Human Resource Management

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Contents
Introduction................................................................................................................................3

LO1 Explanation of the scopes and purposes of Human Resource Management regarding the
recruitment and usage of talent and skills inside an organization for fulfilling the business
objectives....................................................................................................................................4

P1 Explanation of the aim and the operations of Human resource management of an

organization regarding the planning and resourcing of workforces.......................................4

P2 Explanation of the strengths and weaknesses of various approaches for recruiting and
selecting of Human Resource Management of an organization.............................................5

M1 Evaluating how the aspects related to the Human Resource Management of an

organization can provide talent and skills appropriately for fulfilling business goals of
VODAFONE UK...................................................................................................................7

M2 Discussion of the strengths and weaknesses for recruiting and selecting of Human
Resource Management of VODAFONE UK.........................................................................8

LO2 Evaluation of the effectiveness and usefulness of the major components of Human
Resource Management inside VODAFONE UK.......................................................................9

P3 Discussion of the effectiveness of various Human Resource Management practices of

VODAFONE UK for all the employees and employers........................................................9

P4 Evaluation of the benefits and effectiveness of various Human Resource Management

practices regarding the increment of profit and productivity of VODAFONE UK.............10

M3 Discussion of the various methods of Human Resource Management practices with

exact examples for supporting evaluation of VODAFONE UK..........................................10

LO3 Analysis of the internal and external aspects which affect the decision-making process
of the Human Resource Management department of an organization including the legislation
of employment of VODAFONE UK.......................................................................................11

P5 Analysis of the importance of relations between employees that affect Human Resource
Management decision-making process................................................................................11

P6 Identification of the major aspects of legislation of employees and its impacts upon the
decision-making process of Human Resource Management...............................................11

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 M4 Discussion of the major aspects of the management of employee relations and
employment legislation which affect the decision-making process of Human Resource
Management VODAFONE UK...........................................................................................12

LO4 Implementation of Human Resource Management exercises related to the work context
of VODAFONE UK.................................................................................................................13

P7 Discussion on the implementation of Human Resource Management practices by using

exact examples of VODAFONE UK...................................................................................13

M5 Discussion on the implementation of exact Human Resource Management practices in

the workplace of VODAFONE UK.....................................................................................13

Conclusion................................................................................................................................15

Bibliography.............................................................................................................................16

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Introduction
Human resource management is also known as HRM is a very important department of any
kind of organization. A company can’t be successful without active employees inside it. The
two main aspects of HRM is to hire essential employees and develop them to make them
valuable for the company. Recruitment of employees, ensuring their compensations and
promotion, training, organization development, relations between employers and employees
etc are closely related to the activity of HRM of an organization. [ CITATION Hum16 \l
1033 ]

Vodafone UK is a telecommunication service provider in the UK. It's a part of the second-
largest phone company in the world VODAFONE. Vodafone UK is the third largest
telecommunication company in the UK with around 18million subscribers. We'll be
discussing the HRM department of Vodafone UK.[ CITATION Vod14 \l 1033 ]

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LO1 Explanation of the scopes and purposes of Human Resource
Management regarding the recruitment and usage of talent and skills
inside an organization for fulfilling the business objectives
P1 Explanation of the aim and the operations of Human resource management
of an organization regarding the planning and resourcing of workforces
The human resource management department of an organization has many aims and
operations regarding the planning and resourcing of the workforce. Some important aims and
operations are discussed below:

Recruiting employees: Employees are the heart of the workforce of an organization. An

organization is useless without employees. That's why recruitment of employees is very
important for any kind of organization. But, it's a quite tough task to select and recruit
suitable employees. The HRM department has to go through the various process to choose
suitable employees from the list of applicants. Recruiting suitable employees ensures the
progress of the workforce of the company in future.

Planning: The most important operation of Human resource management is the planning and
allocating the factors and resources of the workforce of an organization. To achieve the
organizational goals and aims the company must plan and allocate necessary resources
carefully.

Training: HRM department has to ensure training of the recruited employees of the
organization. Proper training can enrich their work performance gradually. It helps the
employees to give their hundred per cent at work. The marginal profit, as well as the revenue
of the organization, can be increased by ensuring proper training of the employees of the
company.

Rewards and punishment: The HRM department of a company has to provide rewards to
its employees for influencing them to work effectively. The employees must know they will
be rewarded or promoted according to their work performance. Besides, they must know the
negligence of their appointed tasks will cause them demotion or punishment. This process
will help the company to increase the work efficiency of its employees.

