Human Resource Management Report: Vodafone Group Plc HRM Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Vodafone Group Plc. It begins with an introduction to HRM's purpose and functions, emphasizing its crucial role in workforce planning and resourcing. The report then delves into the strengths and w...Read More

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Purpose and Functions of Human Resource Management, applicable to workforce
planning and resourcing an organisation ....................................................................................1
P2: Strengths and Weaknesses of different approaches to Recruitment & Selection.................3
TASK 2............................................................................................................................................5
P3: Benefits of different HRM practices for employer and employee........................................5
P4: Effectiveness of Different HRM practices regards to organisational profit and productivity
.....................................................................................................................................................6
TASK 3 & 4.....................................................................................................................................7
Job Specification ........................................................................................................................7
Preparatory notes for interviews, selection criteria or score sheet..............................................8
Job Offer for the desired candidates............................................................................................8
Evaluation of the process conducting HR Practice.....................................................................9
Effectiveness of employee relations and employee engagement .............................................10
Key aspects of Employee legislation........................................................................................10
Evaluation of how Employee relations and employment legislation inform decision making
and meet business objectives ...................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource are considered as the life blood of any business, so, it is very crucial for
any organisation to hire the right staff in order to attain their goals in the business. A right team
of personnel can help an organisation to achieve milestones and an ineffective team can lead to
failure, so, here comes the need of Human Resource Management. It is a strategy used by
companies in order to hire the right staff, provide them effective training which will lead them to
achieve their goals and objectives. In context of this report, it will be studied the role performed
by HRM in an organisation and whether it is effective or not and what is the scope and purposes
of HRM in context to an organisation. Other than that, internal and external factors having an
impact on an organisation will be established in order to apply the practices of an Human
Resource Management in Vodafone Group Plc (Alfes and et. al., 2013).
TASK 1
P1: Purpose and Functions of Human Resource Management, applicable to workforce planning
and resourcing an organisation
The organisation chosen to conduct this research is Vodafone Group Plc. It is a British
Telecommunications company headquartered in London and Newbury, Berkshire. It was
established in year 1991 by Ernest Harrison and Gerry Whent. It deals in around 150 countries
all over world providing telecommunications and IT services. The product and services provided
by Vodafone Plc includes Fixed line telephone, internet services, digital television, mobile
phones and broadband.
Mission of Vodafone: The mission statement of Vodafone includes to provide customers
with better mobile communication in order to make their life better (Budhwar and Debrah,
2013).
Vision of Vodafone: The vision of Vodafone suggests to become the market leader by
making the products that will improve the customers lives and will help the people and
communities to come more closer to one another.
Core Business Objectives: The objectives of Vodafone includes speed to overcome the
issues, simplifying the process for customers, colleagues and partners and become a reliable
source for people to have faith transparency in the business.
Purpose of Vodafone: To connect people to have a better present and even better future.

Human Resource Management of Vodafone Group
Human Resource Management is considered as a very important resource for Vodafone
Group as it is believed that because of them, organisation is able to have a competitive advantage
in the market as the personnel of Group displays efficient behaviour in order to meet with the
needs of customers, attainment of goals and objectives of the organisation and adding the
profitability for the business. The hiring, training and development is a tedious task which can
only be done by professional and this task is done by the experts of Human Resource
Management Department of Vodafone (Chelladurai and Kerwin, 2017).
Purpose: The main purpose of Human Resource Management is to coordinate the
activities in an organisation to achieve goals and objectives, satisfy the needs of employees,
staffing and regulating the workforce so that they can perform accordingly in order to attainment
of aims and objectives. The purpose of the Human Resource is to source as well as hire the right
candidate.
Functions of HRM: There are variety of functions performed by Human Resource
Management in order to lead an organisation to achieve their goals and objectives effectively and
efficiently. Some of these functions are: Recruitment & Selection: The function performed by Human Resource Management is
to hire the right candidate for the job for which human resource team of Vodafone has to
go through with plenty of applications and select the right candidate so that the
organisation can achieve their goals and objectives. Training & Development: The other task taken by HRM in Vodafone is to train the
employees so that they know what duties they are expected to perform and how to do it.
It will help the individual only for their overall development. Compensation: The compensation scheme of the employees is look after by the HRM as
they only decide the pay of an employee and when it would be credited in Vodafone
Group as to keep the management system sorted (Huselid and Becker, 2011).
 Safety & Health: The function performed by HRM is to provide a business environment
to their employees in which they are safe and secure. It is the task of HRM to provide a
safe environment ion which employees have freedom to showcase the level of work.

