Human Resource Employee Induction Manual Report Vodafone

This report focuses on the creation of a Human Resource Employee Induction Manual for Vodafone. It begins with an executive summary and table of contents, setting the stage for a detailed exploration of HRM principles. The introduction provides an overview of Vodafone's mission, vision, and objectives, emphasizing the role of HR in achieving these goals. The report delves into the purpose of HR, its functions, and responsibilities, including talent acquisition, workforce planning, recruitment, selection, development, training, and performance management. It highlights the significance of acquiring talent and outlines the development of HR practices, such as attraction, workforce planning, recruiting, selection, training, and compensation. The report also covers job design, documentation, job offering, and the evaluation of the entire recruitment process. It further discusses the effectiveness of employee relations and employee engagement, employment legislation, and decision-making in recruitment, concluding with a comprehensive overview of the manual's key components and recommendations for its implementation. The report provides valuable insights into the development and implementation of an effective HR induction program, designed to integrate new employees into the organization and ensure their success.

Running head: HUMAN RESOURCE EMPLOYEE INDUCTION MANUAL
HUMAN RESOURCE EMPLOYEE INDUCTION MANUAL
Name of the Student
Name of the University
Author Note

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Executive Summary
In this report, the aim of the discussion will be to focus on the human resources of the
organizations and to discuss about the role, functions and responsibilities of the companies.
This will give a thorough structure of to create an employee induction manual for the new
employees who will join the organization of Vodafone in the Human Resource Department.

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Table of Contents
Introduction................................................................................................................................4
Human Resource in Acquiring Talent........................................................................................5
Purpose...................................................................................................................................5
Roles and Responsibilities.....................................................................................................6
Significance............................................................................................................................6
Development of the HR Practices..............................................................................................7
Attraction................................................................................................................................7
Workforce Planning...............................................................................................................7
Recruiting...............................................................................................................................8
Selection.................................................................................................................................8
Development..........................................................................................................................9
Training................................................................................................................................10
Performance Management...................................................................................................10
Reward System.....................................................................................................................10
Design Job Specification..........................................................................................................11
Job Design for Post of Marketing Manager.........................................................................11
Documentation and Score Sheet..............................................................................................12
Documentation.....................................................................................................................12
Score Sheet...........................................................................................................................13
Job Offering.............................................................................................................................13
Evaluation of the Entire Recruitment.......................................................................................13

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Effectiveness of Employee Relations and Employee Engagement..........................................14
Employment Legislation..........................................................................................................15
Decision Making in Recruitment.............................................................................................15
Conclusion................................................................................................................................16
References................................................................................................................................17

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Introduction
In the stated report, the aim of the discussion will be to discuss will be to create an
employee induction manual for the new employees who will join the organization of
Vodafone in the Human Resource Department. The manual will provide details on the
purpose of Human Resources as well as the primary functions within the organization of
Vodafone with an overview of different Human Resource practices. Vodafone is taken as the
company to be discussed in this essay. Vodafone is a British multinational and public limited
company based in the telecommunications industry. The conglomerate giant was founded in
the year of 1982, though it was known as Racal Telecom. The name was changed to
Vodafone in 16th of September, 1991. The headquarters of the company is London and
Newbury, Berkshire. The company ranks 4th in terms of the count of mobile buyers on 2018
among the mobile operating group worldwide. The Vodafone Global Enterprise division
supplies IT and telecommunication services to the corporate clients in over 150 nations
Vodafone believes to deliver excellent data services and products, which will be provided
with the best customer experience in the industry. This has already started in terms of Mobile
Internet as well as Mobile broadband. To become the leaders in communications in an ever-
increasing connected world is the vision statement of the company. And the mission
statement of the company is to improve the lives of the customers by the help of excusive
power of mobile communication. The main objective of the company is to maximise the
profit earning for the company. The mission statement assures to achieve the objective in the
best possible way. Vodafone is committed to achieve the aims and objectives by offering
innovative as well as superior services, and this is possible if efficient people are recruited by
the human resource management of the company (Webb 2013).

