Business Issues and the Context of HR at Vodafone Group Plc - Assignment Example

Business Issues and the context of HR Overview Overview of Vodafone Group Plc Vodafone Group Plc is a reputed multinational organization operating in the segment of telecommunication, since 1991. Being headquartered in London of United Kingdom, it maintains its operations in more than 21 countries such as Egypt, Kuwait, South Africa, Qatar, Ghana and many others. Moreover, it also comprises of partner networks in 40 countries that enhanced its portfolio and brand image to a significant extent. Due to which, the organization of Vodafone is recognized as the second largest telecommunication providing organization in the entire globe. Overview of Vodafone Qatar In the year 2007, Vodafone Group achieved the permission or license of mobile phone within the region of Qatar. It is recognized with the name, Vodafone Qatar, which is situated in Qatar Science and Technology Park (QSTP). However, within a very small time frame, it become successful in positioning itself as one of the reliable and admirable brand in the region of Qatar among other rival players. It is mainly due to its aim to offer distinctive services to its customers so as to create a different image in the market. This strategy proved effective for the organization that enhanced almost 32.3 percent of the total market share and brand value of Qatar among many other contenders such as Qtel. Furthermore, the range of customers also increased from 151,000 in the year 2009 to 814,000 in September, 2011 (Vodafone Qatar Q.S.C, 2011). Discussion An identification and analysis of the major forces shaping the HR agenda within the organization In this age of competitiveness, sustainability is the prime requirement of any organization, operating in any segment. However, in order to attain sustainability, it’s extremely to analyze the capabilities and evaluate the resources in the best way so as to attain remarkable results. Only then, the productivity of the organization might get enhanced resulting in amplification of the brand image and equity in the market among other existing contenders. Thus, it might be stated that in order to attain competitive position, the business or human resource strategies or tactics need to be shaped in an effective way. Similarly, the organization of Vodafone Qatar, also comprises of varied types of forces that helps in shaping its human resource strategy for future growth and development. Some of these factors are presented below: Talent management: It is recognized as one of the most important factor or force that helps in shaping the human resource strategies or policies of the organization of Vodafone Qatar. This is because in this age, talent or experienced employee is the prime weapon that may help the organization in inventing varied types of products or services in order to satisfy the changing needs of the customers. However, in order to retain these experienced and skilled staffs within the organization, the organization of Qatar implements varied types of training programs so as to enhance their inner skills and knowledge. By doing so, the level of dedication and commitment of the employees enhances resulting in amplification of their level of performance. However, improvement of the performances leas to attainment of the future goals and objectives of the organization. The organization of Qatar offers varied types of performance rewards to its employees. These rewards help in enhancement of the motivation and reliability of the employees towards their work thereby amplifying the scope of retention. Retention of the experienced staffs within the organization is extremely essential so as to improve its brand value and market share among others. Performance: Performance is also another prime requirement of the human resource strategies of Vodafone Qatar. This is because it’s the performance of the employees over the which, the entire prosperity and reputation of the organization depends. Keeping his fact in mind, the human resource strategies are designed. So that implementation of a specific human resource strategy may not disturb the motivation or commitment of the employees thereby declining their level of performances. This is because decline in the level of performance of the employees might enhance the attrition rate and hinder the organization growth and competitiveness in the market among others (Vodafone Qatar Q.S.C, 2011). So, in order to retain the level of performance of the employees of Vodafone Qatar, varied types of reward systems are implemented. This strategy proved extremely effective for the organization thereby amplifying its market share and revenue as presented below: (Source: Content.argaam, 2012) Diverse workforce: In order to maintain the operations in an effective way, the organization of Vodafone, decided to recruit experienced employees of varied castes, cultures and creed. It is done in order to improve the inner skills and talents of the existing employees thereby amplifying their career opportunities. This might prove effective for the employees to develop varied types of new services such as HSUPA (high speed uplink packet access) so as to enhance the data speed of the uplink of the mobiles phones. By introducing this service, the network of 3G enhanced that amplified the consistency and reliability of the employees in the market others. Therefore, from these above mentioned points, it might be clearly depicted that, human resource strategies offers an effective role in amplifying the competitive