Vodafone Egypt: A Case Study on Human Resource Management Practices

This case study examines the Human Resource Management (HRM) practices at Vodafone Egypt, identifying key HR-related issues and providing recommendations for improvement. The research methodology employs secondary data from journal articles, books, and the company website to analyze job analysis, personnel planning, recruitment, employee testing, interviewing, training, performance management, and career management within the organization. Findings reveal areas needing attention, such as clarifying job roles, enhancing recruitment strategies, adopting modern employee selection techniques, and providing continuous learning opportunities. The study emphasizes the importance of investing in employee development and career progression to maintain Vodafone Egypt's competitive edge and ensure fair treatment of its workforce. The analysis concludes that Vodafone Egypt is a market leader but needs to address the highlighted HR issues to further improve employee satisfaction and organizational performance. Desklib provides access to this and other solved assignments for students.

Company Case Study
Human Resource Management
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Contents
1 Abstract....................................................................................................................................................0
2 Research Problem.....................................................................................................................................0
3 Research Questions..................................................................................................................................0
3.1 How Is Job Analysis Done in [Company Name]?................................................................................0
3.2 How Is Personnel Planning And Recruitment Done in [Company Name]?.........................................0
3.3 How Is Employee Testing And Selection Done in [Company Name]?................................................0
3.4 How Is Interviewing Candidates Done in [Company Name]?.............................................................0
3.5 How Is Training and Developing Employees Done in [Company Name]?..........................................0
3.6 How Is Performance Management and Appraisal Done in [Company Name]?.................................0
3.7 How Is Managing Careers Done in [Company Name]?......................................................................0
4 Why Is the Practice of Human Resource Management (HRM) in [Company Name] a Topic Worth
Studying?.....................................................................................................................................................0
5 Methodology............................................................................................................................................0
6 Findings and Recommendations...............................................................................................................0
6.1 Job Analysis........................................................................................................................................0
6.2 Personnel Planning and Recruitment................................................................................................1
6.3 Employee Testing and Selection........................................................................................................1
6.4 Interviewing Candidates....................................................................................................................1
6.5 Training and Developing Employees..................................................................................................1
6.6 Performance Management and Appraisal.........................................................................................1
6.7 Managing Careers..............................................................................................................................1
7- Conclusion

Detailed Guide line for the HR Audit Report
1- Abstract
The objective of this research is to identify HR related issues faced by Vodafone Egypt (Vodafone.eg
2017). In this particular assignment, proper emphasis has been given on analyzing each of the HR issue
and then recommending a solution at the end of the study. The current segment elucidates about the
research methodology in the study so that proper information can be gained and lead to generate
positive outcomes.
2- Research Problem
In this study, it is noted that there are several HR related issues that are properly mentioned with clear
justification. Vodafone Egypt faced several HR related issues that relates to recruitment process,
selection process, interviewing of candidates as well as performance appraisal and managing careers
(Vodafone.eg 2017). The study properly explains how these issues can be mitigated by using appropriate
HR tools and techniques.
3- Research Questions
Primary Questions
1. What is the HR related issues faced by Vodafone Egypt?

a. How Is Job Analysis Done in [Vodafone Egypt]?
b. How Is Personnel Planning And Recruitment Done in [Company
Vodafone Egypt]?
c. How Is Employee Testing And Selection Done in [Vodafone Egypt]?
d. How Is Interviewing Candidates Done in [Vodafone Egypt]?
e. How Is Training and Developing Employees Done in [Vodafone
Egypt]?
f. How Is Performance Management and Appraisal Done in
[Vodafone Egypt]?
g. How Is Managing Careers Done in [Vodafone Egypt]?
4- Why Is the Practice of Human Resource Management (HRM) in
[Vodafone Egypt] a Topic Worth Studying?
The practice of Human Resource Management at Vodafone Egypt is an interesting topic as the company
faces HR related issues that need urgent attention. The company believes in connecting as well as
empowering people and communication that takes into account clients, stakeholders, government and
employees (Nagendra and Deshpande2014).
5- Methodology
The research methodology used in the current segment will be using secondary data information. The
researcher will be using secondary sources of information for collecting the information such as journal
articles, books, company websites (Vodafone Egypt) (Jackson, Schuler and Jiang 2014).
6- Findings and Recommendations
a. Job Analysis
Findings
 Vodafone Egypt has made it clear that every Head of Department should positively submit his
departmental Organization Chart that includes maintaining cordial relationships within departments
(Isiaka et al. 2016).
 The job role was performed by conducting long process of data collection from the process owners
for almost 1 year.