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P1. Human Resource in Acquiring Talent
The professionals of human resources perform a wide range of activities within the
structure of Vodafone. Talent management is an integral role of the human resource
management of not only Vodafone, but for any organization in the world. It focuses on some
particular as well as day-to-day activities of the employees of the human resource department
in Vodafone. They need to recruit new people to the organization of Vodafone for the vacant
positions as well as in the same positions in order to spread their services all over the world
as well as to increase the market share of the organization and to maximise the profit for the
company (Karikari, Boateng, and Ocansey 2015).
Purpose
The purpose of the human resource in acquiring the talent is to focus and achieve the
aim and objective of the company and that is to improve the lives of the customers by the
help of excusive power of mobile communication as well as to maximize the profit of
Vodafone. The human resource management will also have to measure the productivity and
the performance level of all the employees. Regular review processes by the human resource
department of Vodafone will help to maintain effective communication between the
management and the staff, so that the employees can know about their performances and can
improve their performances accordingly, if required. Career management is also an important
and critical part under talent management which need to be followed by the human resource
management of Vodafone. They need to manage the careers of their employees to increase
the satisfaction level of the employees as well as reduce the employee turnover. Identification
of the leaders within the company of Vodafone, which is also a vital part of the organization.
The human resource management of Vodafone needs to focus on the trainings, stretch
assignments and mentoring the employees of the employees if the organization (Guest 2017).

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Roles and Responsibilities
The human resource management of Vodafone need to perform many responsibilities
relating to their work. The duties of the human resource employees include planning,
recruitment as well as selection process, posting of job advertisements, evaluation of the
performance of the employees of the organizations, organizing the resumes and job
applications of the candidates, scheduling the interviews and assisting others in the process
and assuring background checking of the candidates applied in the organization. Another
major job is to administrate the payroll and benefits which involves the assurance of vacation
and sick time that are accounted for, reviewing the payroll, and taking participation in tasks
of benefit, like claim resolutions, reconciliation of statements of benefit, and approving
invoices for payment. The last role of the human resource is the regular maintenance. This
part helps to realize that the present human resource files as well as databases are updated, to
maintain the profits of the employees of the organizations and to maintain the employment
status and performing the payroll or benefit related reconciliations. All this roles and
responsibilities of the human resource management of Vodafone will help the organization to
focus on its aims and objectives of the company in an effective and efficient way (Jackson,
Schuler, and Jiang 2014).
Significance
The significance or importance of acquiring talent by the human resource management of
Vodafone will be to meet the goals and objectives of the company as well as to compete in
this competitive marketplace of telecommunications industry. Acquiring talent will help to
inject new blood into the organization who can lead from the front and will guide the
company to achieve the objectives of Vodafone by following the mission as well as vision
statement (Jackson, Schuler, and Jiang 2014).

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P2. Development of the HR Practices
Human resource practices include attraction, recruitment, selection, training,
development, performance management and reward systems. This need to followed by the
human resource management of Vodafone in order to achieve the goals of the organization.
The human resource management employees have to align the business as well as human
resource needs for the organization of Vodafone, so that it will be easier for the organization
to recruit the people according to the exact requirements and select and train them so that
they can engage themselves in the focusing of the main objectives of the company. The
human practices can be described as follows (Mitchell, Obeidat and Bray 2013):
Attraction
The brand name of the company of Vodafone is used by the human resource
management to attract the people towards that particular organization. It is used to denote the
reputation of that organization in the market or industry. The practice is hugely accepted by
the management community worldwide. An employee value proposition is used to describe
the employment offer of a company, just like the customer brand proposition is used to
describe the offer related part of a particular product or service.
Workforce Planning
It can be termed as a continual procedure to align the business as well as human
resource needs for the organization of Vodafone, so that it will be easier for the organization
to recruit the people according to the exact requirements and select and train them so that
they can engage themselves in the focusing of the main objectives of the company. It will be
easier for the organization to meet the regulatory, legislative, production and service
requirements as well as the organizational objectives of the organization of Vodafone. If
Vodafone wants to hire some employees for its office in United Kingdom, the first and

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foremost job of the company will be to align the vacant posts or other requirements by the
company, so that they can share the advertisements on different portal and can attract the
interested people to apply for the interview.
Recruiting
The term recruiting contains the activities through which the current people are hired into
an organization like Vodafone. The hiring may be either full-time or part-time, or hiring
contractors as well as in case of termination of the contracts of the employees. The activities
of the staffing include the identification and fulfilling the requirement of talents (primarily
through recruitment) and utilization of different recruitment technologies and procedures to
obtain a large amount of candidates (also to filter among them based on experiences and
other criteria) within the organization of Vodafone. Termination of contracts when required
also comes within the practice of recruitment. Maintenance of practices of ethical hiring as
well as arranging with the context of regulatory environment need to be strictly followed by
the human resource management of Vodafone. Writing of the contracts of the employees and
negotiation the salary and other benefits for the employees as well are also an integral part of
the human resource department of the organization. The ideal people who are eligible for the
different vacant posts are recruited by Vodafone according to their educational background
and experiences and other criteria needed by the company.
Selection
The stages or the procedures in the selection include sourcing of the candidates
through the help of networking, promoting, or usage of several methods. The human resource
trainer of Vodafone fully uses the professional interviewing methods in order to comprehend
the skills of the applicant, motivations needed in order to make a choice or decision, and to
select or screen the suitable candidates by using the testing techniques ore personality. The

