Examine to what extent these various components of HR support and contribute towards achieving the organisations strategy, mission and goals (vertical integration)
The context of human resources management is considred as well as accepted as a practice which include all management operations and delaings, such as activitiesa nd decision making process which affect the relationship fo the firm and the work force, known as the human resources. Humna resources are known to have various compotents which supports and contributed towards the achievement of the strategy, mission and goals of the company through vertical integration (Thornhill et al 2000).
Accordingly, if the human resources are handled through vertical integration aprpoach, the polciies and practices of the human resource management can carry out the human aspects of the management positions that includes the screening, recruiting, training, motivating, rewarding and giving incentives as well as appraising of the work force (Dessler, 2, 2007). There is a higher level of achieving organizational objectives, strategy and mission if the core functions of the human resource function will remain verticall integrated whether the industry Vodafone will operate in the national boundary or in various places in the global market. In this regard, vodafone has been able to support and dovetail the entire organisational operation, in which their human resources approch moves in the same directction with the mission, vision and strategy of the company.
In this regard, the first compotent is complies with the distribution and use of human resources, which starts from the recruitment planning, employee and staff selection, training and development, evaluation of the performance, compensation evaluation to work relationships performance evaluation, compensation and work relations. In addition, this also includes the competent of identifying the most efficient employees that can contribute to the success of the industry in achieving its goals (Torbiorn, 1997).
In the vertical integration approach, it can be said that the human resource management practices has been defined as the practice of integrating the human resources to meet the corporate goals. In this regard, the management deals with the areas that will properly and efficiently select the best employees. Herein, management have noted that efficient human resource approach is one of the most significant facets of implementing successfully the organisation methods. Through vertical integration approach the various components of HR functions unites and become a control process which are core to the attainment of the strategy, mission and vision of the industry.
In addition, vertical integration approach enables the human resource department to manage and handle efficient and competently the human resources to ensure that the management is doing their best in maintaining their competetiveness towards achieving their goal. Vertically integrated companies like Vodafone are able to consider systematic human resource management approach which has the ability to support, harmonise and shape the company system. Through this appoach, the management of the Vodafone are guided in various activities such as decision making for staffing needs such as hot to fill the needed positions within the employing, budget, orienting and training of the human resources as well as making sure that the staffs and other organisational team will perform their best to reach organisational goals (Mullins, 2004).
Human resource management also enables the company to manage employees to provide their basic needs for compensation, legal issues and good employe relationships within the organisational objectives. In this regard, Vodafones vertical integration business practices enables their human resources management to have a higher level support in reaching hteir goals. Fundamentally, Vodafones approach involves a ssytem which attracts, develops, motivates as well as retain employees who makes sure that efficient functions as well as reaching organisational goals are achieved.
Herein, Vodafone, has been able to learn to think more strategically and methodologically in considering the most valuable assets of the company and greater human resources. Herein, vodafone has been able to build organisational integration which supports all activities from higher level management down to their employees for the satisfaction of their customers. With the use of the human resource management approach in its vertically integrated business, Vodafone are able to provide the needs of their employees and motivate their staffs to seek more improvement as well as career development for the benefit of the company.
By and large, it can be said that with the support of the management and coordination from the higher management down to the lower management and employees, various components of the company are able to have a common goal of helping the industry achieve organisational objectives.
The context of human resources management is considred as well as accepted as a practice which include all management operations and delaings, such as activitiesa nd decision making process which affect the relationship fo the firm and the work force, known as the human resources. Humna resources are known to have various compotents which supports and contributed towards the achievement of the strategy, mission and goals of the company through vertical integration (Thornhill et al 2000).
Accordingly, if the human resources are handled through vertical integration aprpoach, the polciies and practices of the human resource management can carry out the human aspects of the management positions that includes the screening, recruiting, training, motivating, rewarding and giving incentives as well as appraising of the work force (Dessler, 2, 2007). There is a higher level of achieving organizational objectives, strategy and mission if the core functions of the human resource function will remain verticall integrated whether the industry Vodafone will operate in the national boundary or in various places in the global market. In this regard, vodafone has been able to support and dovetail the entire organisational operation, in which their human resources approch moves in the same directction with the mission, vision and strategy of the company.
In this regard, the first compotent is complies with the distribution and use of human resources, which starts from the recruitment planning, employee and staff selection, training and development, evaluation of the performance, compensation evaluation to work relationships performance evaluation, compensation and work relations. In addition, this also includes the competent of identifying the most efficient employees that can contribute to the success of the industry in achieving its goals (Torbiorn, 1997).
In the vertical integration approach, it can be said that the human resource management practices has been defined as the practice of integrating the human resources to meet the corporate goals. In this regard, the management deals with the areas that will properly and efficiently select the best employees. Herein, management have noted that efficient human resource approach is one of the most significant facets of implementing successfully the organisation methods. Through vertical integration approach the various components of HR functions unites and become a control process which are core to the attainment of the strategy, mission and vision of the industry.
In addition, vertical integration approach enables the human resource department to manage and handle efficient and competently the human resources to ensure that the management is doing their best in maintaining their competetiveness towards achieving their goal. Vertically integrated companies like Vodafone are able to consider systematic human resource management approach which has the ability to support, harmonise and shape the company system. Through this appoach, the management of the Vodafone are guided in various activities such as decision making for staffing needs such as hot to fill the needed positions within the employing, budget, orienting and training of the human resources as well as making sure that the staffs and other organisational team will perform their best to reach organisational goals (Mullins, 2004).
Human resource management also enables the company to manage employees to provide their basic needs for compensation, legal issues and good employe relationships within the organisational objectives. In this regard, Vodafones vertical integration business practices enables their human resources management to have a higher level support in reaching hteir goals. Fundamentally, Vodafones approach involves a ssytem which attracts, develops, motivates as well as retain employees who makes sure that efficient functions as well as reaching organisational goals are achieved.
Herein, Vodafone, has been able to learn to think more strategically and methodologically in considering the most valuable assets of the company and greater human resources. Herein, vodafone has been able to build organisational integration which supports all activities from higher level management down to their employees for the satisfaction of their customers. With the use of the human resource management approach in its vertically integrated business, Vodafone are able to provide the needs of their employees and motivate their staffs to seek more improvement as well as career development for the benefit of the company.
By and large, it can be said that with the support of the management and coordination from the higher management down to the lower management and employees, various components of the company are able to have a common goal of helping the industry achieve organisational objectives.
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