Managing Human Capital and Leadership: Vodafone Malta HRM Report

This report provides a comprehensive analysis of Vodafone Malta's human capital management (HCM) practices and leadership strategies. It begins by exploring various HRM models, including the Fombrun, Harvard, Guest, and Warwick models, and analyzes Vodafone Malta's approach to managing its human resources. The report then delves into the organization's HR functions in relation to strategic human resource initiatives, such as recruitment and selection, human resource development, training and development, employer-employee relationships, and safety and health. Furthermore, it evaluates the benefits of HRM software programs for the organization and identifies the characteristics of effective leaders that are helpful in addressing various issues. The report concludes with a summary of the key findings and recommendations for improving Vodafone Malta's human capital management practices.

Managing Human
Capital And Leadership

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
HRM models, analyse the approach of the company to the management of its human
resources.................................................................................................................................3
TASK 2............................................................................................................................................5
Organisation’s HR functions in relation to strategic human resource initiatives...................5
TASK 3............................................................................................................................................9
Evaluate the HRM software programme which are beneficial for the organisation..............9
TASK 4..........................................................................................................................................11
Characteristic of effective leader which are helpful while addressing any issue ................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human capital management is an essential part of management that include activity like
hiring, training and managing manpower in order to contribute effectively to achieve overall
productivity. It helps to enhance the performance of employee by extracting out most efficient
human capital to achieve the strategic objective of business. Thus, human capital are treated
valuable part of an organisation as it help to retain the existing employee as well as attract new
ones. To better understand the report Vodafone Malta has been selected which is multinational
telecommunication company of UK. It offer various services and product to the customer like
data services, SMS, voice call, SIM cards and so on (Brinia, Zimianiti and Panagiotopoulos,
2014). This report cover following topics such as HRM model and approaches of the company to
the management of HR. Further, various HR function in relation to the HR initiative and
recommendations to improve it. Evaluate the software programme which are beneficial for an
organisation and characteristics of effective leader are covered in this report.
TASK 1
HRM models, analyse the approach of the company to the management of its human resources
Human resource consist of the people who work in a company in order to achieve the
goals & objectives as per the requirement of firm. As the HR department of an organisation is
responsible to manage the human resource so that they can perform according to the requirement
of corporation. As HRM refers to the process of recruiting, selecting and inducting staffs and
also provide training for the development of employees. As the main purpose of human resource
is to maximize productivity and achieve the predefined goals of company. As Vodafone Malta is
big corporation which is known for its better networking services. So it is important for the
company to get most desirable candidates who can perform better so that firm can get success
and it also provide training to them in order to develop the skills and abilities. As the HRM
function has emphasis to manage the individuals for the effective work practices. It is helpful for
the enterprise to maximize the productivity and profitability. Along with this it provide help to
acquire new professionals which have excellent skills so that they can work as per expectations
of company. As Vodafone has emphasis to encourage the workers so that they can perform
effectively and achieve the targets within stipulated time frame.

HRM model has consist of all activities which are associated with human resource as
because this model is emphasis to the characteristic of human resource management which
develop relationship & variables to be investigated (Kellis and Ran, 2015). As there are various
models of HRM which are as describe below:
The Fombrun model: As per this specific model, corporation structure & human
resource system is require to be manage in that way so that organisational strategies can be meet.
It basically emphasis towards four functions of HR which involves reward, development,
selection & appraisal. It serves as heuristic framework for defining the nature & importance of
human resource activities. Along with this it denotes the procedure by which objectives &
mission of organisation can be establish. With the help of this procedure Vodafone can use its
resources in order to achieve the goals of corporation with stipulated time frame. Similarly, this
model is incomplete as because it emphasis on four distinct functions of human resource
management & ignore all environmental & contingent elements.
Harvard model: As this specific model claims to be comprehensive in much as it looks
to be consist of six important factors of HRM. As distinct elements of human resource
management are HRM policy choices, long term consequences, feedback loop through,
stakeholders interest, human resource out comes & situational components. In this stakeholders
interest determines the importance of “trade offs” between interest of worker & employer. As the
trade offs exist among the other interest groups. For that purpose it is a challenge for human
resource manager to protect the interest of all stakeholders of company. Situational factors
impact the preference of organisation in context to the human resource strategy. As contingent
factors includes a model which emphasis towards management task, philosophy, laws, social
values etc. As human resource management policy choices has focuses towards actions &
decisions which are taken by corporation regarding human resource management and it can be
helpful when it determines the outcomes of an interaction between choices & constraints. Long
term consequences involves cost and benefits which are associated to human resource policies
that examine at three distinct levels like: societal, individual & corporational. As feedback Loop,
situational factor has analyse the influence on human resource management choices & policies
that influence via long term consequences. Along with this, interest of stakeholders make impact
the decision of human resource management policy & it influence through long term
consequences.