Recommendations
 All the employees working at Vodafone Egypt should be properly guided about the job role given to
each by conducting induction programs.
b. Personnel Planning and Recruitment
Findings
 It is the policy of Vodafone Egypt to ensure that all the recruitment activities should be treated
fair as well as discriminatory for addressing individual department needs and opportunities.
 One supplier abolished recruitment requirement as it is discriminated against people that are
shorter than 1.5 meters as well as introduced free annual medical check-ups for employees
(Brewster, Mayrhofer and Morley 2016)
Recommendations
 It is recommended to Vodafone Egypt for promoting recruitment activities as it encourages people
at work to progress their carets within the company. All the vacancies available at Vodafone Egypt
should be advertised on the job-posting page in the global intranet that encourages transfer of
talent in and across the world.
c. Employee Testing and Selection
Findings
 Both internal and external sources of recruitment are used at Vodafone Egypt at the time of
selecting candidates
 Consultancies as well as advertisement are treated as two main external sources of recruitment
activities (Beardwell and Thompson 2014).
Recommendations
 It is advisable to put more emphasis upon internet as well as advertisement so that more candidates
can easily apply for the jobs as well as they will find it easier to find the right employee from them
 Vodafone Egypt should try to use the internal recruitment process initially as it require less cost as
well as acts as a motivational factor to the employees
 Vodafone Egypt should adopt latest techniques for selection and employees such as stress test as
well as psychometric test and personality test as it help in finding the right candidate that is suitable
for the job.
d. Interviewing Candidates
Findings
 At Vodafone Egypt, interview is taken from the candidates so that the company gets best talent at
work (Armstrong and Taylor2014).

Recommendations
 Interview method should be used by Vodafone Egypt as it helps in getting the best talent at work.
The questions asked should be technical so that it will be easy for the HR department to decide
whether the candidate has the required technical information about the job profile and designation.
e. Training and Developing Employees
Findings
 Employees need training at Vodafone Egypt so that they learn at regular intervals as there is always
some or other new implementation or change. Without proper training, it is impossible for the
employees to stay updated with the current activities.
Recommendations
 Vodafone Egypt should provide employees continuous opportunities for learning as well as
development. They should be classroom training sessions as well as variety of online courses on the
job training coaching, feedback as well as mentoring and other learner-cantered approaches.
f. Performance Management and Appraisal
Findings
 Employees working at Vodafone Egypt should be given performance appraisal for the work they
perform under huge pressure.
Recommendations
 Human resources, being the most valuable asset, it becomes necessary for Vodafone Egypt to invest
in people development as well as career progression. This is possible by focusing on attributes like
identifying top talents as well as high potential after rendering them with fast track development
approach.
g. Managing Careers
Findings
 Efforts should be made by the employees to manage their career at Vodafone Egypt. Career
progression is important for any employee who starts working for a company for a pay and
recognition (Sparrow, Brewster and Chung 2016).
Recommendations
 Vodafone Egypt should continuously provide opportunity for career progression and making an
effort to prepare young talents in order to become future leaders.
7- Conclusion
At the end of the study, it is concluded that Vodafone Egypt is one step ahead of its competitors
as the company has higher market share as well as better service quality and wider range of

geographical reach. This telecommunication company should further treat employees at
work with equality and fairness. The above analysis highlights about the HR related issues
with proper recommendations where the issue can be mitigated as far as possible.

Reference List
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Isiaka, S.B., Aliyu, M.O., Abogunrin, A.P., Aremu, N.S. and Abdullah, A.S., 2016. A Conceptual
Analysis of Global Human Resource Practices: Challenges and Prosp. Covenant Journal of
Business and Social Sciences, 7(1).
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Nagendra, A. and Deshpande, M., 2014. Human Resource Information Systems (HRIS) in HR
planning and development in mid to large sized organizations. Procedia-Social and Behavioral
Sciences, 133, pp.61-67.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Vodafone.eg. (2017). Mobile Phones, Mobile Internet, ADSL, Prepaid, Postpaid. [online]
Available at: http://www.vodafone.eg/ [Accessed 10 Dec. 2017].