advantage and portfolio of the organization among others. Advanced technologies- The organization of Vodafone Qatar also tried to develop advanced technologies in order to amplify its market share and brand image. However, in order to do so, it implemented remote radio heads (low cost base station equipments) in order to improve the network coverage of 3G. By doing so, not only the reliability of the customers over the brand might get enhanced but also its average revenue per user might get increased as shown below: (Source: Vodafone Qatar Q.S.C. 2011) Therefore, it might be clearly stated from the above mentioned facts that human resource of n organization acts as the bridge within the employees and the management. So, it is the human resource that presents all sorts of positive and negative effects of the work forces in front of the management in order to resolve it effectively. Evaluation of HR’s roles within the organization of Vodafone Qatar and the extent to which HR contributes to sound business ethics, effective accountability and organizational effectiveness In this age, work forces or employees are recognized as the cornerstone that helps an organization to enhance its portfolio and reputation in the market. As a result, the profit margin and net income of the organization increases resulting in amplification of the market value and consistency of the brand among others. However, in order to do so, its extremely essential to manage and control the work forces within the organization in an effective way. Therefore, in order to do so, the human resource management needs to implement varied types of functions or strategies mentioned below: Recruitment and selection of the best employees: One of the important functions of the managers of human resource of Vodafone Qatar is to recruit the best employees. This is done, in order to develop inventive products and services continuously so as to enhance its range of customers and profitability. Apart from this, the managers of human resources of Vodafone Qatar selects the best employees in order to enhance the inner skills and talents of the existing employees thereby improving their motivation and commitment towards the assigned tasks. This might enhance their level of performance and productivity of the organization. Training and development: In order to improve the level of commitment and performance of the employees, the human resource managers desire to implement varied types of training and development programs. By doing so, the inner morale and confidence of the employees gets enhanced that may improve their self-esteem and buoyancy to a significant extent. Moreover, improvement of the skills of the employees might also prove advantageous for the organization of Vodafone Qatar in long run thereby amplifying its sustainability and competitive position in the market among others. Equal opportunities for all the employees: Presentation of equal opportunities for all the employees is also another effective responsibility of the manager of human resource of an organization. Keeping this fact in mind, the management of Vodafone Qatar also desired to offer equal prospects for the employees of all caste, age, sex, rationality, race etc. This means, the organization tries to offer the benefits on the basis of his or her talents and skills, irrespective disability. For example: retirement benefits are offered to all employees ad is equal in all respects but varies only the conditions and policies of the varying countries. Reward and recognitions: In order to enhance the level of motivation of the employees, the management might try to implement varied types of rewards and recognitions. Similarly, the organization of Vodafone Qatar also implemented varied types of reward policies such as performance incentives, promotions, extra wages for extra hours, global long term incentive plan etc in order to increase the inner confidence of the employees. Communication and involvement: Employee involvement is one of key driving force of the organization of Vodafone Qatar. By doing so, the employees may freely communicate with their seniors regarding their duties and responsibilities. Apart from this, through communication, an employee may also present their inner desires in an effective way that reduces the rate of interpersonal conflicts or clashes. Moreover, due to such type of communication, the rate of commitment of the employee enhances resulting in amplification of their retention ratio. This is extremely essential for an organization, operating in this age of competitiveness, to retain its popularity (Vodafone Qatar Q.S.C, 2011). Thus, the above mentioned facts, it might be clearly depicted that the strategies of human resources are designed in such a way by the organization of Vodafone Qatar that it enhances business ethics, organizational responsibility and operations in an effective way. This might be possible only by offering equal opportunities and rewards to all its employees, irrespective of caste, creed and culture. Apart from this, presenting proper communication facilities to its employees, also helps the organization to enhance its operations and functions. However, this might be possible, by the suggestions and ideas offered by the employees of the organization for its betterment in long run. Hence, it might be stated effective HR policies help in proper functioning of the organization in long run. A review of the organization’s business and HR strategies, incorporating SWOT and STEEPLE analyses, and a commentary on the extent to which there is