Vodafone HRM: Recruitment, Selection, and Employee Relations

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Human resource management
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Contents
Introduction:.................................................................................................................................. 3
Overview of the organization........................................................................................................ 3
Task 1 (lo1).....................................................................................................................................4
P1 purpose and functions of HRM, which apply to resourcing an organization and workforce
planning..................................................................................................................................... 4
P2 Assessing the strengths and weaknesses of different approaches to recruitment and
selection in Vodafone................................................................................................................ 5
Lo2................................................................................................................................................. 8
P3 benefits of HRM practices in an organization for the employee as well as the employer in
Vodafone................................................................................................................................... 8
P4 Evaluation of the effectiveness of HRM practices for raising Vodafone’s profit and
productivity..............................................................................................................................10
Task 2 (Lo3).................................................................................................................................. 11
P5 importance of employee relations in terms of influencing HRM decision-making in
Vodafone................................................................................................................................. 11
P6 define the key elements of employment legislation and their impact on HR decision
making in Vodafone.................................................................................................................14
Lo4............................................................................................................................................... 15
P7 application of HRM practices in a work-related context in Vodafone, with examples.......15
Conclusion................................................................................................................................... 17
References................................................................................................................................... 18
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Introduction:
The telecommunication sector a part of information and communication industry is growing very
fast from last decade. Telecommunication has been made up of telephone companies and internet
services which provide a facility to use the internet connection at your hands. This has played a
very important role in the development of information society with the help of mobile phones.
Telecommunication in this era has generated more profit because of the use of mobile phones
and network technology. This has led the encouragement of more talks and more messaging
services. Due to the traditional telephone services, it was impossible to talk on messages and
send images but mobile service with data connection provided this facility to the people. In
upcoming years the telecom industry has a wide scope of development and growth in the way of
revenue generation.
This report is going to describe the scope and purpose of the human resource management with
workforce applicability, key elements of human resource management and analysis of internal as
well as external factors that affect the HRM decision making processes.
Overview of the organization
Vodafone is a UK based company that provides the telecommunication services in the UK and it
is the world’s second largest mobile phone company (Ang, 2016). Vodafone operates in a retail
estate sector in the United Kingdom where it has 480 stores all over the country. Vodafone sells
home and business landlines, broadband and mobile phone with some accessories like SIM and
handsets.
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Task 1 (lo1)
P1 purpose and functions of HRM, which apply to resourcing an organization
and workforce planning
Human resource management
According to Morgeson, (2019) Human resource management is the process of selecting,
recruiting, and appointing employees. This is the process where the employee has been provided
with induction, orientation, training, and development, compensating the employee and
performance appraisal of the employee with employee welfare and safety (Morgeson et al.,
2019).
Workforce planning
According to Momin, (2015) Workforce planning is the process where analysis, forecasting, and
planning of workforce demand and supply takes place by assessing gaps and fulfilling gaps with
the right people, right skills at the right time at the right places (Momin et al., 2015).
Functions of human resource management at Vodafone
The human resource department of Vodafone Company has four departments which are follows
1. HR Acquisition function: in this function Vodafone acquires the workforce or hires the
people talented and eligible people (Azeem et al., 2016). It involves assessing
employment need in the origination and providing job analysis to the company
2. Human resource planning: It involves the forecasting of human resource needs in the
Vodafone and planning for the necessary steps to be taken to meet these needs. This
function has the following parts:
Recruitment and selection: In this process, the company that is Vodafone identifies
vacant posts in its company for different departments and different stores in a particular
area (Azeem et al., 2016). The selection process involves picking up the best aspirant
form the pool of candidates.
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3. Human resource development function: Human resource development is also an
important function of the company, where Vodafone provides training and development
to the employees. It involves identifying the weaknesses of the candidate by taking tests
or analyzing their behavior towards work and tries to provide them a better understanding
of work.
4. Human resource utilization function: In this function, Vodafone tries to use its human
resource capital to the fullest to generate more revenue from employees. It is impossible
for the company to achieve its employee’s capacity at par but they try to do so (Morgeson
et al., 2019).
