VODAFONE ESSAR

ABOUT VODAFONE

Vodafone Group, which was established in 1982, is the second largest mobile communications company globally that manages large scale mobile networks in 31 countries and has a presence through partnerships in another 40 countries. The company is one of the most influential companies in mobile telecommunications industry with a significant presence in Europe, Asia Pacific, United States, and the Middle East with 341 million proportionate customer base. Although Vodafone Group has been confronted with vicious competition in both developed and emerging markets globally, the company hasnt implemented cost leadership but differentiation strategy to entice new and existing customers. It has also implemented its grand strategies that the company expands its business globally through horizontal integration, joint ventures, and strategic alliances. Vodafone Essar is the Indian subsidiary of Vodafone Group and commenced operations in 1994 when its predecessor Hutchison Telecom acquired the cellular license for Mumbai. Vodafone Essar is the second largest telecom operator in India after Airtel.

VODAFONE HR PRACTICES

Vodafone launched a programme called The Vodafone Way that has a defined values and behavior for all Vodafone employees. It emphasis on: I. Speed bringing products and services to market quickly and prioritising the things that really matter II. III. Simplicity making things simpler for our customers, business partners and colleagues Trust acting with honesty, integrity and fairness, being reliable and transparent, and valuing the confidence that people place in us as a company Vodafone initiated CREED (Corporate Responsibility Employee Engagement & Development) programme to motivate employees by various awards, talent talks etc.

They also started Safety Moments in Karnataka circle of Vodafone to help develop best practices and increase collaboration at group workshops.

RECRUITMENT & ORIENTATION

Vodafone uses CBI-Smart from a&dc is an online Competency Based Interview builder that enables the firm to quickly create Competency Based Interview Guides from a database of over 1000 proven CBI questions, assessing 35 popular competencies. Vodafone extensively use video conferencing in recruitment interviews. Vodafone also provides career opportunities within Vodafone. HR department use Leadership Framework to recruit & promote leaders within the organization. They are integrating corporate responsibility into their training & induction programmes.

TRAINING & DEVELOPMENT

Vodafone provides online training that focuses on various aspects: 1. Communicating for impact 2. Putting customers first 3. Delivering Results 4. Managing changing environment 5. IT Vodafone also designed a programme (Spain One Way) to identify & develop high potential employees and accelerate their progression into leadership roles.

PERFORMANCE APPRAISAL

The employees performance are measured according to the Vodafone Way programme. They review employees performance on quarterly basis and are appraised annually. CR performance targets to the local CEOs.

REWARDS & RECOGNITIONS

A. GLOBAL a. Vodafone offers competitive and fair rates of pay and benefits to attract and retain the best employees b. Vodafone provides annual bonus plan for all their global managers according to their contribution to companys success. c. Global Long Term Incentive (GLTI) The Global All-Shares Plan is designed to ensure everyone in the Company has a stake in their success.

B. LOCAL Vodafone provides rewards and incentives according to their local plans such as Life Assurance, Accident Insurance, Private Medical Insurance, Subsidized Mobile Phones, Service Benefits and Retirement Benefits.

OTHERS HR POLICIES & PRACTICES

Vodafone also provides various policies to the employees: 1. Five days a week 2. Compulsory 10 days off 3. Gifts for anniversaries