Human Resource Management for Vodafone.

TASK 1

P1. Purpose and functions of HRM applicable to workforce planning and resourcing

Human resource management can be considered as one of the crucial function which has been carried out in an organisation. The major tasks which are fulfilled under this department are hiring, developing and retaining capable employees with the business so that it results in higher productivity and profitability. The purpose of human resource management can be categorised on two major grounds which are as follows:

Organisational Purpose: The success of an organisation is largely dependent upon the performance of employee. The purpose of HRM on macro level is to make sure that capable employees are attracted and retained with an organisation so that financial performance of a business remains stable. The concentration on the internal capabilities of an organisation is an approach through which competitive edge is achieved (Armstrong and Taylor, 2014).

Employee level Purpose: The purpose of human resource management for employee is to provide a productive climate to perform their tasks along with fulfilment of the personal requirements and development needs.

There are numerous functions which are carried out by department of human resource with Vodafone are mentioned below briefly.

Staffing: The primary function which has been played by human resource department with an organisation is to hire and retain capable workforce with an organisation so that quality of service delivery could be maintained. A human resource manager can make ideal use of internal and external approaches of recruitment such as advertisement, agencies and internal promotion to avail capable candidates for the vacant position.

Maintaining ideal working conditions: The human resource manager is provided with a responsibility to make sure that employees are catered with an appropriate and  productive with which they are able to perform their tasks as desired (Arumugam and Rouhollah, 2011). Employee welfare practices and motivation are the two major factor which contribute to an appropriate organisational climate. Vodafone is known to cater its employee with numerous benefits such as retirement plans, paid time off and insurance schemes which tends to further motivate employees to perform better.

Compensation and Performance Management: Compensation is considered to the amount which is being paid in return for the work done. The wage, salaries, bonuses and incentives which are to be paid to employees are finalised by the Human resource department. The undertaking of performance management tool such graphic rating and 360 degree helps in evaluating performance portrayed by employee during his tenure. The results identify the amount which is to be paid in the form of bonuses and incentives.

Training and development: Training needs assessment is carried out within the organisation which is helpful in identifying development needs of employees. Vodafone have been renowned to provide ample of opportunities to its employees to improve their performance. The attempts to enhance skills and knowledge of employees is rightfully catered by human resource department will assure that performance of business improves (Bloom and Van Reenen,  2011).

P2. Evaluating strengths and weaknesses of recruitment and selection process

For recruiting suitable candidates in an organisation, there are various kinds of recruitment approaches which can be used by HR manager. It helps them in recruiting best candidates for their company. Some companies opt to choose only one technique but some chooses various combinations of recruitment methods. The major approaches of recruitment and selection method which can be applied by Vodafone are as follows:-

INTERNAL SOURCES

In this approach, the companies strive to believe that if they are having efficient and effective employees present inside the company then there is no need for them to go outside and search for other candidates for the company. So, whenever there will be vacancy inside the company then they will first preference will be given to the employees who are working inside the company. There are several ways through which internal recruitment can be done like:

• Transfer: Under this method, the employee is being shifted from present location to other place with a rise in income as well as position. Sometimes, it is done with the permission of employees and sometimes company orders the employee to shift to another   place.
• Promotion: This is a kind of recruitment where the employees gets new roles and responsibilities along  with rise in income as well. If there is vacancy in the company then the management can fill it by promoting a person on the basis of their performance in company.
• Employee Referral: In this, the person who is working in the company recommends their friends and relatives for the position which is present vacant in the company. This is a profitable situation for the company as they don't have to waste time and money on recruiting a new candidate from outside company (Buller and McEvoy, 2012).

The strengths and weaknesses of this approach are as follows:-

EXTERNAL SOURCES

This is one of the most preferred source of recruitment because it gives more options to the company to select the best candidate for the company. Also, sometimes company does not find appropriate employee inside the company  and then only they go outside the company and select new candidates. Ways in which external recruitment will be conducted are as follows:

• Advertisement: Under this, ads are being printed in newspaper about the position which is vacant in the company. Vodafone can also make use of this technique so as to recruit new employees for the company since it is a big company and will require more employees for the company.
• Campus Recruitment: It is that technique in which the company visits different colleges and universities so as to recruit new employees for their company (Boxall and Purcell,  2011). It is a very good approach because in these places an employer gets a pool of candidates and thus they can select the most appropriate one for their company.

