Comprehensive Analysis of Human Resource Management at Vodafone

This report provides a comprehensive analysis of human resource management (HRM) practices within Vodafone, a leading telecommunications company. It delves into the purpose and functions of HRM, emphasizing workforce planning and its importance. The report evaluates the strengths and weak...Read More

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and function of HRM, workforce planning in organisation.....................................3
P2 Strength and weakness of approaches of recruitment and planning......................................4
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices for employer and employee.........................................6
P4 Effectiveness of different HRM practices to raise profit and productivity............................7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in HRM decision-making................................................8
P6 Elements of employment legislation and its impact on decision making..............................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in organisation....................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource is important to make goals and targets achievable. There are many
internal and external sources through which it can be done. Human resource is not only helpful
for company, but they are asset for company. There are many problems faced by HR manager
while dealing with employees of company (Avey and et. Al, 2011). Few years later, there is less
task to manager but these days there are many responsibilities which has to accomplished such
as – training, induction, etc. This report is based on telecom company Vodafone which has
headquarter in London. This is seventh largest company in telecommunication. Founders of this
company was Ernest Harrison, Gerry Whent. This report talks about functions and
responsibilities of HRM, need of work force planning. This reports tells that about strength and
weakness of selection and recruitment, effect of HRM practices on production and productivity.
In this report laws related to employee are also clear and influence of employees relation on
decision making technique.
TASK 1
P1 Purpose and function of HRM, workforce planning in organisation
Roles and responsibilities of HR personnel is important and this will help to make
employees happy and satisfied so that they can work pleasantly. Dissatisfied employee does not
perform its task in best manner. There is important role of HR department in analysing demand
of person and then take corrective measures to fulfil them (Bulgurcu, Cavusoglu and Benbasat,
2010). Some employees are not working for monetary benefits they want recognition and good
environment in company, so this must be taken care by HR department. Vodafone is the
company who works for upliftment of employees, they feel that if workers are satisfied then
customer will also get satisfied.
Purpose of Human Resource Management are- Culture: There is some environment in company, which shows the relations between
employees. It is important to create good environment which will help employees to
perform their duty effectively and diligently. Good working condition: There is use of different resources to make goals and target
achievable, there is important role of HR manager to take care of facilities for employees,
so that they can concentrate on their work and perform assigned duties perfectly.

 Training and development program: There are many changes taking place in
environment and Vodafone accept those modifications which improves quality of their
product and services. These alterations can be applied in company when there is they are
properly trained and learned. So manager has to plan about source of training through
proper analysis of need and requirement (Carter and Liane Easton, 2011).
Functions of HRM are- Compensation: This is the most important function of human resource department. They
have to make policies to properly compensate employees for their work. This will
employees happy that there are getting proper reward of their working. Selection and recruitment: There is requirement of employees in company time to time in
different department. So every department head has to convey need and demand so that
HR personnel can recruit appropriate candidate.
 Policy Making: There are many departments in Vodafone and there is requirement to
frame policies for the betterment of company. There is important role of HR person to
frame strategies regarding compensation, training, promotions,etc.
Purpose of workforce planning
Workforce planning means strategies formed by HR manager for selection and
recruitments of candidates. There is requirement of candidates at different places in organisation.
So, there is important role of manger in planning activities filling vacant positions in
organisation. In Vodafone there are many activities related to entertainment, training, leaves,
compensation,etc. All are part of workforce planning. This will create systematic environment in
organisation and workers are aware about their roles and responsibilities (Nabrzyski, Schopf and
Weglarz, eds., 2012).
P2 Strength and weakness of approaches of recruitment and planning
The process through which company fills its vacant place are known as recruitment and
selection. Recruitment is positive process while selection is negative process. There are two
faces of every coin. Hence HR practices are also favourable and unfavourable of employee or
organisation. There are many sources through which Vodafone recruit candidates. But there is
time and cost is required so there must be proper proper check done that from which source best
selection can be done. Vodafone uses internal and external source as per need. These are
discussed as under-

