Evaluating HRM Strategies: A Case Study of Vodafone's Practices

This report provides a comprehensive analysis of human resource management (HRM) practices at Vodafone. It begins with an introduction to HRM and its importance, followed by an evaluation of Vodafone's HRM functions. Task 1 defines HRM, explores its nature and scope, and examines Vodafone's recruitment and selection processes, including internal and external recruitment. Task 2 differentiates between training and development, highlighting Vodafone's approach to on-the-job and off-the-job training, as well as reward management strategies. Task 3 focuses on employee relations, emphasizing the importance of communication, employee participation, and the role of employment laws and trade unions. Finally, Task 4 evaluates Vodafone's human resource practices, including job specifications, job descriptions, and the recruitment and selection processes. The report concludes by summarizing key findings and emphasizing the significance of effective HRM in achieving organizational goals.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................2
TASK 3............................................................................................................................................3
TASK 4............................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource are the essential factor who support in producing high quality services
and products for an organisation (Alfes and et. al., 2013). They play an effective role in order to
perform each and every task in an appropriate and effective manner so that suitable candidates
grab job opportunity for working and it will support in enhancement of profitability and
proficiency of business as well. This project is based on Vodafone whom are best telecom sector
association in the world by using appropriate employees and workforce. This project includes
various purpose and scope of HRM by evaluating the key elements effectiveness so that
productivity get enhance. There are various practices are directed in HRM whom have to get
evaluate in an appropriate manner.
TASK 1
Definition:
HRM is a practice through which an association recruits and selects candidates who have
appropriate skills and knowledge to fulfil vacant job position so that organisational objectives get
achieved in a proper manner.
Nature and scope of HRM:
Nature of Human resource management is stated as:
 It is pervasive and present in every business concern
 Tries to develop employee’s potential of working
 Encourages employees to give the best results (Armstrong and Taylor, 2014)
 Provides support in making good employee relationship
Vodafone’s HR department performs 5 major functions which are associated with
management and hiring appropriate candidates as well:
 HR manager of Vodafone performs their duties in an appropriate manner through
recruiting and selecting suitable skilled candidates
 They also enable employees to become work oriented which help in accomplishing of all
goals and targets
 Vodafone main reason of success is good working environment which only get done by
HR manager because their contribution is more in such context
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 HR also provide suitable increment to employees which lead to make an effective
employee relationship
 Another major work which get done by human resource manager is to provide training
and make their employees developed towards working
(Source: Vodaphone, 2017)
Recruitment and selection:
Recruitment is a process through which HR searches a candidate who is effective for an
association in order to make effective outcomes. There are mainly two types of recruitment
which are: Internal and External
 Internal: This recruitment process is taking place effectively when they are going to fill
all vacant positions within organisation. This process is helpful in making information
confidential in nature as well as existing employees also get motivated (Bloom and Van
Reenen, 2011).
 External: Another major process through which all vacant positions get fulfil is external
recruitment in which employees get selected from outside the organisation world. This
support in searching employees whom have more appropriate skills and knowledge.
TASK 2
Training and development; both these terms are differ from each other. Vodafone’s
managers have to differentiate these terms in an appropriate manner so that they can evaluate
success options properly:
Training Development
Training is short term process which is provide Development is for long term purpose which
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Illustration 1: Vodafone

by managers when an individual join an
association (Boxall and Purcell, 2011).
support in the overall growth of a person.
Training is a learning process which enables in
improving skills, capabilities and ability of a
person.
Development is concerned with overall growth
of a person in long term scenario.
There are various type of training are determine whom have to take in account by manager of
Vodafone properly in order to make their production process more effective:
 On the job training: This is such type of training which an individual would gain when
they become paid employees of an association. This support is helpful in improving skills
and working so that better and appropriate outcomes could be gain. Off the job training: This training session usually done at another location from actual
workplace. This session enable many employees to gain a free environment.
