customer relationship
handling including retention, onboarding, adaption, expansion.
Job designation- Customer Delivery Officer
Job location- London
Reporting to-
Qualification and skills-
1. Very good communication skills required and should be able to communicate
internal and external and all management level people.
2. Experience in change management, decision-making skills, planning and
process improvement tactics.
3. Excellent interpersonal and relationship building skills.
Experience – 10 + years’ experience in delivery management basically in project
delivery and service delivery experience in the telecom industry environment.
Job description and responsibilities-
1. Ability to manage customer relationships with ease.
2. Has to travel 50% of the time.
3. Ability to handle deadlines, pressure and multiple projects at the same time.
4. Providing assistance to customers and communicate the customer needs to
the functional departments.
Working conditions- employee should be confortable in travelling and
pressure handling, the working environment will be mostly meeting with clients
and the rest of the time in head office.
Please mail your resume to – careers@vodafone.com
Person specification for the role of Customer Delivery Officer-
To use the HRM practices in business, the recruitment and decision method should be
included. The essentials include excellent communication skills and relationship
building skills. There is a CV model for a candidate associated with the recently
13 Student ID: FE00285
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referenced post. All the CVs are to be investigated and the most sensible candidate
according to the specified actions is picked. After this the interview stage is performed
by the most qualified personnel at Vodafone. The candidates selected in the last are
given offer letters.
Essential criteria –
Excellent communication skills
Multitasking and able to handle the pressure of targets.
Desired criteria- have an experience of minimum 5 years in the telecom industry
under the profile of customer relationship.
14 Student ID: FE00285
according to the specified actions is picked. After this the interview stage is performed
by the most qualified personnel at Vodafone. The candidates selected in the last are
given offer letters.
Essential criteria –
Excellent communication skills
Multitasking and able to handle the pressure of targets.
Desired criteria- have an experience of minimum 5 years in the telecom industry
under the profile of customer relationship.
14 Student ID: FE00285
An example of selected resume-
Xyz
1234 king St.
London, UK
Email ID- xyz12@gmail.com
Career goal- To secure a sound position in a reputable organization to develop my
skills, knowledge and learning with a view to being a valuable asset to the
organization.
Qualification – Bachelor’s degree in Management.
Experience - 11 years of experience as Sales Executive.
Skills –
1. Good communication skills.
2. Effective skills to handle customer and their grievances.
3. Effective leadership skills.
Personal Information –
Father’s name- Abc
Address- 1234 king St. A block London, UK
Hobby – Travelling, reading books, listening to music
Declaration – I hereby confirm that the above details given are correct as per my
knowledge.
Signature –
Date-
Interview Questionnaire-
The human resource management department of Vodafone will conduct the
recruitment process by conducting direct interviews including below questions-
1. Tell me about yourself.
2. The main aim of life?
3. Current job and its detailed profile and experienced gained out of it?
4. What is your weakness?
5. Can you handle multiple tasks at the same time and with target or deadline
pressure?
6. If you have the situation where you have to choose between two customers than
which will you choose and why?
7. What are your short term goals?
Offer letter
1 Feb 2019,
Mr. XYZ
London UK
Dear candidate,
15 Student ID: FE00285
Xyz
1234 king St.
London, UK
Email ID- xyz12@gmail.com
Career goal- To secure a sound position in a reputable organization to develop my
skills, knowledge and learning with a view to being a valuable asset to the
organization.
Qualification – Bachelor’s degree in Management.
Experience - 11 years of experience as Sales Executive.
Skills –
1. Good communication skills.
2. Effective skills to handle customer and their grievances.
3. Effective leadership skills.
Personal Information –
Father’s name- Abc
Address- 1234 king St. A block London, UK
Hobby – Travelling, reading books, listening to music
Declaration – I hereby confirm that the above details given are correct as per my
knowledge.
Signature –
Date-
Interview Questionnaire-
The human resource management department of Vodafone will conduct the
recruitment process by conducting direct interviews including below questions-
1. Tell me about yourself.
2. The main aim of life?
3. Current job and its detailed profile and experienced gained out of it?
4. What is your weakness?
5. Can you handle multiple tasks at the same time and with target or deadline
pressure?
6. If you have the situation where you have to choose between two customers than
which will you choose and why?
7. What are your short term goals?
Offer letter
1 Feb 2019,
Mr. XYZ
London UK
Dear candidate,
15 Student ID: FE00285
Hope you are in good health. We Vodafone are very glad to inform you that you are
selected for the position of Customer Delivery Officer in our company at the London
branch. We offer you for the post at a salary package of 40000GBP per annum and
incentives will be given on the basis of performance, sales and yearly bonus will be
provided at end of financial year with car or vehicle allowances and medical
insurance. After accepting the offer you are given the joining date is 20th March
2019.We expect you to revert back this mail as your confirmation in 2 working days.
You will be reporting to Mr. uvw, the Customer Relationship Manager of your branch.