INTERNAL SOURCE
Vodafone uses this source when there is requirement of less number of employees. This
source is fruitful in case company want to recruit top level personnel. Company has less choices
when they recruit those internal source. Re-employment of retired personnel, transfer, etc. are the
examples of internal source.
STRENGTH OF INTERNAL SOURCE
 Through this source Vodafone can satisfy its need person frequently. There is no wastage
of time of waiting or documentation (Pfeffer, 2010). There will be reduction in cost of training and induction, as they are existing employees
and aware about working of company.
WEAKNESS OF INTERNAL SOURCE
 Sometimes there are chances that existing employee does not want to learn new ideas,
which may affects efficiency of company.
 The major disadvantage of this option is that manager has limited options and they are
bind to select among them. Hence there are chances of wrong selection
EXTERNAL SOURCE
This source is useful when there is requirement of many candidates. Under this method
HR person search new candidate from external source. There is cost and time required in
finalising personnel. Advertisement, employee referrals, telecasting, etc. are used for external
source.
STRENGTH OF EXTERNAL SOURCE
 There are more choice so this will make best person placed at vacant position.
 New persons are ready to learn new ideas. They have fresh learnings so company can
also use their thoughts in operations. New joining will perform task with more diligence and awareness (Salvendy, 2012).
WEAKNESS OF EXTERNAL SOURCE
 This method is costly and time consuming. There is requirement to pay commission or
charge to advertisement agency. There is requirement of training program for new
candidate which will take time as well as cost.
 There is fear that new joining may not feel comfortable so they may leave organisation,
which does not fruitful for company.

TASK 2
P3 Benefits of different HRM practices for employer and employee
HR practices means policies related to employees and their upliftment. They are
important to make employees fell comfortable at their work place. There are many activities
which help to create good environment in company and there will be chances of problems faced
by employee. It is important to take regular feedback from employees so that HR manager can
take corrective measures to provide satisfaction to employees (Shore and et. al., 2011). HR
policies helps to create positive environment in company. It is responsibility of HR manager if
there are changes in policies related to employees then it must be delivered properly to
employees so that there are aware to their code of conduct. HR practices must be of flexible
nature which help company to accept changes of environment.
Benefits for employees Conflict resolution: There are numerous employees working under the name of Vodafone
telecom so there care possibilities of conflict among employees. It is the duty of manager
to analyse the situation and resolve it. Supportive: In case employee require any assistance in company, employees can look
forward at HR personnel. HR provide them support at the time of need. In case
employees is facing problem then they can convey it to HR and that problem will
delivered to top level management.
 Employee satisfaction and welfare: HR makes policies for the upliftment of employees
working in company. They will frame policies that provide satisfaction to employees.
This will help to bring faith at their work. This will help employee to share their
grievances (Iles, Chuai and Preece, 2010).
Benefits for employer Less labour turnover: Through HR practices the employees are safe and feel secured
about their job and there is important role HR in making policies related to holidays,etc.
Which will help t reduce turnover rate. Improves brand image: Vodafone is big brand having good image in market. This is
possible because they take care their employees more than customer. Top level
management of Vodafone think that if employees are satisfied they can keep customer
satisfied hence there will be increase in brand value.

 Employee development: HR department work for the upliftment of employees so there
must be strategies which help tom improve skills of personnel. There are many
employees in Vodafone hence HR manager has to take care of sentiments and
expectations of worker.
P4 Effectiveness of different HRM practices to raise profit and productivity
The objective of every company is maximisation of its profit and improves satisfaction to
employees. Vodafone is brand which operates in different parts of world. It is not necessary that
the employees policies applicable in India will be same in USA also (Luthans and et. al., 2010).
So it is essential for HR manager to analyse the environment and then frame policies. This will
help to improve production and productivity of overall company. There are various departments
in Vodafone, they have to work jointly to give good image in the mind of customer. There are
chances employees does not accept changes than HR manager has to tell the relevance of that
change and how it is beneficial. Hence there must be policies which help in connecting personnel
and create good environment in organisation. If employees are satisfied then their performance is
also impressive which will help to improve profits.. HR policies affects profit and productivity in
following ways- Training and Learning: Telecommunication is a sector where changes are taking place
frequently. Vodafone provides training to their employees so that they can learn how to
deal with new technology. Employees are also satisfied that they know new skills of
industry. Coordination among team mates: There are many factors that affects operations of
company. But if employees are clear that to whom they are accountable, then this will
help employees as well as manager to connect concern person. HR must have knowledge
about interest area of employees so that team leader will deliver duties as per interest.
This will help tom improve quality of product and services (McWilliams and Siegel,
2011). Welcome new and innovative ideas: Top level management has right to take decision and
deliver it to subordinates, but if employees has given chance to participate in
management of company, this will help to boost their confidence. This will give positive
impact on their performance as well.

