Human Resource Management Report: Vodafone UK - HRM Practices

This report provides a detailed analysis of Human Resource Management (HRM) practices within Vodafone UK. It begins with an introduction to HRM, emphasizing its role in maximizing employee performance and aligning with organizational goals. The report then delves into Task 1, exploring the purpose and functions of HRM in workforce planning, and evaluating the strengths and weaknesses of various recruitment and selection approaches, including internal and external sources. Task 2 examines the benefits of HRM practices for both employees and employers, highlighting the creation of a positive work environment, future decision-making capabilities, and the development of effective teams. The report also assesses the effectiveness of different HRM strategies. The subsequent tasks cover employee relations, the influence of employment legislation on decision-making, and the application of HRM practices in a work-related context. The conclusion summarizes the key findings, and the report is supported by a comprehensive list of references. This report is a valuable resource for understanding HRM principles and their application in a real-world business setting.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of human resource management applicable to workforce planning.1
P2. Strengths and weaknesses of various approaches of recruitment and selection...................2
TASK 2............................................................................................................................................5
P3 Benefits of various HRM practices for employees and employer.........................................5
P4 Effectiveness of different human resource management ......................................................6
TASK 3............................................................................................................................................7
P5 Relevance of employee relations in context to influence decision making of HRM.............7
P6 Key factors of employment legislation and its impact upon decision making process ........8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in a work related context......................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In a business process, the management of people and other resources by which all tasks
are performed and objectives are attained is known as human resource management. Main
motive behind this is maximising the performance of staff members. Apart from that, policies
and systems for the working environment of company related specially to employees is another
criteria for which human resources work (Anderson and Anderson, 2010). Human resource
management focuses on determining the actual needs and wants of employees and thus,
satisfying them in an effective manner. Company chosen for this assessment is Vodafone UK
which is headquartered in London and was established in 1982. In this report, strengths and
weaknesses of several approaches of recruitment and selection will be briefed. Moreover,
functions and purposes of HRM activities regarding workforce planning and its advantages for
both staff members and employers will be discussed. Main impacts on decision making process
of company will also be discussed here in a detailed manner.
TASK 1
P1. Purpose and functions of human resource management applicable to workforce planning
HR management is a process in which appropriate guidance is being provided to the
employees so that various advantages can be gained like minimising the chances of risk of
conflicts as well as other actions which can make working environment more effective and high
performance work can be obtained so that mission and vision can be effectually obtained. In the
modern scenario, every organisation aims for gaining competitive advantage and for that, they
recruit highly skilled workers who can achieve the tasks and objectives within allocated time
frame (Bamberger, Biron and Meshoulam, 2014). In order to retain the employees for a long
period of time, organisation needs to use various tools and techniques which can attract
employees and can satisfy their personal goals. Satisfying their personal goals will highly affect
company in a positive manner and make them acquire a large market-share by attracting number
of customers. Main functions of human resource management are described as under: Planning: This is the most essential function of the company or even for every company
it is highly required and human resource management fulfil and maintain the functions.
Analysation of market is done and after that, research is being conducted in order to
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determine the demand and supply of human resources so that all tasks and activities can
be achieved in an effective manner.
 Recruitment: In order to execute various business tasks and activities, appropriate
candidates should be hired who have certain skills and capabilities for the completion of
tasks and activities (Campbell, Coff and Kryscynski, 2012). Manager should analyse the
skills of employees and thus, allot them tasks according to their particular requirements.
After analysation of current status of working environment and demands which market
need, managers have sufficient data to recruit the best candidates according to the
requirements and thus that will enhance the performance level of staff members.
 Training: Managers have the duty towards evaluation of performance of employees and
this let them to make the appropriate data and study research so that training and
development if required can be given to the them so that existing skills can be polished
and they can attain new ones as well which can help them to work more effectively.
While working in an organisation, there are situations which brings the capabilities gap
and so to avoid it managers can conduct training sessions.
 Create and Maintain Healthy Relations of Employees: When a business achieves
growth and success, the reason behind that achievement is staff members and their
efforts. Those efforts can only be obtained by the organisation when managers of firm
creates healthy and comfortable environment. HR managers of Vodafone, UK keeps an
eye on every activity and thus, takes measures to maintain the effectiveness in
environment so that goals and objectives can be achieved in an effective manner (Cascio
and Boudreau, 2010).
