Human Resource Management Report: Vodafone HR Practices and Strategies

This report provides a comprehensive analysis of Vodafone's Human Resource Management (HRM) practices. It begins with an introduction to HRM and its role within organizations, emphasizing its importance in achieving organizational goals through effective resource management. The report then delves into specific HRM functions, including HR planning, recruitment and selection, performance management, training and development, and rewards systems, using Vodafone as a case study. Task 1 explains the HR functions in the organizational context. Task 2 examines the effectiveness of Vodafone's recruitment and selection strategies, highlighting the importance of hiring skilled employees. Task 3 explores the approaches used to manage talent, linking them to organizational performance and discussing good practice models. Task 4 investigates HR systems and procedures and how they enable the achievement of business objectives. The report concludes with a summary of the key findings and a list of references.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
Explain the role of the Human Resource function within an organisational context.............4
TASK 2............................................................................................................................................6
Examine the effectiveness of recruitment and selection strategies in an organisational setting.6
TASK 3............................................................................................................................................8
approaches used to manage talent linked to organisational performance along with an
exploration of good practice models......................................................................................8
TASK 4............................................................................................................................................9
explore HR systems and procedures and how they enable the achievement of business
objectives................................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is explained as the effective and efficient use of human
resources in organisation in achieving the goals and objectives. Human resource management is
a very wide concept which includes recruitment and selection, training and development, issues
related to employees etc. Human resource management helps organisation in developing the
skills of their employees by which they can achieve their personal goals as well as organisational
goals. Human resource management also helps in enforcing the policies and norms of the
organisation to help the employees in understanding the organisation environment. Human
resource management includes the concerns of the employees regarding their salaries, benefits,
rewards etc. Human resource managers make sure that employees who are working for the
organisation should have appropriate knowledge regarding their job role and timely training
programmes are designed to develop their skills set. Effective workforce works as a asset for
every organisation and human resource managers knows that the employee retention is one of the
important part in maximising the organisation performance (Armstrong, 2016). Human resource
managers focuses on formulating the strategies regarding the training and development of
employees and ensures that the employees training and development should be appropriate
which helps in achieving the organisation goals and objectives. This report is based on the HR
practices used by Vodafone and how Vodafone manages their human resources effectively.
Vodafone is one of the largest mobile and network operator in United Kingdom. It was founded
by Ernest Harrison and Garry Whent.
TASK 1
Explain the role of the Human Resource function within an organisational context.
As we all know human resource management plays a vital role in managing the resources
of the organisation effectively and efficiently in order to achieve maximum productivity. HR
managers implement effective strategies in order to scan the skilled workers and by giving them
proper training make them effective and efficient for the organisation (Berman and et. al., 2019).
Vodafone is one of the global brands of the network operators and mobile operator. In order to
be more effective in achieving the goals and objectives Vodafone focuses on acquiring the
skilled workers. There are 8 different functions of human resource which helps Vodafone in
acquiring the skilled employees and helps in maximising the productivity of organisation.

Human resource planning
The first function of HR includes human resource planning. As we all know planning is
important in achieving every goal and objectives and by planning effectively for the human
resources organisation can plan their goals and objectives. HR managers of Vodafone makes sure
that they plan about their resources according to the need for their organisational goals and every
employee should know their roles and responsibilities.
Recruitment and selection
The second HR function includes the recruitment and selection of right candidates for the
organisation to achieve organisation efficiency. Vodafone have a strong brand image in the
market which attracts many individuals managers now have to scan the skilled candidate for their
organisation as nowadays skilled employees are asset to the organisation.
Performance Management
The third HR function includes the performance management of the employees in a
organisation. Performance of the employees effects the productivity and efficiency of the
organisation. There are different strategies used by the HR managers of Vodafone in order to
analyse the performance of their employees and give insights to the employees about their
performance level and helps the employees in increasing the output level of employees (Ferraris,
Erhardt and Bresciani, 2019).
Training and development
The fourth HR functional includes the training and development of the employees.
Training and development of employees help employees in attaining and developing new skills
which helps them in achieving their personal and organisational goals. Vodafone provides
training to their employees in order to make them efficient and effective which helps employees
in understanding the needs of the job and encourages them to develop their skills to get
recognition and appraisals in the organisation (Figueiredo and et. al., 2016).
Rewards
The fifth function includes the rewards and benefits given by the organisation to their
employees. Rewards and appraisals helps organisation in motivating their employees and to
encourage them to work hard in order to achieve the goals and objectives of organisation.
Vodafone gives different kinds of rewards and appraisals to the employees who delivered the