Security and health issues: HRM department has to ensure the safety and security of the
employees of the organization. The employees mustn’t feel insecure and unsafe working in

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the company. Besides, their health issues must be taken care of the HRM department as well.
It’s very important to ensure instant medical treatment of the employees of the organization if
needed. These will help the organization to create a productive and effective working
mentality for the employees.

Relation: There must be a good relation and connection between employers and employees.
If the employees face any problem working in the company, there should always be someone
from the HRM department to hear and solve it. It will create a healthy working environment
for both the employees and employers of an organization. [ CITATION The15 \l 1033 ]

P2 Explanation of the strengths and weaknesses of various approaches for

recruiting and selecting of Human Resource Management of an organization
The recruitment process of the HRM department of a company mainly divided into two major
parts.

1. Internal recruitment
2. External recruitment

Internal recruitment: A company has a certain amount of employees in each department.

When a post becomes vacant the company can recruit employee for that vacant post from the
existing employees of its departments. It can be ensured by promoting or transferring. This
process has both strengths and weaknesses. These are discussed below:

Strengths

 Internal recruitment helps the organization to save time. It's far more time saving than
external recruitment. The company already knows the performance of its employees
and that’s why recruitment from the internal employees is a less time-consuming
process.
 Internal recruitment is also a cost-saving process. The company doesn’t have to pay a
single penny for any kind of recruitment promotion. Besides, it saves the cost of
verification as well as other cost related to external recruitment.
 Internal recruitment helps the newly selected employees to get adjusted within the
workspace quicker than external recruitment. They can easily adapt to the
environment as they've already familiar with the workspace of the company.
 Internal recruitment helps the employees to work more efficiently and effectively as
they already know they’d be promoted to higher ranks or posts regarding their

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 performance. They will try to give their best to achieve higher ranks in the
organization. It will help the organization to increase efficiency and productivity.

Weaknesses

 The most known weakness of internal recruitment is that it decreases the chance of
appointing potential new faces in the organization. There could be so many
progressive and potential people trying to get the job but the company can’t even
know them just because of internal recruitment.
 The internal recruitment process is the process of selecting employees within the
existing employees of the company. The non-selected employees may feel
discriminated of this process and it's very normal for them to feel so.
 Internal recruitment may create disappointment for employees who are not selected.
They may lose their hopes and interest to work efficiently. This can cause negative
impact inside the company and decrease productivity and hamper the working
environment as well. [ CITATION Int16 \l 1033 ]

External recruitment: External recruitment is the process of recruiting employees from

outside of the organization. The company has to advertise their vacant posts and according to
their instructions and requirements, the candidates are selected. This is a long process and
costly as well. This has also both strengths and weaknesses which are discussed below:

Strengths

 This process can help the company to have skilled and experienced new faces inside
its workplace. The recruits can increase the productivity and efficiency of the
company.
 The company can get new ideas from the recruits. Most of the times, new ideas can
bring a positive outcome for the company.
 This process won’t create disappointment and rivalry among the existing employees
like the internal recruitment process.

Weaknesses

 The external recruitment process is costly. The company has to spend enough money
to advertise and recruit new faces for their vacant post. Besides, it has to bear the
expanses of the training process of the new recruited individuals.

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  The external recruitment process is also very time-consuming. The company has to
spend lots of time in the advertisement and recruitment process. The whole process
may take more than a month whereas the internal recruitment process takes only a few
days.
 The newly appointed employees may have to take enough time to get adjusted in the
workspace. They need to get themselves familiar with the new working environment.
Besides, they need the training to become skilled enough to continue working and
contribute to the efficiency and production of the company. [ CITATION Ext16 \l
1033 ]

M1 Evaluating how the aspects related to the Human Resource Management of

an organization can provide talent and skills appropriately for fulfilling business
goals of VODAFONE UK
We've already discussed the aspects related to the Human resource management of a
company. Regarding that discussion followings are the aspects of HRM department of
VODAFONE UK:

 The HRM unit of VODAFONE UK helps the company to recruit and appoint suitable
employees.
 They help VODAFONE UK to train the employees and make them skilled enough to
continue working in the workspace.
 They help the company to set different organizational goals of various periods.
 They help the company to create talent and skill pools of the employees which is very
helpful for the company to know the performance of its employees.
 They help the employees to work efficiently in their workplace. They ensure that they
never feel discouraged and demotivated as well.