Its strengths and weaknesses are as follows:

TASK 2

P3 Advantages of HRM for both employee and employers

It has been identified that ideal HRM practices are beneficial for both management as well as employee working for the company. Some of the benefits for employer and employee are mentioned separately.

Benefits to employer

• The primary benefits which can be availed through practising human resources is that it helps in building of informed and engaged workforce which is helpful in making sure that objectives formulated are achieved.
• The practice of manpower planning is being helpful in availing right people for the organisation which will be helpful in upliftment of productivity and profitability (Choi, 2011).
• The Undertaking of conflict management practices makes sure that there is minimum disruption in the work done leading to avail better results in terms of output.
• There is a positive improvement in the relations which has been shared inside and outside of an organisation leading to enhance reputation of the company in the market.
• The retention of workforce leads to development of specialisation in the operating segment assisting an organisation into achieving competitive advantage (Daley, 2012).
• The HRM practices assure that an organisation is able to deal with dynamism through incorporation of change in the policies and practices.

Benefits to employee

• The HRM practices leads to promoting a positive behaviour within the organisation which affects contentment level of employees along with influencing level of productivity.
• Employees are provided with a equal number of opportunities to develop their skills and knowledge contributing to the personal and professional growth.
• The resolution of problems which are being encountered by the employees leads to higher satisfaction and motivation relating to the working environment.
• The provision of right atmosphere is provided by the human resource department as well which leads to getting best out of available workforce with an organisation.

Additional benefits which are provided by the human resource department in the form of insurances, permanent employment and paid time-off leads to higher job satisfaction for employees. For employee it is a significant factor as they are provided with security for them as well as their families. 

P4 HRM practices for increase organisational profit and productivity

Human resource management describes the formal policies and practices which are undertaken by an organisation for the purpose of rightfully managing people within the organisation so that there is an positive impact on productivity and profitability of the company (Guest, 2011). Briefly mentioning some of the key practices carried out by HRM for raising productivity and profitability of the company.

Recruitment and selection: One of the most crucial task which is being carried out by carry out manpower planning and fill the vacancies in an organisation with capable candidates. The effort of a human resource department is directed into achieving a diverse workforce so that it leads to accomplishment of tasks and activities in an improved manner directed to influence productivity of an organisation along with creating a distinct image in the market. 

Performance management systems: Vodafone have been taking help of HRM practices in their organisation as they are continuously working to increase effectiveness of employees working with the company. This competency based system is helpful in identifying needs of training and development in context of employees so that they are able to contribute effectively in the overall productivity and profitability of an organisation (Hendry, 2012). It is a continuous process which attempts to improve performance of an organisation.

Employee development and training: The performance management systems are helpful in the assessing needs for training and development for employee working with the company. Depending upon the requirement, training and development programme is being organised in the company so that it leads to be higher productivity contributed directly by the employees working  for the company.

Compensation: it can be considered as one the most crucial step which is to be fulfilled ideally by the human resource department. If the employees believe that they are being compensated in a fair manner, they will contribute to the organisation goals with full potential eventually enhancing productivity and profitability of the company.

TASK 3

P5 Analyse the importance of employee which influence HRM decision making

Employee relation term can be referred as the organisation's effort to maintain relation between organisational employee and employer. This is crucial part of human resource professional to accomplish the business objectives and meet the best outcome. The program of ER approaches are designed to ensure the most efficient utilisation of individual to attain the mission of firm. Henceforth, the employed techniques of HR for managing effective employee relations influence the decision-making of human resource management. Here are discussed some of the basic importance:

• Conflict Resolution: HR team of Vodafone consider the disputes emerged in the workplace and analyse to seek most suitable solution in context of this. Hence, employee relations management is significant for company in regard of achieving best outcome reducing the conflicts (Importance of employee relations in HRM decision making. 2018).
• Training & Development: Proper training is requisite to provide to the employee of Vodafone as this can assist in accomplishing business objectives as per distinct consequence. Therefore, HR decisions of Vodafone keep vary in context of learning of their worker in regard of meeting final outcome significantly.
• Teamwork: Managed practices and collaborative working is employed by Vodafone in regard of managing employee relations (Jiang and et.al., 2012). In context of this, Vodafone's HR manager support and utilise better communication practices and effective activities in order to meet standard target efficiently.