These are some of the key functions performed by Human Resource Management in order to
manage and establish an effective relationship with the employees of Vodafone Group Plc
(López-Nicolás and Meroño-Cerdán, 2011).
Roles and Responsibilities performed HR functions
There are various roles and responsibilities performed by human resources functions in
Vodafone in order to attain the goals and objectives. But, the main role and responsibility of
HRM is to acquire the new talent or employees who will be able to bring out innovation and
creativity in the workings of the Vodafone so that the company can attain the aims and objectives
in the short and long run.
P2: Strengths and Weaknesses of different approaches to Recruitment & Selection
Recruitment is a process of creating jobs for the candidates of the organisation. It
includes job design, job specification, attracting the candidates to apply for job, call them for the
interview, short-listing the candidates and call them for interview to begin the selection process.
There are two sources through recruitment can be done (Marchington and et. al., 2016). They
are:
(Source- Types of Recruitment, 2019)
Internal Recruitment: It refers to hiring an employee from the existing workforce. For
instance, if a manager is required for the sales force team, then, Human Resource can first try to
Illustration 1: Sources of Recruitment

fill the position from any other department, team or office, then, it is known as Internal
Recruitment. It can be done via Transfers, promotion, internal advertisements, recruiting former
employees and many more (Messersmith and et. al., 2011).
Strengths Weakness
 It is a easy process as it does not take
lots of efforts of HRM as employees
are already aware of how Vodafone
operates.
 It is cost effective as no or less cost is
incurred in this process.
 Through this way an employee is
motivated to work hard and carry
effective relationship with other
employees so that the employee is
aware of any opening in Vodafone.
 It finishes the opportunities of
creativity and innovation as new
employees can bring new approaches
which will create new opportunities for
Vodafone.
 This method has limited scope as all
positions cannot be fulfilled through
this method.
 If the position is filled through
promotion or transfer, then, the position
of the employee will remain vacant.
External Recruitment: It refers to select an employee outside of organisation. For
Example, a post of Customer manager is vacant, then, human resource team of Vodafone can go
through whole process of advertising about the job, shortlisting the candidate, inviting them for
interview and identify the potential in the candidates. Different types of external recruitment
includes direct recruitment, employment exchange, agencies, advertisements and many more.
Strengths Weaknesses
 It establishes new job opportunities for
the people looking for the job.
 The brand image of the organisation
increases through this method as people
come to know more about the
company.
 Brings out innovation as the new
 This process is more time consuming.
 This method implements more cost as it
requires lots of time and effort of the
employees and top management and
consumes resources of Vodafone as
well (Renwick, Redman and Maguire,
2013).

employee will bring creativity and
innovation.
 There are more needs of the employees
hired from the external sources due to
the brand image of Vodafone.
Selection is a process of selecting the right candidate for the job. The main difference
between recruitment and selection is that recruitment is inviting people to apply for the job and
selection includes selecting the right candidate for the job. Selection process is considered as a
negative because in this process other candidates has to let go and only one is selected (Rubery
and Urwin, 2011).
Strengths Weaknesses
 This process helps in getting the right
candidate with appropriate knowledge
and skills who is suitable for the job.
 One of the major drawback of this
process is that the employee may not be
honest in the interview and the
organisation end up hiring the wrong
employee.
There are several approaches of HRM in regards to workforce planning, recruitment &
selection, training & development, performance management and reward system. These are
various practices performed by the HRM in Vodafone management so that the organisation can
attain their goals and objectives. These practices have various approaches, like, how they are
established, how they need to be attained so that the organisation can grow and develop.
TASK 2
P3: Benefits of different HRM practices for employer and employee
Human Resource Management Practices involves various activities done by the human
resource department of Vodafone in order to establish an effective relationship between various
stakeholders of the organisation (Schermerhorn and et. al., 2014).
Benefits to Employer Organizational Culture: HRM plays a vital role in establishing organizational culture of
an organisation. It helps in management of Vodafone in implementing rules, plans,
procedures and standard of performance expected from the employees and it will help the
organization in effective management of the company.