 Effective communication: This is important and effective tools used by Vodafone to
deliver what is happening in organisation. E.g. if there is some reward distribution to
employee because of good performance then this will be communicated to employees this
will boost confidence of employees and increase productivity of company (Sirmon and
et. al., 2011).
TASK 3
P5 Importance of employee relations in HRM decision-making
There are various departments in Vodafone having numerous employees with different
mindset. Hence there is requirement t to create harmony in relation through which company can
perform its operations. There are possibilities than manger has to create teams to accomplish
task, which can be fruitful for image of company. There are many operations in Vodafone
sometimes company has to change team as per requirement, so if relations among employees
are good then employees does not hesitate to work with new people. Good environment will
help employer and employee to deliver necessary information in appropriate manner. Hence
relations between employees also affects HR policies (Song and et. al., 2010). There are
possibilities that company can apply various policies for different employees, this can be
applied when employees are satisfied and have good relations. There is important role of HR
manager in planning different activities for entertainment of employees., this will boost
confidence of workers and create harmony among them. Good employees relation is not only
beneficial for company but also for external factors. Faith and trust of employees: Good relations among employees will help to create trust in
company. Employees also feel that there are effective policies for their upliftment that
will affect their performance in positive manner. It helps in creating long relationship
with employees so there will be reduction in cost of selection and recruitment new
candidates. Discourage conflict in organisation: Vodafone insist on keeping talk with employees so
that if there is personal issue it can be resolved. This will employees to create
professional as well as familiar relation with company. Hence employees also praise its
brand in front of world. Employees can concentrate on their job profile which will help
organisation in accomplishing goals and objectives.

 Effective communication: There are various policies framed by top level management and
in Vodafone many activities are interlinked, so there must be effective communication
between personnel of different departments. It is important that manager has to deliver
right and appropriate information. If there is personal difference among employees this
will lead to overlapping of activities (Surroca, Tribó and Waddock, 2010).
 Comfortable environment: If relation between employees are good this will help to
create good surroundings in organisation. If there is comfortable environment then
employee also prefer to join company. The main aim of managing good relations is
helpful in accepting new changes and monitoring employees to perform well.
P6 Elements of employment legislation and its impact on decision making
Human resource department does not have activities related to selection but also train
them about laws. It is essential for company to hire HR manager who have knowledge about acts
for employees. These acts are helpful in future references. This will make company's image good
in the market and employees also feel safe that there are some laws which safeguard their
interest. So employees also perform their task in best manner. These policies are applied in
appropriate manner to avoid government interference. This will help company to improve
efficiency and effectiveness of organisation. Human Resource manager of Vodafone applies
rules as per regional government. Following acts are applied in Vodafone are-
MINIMUM WAGE ACT- This act is providing safety in terms of wages This acts says ever
person working in organisation has right to get minimum wages. This rate of minimum wages is
different as per standard of living of society. This act is applicable to private as well as public
organisation.
HEALTH COVERAGE- This act is launched in 2010 on medium and large sized business. Under
this act organisations who has more than 50 employees has to insure their employees. But
condition before insurance is that employee has to work for at least 30hours in a week.
WORK PLACE SAFETY- There are various activities while performing job in organisation. This
act states that management of company has to take actions to minimise the dangerous effects.
This will make fear in the mind company that in case of any miss-happening at work place with
employees due to hazardous environment, ten company will be liable for it.

These acts will provide edge to employees of Vodafone and they can work confidently.
In case employee feel sufferer under any criteria then he/ she sue company (Wang and Shultz,
2010).
TASK 4
P7 Application of HRM practices in organisation
All the above discussion is theoretical, in this question there will practical
implementation of HR policies in Vodafone. There are many activities performed by HR
manager to place a candidate, but it is not possible for company to achieve these goals and
objectives without efforts of organisation.
Job specification- This is an official document which shows skills and task which as to be
performed by person. This document is prepared by concerned department so that HR manger
can came to know about requirement for the desired position.
JOB SPECIFICATION
COMPANY: Vodafone
POSITION: Relationship manager
QUALIFICATION: MBA (Operations)
ESSENTIAL CRITERIA:
 Must possesses good communication skill
 Must have command over Power Point presentation
 Good in handling relationship with different departments.
DESIRABLE CRITERIA:
 Fresher or Experienced
 Telephonic Etiquettes
 Can handle query of customer patiently
Job description- Job description is prepare as the summary of job specification. There is
important role of it because this will help to analyse demands of vacant place more deeply. These
are the documents which works as linkage between different departments.
JOB DESCRIPTION
COMPANY: Vodafone