M2 Discussion of the strengths and weaknesses for recruiting and selecting of

Human Resource Management of VODAFONE UK
Vodafone UK is the second-largest telecommunication company in the UK. Often they need
to recruit employees and its very important to do so. The company follow both internal and
external processes. It depends on the time and importance. Both processes have various
strengths and weaknesses as well. The internal recruitment process is less time consuming
and less costly as well. But, it can create disappointment within the employees and harm the
working environment of the company. On the other hand, the external recruitment process is
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costly and time-consuming. It takes a long time and also the expenses are very high. But,
unlike the internal recruitment process, it doesn't create any rivalry within the existing
employees. Besides, it can help the company to recruit suitably skilled and experienced
individuals for the vacant posts.

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LO2 Evaluation of the effectiveness and usefulness of the major
components of Human Resource Management inside VODAFONE
UK
P3 Discussion of the effectiveness of various Human Resource Management
practices of VODAFONE UK for all the employees and employers
Followings are the effectiveness of various Human Resource Management practices of
VODAFONE UK:

 One of the major effectiveness of HRM department of VODAFONE UK is that it

helps the company to hire and recruit new employees. After recruiting employees,
they are needed to be well trained and the HRM department ensures the training
process of the newly hired employees. It helps the company to use its employees more
efficiently and effectively.
 Conflict within the employees and employers is very normal in a big company like
VODAFONE UK. HRM department is always there to solve any kind of rising
conflicts. Besides, they also ensure no conflict arise in future whether among the
employees or between the customers and employees.
 HRM department ensures a healthy environment inside the workplace of
VODAFONE UK. A good and healthy working environment is very essential for
increasing the production and outcome of the company. VODAFONE UK has
become the second-largest telecommunication company in the UK by ensuring a good
and healthy working environment for its employees and employers.
 HRM department helps VODAFONE UK to set their organizational goals and
achieve the goals as well. They monitor the performance of the employees and lead
them to ensure a positive outcome for the company. [ CITATION Emp11 \l 1033 ]

P4 Evaluation of the benefits and effectiveness of various Human Resource

Management practices regarding the increment of profit and productivity of
VODAFONE UK
Followings are the benefits and effectiveness of various HRM practices regarding the
increment of profit and productivity of VODAFONE UK:

 It has effects on the recruitment process of suitable individuals on the appointed post.

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  It has impacts on the developments activities of the employees of VODAFONE UK.
Especially, the training process for newly recruited individuals.
 It has effects on ensuring a good and healthy working environment which helps
VODAFONE UK to progress day by day.
 It has impacts on the performance and risk management processes as well.
 It deals with the process related to the compensation and benefits of the employees.
Without proper compensation, the employees won't be interested to work effectively
and efficiently.

M3 Discussion of the various methods of Human Resource Management

practices with exact examples for supporting evaluation of VODAFONE UK
Followings are some methods of HRM practice of VODAFONE UK:

 VODAFONE UK motivates the employees in various ways such as by rewarding

them for quality performance. It can also be promotion or transfer in a more suitable
sector inside the organization.
 VODAFONE UK arranges various training campaign for their employees. It helps the
employees to increase their work efficiency and productivity.
 VODAFONE UK arranges different courses related to the workplace inside the
organization.
 VODAFONE UK analysis the performance of the employees and helps them to
improve if needed.
 VODAFONE UK ensures a good and healthy working environment for its employees
to work efficiently and properly.[ CITATION Imp14 \l 1033 ]

LO3 Analysis of the internal and external aspects which affect the
decision-making process of the Human Resource Management
department of an organization including the legislation of
employment of VODAFONE UK
P5 Analysis of the importance of relations between employees that affect
Human Resource Management decision-making process
A healthy and good relationship between the employees of an organization is a must needed
thing to improve productivity and revenue. Followings are the importance of relations

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between employees that affect Human Resource Management decision making the process of
VODAFONE UK:

 HRM management of VODAFONE UK ensures the working environment inside the

workplace. Without good working environment productivity of an organization may
be hampered. So it’s very essential to ensure a good and healthy working environment
inside the workplace of VODAFONE UK.
 HRM department of VODAFONE UK ensures the rights of the employees. They
ensure the employees feel secure and safe inside the workplace. If employees feel
unsafe and insecure, their work performance may decrease.
 HRM department of VODAFONE UK always measures the work performance of the
employees. It helps them to analysis the lacking and sectors of improvement as well.
 HRM department of VODAFONE UK ensures the healthy relationship between the
employees and the employers. Without it, the productivity of the company may
decrease. So, it's essential to ensure a good and healthy relationship between them.

