Analysis of Human Resource Management in Vodafone: A Case Study

Desklib provides past papers and solved assignments for students. This report analyzes Vodafone's HRM.

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION............................................................................................................................. 3
TASK 1............................................................................................................................................ 4
QUESTION1- ROLES AND RESPONSIBILITIES OF THE HUMAN RESOURCE MANAGER................4
QUESTION-2 AN ASSESSMENT TO THE APPROACH TO WORKFORCE PLANNING,
RECRUITMENT, SELECTION, DEVELOPMENT AND TRAINING, PERFORMANCE MANAGEMENT
AND REWARD SYSTEM...............................................................................................................5
QUESTION 3- METHODS USED BY VODAFONE IN HUMAN RESOURCE MANAGEMENT.............7
QUESTION 4- THE APPROACH TO AND EFFECTIVENESS OF EMPLOYEE RELATIONS AND
EMPLOYEE ENGAGEMENT, WITH MENTION OF THE FLEXIBLE ORGANIZATION AND FLEXIBLE
WORKING PRACTICES AND ‘EMPLOYER OF CHOICE’..................................................................8
QUESTION 5 - KEY ASPECTS OF EMPLOYMENT LEGISLATION WITHIN WHICH THE
ORGANIZATION MUST WORK....................................................................................................9
QUESTION 6 - AN EVALUATION OF HOW EMPLOYEE RELATIONS AND EMPLOYMENT
LEGISLATION INFORM DECISION MAKING AND MEETS BUSINESS OBJECTIVES.......................11
TASK 2.......................................................................................................................................... 12
QUESTION 7 – APPLICATION OF HRM PRACTICES....................................................................12
QUESTION 8 - EVALUATE THE USE OF TECHNOLOGY, ONLINE RESOURCES, DIGITAL
PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE RECRUITMENT AND SELECTION
PROCESS................................................................................................................................... 15
CONCLUSION............................................................................................................................... 17
REFERENCES.................................................................................................................................18
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INTRODUCTION
Human resource management is known as managing and organizing the people in the
organization. The human resource or the workforce is the key element of the organization
which is directly related to the growth and development of the organization and completion of
its goals of as a whole. HRM includes selecting the best fit candidate for the organization whose
capabilities and experience can help the organization build its competitive edge over others and
it can only be done when the right person is chosen for the right job and at the right time
(Rieche et al., 2016). Human resource management is not a onetime task it as it continues till
there are required human resource working in the organization such that approaches like
motivation, appraisal, performances analyses is carried to sustain them. A study has been
conducted in order to gain insights into Human Resource Management effectively such that its
application in Vodafone has been assessed.
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TASK 1
QUESTION1- ROLES AND RESPONSIBILITIES OF THE HUMAN RESOURCE
MANAGER
The human resource manager is responsible to create, manage, implement and regulate the
policies of the organization. The manager in Vodafone has been responsible for providing all the
resources required from the employees’ end to complete the organizational goals. There are
several functions and responsibilities of a Human resource manager:
1. Identify vacancy- identifying the job profile where the vacancy is there and then
selecting the medium and channel for advertising for the vacancy.
2. Recruitment and selection- to recruit applicants and select the candidates required for
the vacancies in the particular department.
3. Training and development – training of the new joined and introducing to the new
environmental culture of the organization.
4. Measuring performance- as the employees are an asset to the organization they should
help in increasing the profit so before they turn from assets to liability their individual
performance should be measured on a regular basis.
5. Appraisal- after analyzing the performances of the employees the best performers
should be appreciated and rewarded this boosts motivation among the employees to do
better and those who are not working up to the mark they should be given motivation
and should be told the areas in which they lack.
6. Compensation - providing performance wise compensation is very much necessary for
boosting the confidence and motivation of employees which is necessary is sustaining
them in the organization.
HR plays an important role in selecting the best candidate to become an employee of the
organization which depend on the factors such as skills, experience and qualification required
for the current job profile are kept in mind while selection or recruitment. The HR verifies the
cultural values of the candidate through the interview, questioning related to decision making,
and the meaningful answering to these questions are assessed that whether they match to the
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organizations’ cultural values and also the behavioural values are also assessed before selection
(Rimanoczy and Pearson, 2010)
QUESTION-2 AN ASSESSMENT TO THE APPROACH TO WORKFORCE PLANNING,
RECRUITMENT, SELECTION, DEVELOPMENT AND TRAINING, PERFORMANCE
MANAGEMENT AND REWARD SYSTEM
The functions of an HR starts with workforce planning then recruitment followed by selection,
analyzing performances, rewarding them so to perform their functions. There are some
approaches which are to be followed which makes the functioning smoother, attainable and
systematic.
 Workforce planning is the first step where the HR scans the organization if the numbers
of employees which are already there in the organization are sufficient or not, what will
be the future requirements according to the future strategic goals of the company.
 The approach is to identify the demand and supply of the human resource in the
organization by comparing the number of jobs to the number of employees needed to
complete the goal (Schweyer, 2010).