DEPARTMENT: Operations
PROFILE: Relationship Manager
LOCATION: Burma
SUMMARY
Candidate whether experienced or fresher can apply in our company for the post of
Relationship Manager. Our company will provide chance to grow career graph in positive
manner.
ROLES AND RESPONSIBILITIES
 Knowledge about management practices and laws
 Effective communication with different departments
 Organising proper coordination in activities of employees and their task.
After this there will be interaction with candidates from external sources. This is known
as selection and recruitment process. Company has different plans and policies are different
positions. For the post of relationship manager, there are Assessment test and three rounds of
interview to select best candidate from the crowd. When candidates interact with top level of
Vodafone they carry CV with them.
CURRICULUM VITAE
James Brany
589h, VITI Road, California
Contact: 5698741
Email: Brany. [e-mail]
Career Objectives
I want to explore my knowledge through working in reputed company which help in grabbing
opportunities. This will provide growth and development to my career.
QUALIFICATION
 MBA (Operations)
 BBA
SKILLS
 Certified in Computer power point presentation.

 Attended international conference of women empowerment and entrepreneurship.
DECLARATION
I declare that all the above details are true and fair.
DATE:
PLACE:
These are all necessary documents used by company while recruitment and selection.
This will help organisation to make path for company, there will be smooth running of business.
There will be proper delegation of authority which will make clear communication in company
and employees are aware about their actions (Zanoni and et. al., 2010). This practical examples
involves many departments in their acts because recruiting candidate is not easy task.

CONCLUSION
Through this report it is clear that HRM has increased its role in current scenario. These
days the role and responsibilities of HR manager increases and there is requirement to take care
of different factors associated with employee’s welfare. There is important role of HR manager
in making strategies of them. It is not easy task to handle dilemma in case of dissatisfaction
among employees. There are many laws related to employee for organisation it is important to
apply this in company and hence there will positive effect on operations of company. It is
concluded that the role of HR department is not limited up-to selection, recruitment or
compensation. There are numerous employees in company having different mindset so it is duty
of HR personnel to analyse their perception and convince them to agree for same thing. Through
this report, practical implication of policies related to employees are clear and this will effect
production in positive manner.
REFERENCES
Books and Journals
Avey, J. B. and et. al, 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance. Human resource development
quarterly. 22(2). pp.127-152.
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Carter, C. R. and Liane Easton, P., 2011. Sustainable supply chain management: evolution and
future directions. International journal of physical distribution & logistics
management. 41(1). pp.46-62.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World
Business. 45(2). pp.179-189.
Luthans, F. and et. al., 2010. The development and resulting performance impact of positive
psychological capital. Human resource development quarterly. 21(1). pp.41-67.
McWilliams, A. and Siegel, D. S., 2011. Creating and capturing value: Strategic corporate social
responsibility, resource-based theory, and sustainable competitive advantage. Journal of
Management. 37(5). pp.1480-1495.
Nabrzyski, J., Schopf, J. M. and Weglarz, J. eds., 2012. Grid resource management: state of the
art and future trends (Vol. 64). Springer Science & Business Media.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.

Shore, L. M. and et. al., 2011. Inclusion and diversity in work groups: A review and model for
future research. Journal of Management. 37(4). pp.1262-1289.
Sirmon, D. G. and et. al., 2011. Resource orchestration to create competitive advantage: Breadth,
depth, and life cycle effects. Journal of management. 37(5). pp.1390-1412.
Song, C. and et. al., 2010. Limits of predictability in human mobility. Science. 327(5968).
pp.1018-1021.
Surroca, J., Tribó, J.A. and Waddock, S., 2010. Corporate responsibility and financial
performance: The role of intangible resources. Strategic management journal. 31(5).
pp.463-490.
Wang, M. and Shultz, K. S., 2010. Employee retirement: A review and recommendations for
future investigation. Journal of Management. 36(1). pp.172-206.
Zanoni, P. and et. al., 2010. Guest editorial: Unpacking diversity, grasping inequality:
Rethinking difference through critical perspectives. Organization. 17(1). pp.9-29.
Online
Effect of HRM on workplaces. 2018. [Online]. Available
through:<http://smallbusiness.chron.com/effects-hrm-workplaces-41697.html >