Henceforth, employee relation is significant to maintain within such large employee group of Vodafone for better productivity and collaborative working. HR manager considering entire elements of ER undertakes the practices within workplace workplace to achieve best outcome.

P6 Element of employment legislation and impact of HRM decision making

Employment legislation can refer as the law which governs workplace employment adequately ensuring whether employee are treated accurately within workplace or not. These laws comprise of all sort of protection measure of employment whether based on initial legislation, collective bargain employment condition, court ruling or customary practice (Kehoe and Wright, 2013). Vodafone has wider range of business i.e. deployed to the range of countries along with Asia, Europe, USA etc. Henceforth, this is mandatory for company to follow the rules and regulation as this influence their decision making process. Here are mentioned some of those acts:

Equality Act (2010): Enacted by Parliament of UK, this act codify some regulations and acts strengthening on harmonise legislations i.e. Equal Pay Act (1970), Disability Discrimination Act (1995), Race Relation Act (1976), Sex Discrimination Act (1975) etc. that focus over protection of individual from unfair employee treatment and promote more equal and fair society. Vodafone has large employee group who need to follow this law for fair representation of each and every employee.

Health and Safety Act (1974): Under this law, duties of contraction employee, substances, good supplier, employer and worker are defined for the utilisation at work. It focus over securing welfare, safety and health of an individual at workplace. Hence, this is fundamental for company to execute this law within Vodafone for providing better working environment and healthy life to them.

Data Protection Act (1998): The act of data protection is designed by UK Act of Parliament to protect to individual information and data stored in systemic filling framework or on computer. This act control the information dissemination for the purpose of domestic use to ensure about their safety and security in adequate manner (Renwick, Redman and Maguire, 2013). Vodafone need to maintain proper secrecy and manage information of employee to avoid further legal conflicts.

Henceforth, it can claim that there are numerous other legislation such as job security act, parental leave and employment act etc. While decision making and formulation of policies of organisation, HR manager of Vodafone make certain whether entire laws are legally followed by organisation (Wright and McMahan, 2011).

TASK 4

P7 HRM practices in work location

Human resource management of an organisation execute numerous practices and activities in order to achieve business objectives (Lengnick-Hall, Beck, and Lengnick-Hall 2011). Main focus of HRM remain selection and recruitment of worker suitable for the work-profile. Vodafone is one of the largest networking and telecommunication company i.e. focusing over hiring and selection approach application to examine the requisite procedure and phases. Here are discussed some key required components of this process:

JOB DESCRIPTION

PERSON SPECIFICATION

 CONCLUSION

The above discussion affirm numerous findings proclaiming that human resource management is paramount part of an organisation that play crucial role in the personnel management and administration of its associated affairs. A human resource division is accountable for managing numerous functions such as managing people, employee relations, reward and compensation, training and development, hiring and selection etc. with the purpose of creating effective communication within workplace. The report has studied that there are numerous sorts of selection and recruitment approaches with their own strengths and weaknesses i.e. optimised by organisation according to the suitability and consequences of firm. There are various employment laws and legislation complied by an enterprise to protect fundamental rights of personnel which affect the decision making of HR as well. It is fundamental for human resource management to maintain ER as it influence company's profitability and productivity. Hence, by applying HRM practices, proper workforce can managed with a company.

ALSO READ: L/616/1805 Human Resource Management Unit 21 HND in Hospitality Management

REFERENCES

• 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.
• Arumugam, V. C. and Rouhollah, M., 2011. The impact of human resource management practices on financial performance of Malaysian industries. Australian Journal of Basic and Applied Sciences. 5(10). pp.951-955.
• 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.
• 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.
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• Daley, D. M., 2012. Strategic human resources management. Public Personnel Management, pp.120-125.
• Guest, D. E., 2011. Human resource management and performance: still searching for some answers. Human resource management journal. 21(1). pp.3-13.
• Hendry, C., 2012. Human resource management. Routledge.
• 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.
• Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
• Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for organizational resilience through strategic human resource management. Human Resource Management Review. 21(3). pp.243-255.
• Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews. 15(1). pp.1-14.

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