 Recruitment approach - recruitment means receiving and shortlisting the applications
from the sources where the advertisement is done by the company. There are 2
approaches to recruit employees. First is the recruitment through internal recruitment
which means recruiting a person who already works in the organization and second is
external recruitment where the prospective employee is an outsider.
Advantages Disadvantages
Internal 1. Motivation Tool For Juniors For Post
Up gradation.
2.Economical than External
Recruitment.
3. Employee Is Familiar With the
Organizational Culture.
1.No flow of new and creative
ideas.
2. Another post gets vacant.
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External 1. The flow of new ideas.
2.No jealousy among the existing
employees
1. Expensive as advertising
needs to be done.
2. Training and development
need to be done which is a
longer process.
 Selection approach – selection means choosing the best fit candidate out of the recruited
candidate. There are 2 approaches to selection first is personalized approach this is on the
basis of favouritism of the boss and other one is a systematic approach where there are no
personal biases according to merits and skills the selection is done but you can do selection
in combining both approaches(Matthews et al., 2012)
 Training and development approach - There are two types of training -
1. On the job training – where the training is done in the actual environment practically
this is learning through experienced people while working.
2. Off the job training – in this, there are demo classes where training is provided before
going to the actual field so it reduces the damages and errors which can cost a lot to the
organization.
 Performance Measurement Approaches - there are five approaches to measure the
performance of employees.
1. Comparative approach –in this approach the employees' performance is measured
in comparison to the performance of best and lowest performance in the
organization.
2. Attribute approach- in this the performance is measured on the basis of five
parameters such as creativity, teamwork, communication and problem-solving
ability.
3. Result approach- this approach is where the rating of an employee is done based on
the result of his performance during the period which is calculated by two ways i.e.
measurement scorecard technique and second is productivity measurement and
evaluation system.
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4. Quality approach- in this approach the employees are given regular feedback about
their performance by their managers, peers and customers and thus improvisation is
done automatically thus increasing customer satisfaction.
5. The behavioural approach-this approach is based on certain vertical scales which
varies from job to job and this is done through BARS and BOS techniques(Bititci et
al., 2018)
 Reward System approaches – There are 2 approaches to reward employees one is
intrinsic approach and other is the extrinsic approach. The intrinsic approach is where the
reward is building up internal satisfaction of the employee such as quality of working
culture or other non-monitory perks but extrinsic means rewarding in terms of money or
in quantitative terms like a bonus, stocks (CIPD, 2019).
QUESTION 3- METHODS USED BY VODAFONE IN HUMAN RESOURCE
MANAGEMENT
Vodafone is a leading telecom company based in the UK and operates in the UK and other
countries which makes it the second largest telecom company in the world and was founded in
1980 now headed by Nick Jeffery.
Recruitment and Selection process in Vodafone is related to their business strategy which is
differentiation. They decide the core competency the major quality required for the different
jobs respectively and then they search for those competencies skills while hiring the people for
different profiles and for manager level hiring they choose the person having good leadership
skills and good analytical skills.
For Training and Development, they start with finding the skills required by the department
keeping in mind the upcoming technological changes in the environment so that the employees
can be trained to the new technology either they are in on or off the job training sessions.
Career building – Vodafone have clear career hierarchy where every post is decided where the
employee can see itself in the future after working a certain number of years. Also, they
promote the employee on the basis of their past performances which helps the employee in
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growing effectively. It helps in maintaining employees and hence reducing employee turnover
(Koster et al., 2011).
Rewards and compensation- Vodafone have their remuneration and annual appraisal system
so every employee gets an increase in salary ever changing year which gives motivation to the
employees already working and giving an edge in the industry. The employees with high
efficiency are attracted by this to work for the company.
Vodafone focuses on good relations with their employees as they make employee friendly
policies. When there are underperforming employees Vodafone provides them training and
tries to solve the problems that they face while working they try to set a good working culture
in the organization.
QUESTION 4- THE APPROACH TO AND EFFECTIVENESS OF EMPLOYEE
RELATIONS AND EMPLOYEE ENGAGEMENT, WITH MENTION OF THE FLEXIBLE
ORGANIZATION AND FLEXIBLE WORKING PRACTICES AND ‘EMPLOYER OF
CHOICE’
Employee relations - employee relations means the relation of employees with the other
employees’ in the organization, ways to the effectiveness of employee relation are-
1. Make the employees feel that they are very much important for the organization.
2. Encourage them to work in a team and valuing every employee helping each other.
3. The manager should make sure that all the employees communicate with each other
properly and mostly written communication should prevail.
4. Different events and parties motivate the employees and help in relation building
(Koster et al.,2011)
Employee engagement – It means how much the employee is committed to the organization
and how much they are willing to contribute to the organization like the employees feel that
the company is their family. It is different from employee satisfaction as for some employees
the salary is the only motive but engagement means how passionate the employee is for his
work in the organization (Albrech, 2011)
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Approaches to employee engagement are-
1. Organizations should always be giving feedback to the employees about their work and
how is their performance, getting their feedback about the problems they face while
doing their job.