Reward management:
It is a policy and strategy which is prepared by management in order to provide
appropriate motivation to employees for their working. This facilitate them to take an option to
make things correct and better productivity could take place. There are two types of reward
system are identify:
 Monetary: This reward could take place on the basis of money or other factors. This
enable them in motivating employees of an association so that maximum targets get
accomplish (Bratton and Gold, 2012).
 Non-monetary: This reward generally provided on the basis of non-monetary terms
which are like promotion etc. All these are helpful in encouraging an individual properly
in order to grab opportunities and work effectively.
TASK 3
Employee dealings are described as strong relations between employers and workers and
there should be strong focus on maintaining strong relations as employees are the most valuable
assets for every business organisation. Vodafone is mainly focused towards encouraging all the
employees to participate in the decision making process so that new and innovative ideas can be
developed which are useful for performing business operations. It is an important factor to
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maintain healthy employee relations as if workers are valued then they will feel happy and it will
result in enhancing working thus sales and profitability of business will be greatly enhanced.
The strategies for maintaining good relations with employees can be effective
communication plan so employees can easily share the difficulties which are faced by them thus
retaining them for long time at work place and there should be encouragement for making them
participate in decision making process (Buller and McEvoy, 2012).
Employment laws are implemented by government in order to protect all employees who
are involved in work operations. Vodafone is working by following all laws as they value all
their employees. The firms are having their operations globally thus they have to follow those
laws which best suits to their business operations. The major reason because of which employees
laws are created are linked with equality factors as workers are not treated fairly at work places,
data of the employees are not kept safely, no measures adopted for health and safety aspects of
customers, redundancy with employees as and when they are not needed employees are fired by
managers.
Social and ethical responsibilities are related with those factors where all the employees
are working ethically while adopting all norms and policies as well as they are also concerned
about the members of society.
Trade unions are formulated by workers and they are representing them as a group in
order to solve all difficulties which are faced by employees. All the members of trade unions are
working for a common aspect in order to resolve issues and thus, maintaining peace at
workplace. Trade unions play an important role in order to protect employees and solve all
difficulties which are faced by them in an effective and planned way.
TASK 4
Human resource practices are the most important aspects as they are valuable in order to
achieve business goals and objectives in an effective ways thus attaining success for firms. Job
specification describes the roles and responsibilities of persons which they have to perform at
workplace and these are always in written format. The important practices which are followed by
Vodafone are evaluated as:
JOB SPECIFICATION
Organisation: Vodafone
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Job Title – Human Resource manager
Qualification – MBA Specialisation in (Human Resources)
Essential Criteria:
 Ensure coordination among workforce
 Issues and difficulties of employees can be resolved by implementing effective solutions
Desirable criteria:
 Effective communication skill
 Experience of more than 2 years
Job Description
Organisation: Vodafone
Division: Human Resource Department
Job Title: Human Resource Manager
Job Location: UK
Job Summary
Main focus of firms is related with recruiting skilled and talented employees for HR department
who are capable of performing their assigned business operations in an effective ways thus
attaining success for firms.
Roles
1. Recruitment and selection of talented employees
2. Ensures coordination at work place
3. Development of positive environment at work place
Recruitment and selection are vital processes for every business organisation in order to
hire employees who can perform their assigned tasks in planned ways. Vodafone has developed
their own websites where employees can apply according to the vacant post and company thinks
these are potential candidates then they can call them for the interview process. If candidates
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have successfully cleared the interview process then they are appointed as the final employees
who will be the part of organisations.
CONCLUSION
From the above report, it has been concluded that employees are important resources for
every business organisation and thus, they should be valued and involved in the decision making
process. This is a valuable aspect for business in order to develop new ideas for attaining growth
and success in their business operations.
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REFERENCES
Books and Journals
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Buller, P. F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Han, T. S., Chiang, H.H. and Chang, A., 2010. Employee participation in decision making,
psychological ownership and knowledge sharing: mediating role of organizational
commitment in Taiwanese high-tech organizations. The International Journal of Human
Resource Management. 21(12). pp.2218-2233.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Online
Recruitment and selection process. 2017. [Online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>. [Accessed on 1st December
2017].
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