Vodafone: Centering in the Human Resource Strategies
Vodafone: Centering in the Human Resource Strategies
An organization and its leaders are very focused on creating the varieties of strategies that can earn them an advantage. The approach of the leaders in creating the business effective in the market is one of the best function that managers are expected to deliver. Towards the aim of changes and improvement of the business, the managers paid especial attention in the work output of the employees. Workforce, as the fuel of the organization plays a significant role in the organization. In return, the human resource managers are bound to formulate different strategies to enhance the performance of the employees and be more beneficial in the organization.
Understanding the Human Resource in Vodafone
Vodafone is the one of the leading multinational network operator in the UK. Handling a big business is great challenge and alongside in the difficulty of handling the business is the different approach in handling the diversified workforce or employees. Clearly, the employees of the company understand the nature of their work and the routine of the operations that is made to sustain the quality performance of the organization. But the Vodafone and the business leaders is not satisfied in simply making the employees meet their highest potential. In fact, Vodafone wants to do the same for their employees. If their employees cannot perform well because of the need for travel, then they will use their advantage in technology to reach them, stay in touch, and be on the guide.
Furthermore, Vodafone recognizes the importance of the human resource and organization department for being the responsible for recommending and implementing the appropriate selection of the valuable employees. In addition, the management, training and development policies, all just for keeping the corporate guidelines. Vodafone looks at the function of the human resource as the one responsible for defining and implementing the industrial-relation management policies.
Strategies: Virtual Conferencing
The Vodafone employees always consider their mission to deliver the best of their responsibilities and functions through the approach on the VC or virtual conferencing. The use of the VC and other types of virtual conferencing are acceptable substitute for travel. The traditional way of internal meeting is supported by the Vodafone for the purpose that the participants should know each other and create a strong relationship between them. But due to the different foreign affairs on most of their employees, it is very rare to include them in the meetings. Therefore, the creation of the VC cut the distance between the mother company and the other branches around the world. Through the use of the VC, the global objectives of the company can be met. The approach of the team in the creation of the VC is based on the collaboration of the personnel in global operations and winning the favor of the technology.
The VC is also applied in the initial recruitment interviews. Conducted by the human resources, the purpose of the VC is to narrow the filed of the candidates. After the interviews, the upcoming interviews are conducted personally. In a broader sense, the use of the strategy in the human resource function is a great advantage for the company to create more advantage in the company. Through the strategic motivation of the Vodafone, the introduction of the VC reduces the travel costs, the employee’s exhaust feeling like wear and tear, and the emission of the pollutants or carbons due to the excessive travel. This VC application can fulfill the corporate responsibility of the company and furthermore, attract the competitiveness in the internal operations of the business. Taking the perspective of the employees on the application of the VC or audio, video, or web conferencing in the system, depends on their option and the company suggests the need for travel if the virtual conferencing is not appropriate or available.
The application of the VC in meeting the goals and objectives of the organization is preferable in Vodafone. The contribution of the VC made significance difference such in minimizing the expenses due to mileage or air travels. In fact, the Vodafone crafted another innovation that will definitely change the traditional training and development for the employees to make their performance enhance and meet the corporate objectives. The Vodafone serves as an example in the technological industry and their example is one of the recommended strategies in gaining the competitiveness for the people. This evidence is one of the strong factors that justify the existence of the technology and its collaboration toward the organizations’ purpose to meet its goals.
Icarus ITM., 2008. Case Study: Vodafone, Institute of Travel Management [Online] Available at: http://www.usageandadoption.com/assets/downloads/VodafoneCaseStudy.pdf [Accessed 23 Feb 2010].
Vodafone IT., 2005. Vodafone: Michele Angelo Verna, New Human Resource and Organization Manager [Online] Available at: www.vodafone.it/res/attachments/pdf/Nomina_Verna_en.pdf [Accessed 23 Feb 2010].
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