Purpose of human resource function:
The purpose of Human resource function in Vodafone Company is to find out if there is any
vacancy in the company and estimates the number of vacancy in the Vodafone to fulfill these
vacancies (Bratton and Gold, 2017). It involves the brief planning of recruiting and selecting the
employees, providing them training for the particular work and develops the necessary skills in
the candidates for better performance. The basic purpose behind the function of human resource
management is providing better quality employees to the company (Bratton and Gold, 2017).
P2 Assessing the strengths and weaknesses of different approaches to
recruitment and selection in Vodafone
There various types of recruitment and selection approach they are as follows:
The internal approach of selection:
In this selection and recruitment process, Vodafone Company approaches its existing employees
for the process of the interview (Ekwoaba, 2015). It simply means that the candidates have
selected form the same company with a different department or sometimes with the same
department.
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Strengths Weaknesses
Quick, easy and cost-effective Limits the candidates
Strengthens the working relationship Disturb the work relationships with
colleagues
Increases employee loyalty It can discourage other employees.
The external approach of selection:
The external approach of recruitment and selection refers to hiring the candidates from outside
the company, who are fresher and does not have any experience in work. These types of
candidates are recruited from the pool of applicants and selected based on their skills and
knowledge (Ekwoaba, 2015).
Strength Weaknesses
It brings new and innovative candidates It is a very lengthy process
Chooses the best of the best candidates The cost incurred is very high
No biases and partiality Candidate asks for more remuneration
Contingency approach:
Contingency approach of recruitment and selection in Vodafone refers to the potential for
learning something from a particular situation and applying those lessons in life for future
management if a similar situation arrives (Strizhakova and Coulter, 2015).
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Strengths Weaknesses
Enhances decision-making and leadership
skills
Situations are complex and hard to handle
Designs the organizational structure It is complex
Dynamic in nature Manager’s action cannot be dependent
upon the situation.
Competency-based recruitment and selection:
In this situation, the origination that is Vodafone hires the candidates who have skill, knowledge,
and ability to create a story through their knowledge, skills and experience; so that it can be used
as a proof that candidate has given or created a competency (Sherwood and Barnsteiner, 2017).
Strengths Weaknesses
Increased customer satisfaction Identification of critical situation is difficult
Reduce the risk of bad hiring Deprioritized investments
Cost- effective for the company Omits other important competencies
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Lo2
P3 benefits of HRM practices in an organization for the employee as well as
the employer in Vodafone
Benefits to the employer of Vodafone:
Employer satisfaction: this is the benefit for employers of Vodafone where the human resource
department of the company tries to satisfy the employer by paying enough amounts based on
their work, efforts, and contribution towards the company's profit (Biswas, 2017).
Building a flexible workplace: The human resource management department of Vodafone
Company is responsible to create a healthy and flexible workplace for the employers as well as
employees by providing them a familiar environment in an organization (Morgeson et al., 2019).
Promoting positive behavior: the employers of the organization are responsible to create and
promote positive behavior in the vodafone. The company allows managers and employers to
promote their subordinates positive attitude towards work and motivate them. (Ko and Hur,
2014).
Profit generation and reward: whenever any employer performs the best, Vodafone Company
provides them a big incentive with different rewards and recognition by giving them the award
for the best employee or a holiday package (Ko and Hur, 2014).
The benefit to the employee of Vodafone:
Information source: one of the greater benefits of human resource practice in vodafone is
getting information about something very easily. The employees can directly ask for the relevant
information from the manager or team leader by asking questions to them or getting data about
the particular issue (Ko and Hur, 2014).
Conflict resolution: human resource practices in Vodafone are adopted not just to provide
salaries to the employees but also to resolve the issues and conflicts of the people in the company
(Biswas, 2017). The clauses in human resource practice in an organization say that if there is any
conflict between any employees, the employer will be responsible to sort that issue.
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Training and development: whenever there are new recruitments and new candidates in the
vodafone, the company is responsible to provide proper training to the candidates as they are raw
and need proper guidance and training to start the work. To plan this, the human resource
department is responsible for their training and development. Development involves developing
new skills in the person by training him for that particular thing (Biswas, 2017).