excellent performance in the organisation as it would encourage employees to work hard and
contribute more in the organisation productivity.
Health and safety
The sixth HR function includes the health and safety of the employees. As it was stated in
maslow's hierarchy theory that employees motivation also comes through completing the health
and safety needs of employees. Vodafone makes sure that employees gets health benefits like
provident fund, medical security etc. By completing the health and safety needs of the employees
it influences and motivates them to work hard towards achieving the goals and objectives of the
organisation.
Providing security
Everybody in their life wants to be secure whether it be in their job or in their life. Now a
days what people fears the most is going bankrupt or losing their job,as there will be no source of
income for them and they won't be able to meet their needs. These needs can be basic, social and
esteem needs. In case of Vodafone they secure the job and life of their employees through
providing them with the insurance and for life an the also provide them job security. They
provide them with provident fund and employee medical security. The above function and this
function is different from each other because the above function only discuss about the health
and safety of employees and this function involves the job security of the employees (Nie, Lämsä
and Pučėtaitė, 2018).
TASK 2
Examine the effectiveness of recruitment and selection strategies in an organisational setting
Recruitment and selection plays vital role in hiring the skilled employees for the
organisation in order to achieve the organisation goals and objectives effectively and efficiently.
It also helps organisation in understanding the needs of the job role and according to that hiring
the employees for the organisation. Recruitment and selection is a very costly process so
organisation focuses on hiring the employees according to the need of the organisation. HR
managers makes sure that the resources should be used efficiently and after hiring the employees
organisation also focuses on the training and development of the employees in order to develop
their skills and focuses on the overall development of employees. Vodafone makes sure that they
hire employees according to the needs of employees and focuses on identifying the roles and

jobs in the organisation and in order to achieve the goals in terms of production, operations and
growth. Vodafone focuses on hiring the employees who are skilled and which can be asset to the
organisation in the future. Recruitment and selection can be done through various techniques
such as college recruitment fair, newspapers and advertisements etc. Vodafone is one of the
global brands and it automatically attracts the best individual and managers make sure that they
choose individual according to the organisation needs. Selecting the right candidate is very
important so managers of Vodafone focuses on hiring the candidate which have knowledge,
quality and skills desired by the organisation. As the market dynamics changes with the time
Vodafone have to make sure that they have workforce which can help them in competing with
the competitors and achieving competitors advantage in the market. Recruitment and selection is
based on different strategies which involves the retention of the employees. Vodafone spends
resources on the recruitment and selection of the employees and the managers focuses on
retaining the employees who are skilful and gives quality outcomes. Recruitment and selection of
employees affects the financial resources of the organisation as the skilled employees who are
hired and retained helps in maintaining the financial resources of the organisation and helps
managers in utilising the resources effectively and efficiently. Vodafone make sure that they
recruit and select right employees as it helps them in getting the right quality candidate.
Vodafone also makes sure that they don't have to replace and hire employees on timely basis as it
will increase the cost of training and development and the resources cannot be utilised
effectively. The effective recruitment and selection helps in saving the time, money and
resources. Vodafone always focuses on utilising the human resources effectively as it makes
direct impact on the financial resources of the organisation. Vodafone is one of the global brands
in the market and to maintain that position they need to hire quality candidates who can work
hard towards achieving the goals and objectives of the organisation and contributes in
maximising the organisation performance and productivity (Nie, Lämsä and Pučėtaitė, 2018).

TASK 3
Approaches used to manage talent linked to organisational performance along with an
exploration of good practice models
For effective and efficient management HRM of Vodafone uses various types of HRM
practices. These practices are done so as to manage the talent linked to organisational
performance. There are various types of practices which the HRM of Vodafone does in order to
manage their workforce and helping them to work with their full potential. All other companies
also use these HRM practices do that they can realise the full potential of their employees. These
are the common practices. Some of the most common practices that are use by Vodafone are as
follows :
 Job description - for each Job that Vodafone is posting should have the required
description for the required job. When Vodafone create a job opportunity they have to
make it clear to the people who have applied for the job about what the company is
expecting of them so that when they get selected they can easily work in that
environment. Through this the recruited employee can also work with their full potential
and the result will be seen in the turnover of the company. When the job requirement is
clear to the employee then he will work with his full potential. When creating job
opportunity Vodafone have to be careful with the what all they are describing about the
job in order to avoid any confusion at the later stage.
 Developing opportunity – Vodafone should provide their employees with the window
for their development. They should provide their employees with the training and
development workshops so that the training and development can provide the employees
with ample of opportunity to grow and through this company will also grow. As with the
development of employee their skills will also enhance, through this they will also be
able to work with effectiveness and efficiency in the firm.
 Assessment of the performance of the employees – Vodafone should regularly access
the work of the employees so that they can find the drawbacks and can work on it. This
will help both the organisation and the employee many as they both will have the window
of opportunity to grow. The HRM of Vodafone usually does this so that they can have
regular communication with the employee and they can provide the employees an insight
about their performance. Through providing the employees the knowledge about the