 Training and Development: One of the major role performed by HRM is to train the
employees as per the job expected from them. It will help the Vodafone in the
development of the company as goals will be achieved with the desired performance
showcased by the employees (Sheehan, 2014).
 Recruitment: One of the important responsibility of HRM is to recruit the employees for
the team of Vodafone as it will help in getting the right candidate for the job and will
increase the brand image of the company as people will come to know more about the
organisation.
Benefits to Employees Conflict Resolution: It is the role of HRM to resolve any issue that takes place between
the employees as to carry out effective and efficient cycle of operations in the company
as conflicts may delay the workings of Vodafone. Training & Development: One of the major functions performed by HRM is to provide
training to the new employees and help them in getting acquaintance with Vodafone.
These training provided will be with the employee till long time and help them in their
overall development.
 Source of Information: Also, HRM provides all the necessary information required by
the employees related to workings, their job role, compensation scheme, bonus scheme
and many other information as required by the employee.
P4: Effectiveness of Different HRM practices regards to organisational profit and productivity
There are several practices performed by the Human Resource Management of Vodafone
Group Plc, like, Training & Development, Recruitment & Selection, Compensation, planning of
policies and many more. These practices have several effects on the management, but, the main
impact is created on the profitability and productivity of Vodafone (Sparrow, Brewster and
Chung, 2016).
Effectiveness of HRM practices on Vodafone Profitability
The managers and leaders who have tasted the success, knows the value of personnel in
an organisation. It has been observed by them that the right HRM practices can help in
generation of profits & revenues in an organisation. Vodafone also believes the same as the role
of HRM is to hire the right candidate for the job, they are most likely to choose an employee who
is focused and motivated, resulted in long term career in the Vodafone, which will save the cost

of hiring and going through the procedure of selecting the candidate, thus, saving the cost and
increment of revenues (Storey, 2014).
Other role performed by the HRM is to make sure that the dissatisfied employees who
were removed from the Vodafone do not come with a law suit as this may result in negative
brand publicity and huge losses whether the case is won or lost. The role of HRM is to be
prepared with any such action and try to establish a good employer-employee relation.
Effectiveness of HRM practices on Vodafone Productivity
The role of HRM also include providing training to the employees which helps the
Vodafone in achieving goals and objectives effectively and efficiently. This reasons that when
the employees knows the standard of performance expected from them and are trained to do so,
the scale of performance improves resulting in attainment of goals, better performance and low
wastage of resources which will helpful in increasing productivity.
TASK 3 & 4
Job Specification
It refers to specifications of the job for which a candidate needs to be hired in an
organisation. This specification includes the job position, job role, qualification required and
many more (Welch and et. al., 2011).
For the context of this report, job role chosen is field manager at Vodafone.
Job Description
Organisation Name Vodafone Group Plc
Job Designation Field Manager
Location London, United Kingdom
Reporting To Head of Department
Roles and Responsibilities  Have a thorough knowledge about the products
and services of Vodafone.
 Have to manage a team of around 10-12
members.
 Bring out the innovative and creativity styles to

convert potential customers into customers.
Working Hours 9 am to 6:00pm
Salary 5500 Pound per month
Working Facilities Better working environment, Flexible working hours and
incentives or bonus as per the performance.
Preparatory notes for interviews, selection criteria or score sheet
Preparatory notes refers to the series of questions prepared by the interviewer in order to
judge a candidate as in this way the interviewer is well versed with the information required in
order to hire an employee (Alfes and et. al., 2013). Some of the questions that can be asked by
the interviewer for a position of Field Manager in Vodafone are:
What experience the candidate hold in respect to the position of Field Manager?
What personal development you have seen yourself while working in this field?
Do you have any experience in team management or team building?
What are some of the most common mistakes done by the people in this field?
Share your experience in dealing with a difficult customer?
The flow of questions may change according to the answers given by candidate, these are general
set of questions which can help the interviewer in analyse the candidate.
Job Offer for the desired candidates
Job offer is the offer made to the candidate who is right for job and will be able to
perform the duties expected from the person.
Job Offer
Mr Edward Wallace
156, Crawley street,
London, United Kingdom