Guest model: This specific model has been introduced in 1997 by David Guest which
claims to more effective as compare to other ones. As per this model, human resource manager
has specific plans in order to begin with & make requirement of specific practices so that better
results can be produced and it is associated to financial, behavioural & performance. It focuses
about six elements which are human resource result, outcomes, practice, strategy, financial &
behavioural outcomes. As the performance of workers can leads to provide better financial
outcomes. Along with this effective outcomes in context to the staff commitment, flexibility &
quality which can influence through human resource practices (Haynes, Hitt and Campbell,
2015). For that purpose it is necessary to be turn with human resource strategies that are related
to corporation objectives and plans.
The Warwick model: As per this model, there are five distinct elements like inner
content, business strategy content, human resource management, outer and HRM content. As this
model is helpful is helpful to identify and classified required environment influence on human
resource management. It provide help to make balance between human resource practice &
strategy. In context to the internal & external content the activities that are take place &
procedure which measure the changes for consisting the transactions which take place between
the changes in external & internal content.
So all important models of human resource management will help the Vodafone to apply
human resource system in order to achieve the goals of corporation.
TASK 2
Organisation’s HR functions in relation to strategic human resource initiatives
The department of human resource perform various functions such as hiring of an
employee, training them and maintaining the interrelationship between management as well as
employee by abiding the employment laws (Cascio, 2015). The basic function of HR
professional within Vodafone Malta is to ensure that all the internal operation of business run
effectively as well as efficiently. Moreover, company ensure that they hire right staff for the right
place so that all the personnel carry out their task uniformly within stipulated timer period by
gaining competitive edge over others. Further, HR is also responsible to give advice to the
manpower that how roles and responsibility needs to be performed and accordingly the
performances of manpower is evaluated to encourage them in order to achieve the business

objective successfully. Herein, Vodafone company which operate their business worldwide in
both developing as well as developed country. For which the company require quality employee
so that they can well converse the situation with customer (Di Fabio and Peiró, 2018 ). AS the
major offering of business is service sue to which there the manpower needs to be hired
effectively in order to maintain the long term interest of the customer as this compel the
customer to opt for Vodafone Malta irrespective of other companies. Thus, some of the functions
which are performed by selected company are defined below:
Recruitment and Selection: Recruitment and selection is the base of HR function as
employee are the base of company so HR make sure they conduct respective process effectively.
Recruitment is a process of inviting potential candidate to apply for the vacant job on the basis of
qualification and experience required (Gelard, Boroumand and Mohammadi, 2014). This is
known as positive process as it invite the prospectus to be the part of an organisation. Vodafone
Malta include two sources of recruitment that is internal and external source. Within internal
source takes place through promotion and transfer where vacant position are filled up by internal
employee only. On contrary external recruitment gives an opportunity to outside people by
making them as a valuable part of an organisation. On contrary selection emphasize on choosing
the most desirable candidate among the various pool of candidates. Thus, it is a negative process
as it reject or weed out the unsuitable candidate which are not fit for the particular vacancy. It
include various evaluation round such as written test and face to face interview round so that
Vodafone Malta is only left out with most suitable resource. Thus, the company make sure they
conduct whole recruitment cycle effectively.
Human resource development: Human resource development is concerned with
improving the skill as well as existing knowledge of an employee. It include the role of employer
to provide significant opportunity to the employee by encouraging them and develop their skill
which helps them to retain the employee as they see the prospective of future growth and
development by working in a respective company. This keeps them satisfies to be the part of an
organisation (Greer, Lusch and Hitt, 2017). Thus, the focus of Vodafone Malta is to develop
superior workforce due to which the mentor conduct whole succession planning that helps the
employee to develop their career and mange their performance successfully.
Training and development: The company design training programme where session and
conference is run for both existing and new employee to enhance their capability, potential and