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procedure is needed to examine the candidates and also evaluating the extent id the fitness of
the candidate into a particular company. The recruiter will contact the hiring manager in
order to acquire the particular post and the type of data needed before starting the process of
selection. When the recruiter thoroughly understands the requirements of the person needed
by the company, they start the procedure of informing the network channels about the
opportunities. Recruiters perform a major function by shaping the candidate as well as the
organization for the interview, supplying responses to both the parties as well as to handle the
negotiation part relating to the salary and other benefits. Among the recruited candidates,
some of them will be selected according to the guidelines and criteria of Vodafone and this
will be an end of a part of human practices by the human resource management of the
organization.
Development
It is necessary for the new employees on-board and helping them to provide resources for
the continuous improvement, which is a major investment for Vodafone. Human resource is
loaded with maintenance with the developmental approach to the already existed human
resources. The activities of development include the preparation of the workers for their
function by giving proper training by the human resource management of Vodafone. Giving
training chances like internal training, conferences, academic programs and many more, to
engage the workforce upgrade in their respective sectors are also a major job of the human
resource management of Vodafone. They also need to prepare the management expectations
and give the responses to the managers as well as to the employees of the organization, so
that it will help the performance level of the employees as well as the performance of the
business operations of Vodafone (Wilson 2014).

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Training
Training in the human resource department includes three main activities. They are
training, education and development. These are similar to each other, and sometimes not.
Training is the activity which focuses on the job that the employees are presently doing in the
organizations. Education is the activity which aims on the jobs that the individuals may
potentially hold in near future. Development is the activity which aims on the activities of the
organization which employs the individual, who might be included in the organization.
Human resource management of Vodafone needs to provide proper training to the newly
recruited employees as well as the old employees if required, so that it will help the company
to motivate the employees to perform well and guide them in a proper way to achieve the aim
and objective of the company (Wilson 2014).
Performance Management
The human resource management of Vodafone will also have to measure the
productivity and the performance level of all the employees. Regular review processes by the
employees of the human resource department of Vodafone will help to maintain effective
communication between the management and the staff, so that the other employees can know
about their performances and can improve their performances accordingly, if required. This
will help to have a smooth workflow and effective and efficient business operations in the
organization of Vodafone (Kwenin, Muathe, and Nzulwa 2013).
Reward System
This involves the identification of the suitable compensation depending on its
performance, function and lawful necessities of the employees of Vodafone. The tasks of the
compensation consist of preparation of levels of compensation to match the marketplace by
using the benchmarks like the industry guidelines and principles for a particular job role as

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well as negotiation of rates of group health insurance, plans and other benefits after
retirement with the third party suppliers. The human resource management of Vodafone also
needs to discuss the hikes and other growths and/or decreases in the compensations with the
workers in the organization of Vodafone and providing assurance of compliance with cultural
as well as legal anticipations in relation with the compensation of the employees of the
company (Kwenin, Muathe, and Nzulwa 2013).
P3. Design Job Specification
Job Design for Post of Marketing Manager
Post: Marketing Manager
Place: London
Type of Job: Full-time
Job Role: As the Marketing Manager, you will be responsible to develop the market plan for
the Consumer Internet of Things products that the consumers use. Your job role will be to
play a major part in designing the consumer proposition from the beginning, working
alongside other product managers as well as other key members of the Vodafone team to
assure customers to stay engaged and happy with Vodafone. You will encourage consumer
awareness of this fresh category across all markets in the United Kingdom, assuring
Vodafone as the brand equivalent with IoT. You have to understand the overall customer
experience and draft the end to end lifecycle at all stages and touch points (Sales and
Distribution Channels, CVM, Customer Care etc.)
What you can expect from us:
 Committed support and mentoring.
 Opportunity to improve and progress with a solid dedication to work-life balance.