Dear Edward,
Vodafone is pleased to offer you the position of Field Manager as your skills and
knowledge would be ideal for this job profile.
As informed earlier, the starting date would be May 01, 2019. And the salary paid to you would
be £5500 per year which would be paid on monthly basis.
You will be provided with the medical insurance in our employee medical program and it will
be effective from May 01, 2019. Other than that, you will be provided with paid leave including
vacations, personal and sick leave which can be used after the completion of evaluation period
of 3 months.
If you are ready to accept the job role, then, sign the second cope and post it to us on the
address given below. After that is done, we will be sending you the handbook and employee
benefits scheme plan which you need to read and sign and submit to our office.
We are looking forward for you to in Vodafone Group Plc.
Sincerely,
Caroline Hawkings
Director, Human Resource Department
Vodafone Group Plc.
Evaluation of the process conducting HR Practice
HRM performs plenty of functions and these functions have plenty of processes. One of
the most important function is, Creating and Handling Aptitude Tests. This step comprises of
three steps (Budhwar and Debrah, 2013). These are:
Steps Explanation Evaluation
Determine the Basis This step comprises of
determination of objectives for
This step is very necessary as it
helps in getting the role that would

which the test need to be
performed.
be performed by the aptitude test
in order of establishment of hiring
the right candidate.
Establish the Format This step states that in which
format questions needs to be like
what will be the number of
questions or whether they would
be objective or subjective.
The aptitude of a varies and a
particular format cannot judge the
qualities of all as a person may be
good in subjective type of question
but may lack in answering
objective questions.
Create the Questions In this step, questions are
prepared.
Questions should not be very
difficult and should roam around
the skills expected.
Review In this step, the questions are
reviewed by the top
management and managers as
whether they will be able to
achieve the goal assigned.
This step may not be necessary as
when a IT professional needs to be
hired, there is a chance that
mangers may not have desired
proficiency to judge.
Establish them in the
process
Here, the test has been
implemented for hiring the right
individual.
The rest success or failure is
achieved here as whether this
process helped in getting the desire
personnel or not.
Effectiveness of employee relations and employee engagement
Employee Relations and Employee engagement are the key aspects of Vodafone Group
as it is believed that employees are the people who makes an organisation and without their
contribution no company can run for long. Vodafone believes in flexibility as it is stated that the
operations and working practices are very flexible in nature as employees are given full freedom
on how to perform the duties expected form them. Other than that, employees are given freedom
to choose their own leader as it will given them comfort in Vodafone (Chelladurai and Kerwin,
2017).

Key aspects of Employee legislation
There are various aspects that are to be followed by the Vodafone in order to maintain
employment legislation. It refers to various laws protecting the rights of employees. One of the
most important aspect is wages and compensation, it states that all the employees should be
compensated well through which they can live their life comfortably and is fair in account of the
work performed by them. Other important aspects includes Health & Safety, consideration, equal
opportunities and many more binding the employees to Vodafone Group.
Evaluation of how Employee relations and employment legislation inform decision making and
meet business objectives
Employee Relations and Employment Legislations need to walk hand in hand in order to
have an effective environment in the workplace of Vodafone Group. These aspects make the
employee trust the organisation as they feel that they will be protected and safe. This will help
the Vodafone in making the right decision making and will be able to meet the business
objectives so that they can attain their goals and objectives (Huselid and Becker, 2011).
CONCLUSION
From the above study, it can be concluded that the personnel are the resources that help
the organisation in achieving their goals and objectives. If the Employees of the organisations are
trained and know the duties they need to perform then it reduces the work of Managers and
leaders in an organisation and they can use the time for the better establishment of plans and
procedures which will help in gaining a competitive advantage. All this is possible because of
efficient activities performed by HRM so that the right candidate is hired for the jib. Functions
performed by HRM includes Recruitment, Selection, Training & Development and various other
function. Also, there are various legislations protecting the employees.

REFERENCES
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Types of Recruitment. 2019. [Online]. Available through
<https://www.tutorialspoint.com/recruitment_and_selection/types_of_recruitment.htm>