develop their career successfully. Such planning activity helps the employee of Vodafone Malta
to seek the upcoming opportunities by attaining the standard successfully. Hence, this function
includes the performance appraisal technique where based on the enhanced performance benefits
are provided to the employee. Furthermore, training starts at the time of joining of an employee
and goes on till the employee gets developed. So development is the stage where the employee
gains proficient knowledge of their subject and becomes an asset fro the organisation which they
don't want to loose (Gupta and Singh, 2014). Therefore, respective company pays an abundant
resource to develop their employees as in long term it helps the company to attain its overall
objective effectively by enhancing the productivity.
Employer employee relationship: For the success of any business it is essential to
maintain the good coordination or liaison the relationship between employer and employee. The
main purpose of selected company is to strengthen the internal relationship by keeping the
transparency. Also it is essential to control the conflict of interest which create lot of internal
chaos for this the company associate the incentives based on the performance of employee. Thus,
setting attainable target helps the company to motivate their employee in order to gain fair
remuneration. Therefore, the ultimate focus of the employee is to motivate the employee and
perform the objective of an organisation successfully.
Safety & health: It is one of the essential functions performed by human resource to
maintain the safety and health of their employees. Thus, business ensure that the worker must
work in the suitable working environment where the chances of accident can be avoided and
worker's interest can be maintained in order to avoid the complexities (Haynes, Hitt and
Campbell, 2015). Thus, it is the responsibility of the employer of selected company to avoid the
chances of accident access risk affectively and identify the possibility of hazard. Hence,
company must take care of the welfare facility like cleanliness, proper lightning, ventilation,
clean drinking water and so on to maintain the interest of employee because they prefer working
in that organisation which offer them desirable facility.
Organization development: As the business operate in dynamic environment which
keep on changing this can lead to macro or micro change. Macro refer to the biog changes that
changes the working culture, daily regime and working pattern of an employee. Whereas, micro
changes refer to the small change that affect the small group. Thus, organisation development is
the study of change or performance of an organisation (Joo, Lim and Kim, 2016). In reference to

Vodafone Malta adopt the various changes and modify their working procedure through
incentives, reward system, as well as enhancing the effectiveness of company. The professional
of HR works as an agent to initiate the effort of employee in order to accept the changes.
Career development: Career development is an ongoing process by which the
competencies of the internal employee is enhanced. It simply helps to manage the career of the
people through inter or intra organisational scenario (Kellis and Ran, 2015). Further, it helps in
the management of work, leisure as well as transition to attain the predetermined goal for better
future. Thus, career development include career management as well as planning. Career
management include the activity as well as steps to be taken by employee for career
development. On contrary career planning refer to the systematic way or procedure followed by
employee.
Orientation: This function is adopted for the new employee as the new employee has to
adjust according to the new job when they joins the organisation. Thus, it become the
responsibility of the HR manger of respected company to make them familiar with the rules of
organisation, its culture as well as policies (Mahdi and Almsafir, 2014). Additionally, through
this programme new applicant gains lot of knowledge about the company as well as assigned
duties that helps them to attain the short and long term objective. Therefore, intensive orientation
programme helps in performing daily jobs effectively.
Maintaining good working conditions: Human resource management provide suitable
condition to the employee so that they can perform their task effectively instead of facing any
difficulty. The team must perform their task effectively with full cooperation instead of
competition. Along with that the company should motivate their staff and encourage them to put
their views forward. This helps the company to make their plan effectively and diversify their
firm rapidly. Hence, effective working condition helps the organisation to gain profitability and
productivity.
Recommendations- Some of the recommendation made for the Vodafone Malta are
defined below:
 In order to increase the footfall of Vodafone Malta should remain successfully to engage
the employee by motivating them successfully (Manuti and De Palma, 2016). This helps
the employee to attain its overall objective and generate the huge productivity by
remaining committed to the organisation.

 Although Vodafone Malta offer desirable package to the employee but along with that
company should keep on following positive reinforcement technique. Within this the
performance of employee is appraised through monetary or non monetary benefit. This
helps the employee to contribute in the success of organisation.
 As HR maintain the record of employee like regarding their salary and performance so all
the work needs to be managed electronic. This is cost and time effective method which
decreases the fear of loosing the data also it does not require any paperwork due to which
it is an effective process (Mayo, 2016).
 The manager of selected company should continuously motivate the employee so that
they conduct their work systematically. Further, with the helps of extrinsic motivation it
becomes easier for the team to attain their shared objective. It is a desirable process by
which employee makes enormous effort to work in favour of organisation and perform all
the business operation successfully.
TASK 3
Evaluate the HRM software programme which are beneficial for the organisation
HR department is the effective part of an organisation that manages all the internal
functioning with the help of software programme due to which data is collected and information
is managed. Thus, it is essential for the business to have centralised database to view the
information of all employee and report the individual data (Morley, Heraty and Michailova,
2016).
Thus, with the help of HRM software programme company can manage their resources
effectively and perform all the HR function effectively in order to generate the data. This tool act
as a solution that helps to integrate the various business activity.
Database: Electronic database is basically the collection of data and information from
where information can be retrieved in future while making the decision which makes it an
essential software. It allow the raw data to be entered which collectively makes it an valuable
information. The HRM software programme include central database which can be used by
Vodafone Malta as it consist of all the employee detail like some are related to the job profile,
personal detail whereas other include salary and promotional detail (Noe and et. al., 2017). Thus,