P2. Strengths and weaknesses of various approaches of recruitment and selection
Recruitment is an approach or can be termed as a procedure in which HR managers
evaluate the skills of candidates by following certain steps and thus, recruit the best one who has
met the requirement’s criteria (Human resource management. 2016). This procedure is mainly
known as an essential part of gaining skilled workers because they will at the end perform for the
benefits of company. There are various methods by which recruitment can be done by the HR
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manager of Vodafone, UK in order to select right candidates for the vacant posts and they are
described as below:
Internal Sources of Recruitment: In this kind of approach, managers give opportunities to the
existing workers to fill vacant post and thus, evaluate their skills so that they can be shifted to
that post. This is an effective method which is used by company before recruiting externally.
This approach provides various advantages like cost effective, less time and money consuming
and the person needs not to be given whole procedure training.
Strengths  This is less time consuming procedure
for filling up the post.
 It is also cost efficient as it saves the
cost of training and development for the
existing employee.
 As it is done internally, organisation
have the actual report of the candidate
and this allows them to bring loyalty
among them (Coff and Kryscynski,
2011).
 This improve the competition level and
also helps to boost the morale level of
the employees.
Weaknesses  This becomes complex in nature as
managers faces certain issues while
selecting the best among them.
 This can even the create the chances of
blocking the ideas and thoughts of new
innovation.
 This sometimes can create cold war
between staff members and authorities
and can hamper the effectiveness of the
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organisational performance.
 External Sources of Recruitment: In this kind of approach, organisation mainly recruits
from the external resources in order to fill the posts. This allow the company to gain more
skilled workers or even unique ones which have some special abilities which can be used
by the organisation so that profits and efficiency of production can be improved
(Farndale, Scullion and Sparrow, 2010).
Strengths  The most important advantage is that it
brings out new skills and talent in the
company.
 This helps them to increase the
productivity of the employees as
competition environment is being
created.
 Motivation is the factor which can be
applied onto the existing employees by
bringing out the skilled talent which
can motivate the existing one to cope
up with the new ones abilities.
Weaknesses  This is time consuming process as it
involves several procedures which
needs to be followed in order to get the
best out of everyone.
 This involves high cost as it involves
the training and development
procedures in order to make them
understand the structure of the
organisation.
 This sometimes can demotivate the
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existing employees and chances rise of
the conflicts and other issues.
Selection: It is a process in which the managers take the final decision in
case of choosing the appropriate candidate for achieving the tasks and
activities. There are 2 approaches of the selection process and they are
described below: Systematic approach: Under this approach, HR manager follow the
sequence steps of selecting the best candidate for the vacant post
among from all the candidates. This reduce the chances of biasness
and also improves the decision making process while selecting the
candidate (Fulton and et. al., 2011).
 Unsystematic Approach: HR managers of the company looks out on
every CV and thus compare them by one another so that they can
have the actual report of the skills they possess.
TASK 2
P3 Benefits of various HRM practices for employees and employer
In modern scenario, concept of human resource management has
become highly important in order to manage the employees and their
efficiency regarding performance towards the activities. This provide
various advantages to both employer and employee and they are described
below:
Benefits to the Employer: Create and Develop Positive Work Environment: the major advantage
of the HR management practices are that it helps to design effective
framework of the policies. This in turn will help them to create and
establish effective working environment so that expected productivity
and profitability can be achieved by completion of aims and objectives
(Glick, Stein and Edelson, 2011). Future Decision making: Human resource management concept helps
the managers to evaluate the existing set of skills and knowledge in
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order to gain the current position of employees. The reason behind
this evaluation is that by knowing the capabilities of the employees
future plans and strategies can be made in order to forecast the right
decisions. Evaluating Policies of Business: Under the activities of Human
Resource management satisfaction of employees is evaluated along
with their commitments towards job. This enables the HR manager to
evaluate the working condition of the employees and the problems
and other issues which they are facing while performing. They needs
to be determined and eliminated so that policies can remain effective
and working environment as well (Kakuma and et. al., 2011).
 Developing Effective Teams: Concept of HR management enables
managers to develop and make effective teams with highly skilled
leader who can achieve the task and activities within allocated time in
effective manner. This makes the work completion on time and thus
provides various benefits to the company.
Benefits to Employees:
 Enhancement of Performance: One of the most beneficial part of
HR concept is that its provides motivation to the employees for
high performance work. Opportunities should be provided to the
workers when they give their best and complete the task in
effective manner and various advantages are provided.