2. The employees should be given all the equipment they need and minimizing their other
distractions within the organization.
3. The manager should find what is important for the employee and they are ready for the
changes in the environment.
Flexible organization is where the employee can adopt change and quickly moulds themselves
in the change of environment and work accordingly, this means fast decision-making process so
as to gain a competitive advantage this helps in employee relation because here employee is
allowed to give new innovative ideas and ultimately boosts up the employees confidence and
motivation (CI, 2019).
Flexible working practices means the working hours of the organization should be assigned to
the employees according to their preferences like if there is night shift in the organization than
the girls or ladies should be allowed to choose between night shift and day shift this helps in
employee engagement as the employee knows that company is taking good care of them and
also in IT sector companies work from home is another option for employees and facility of
flexible working hours (Dendy, 2018).
QUESTION 5 - KEY ASPECTS OF EMPLOYMENT LEGISLATION WITHIN WHICH
THE ORGANIZATION MUST WORK.
Employment laws are made to help the employees so that they are to be treated fairly and so
that there is no discrimination between employees on the basis of race, creed, gender or
another demographic basis, this makes a healthy working culture in the organization this
promotes flexibility, motivation among the employees (Barnard,2012).
There are different laws for employees in UK legislation for the protection of employees’
interest:
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1. Equal Employment Act 2010 - This act states that there should be no discrimination on
the basis of race, disability etc. it also covers protection from all types of harassments.
This law replaces the equal pay act, the sex discrimination act.
2. Disability Discrimination Act 1995 – it states no discrimination should be done to the
disabled people in providing them employment (Legislations.gov.UK, 2019).
3. Race Relations Act 1968 - the law states that any employer cannot deliberately or
knowingly refuse to employ any person the basis of colour, race, national originality,
ethnic values, and cannot ask an employee to leave the job he is working on.
4. Employment Act 2002 - Working laws are equal to all employees which bounds them to
work 8 hours a day specified in the Working Hour Regulation 1998 and the extra time
comes with extra salary (Legislations.gov.UK, 2019).
Current wage rate in UK law-
Weakly payments Amount
Maternity pay €146
Sick leave pay €94
Minimum wages €118
Hourly pay for workers over 25 years €8
21-24 years €7
18-20 years €6
16- 17 years €4
Employment laws are there to protect the interest of the employee so that he/she get a safe
and good working environment without discrimination.
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QUESTION 6 - AN EVALUATION OF HOW EMPLOYEE RELATIONS AND
EMPLOYMENT LEGISLATION INFORM DECISION MAKING AND MEETS
BUSINESS OBJECTIVES
The imposition of employment laws in the United Kingdom is creating problems as earlier this
country was the one which was very less regulated by the labour or employment laws there is
an extreme burden on the employers because of the new enactments in employment policies
and the employers are not satisfied with the new laws and this makes UK less competitive in
the world.
On the other hand, the imposition of laws increases the professionalism and dedication
towards their work and helps the employer to make a decision without any biases for any
employee as law restricts to make fair decisions without discrimination.
Employment relations help in achieving the business objectives by-
1. Helping the employer to sustain the employees in the organization reducing the
employee turnover ratio and thus increasing the overall value of the company and helps
in gaining a competitive advantage over the other companies.
2. Motivating the employees to do better if they are satisfied and passionate about their
work so they will achieve more targets in a lesser number of times.
3. Involving employees in decision making process helps you to pool up several new ideas
which may be innovative, less costly, more practical as the employees are the one who
brings ideas to action so they know what are the real practicalities and how they can be
solved, plus involving them to decision making makes them motivated and states that
their opinion matters, the employees will gain a sense of responsibility towards the
organization they will be more proactive and alert and ready for the changes in
environment.
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TASK 2
QUESTION 7 – APPLICATION OF HRM PRACTICES
In Human resource management application of roles and principles can be done by recruiting
and selecting the most perfect fit for the job here are the illustrations of Vodafone company
recruitment and selection procedure -
Job advertisement and job description
We are looking for a senior professional who is good at customer relationship handling
including retention, onboarding, adaption, expansion.
Job designation- Customer Delivery Officer
Qualification and skills-
1. Very good communication skills required and should be able to communicate internal
and external and all management level people.
2. Experience in change management, decision-making skills, planning and process
improvement tactics.
3. Excellent interpersonal and relationship building skills.
Experience – 10 + years experience in delivery management basically in project delivery and
service delivery experience in the telecom industry environment.
Job description and responsibilities-
1. Ability to manage customer relationships with ease.
2. Has to travel 50% of the time.
3. Ability to handle deadlines, pressure and multiple projects at the same time.
4. Providing assistance to customers and communicate the customer needs to the
functional departments.
Please mail your resume to – [e-mail]
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