it provide huge convenience to the HR to update as well as retrieve any data related to any field
by making the process easier.
Self service portal: As the name suggest it include self help functions which can be
either accessed by manager or employee. It include minimal amount of input that helps to find
the information and resolve any issue. Thus, in the competitive environment where everyone
engages in their work this system helps the business to access the information effectively.
Dashboard and reporting: All the data of the respected company can be stored in the
centralised database which can be accessed in the real time with a single click (Popescu,
Comanescu and Sabie, 2016). Other than storing the data which is its main purpose company
include the various application such as calender date, links of social media, featured employee,
message board etc. These application are designed in such a manner other things are accessed as
well as reported successfully.
Payroll management: It helps in the administration of business as it consist of all the
employee record such as incentive, bonuses, employee salary. This software programme allows
the business to calculate the benefit, manage salary, revising as well as tract payroll effectively.
Leave and attendance management: These are software of leave portal where the
employee update the leaves rather that going to the HR Department and asking for the leave.
This is an effective procedure which saves the time of both employer as well as employee as it
does not require the long conversation and save the quality time.
Therefore, these are the essential HRM software programmes but among all of them
Vodafone Malta can adopt Database software as here all the data are recorded electronically
which make it easier for the business to retrieve the information of any personnel. Moreover, the
service patter of Vodafone in terms of data usage keeps on changing according the the
competitive pressure. So the organisation with the help of database system can check out which
plan brought them maximum amount of profitability and from which sector. Therefore, it is an
effective process to make future decision because it is the pool of information from which the
manager come up with most desirable data by ignoring irrelevant data (Renz, 2016).

TASK 4
Characteristic of effective leader which are helpful while addressing any issue
As effective leader is that which lead and motivates the group members in order to
perform their roles as per the requirement of organisation so that it can achieve its predefined
targets. There are various qualities which have possess by the leader which are beneficial to
address the issues and it is mention as below:
Communicate effectively: To make effective communication is required so that relevant
and appropriate information can be deliver to all group members who work in the corporation. In
in regard it is important for the leader of Vodafone to communicate the proper information to all
members so that they can know how they have to perform in order to achieve the goals of
organisation. It is helpful to resolve the issue which is associated with coordination so that all
employees will perform better (Wilson, 2014).
Empower the efforts of personnel: As it has been analysed that leader have posses the
quality of influence to others with its behaviour and attitude and encourage the other persons to
perform better. As the leader of Vodafone Malta has emphasis to communicate objectives with
all group members & empowering them to share constructive feedback with them. However,
training & development session is important in order to develop the skills and knowledge so that
they can resolve the issues which arises at work place while doing the work. As a result
objectives of corporation can be accomplish with in stipulated time period (Manuti and De
Palma, 2016).
Encourage innovative thinking ability: As the role of an effective leader is to motivates
the workers to think innovative in order to resolve the issues and chances of risk. In this regard it
is important for Vodafone Malta to conduct brainstorming session so that insights can be develop
and workers can take better decision in order to resolve the issues.
Proactive: For a leader it is important to be proactive so that it can take make the
decisions as per the requirement so that work can be done in effective manner and as per the
requirement of Vodafone Malta. This method is beneficial to transforming the idea into reality.
Situational leadership model: There are two elements of this model which are as
mention below:
Supervision: As the knowledge & skill of staff is based upon supervision level that can
be over or under the supervision. In over supervision leader of corporation takes the decision &

instruct the employees to perform in a specific manner so that goals of Vodafone Malta can be
accomplish. Whereas in under supervision can lead the circumstances such as: lack of
communication & coordination. As the amount of supervision is based upon the capabilities &
skill which is possessed by the workers.
Arousal: It emphasis towards the support that is needed by worker and it can be high or
low which is based upon the inner level. However, Supporting motivation can be over stimulate
or under stimulate as per the behaviour of staff which work in corporation.
As situational leadership has four elements which are as:
Directing: In this situation leader guide the employees that how they have to perform in
order to achieve the goals of Vodafone Malta.
Coaching: In this situation leader provide the emotional support to the employees.
Supporting: In this stage leader support the group members to achieve the goals of
company (Shields and et. al., 2015).
CONCLUSION
From the above report it has been concluded that human resource is an essential part of
organisation that helps the business to perform all its function for the success of business. There
are various business model which help the business to enhance the productivity. Moreover, the
department of HR perform various function from recruitment to the development of an employee
to fulfil the objective of business and expand it successfully. Further, HR professional makes the
use of various software that are mange electronically such as centralised database and leave