 Working Environment: While formulating the various policies for
the organisation, employment legislation should also be kept in
mind so that it do not create any difficulty in future time. This
allows to make positive and comfortable environment for the
employees and thus improve the productivity and profitability of
the organisation and employees (Kavanagh and Johnson,Eds., 2017).
 Developing Capabilities: In order to develop the set of skills and
knowledge it is high essential to conduct the training and
development sessions for the staff members. The complicated
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tasks becomes ease in nature after acquiring those particular
set of skills.
P4 Effectiveness of different human resource management
In modern scenario of a business, human resource management is
highly essential when it comes to achieve the goals and objectives in
effective manner. The main focus of the department is to prepare the
guidelines for the employees so that they can adopt the course of action and
thus contribution can be at maximum level for the company. This is all done
for satisfying the needs of employees and make them work in effective
manner. The more will be satisfaction level, more will the high performance
level. This motivate the staff members and make them work at full capacity
with full dedication which in turn leads to effective completion of business
activities. This in turn will help the organisation to achieve the targets and
improve the productivity and profitability.
The major contribution of the HRM concept is that it provides every
facility required for the employees so that their needs and wants can be
satisfied in effective manner and also effective working environment can be
established in order to feel the positive vibes. Satisfied workers are assets
to the company whereas dissatisfied workers are considered as liability for
the company (Kraaijenbrink, Spender and Groen, 2010). When the healthy and
comfortable environment is being created for the employees by the
managers, performance level automatically increases and thus it improve
the profitability ration of the company. In the conclusion it can be said that
HR management is only built for the betterment of the employees and
organisation because HR management is basically a mediator between the
authorities and employees who focus on improving the relationship with
them.
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TASK 3
P5 Relevance of employee relations in context to influence decision making
of HRM
In order to operate the business process in efficient way, it is highly
essential for the company to hire skilled workers who perform in Smart way
but just hiring them is not the end of procedure, healthy relationships
should also be managed so that expected outcomes can be achieved.
Vodafone HR managers can adopt these kind of tools and techniques for the
staff members so that they can get expected environment and can work in
better manner. Moreover, main activities which are generally carried out by
the managers of Vodafone in order to develop and maintain the good
relations with staff members can be explained by described elements:
 Manager should encourage the involvement of staff members in
decision making process because this will make the relation between
authorities and employees much more better and will boost
confidence within employees.
 Appraisal is the most important factor which boost the employees'
confidence and motivate them to perform more and more.
 It is the foremost duty of the managers to treat the employees in
respectful and friendly manner (Surroca, Tribó and Waddock, 2010).
 There is high need of establishing and maintaining the effective
communication channel between employees so that vital data can be
shared between employees and their efficiency may improve. This also
leads to enhancement of relations between managers and employees
as they can discuss their issues and problems.
 Discrimination should not be encouraged in the environment of
organisation and if it is present strict actions should be taken against
it and this is the responsibility of managers to offer equal
opportunities of growth and employees.
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This all should be conducted by the Vodafone managers and also maintain
effective environment within organisation so that healthy relationships can
be created among employees. This benefits will help to formulate the
appropriate plans and strategies for the betterment of organisation within
market place. Overall it is highly essential for the HR managers of the
Vodafone to maintain the relations with the authorities and employees so
that maximum benefits can be acquired (Tarique and Schuler, 2010).
P6 Key factors of employment legislation and its impact upon decision
making process
Legislation of employees is a legal body which consist of several laws
and rules which states that equal and fair treatment is given to the staff
members at the workplace and eliminate the platform of their exploitation.
This also define the structure in which the employee will perform his\her
duties and the employer will consider those things and will respect them
and also will maintain the decorum of the working environment. In order to
formulate the policies for the employees, employers should keep that in
mind about the dignity of every employee who is working under the roof.
Major parts of the employment legislation are described below: Employment Right Act: This law is basically a summary of the
employee legislation policies. According to this act it is the most
important duty of the employer to maintain the healthy relationship
within workplace environment. Moreover, minimum wage is set for
every particular job and below that an employer can not hire any kind
of worker. Equal Pay Act: As per this law, when two person are working under
same roof with the same capabilities on the same kind of post then the
wage provided to them should be equal. This is the duty of manager to
regulate this kind of approach and law within workplace as this helps
to minimise the chances of conflicts and create positive vibes which
can boost the morale level of the workers.
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