Work simplification: work simplification refers to the process where the Vodafone Company
divides itself in different departments and sub-department to simplify the work of the employees
and then they recruit the candidates on the basic requirement in the department. This technique
is used to make the departments work precisely with their specialization (Biswas, 2017).
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P4 Evaluation of the effectiveness of HRM practices for raising Vodafone’s profit and
productivity
Benefits of HRM practices for raising profit and productivity in the company are:
Reduced employee turnover: The human resource department is responsible for recruiting and
selecting the candidates who possess the quality of both soft skills and hard skills and they are
excited about their careers (Kaufman, 2105). These qualities in an employee can make him stay
for a long time in an organization. Incurring much cost on employees for their recruitment and
training and development can increase the cost of employee turnover.
Project management: project management is a critical tool for Vodafone to meet their targets
and profit margins. This technique requires the intensive planning of the project, steps to execute
the project and a big team to complete the task on time. In this process human resource
department play an important role by outlining project objectives, identifying cost and assessing
the risk of the project (Kaufman, 2105).
Rewards and appreciation: this is one the technique to improve the productivity of the
employee and increase the profitability of the organization by giving the rewards in form of
monetary incentives or providing promotions, holiday packages or awarding them. This is a kind
of motivation through which the employees get motivated and try to work as effectively as they
can (Pratheepkanth, 2011).
Types of training: every candidate is different from one another and because of this the training
required for them should also vary, each department of Vodafone has to arrange different
training for their candidates, find out their weaknesses and try to overcome them. Through this
technique, the company that is Vodafone will be able to generate effective profit and
productivity (Biswas, 2017).
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Task 2 (Lo3)
P5 importance of employee relations in terms of influencing HRM decision-
making in Vodafone
The strategies of building and improving employee relations in Vodafone are:
Adopting a conductive workplace:
Adopting a conductive workplace refers to the identification of the company's values that
represents the company and after that following and promoting them transparently (Reilly and
Williams, 2016). Communicate them to every employee of the organization and ask them to
drive the same behavior in Vodafone.
Regular meetings:
Regular meetings with the employees and subordinates allow them to put their points in front of
everybody. This kind of meeting gives them the chance to develop a professional relationship
with each other and also provides them a way to understand the point of view of the other
person. Vodafone is also following the same technique to improve employee relations (Reilly
and Williams, 2016).
Fair treatment:
Every individual in the Vodafone must be treated in the same manner as the others got treated.
There should be equality and transparency in the environment of the organization. The
employers must treat them in a fair manner (Onnasch, 2014).
Encouraging employee feedback:
In the Vodafone Company, the feedbacks received by the employees must be encouraged and
they must be given priority and actions on their feedback must be taken as soon as possible.
Strong and effective employee relations result in better performance of the company. In the same
way, Vodafone Company believes in strong employee relations due to which the productivity of
the company is increasing in the United Kingdom.
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Stages of Human resource decision-making process of Vodafone:
Define the issue: the first stage which comes under the human resource decision making in
Vodafone is to identify the problem and issue with people of the company. This will help the HR
manager to know about the problem and issues between the employees of the organization
(Onnasch, 2014).
Evaluation of alternative solution: after finding out the issue an employer of the particular
department in Vodafone will be able to develop a various alternative solution to the problem,
through which problem can be solved (Onnasch, 2014).
Gathering information about the alternative: when an employer develops some alternative
solutions to a problem, he also needs to gather the information about the alternatives like pros
and cons of the alternatives and more importantly it's after effects on the people (Reilly and
Williams, 2016).
Taking decision: after evaluating various alternatives and gathering information an employer or
human resource manager of Vodafone will take the decision and pick the best alternative
solution to the problem (Onnasch, 2014).
Be prepared for the changes in the future: after implying the decision the human resource
department has to be prepared about the after-effects of the decision in the company. This thing
happens very rarely in Vodafone, but the HR department has to be ready for that.
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