HRM's Role in Organisations and its Link with Strategy - Analysis

This essay examines the critical role of Human Resource Management (HRM) within organizations and its alignment with wider organizational strategies. It explores how HRM practices, including recruitment, training, compensation, and employee relations, contribute to achieving organizational objectives. The essay emphasizes the strategic importance of HRM, highlighting its influence on competitive advantages and overall business success. Using Vodafone as a case study, the analysis demonstrates how HRM policies are linked to the company's strategic goals, such as market leadership and diversification. The essay also discusses the impact of HRM on creating a learning culture and retaining employees. The conclusion stresses the significance of integrating HRM with organizational strategy to enhance program effectiveness and achieve desired outcomes. The document references several scholarly articles to support its arguments.

Running head: ESSAY 0
Management
FEBRUARY 18, 2020
STUDENT DETAILS:

ESSAY 1
The human resource is considered as backbone of the company. The concept of HRM has
significant role in the development of entity. In the present world, the human resources has also
added more value in the development of nation. The HRM is very quick developing concept.
This concept has wonderful significance in productivity sector. The management of people and
staff policies or approaches enable to carry entity in effective manner. The human resource
management is all about allowing staff to use characteristics for fulfilling the contribution and
for motivating entity. The best human resource management (HRM) is very much critical if the
entity wants to attract and hold good staff. It can see that the company decreases risk related to
the team members and status. The human resource management can decrease cost of entity. For
instance, the best recruitment process as well as policy means that the company can recruit more
staff that can carry job in efficient manner. Human resource management includes different
management approaches and practices that can stimulus workers. The Human Resource
Management involves activities such as training, hiring, fulfilling requirements of employees,
and settling employees and administration practises. This concept also manages approach to
render benefits as well as compensation of employees. In the following parts, the role of human
resource management in the organisation is discussed. The below mentioned parts also discuss
connection between HRM and organisational strategy.
The human resource management concept is helpful in managing employee relationships. The
human resource management is a procedure that binds individuals with corporations. The HRM
means management of the individuals at work (Ghafoor, et. al, 2019). This concept is helpful for
the organizations and individuals to get each other’s goals. In addition, the HR department
should not only consider recruitment, training, selection, as well as development of workforce
but also consider monitoring throughout various methodologies. In the current competitive

ESSAY 2
environment, the entities are required to put focus on the investment values in the human
resources as the main aspect of the competitive advantages. Even though, there is connection
between organisational strategy and concept of human resource management. It can say that the
strategic approach can be advantageous for the staff functions within organisations (Khan and
Suhaib, 2019).
Vodafone is foremost telecom player in United Kingdom and different parts of world. This
organisation renders best quality services along with products. The company focuses on the high
business norms. It also puts focus on the highly competitive market. The nature of competition
needs an administration of the entity to have the strategic clarity. The company also requires that
the business operations should be functioning in similar direction. Vodafone is a market leader in
their category. It has great competitive advantages due to the diversification approach in
services, products, as well as marketing approaches. It is argued by Milliman and Clair (2017)
that the corporate objective sustains the marketing leader post with the help of diversification
approach. Additionally, the recruitment as well as hiring process of Vodafone is related to the
organisational strategy. It can see that Vodafone is leader in the market. This is a reason when it
hires people on different posts, then it follows the essential set of core competencies to hire
people on different posts. It checks hiring accordingly. The hiring process of company ensures
that correct person with correct set of attitude as well as abilities is selected. For instance, if the
company is selecting person for the post of customer service then it will make sure that the
selected person has soft skills and positive behaviour. It will also ensure that person is not violent
and negative. It also considers that the skills can be different from post to post. On the other
hand, Vodafone follows different approach to hire managers or top-level executives. For hiring
managers, the company ensures that selected person has best analytical skills as well as

ESSAY 3
leadership skills. In this way, it can say that the whole selection process of Vodafone is related to
the organisational objectives (Oke, 2016).
Furthermore, the complete compensation as well as benefits of the company are related with
organisational objectives. It can see that the remuneration method along with annual appraisal
method is taken from the organisational strategy. As the case organisation is functioning in
greatly competitive environment, it has to maintain the marketing leadership post. Additionally,
the compensation system of company motivates the quality individuation to work in the entity
(Dundon and Rafferty, 2018). It also renders the best salary package. In this way, the company
attracts more people to do work in comprises of other companies in the industry. It can also see
that the annual appraisal method of company is also managed strategically. All the departments
have yearly objectives as well as quarterly objectives. These annual and quarterly objectives of
department are helpful in making quarterly along with annual objectives for the individuals or
group of individuals. After conducting the performance appraisal, the human resource
department of company makes the objective attainment as a part of appraisal system. In this way,
the salary increment is related to the achievement of objectives in the people or group of people
(Jaseel, 2019).
In addition, the training as well as development is considered as significant element of the human
resource management. It keeps on adding value in the human resources by rendering training to
them on the soft or soft skill. It renders training according to the nature of job and scope
(Bisharat, et. al, 2017). The process starts by identifying the requirement of training of all the
departments. After getting knowledge about the objectives of all the departments for upcoming
period, the company asks the related manager to recognise as well as assess the people of the
team who need training along with development in some fields of the job. The requirements of