P6 Identification of the major aspects of legislation of employees and its

impacts upon the decision-making process of Human Resource Management
Followings are the process of Identification of the major aspects of legislation of employees
and its impacts upon the decision-making process of Human Resource Management:

 VODAFONE UK follows anti-discrimination law while recruiting employees. They

ensure no discrimination occurs in the recruitment process. Any eligible people
regardless of their skin colour, race, gender can apply to them.
 VODAFONE UK follows safety and security laws regarding their business. They
ensure full security and safety as well as health issues of their employees. If any
employee gets sick they provide instant health care as well as necessary medical
treatment.
 VODAFONE UK maintains equal rights for all of its employees. They provide a fair
and equal decision to their employees. Besides, they ensure their employees get well
paid with total equality and fairness.
 VODAFONE UK ensures no sexual harassment take place inside their workspace. All
men and women are equally treated with good manners and are to treat others in the
same way as well. [ CITATION Var14 \l 1033 ]

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M4 Discussion of the major aspects of the management of employee relations
and employment legislation which affect the decision-making process of
Human Resource Management VODAFONE UK
The major aspects of the management of employee relations and employment legislation
which affect the decision-making process of Human Resource Management VODAFONE
UK are discussed below:

 Assuring and safeguarding the employee’s right

 Assuring that the employees properly know their work-related agreements and terms,
and as well as rights before joining
 Assuring none breaks any rules and regulations especially while making
organizational decision
 Ensuring the company authority can modify or change the terms and legislation if
needed, but it's not decided by one person. A group of the committee from higher
authorities decides it by board meeting within a fixed timeframe.
 Ensuring proper guideline on employee discipline and how it should be maintained by
all. A disciplined working circle inside an organization is a must needed thing to help
that organization increase productivity and efficiency as well.

LO4 Implementation of Human Resource Management exercises

related to the work context of VODAFONE UK
P7 Discussion on the implementation of Human Resource Management
practices by using exact examples of VODAFONE UK
The implementations of Human Resource Management practices of VODAFONE UK are
discussed below:

Training: The recruits are needed to be well trained to enrich their skills. The HRM
department of VODAFONE UK makes sure the employees get well trained within a certain
time. This helps them to work efficiently for maximizing the organization's profitability.

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Orientation program: Orientation programs are necessary for the employees to let them
properly know about the working guideline of the company. The HRM department of
VODAFONE UK arranges annual orientation programs for their employees, especially for
the recruits.

Employee turnover: Employee turnover is a curse for any organization. It hampers the work
speed of the workplace. Besides, it causes new recruitment cost and training cost as well.
That's why The HRM department of VODAFONE UK makes sure that their employees are
always treated professionally and paid timely and properly. It helps in reducing employee
turnover rate of VODAFONE UK.

Performance and legislation act: The HRM department of VODAFONE properly monitors
the performance of its employees. According to their performance, they guide them to
develop their skills and performance. Besides, they provide good legislation act to guide their
employees to enrich their productivity and proficiency. [ CITATION Str13 \l 1033 ]

M5 Discussion on the implementation of exact Human Resource Management

practices in the workplace of VODAFONE UK
The HRM department of VODAFONE UK helps the company in many ways; from recruiting
an employee and making them work efficiently for the company. They check the applicant
list and find out the most suitable individuals for the vacant post. They recommend the list of
the top suitable individuals to the higher authority After the recruitment of the employees the
HRM department arranges training program and orientation program to make them familiar
to the legislative acts and workspace guidelines as well. They also monitor their performance
and take necessary steps according to it. The HRM department of VODAFONE UK helped
the company to get to the current place in the vast telecommunication competition by
monitoring and properly managing the employees of the company. [ CITATION Hum15 \l
1033 ]

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Conclusion
Employees are the main power behind the success of VODAFONE UK. The HRM
department monitors regulate and maintain every factor related to the employees of the
company. They make them eligible and suitable for giving their best at the workplace. The
factors related to the HRM department of VODAFONE UK are thoroughly discussed in this
report.

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