vertical and horizontal integration of strategies within the organization The business and human resource strategies of organization of Vodafone Qatar are evaluated and analyzed with the help of SWOT and STEEPLE analysis. SWOT analysis Strengths: High effective in nature: The strategies of business and human resources of the organization of Vodafone Qatar are designed, after analyzing the needs and desires of the employees. As a result, all the employees accept the policies and strategies in an effective way that helps in amplification of its profit margin and sustainability in long run. Effective for enhancing employee morale: The strategies of human resources are developed in such a way that helps in enhancement of the inner morale and confidence of the employees. As a result of which, the performance and dedication of the employees towards the assigned tasks enhances resulting in amplification of the productivity of the organization of Vodafone Qatar. Ethical and equal for all: All the strategies are entirely ethical in nature and is effective or equal for all the employees, irrespective of culture and creed. This proved extremely beneficial for the organization thereby reducing the rate of conflicts and clashes among the employees. Weakness: Improper trainings programs: Although the organization of Vodafone Qatar implements training programs for its employees but it lacks in employing vocational and technical training programs. As a result, the technical skills of the employees do not get enhanced and so they fail to cope up with the changing needs of the customers. Opportunities: High productivity in future: As the employees are extremely loyal and committed towards their duties, so the productivity and efficiency of the organization would surely get enhanced in future era. This is mainly due to the fulfillment of the basic, secondary and tertiary needs and desires of the employees in an effective way. Threats: Workforce diversity: The organization of Vodafone Qatar needs to offer high attention over the concept of assortment in order to manage workforce diversity in an effective way. STEEPLE analysis Social: The strategies of Vodafone Qatar are implemented or designed in such a way that it helps in enhancement of the career growth of the employees. As a result of which, their living conditions and lifestyle might get enhanced resulting in amplification of their economic standards. Technological: The strategy to introduce varied types of new technologies and techniques by the employees of organization of Vodafone Qatar, its range of customers enhanced. This helped in improvement of its profitability and portfolio in the market. Economic: Due to the improvement of the total sales of the organization of Vodafone Qatar, the GDP and GNP of Qatar enhanced significantly. As a result, the economic prosperity of the nation enhanced among others (Vodafone Qatar, 2013). Environmental: The organization of Vodafone Qatar uses the techniques in such a way so it helps in reducing the threats arising due to natural causes such as unemployment. Political: The organization of Vodafone Qatar implements the strategies as per the rules and regulations of the nation of Qatar. Legal: The organization of Vodafone Qatar implements the employees as per the rule and regulations of the nation of Qatar. Ethical: the organization of Vodafone Qatar always tries to introduce inventive policies and techniques so as to enhance the confidence and reliability of the customers. The organization of Vodafone Qatar tries to implement varied types of rewards and recognitions strategies in order to retain the experienced employees as per the horizontal integration and introduces varied types of training and developmental programs for the employees in order to enhance their skills. By doing so, the organization of Vodafone Qatar might reduce its outsourcing costs to a significant extent among others. An assessment of how the organization measures the effectiveness of these strategies and communicates them within the organization, including the provision of costs where appropriate In order to enhance the profitability of the organization, the management decides to implement varied types of training and developmental programs for the employees. By doing so, the inner skills and talents of employees might get enhanced resulting in amplification of the scope to introduce new products and services. BY doing so, the changing needs of the customers might get satisfied and a wider range of customers might also be attracted towards the brand. Keeping this fact in mind, the organizational management communicated the effectiveness of these strategies among the other employees so as to know their desires and ideas. Apart from this, the management also presents an estimation of the total amount of cost required to implement such type of training and developmental training programs within the organization. It is done so as to know the suggestions of the other employees of the organization of Vodafone Qatar (Content.argaam, 2012). References Content.argaam. (2012). Vodafone Qatar. Retrieved from: http://content.argaam.com.s3-external-3.amazonaws.com/f59b9957-d300-4065-babe-cdb13b16294b.pdf. Vodafone Qatar Q.S.C. (2011). Financial Results Presentation. Retrieved from: http://www.vodafone.qa/files/pdf/Management%20Presentation%20FY12%20H1-EN.pdf. Vodafone Qatar. (2013). Vodafone Qatar Recognized For Outstanding Talent Management. Retrieved from: http://www.vodafone.qa/pressrelease/vodafone-qatar-recognised-for-outstanding-talent-management. Read More