For any further queries please communicate to undersigned.
Sincerely,
HR manager,
Vodafone.
QUESTION 8 - EVALUATE THE USE OF TECHNOLOGY, ONLINE RESOURCES,
DIGITAL PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE
RECRUITMENT AND SELECTION PROCESS
The new generation spends its most of the time on the internet so this can be used as
a platform to advertise the job vacancies or job opportunities that can be through social
media platforms like Instagram, Facebook, Mails, Job search applications like LinkedIn,
indeed etc.
Advantages of social media and networking platforms-
1. Mass coverage - The area covered here is beyond geographical borders and
there is no restriction to circulate the information and can advertise all over the
globe. The larger audience could be covered and the better candidates will be
attained by the organization that is fit to apply for the job offered.
2. Instant response is gained through this type of recruitment as people have the
soft copy of their resumes and which can be forwarded in no time so this makes
the recruitment process faster. Also, the shortlisting can be done without even
calling the candidate for the interview which saves a lot of time of both the
recruiter and the applicant (Heathfield, 2018).
3. Low cost, less time – These platforms help you to communicate to a larger
audience with a very economical cost and in no time the advertisement is done.
4. Simple and easy - Making pages of the company on Facebook, Instagram is a
very easy and approachable technique to advertise. Also, the organization could
create pages of the company on LinkedIn and other job searching portals.
5. Not like a traditional resume where you get only limited information about the
candidates you can view profiles, personality, background etc. on social media
platforms to know their professional work and most of the professionals show
their work on these platforms (Broughton et al., 2013).
Disadvantages of social media in the recruitment process-
1. Risk of fraudulent as many spam pages are made by using names of the
company without any authentication and tend to copy or forge exactly alike as if
the company itself is posting some ads but are forged and people tend to get in
the trap.
16 Student ID: FE00285
selected for the position of Customer Delivery Officer in our company at the London
branch. We offer you for the post at a salary package of 40000GBP per annum and
incentives will be given on the basis of performance, sales and yearly bonus will be
provided at end of financial year with car or vehicle allowances and medical
insurance. After accepting the offer you are given the joining date is 20th March
2019.We expect you to revert back this mail as your confirmation in 2 working days.
You will be reporting to Mr. uvw, the Customer Relationship Manager of your branch.
For any further queries please communicate to undersigned.
Sincerely,
HR manager,
Vodafone.
QUESTION 8 - EVALUATE THE USE OF TECHNOLOGY, ONLINE RESOURCES,
DIGITAL PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE
RECRUITMENT AND SELECTION PROCESS
The new generation spends its most of the time on the internet so this can be used as
a platform to advertise the job vacancies or job opportunities that can be through social
media platforms like Instagram, Facebook, Mails, Job search applications like LinkedIn,
indeed etc.
Advantages of social media and networking platforms-
1. Mass coverage - The area covered here is beyond geographical borders and
there is no restriction to circulate the information and can advertise all over the
globe. The larger audience could be covered and the better candidates will be
attained by the organization that is fit to apply for the job offered.
2. Instant response is gained through this type of recruitment as people have the
soft copy of their resumes and which can be forwarded in no time so this makes
the recruitment process faster. Also, the shortlisting can be done without even
calling the candidate for the interview which saves a lot of time of both the
recruiter and the applicant (Heathfield, 2018).
3. Low cost, less time – These platforms help you to communicate to a larger
audience with a very economical cost and in no time the advertisement is done.
4. Simple and easy - Making pages of the company on Facebook, Instagram is a
very easy and approachable technique to advertise. Also, the organization could
create pages of the company on LinkedIn and other job searching portals.
5. Not like a traditional resume where you get only limited information about the
candidates you can view profiles, personality, background etc. on social media
platforms to know their professional work and most of the professionals show
their work on these platforms (Broughton et al., 2013).
Disadvantages of social media in the recruitment process-
1. Risk of fraudulent as many spam pages are made by using names of the
company without any authentication and tend to copy or forge exactly alike as if
the company itself is posting some ads but are forged and people tend to get in
the trap.
16 Student ID: FE00285
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2. Biases – as seeing the profiles on candidates online there arises biases in which
the candidates who are not registered online or don't have a good profile but are
more competent and suitable for the job but are ignored or not preferred against
the good social media profiles.
17 Student ID: FE00285
the candidates who are not registered online or don't have a good profile but are
more competent and suitable for the job but are ignored or not preferred against
the good social media profiles.
17 Student ID: FE00285
CONCLUSION
The above study can be summarized as he human resource management plays a very
significant role in working as well as achieving the organizational goals and objectives.
Human resource management provides both long term and short term benefits to the
organization, and the roles, responsibilities of the HR manager, his contribution to the
organization from recruitment to the development of employee and the organization.
We have also seen the case of telecom company Vodafone and an illustration of the
recruitment process from job advertisement to offer letter. The approach of selection
through interview is the best fit approach for the profile in Vodafone. The training
method of on the job will be more suitable in this profile because the employee will
learn the technicalities once he work with the customer he need to learn from his
experiences this job is for customer relationships not technical job that requires before
the job training.