current work ability, the employees can have a room to develop themselves and can help
the the o0mpany with effective and efficient contribution.
 Selecting the best of the best – during the recruitment period there can be various
employees who will stand out of the all but their might be a pool full of the recruiter. So
Vodafone have to check all the details of the employees so that they can fill the required
job at the organisation. Vodafone have to see all the details while selecting the employee,
they have to check their CV, they have to check their skills and their background in order
to select the most effective and efficient one of them all.
 Good compensation - Vodafone have to provide their customers with good
compensation. While giving them the compensation they have to provide them with the
most effective compensation. They have to analyse all the factors like if they are
providing their customers enough compensation as required by them and the work they
are doing. They also have to analyse the compensation that their competitors are
providing their employees. So being a more reputed brand Vodafone have to provide
their with more compensation as compared to their competitors so that their employees
might not switch the company for more compensation.
TASK 4
Explore HR systems and procedures and how they enable the achievement of business objectives
For the Vodafone to succeed in their working they have to make sure that every
employee and every staff are working towards achieving the same organisational motive. For this
thy have to make clear the employees bout what they want to achieve and ho they want to
achieve. If the goal is clear and the working is clear then Vodafone can make full use of their
employees in achieving the organisational goal, but the main question is that ho can the
Vodafone communicate their vision to the employees and her the HRM stands out. They have
some set of process through which they can communicate their vision to the employees. The HR
process which are done in Vodafone are as follows:
 Human resource planning – this is the most basic and the first stage of HR process as
this process deals with the forecasting of the talent of the employees and in this process
the candidate or the employee is evaluated , then their frame work is lays off, and then
they are given the training and development o as to increase their skills and for the old

employees their post has been promoted. Some of the task of human resource planing
are as follows:
1. recruited – this is the first process in which the candidates are recruited. When
Vodafone launches the job description a lot of application are sent to them for the
required position.
2. Selection – after the recruitment the most suitable candidate is selected. The selection
process also take up a lot of time as they have to select one of the best candidates of all
the job application.
3. Training and development – the next stage is the training and development stage in
this stage the selected employee is trained and developed so that the employee can be
more effective and efficient with their working and during this process their skill set
are also build
 Remuneration to the employees – this is the second step in the human resource
process as the main motive for any one ho is working for Vodafone is getting paid for
the work they do. A lot of times the company doesn't pay their employees the correct
payment which is required by the job they pay the employees less but in case with
Vodafone they provide their employees with the best salary that they can offer for the
required job. Not only that they also provide their employees with various incentives
and with various performance appraisal bonus. Through this Vodafone aims to create a
sense of upgrading the skills in the minds of the organisation.
 Management of the performance – this meant for managing the performance of the
employees so that they can provide motivation to the employees. Vodafone manges the
performance for their employees through giving training to the inefficient employee
and also by giving them the development programs through which they can increase
the skill set of their employees. Vodafone also use automated performance
management system so that they can carry out all the required information and provide
the manager the brief about the performance of the employees and the PMS also
suggest the required measures for this post. Vodafone also provide their effective
employees with various incentives and with various bonus so as to motivate them to
work more and more effectively and efficiently.

 Relation with the employee – Vodafone have to maintain good relation with the
employee so that they can make employee to work more and more efficiently.
Maintaining a good and healthy relationship with the employees is very necessary for
the management so that their employees are satisfied and that they can work more and
more effectively and efficiently. through this the management aims to retain their
employees . Their might be a few employees who are working with the management
but the HRM have to make all the employee work together so that they can all have
one vision and can move toward same objective. For better employee relation the
HRM of Vodafone provide their employees with various facilities like the labour law
and they also provide them with the employee wellness and assistance program.
CONCLUSION
From the above report it is conclude that the human resource is a very important factor
that is holding the company, it acts as a bridge between the management and the employees.
Only with the help of human resource Vodafone was able to reach their current position. This
report conclude about the function of the human resources that are done by the manager of
Vodafone. This report also throws the light on the importance of the effective and efficient
recruitment and selection strategies that will assist in increasing the organisational performance
of Vodafone. This report also conclude that there are various approaches that re used by the
mangers of the Vodafone to link the talent of the employees with the organisation with good
practice models. This report also throw some light on the various process an procedure of the
human resource system in Vodafone which will enable the organisation and the employees to
move towards same goal.

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