ESSAY 4
the training can be depended on either the soft skill or hard skills related to the job. When the
requirements of training are recognised, the HR department manages the training calendar of a
year, where all the essential training are stated and employees are sent for different types of
training. The HR department of company puts focus on the forthcoming expansions as well as
technical progresses in a market so the relevant workers can get training timely. In this way, the
trained employees and managers can work in any situation including technical advancements and
any other changes in organization (Omran and Anan, 2018).
Additionally, the human resource department of Vodafone makes extraordinary impact on
creating the learning culture in the company (Johnson and Szamosi, 2018). The workers are
motivates to share the learning experience with each other. In this way, there is good learning
culture for the employees in the company. Since Vodafone is operating in several geographical
parts of region, so it ensures that the workers are motivates the learning’s about the marketing
understanding and technical knowledge with each other. In this way, the employee of one area
can get knowledge from the experience of employees of different region. It can also see that the
company sends various members of different departments to the various geographical
marketplaces so that they can learning to deal different situations in the markets. This rotation is
helpful for the employees. As this is significant for organization doing work in the competitive
business atmosphere, the human resource approaches of company also work in similar manner.
The retention approach of company revolves around the good benefit or compensation, payment
according performance, reward, as well as increment on good performance and then having the
well-defined promotional system to give opportunity to all the workers to make career. It can see
that its retention policy is taken from the strategic objectives of a company to be diversified in
the business (Rees and Smith, 2017).

ESSAY 5
As per the above analysis, it can be concluded that HRM is main aspect in failure or success of
assessing program to attain objectives. It cans say that without appropriate organisational
strategy to develop the human resources, it is not possible to review programs and get objectives.
This concept should also render different levels of efficiently. In this way, the Human resources
management has significant role in attaining organizational objectives through HR planning as
well as managing performances. It is found that Vodafone is able to develop organizational
objectives. Vodafone also renders training or coaching to the employees. It also enhances the
employee’s commitment to organizational objective by including them in the objective creating
procedure. In this way, the human resource activities of entities should be associated with
organizational objectives.

ESSAY 6
References
Bisharat, H., Obeidat, B.Y., Alrowwad, A., Tarhini, A. and Mukattash, I., (2017) The effect of
human resource management practices on organizational commitment in chain pharmacies in
Jordan. International Journal of Business and Management, 12(1), pp.50-67.
Dundon, T. and Rafferty, A., (2018) The (potential) demise of HRM?. Human Resource
Management Journal, 28(3), pp.377-391.
Ghafoor, M.M., Khan, K.I., Muneer, Y. and Haider, K.H., (2019) Impact of Development
Perspective of HRM and Lesson Learned System of Knowledge Management on Project Success
Through Project Management Competency Retention. Journal of Independent Studies &
Research: Management & Social Sciences & Economics, 17(1).
Jaseel, J., (2019) Impact of training and development on employee retention of the sales team in
Vodafone at United Kingdom. UK: Sage
Johnson, P. and Szamosi, L.T. (2018) HRM in changing organizational contexts. In Human
resource management (pp. 27-48). Routledge.
Khan, S.S. and Suhaib, M., (2019) Evaluating an International Human Resource Management
Strategy for New Telecommunication Group in Developing Countries, Concentrating on
Pakistan (A Case Study of Vodafone). Science International-Lahore, 31(3), pp.457-461.
Milliman, J. and Clair, J., (2017) Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Oke, L., (2016) Human resources management. International Journal of Humanities and
Cultural Studies (IJHCS) ISSN 2356-5926, 1(4), pp.376-387.

ESSAY 7
Omran, K. and Anan, N., (2018) Studying the impact of using E-HRM on the effectiveness of
HRM practices: An exploratory study for the internet service providers (ISP) in
Egypt. International Journal of Academic Research in Business and Social Sciences, 8(4),
pp.458-492.
Rees, G. and Smith, P. eds., (2017) Strategic human resource management: An international
perspective. USA: Sage.