18 Student ID: FE00285
The above study can be summarized as he human resource management plays a very
significant role in working as well as achieving the organizational goals and objectives.
Human resource management provides both long term and short term benefits to the
organization, and the roles, responsibilities of the HR manager, his contribution to the
organization from recruitment to the development of employee and the organization.
We have also seen the case of telecom company Vodafone and an illustration of the
recruitment process from job advertisement to offer letter. The approach of selection
through interview is the best fit approach for the profile in Vodafone. The training
method of on the job will be more suitable in this profile because the employee will
learn the technicalities once he work with the customer he need to learn from his
experiences this job is for customer relationships not technical job that requires before
the job training.
18 Student ID: FE00285
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19 Student ID: FE00285
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues,
research and practice. Human Resource Management International Digest, 19(7).
Barnard, C., 2012. EU employment law. Oxford University Press.
Bititci, U., Garengo, P., Dörfler, V. and Nudurupati, S., 2012. Performance
measurement: challenges for tomorrow. International journal of management reviews,
14(3), pp.305-327.
Broughton, A., Foley, B., Ledermaier, S. and Cox, A., 2013. The use of social media in
the recruitment process. Institute for Employment Studies, Brighton.
CI, 2019. What is Employee Engagement?. (Online) Available at:
https://www.custominsight.com/employee-engagement-survey/what-is-employee-
engagement.asp (Accessed on 1st February 2019).
CIPD, 2019. Employment law. (Online) Available at:
https://www.cipd.co.uk/knowledge/fundamentals/emp-law (Accessed on 2nd
March2019).
CIPD, 2019. Working time. (Online) Available at:
https://www.cipd.co.uk/knowledge/fundamentals/emp-law/working-time (Accessed on
1st February 2019).
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Available at: https://www.govloop.com/community/blog/3-approaches-better-employee-
engagement/ (Accessed on 1st February 2019).
GOV, 2019.Euqlity act. (Online) Available at: https://www.gov.uk/guidance/equality-act-
2010-guidance(Accessed on 2nd March 2019).
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Available at: https://www.thebalancecareers.com/assess-cultural-fit-when-interviewing-
candidates-1918087 (Accessed on 1st February 2019).
Koster, F., De Grip, A. and Fouarge, D., 2011. Does perceived support in employee
development affect personnel turnover?. The International Journal of Human Resource
Management, 22(11), pp.2403-2418.
Legislations.gov.UK, 2019. Employment Act 2002. (Online) Available at:
https://www.legislation.gov.uk/ukpga/2002/22/contents (Accessed on 1st February
2019).
Legislations.gov.UK, 2019. Race Relations Act 1968 (Online) Available at:
http://www.legislation.gov.uk/ukpga/1968/71/enacted (Accessed on 1st February 2019).
Matthews, A., Brennan, G., Kelly, P., McAdam, C., Mutrie, N. and Foster, C., 2012.
“Don’t wait for them to come to you, you go to them”. A qualitative study of recruitment
approaches in community based walking programmes in the UK. BMC Public Health,
12(1), p.635.
MSG, 2019. Significance of employee relations. (Online) Available at:
https://www.managementstudyguide.com/importance-of-employee-relations.htm
(Accessed on 2nd March 2019).
MTL, 2019. Approaches to Selection: Personalised Recruitment Methods. (Online)
Available at: http://www.managetrainlearn.com/page/approaches-to-recruitment
(Accessed on 1st February 2019).
19 Student ID: FE00285
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20 Student ID: FE00285
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(Accessed on 1st February 2019).
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings
and cases in international human resource management. Taylor & Francis.
Rimanoczy, I. and Pearson, T., 2010. Role of HR in the new world of sustainability.
Industrial and Commercial Training, 42(1), pp.11-17.
RNIB, 2019. Disability Discrimination Act (DDA). (Online) Available at:
https://www.rnib.org.uk/information-everyday-living-your-rights/disability-discrimination-
act-dda (Accessed on 1st February 2019).
SB, 2019. Significane of ER in decision making. (Online) Available at:
https://smallbusiness.chron.com/advantages-including-employees-decision-making-
18472.html (Accessed on 2nd March 2019).
Schweyer, A., 2010. Talent management systems: Best practices in technology
solutions for recruitment, retention and workforce planning. John Wiley & Sons.
Vodafone, 2019. Code of Conduct. (Online) Available at:
http://www.vodafone.it/portal/resources/media/Documents/corporate/
code_of_conduct.pdf (Accessed on 1st February 2019).
Yoh, 2017. The Pros And Cons Of Using Social Media In The Recruitment Process.
(Online) Available at: http://www.yoh.com/blog/the-pros-and-cons-of-using-social-
media-in-recruitment-process (Accessed on 1st February 2019).
20 Student ID: FE00285
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