Here is a little help hint on what a good outline looks like

Here is a little help hint on what a good outline looks like for your reflective outline. Do not copy the content, but certainly use the outline to help guide your flow. Please make sure to use word count on your paper which needs to be (750-1,000). You will assume the role of a unit manager who is evaluating the last year and looking ahead to the next year.

Please include 2 outside references and use in text Citation.

HERE IS THE COMPANY YOU SHALL BE USING:

Publicly Traded Size: Small Business Sector: Cellular Service Provider

Funding: Stockholders/market

Stakeholders: Employees

Decision makers: Managers

Formal organization: For-profit Corporation

Human Resources Department: Strategic and Transactional

Stage in Organizational Lifecycle: Growth

Find a cellular phone company that fits this description and then follow the format below and please include references and in text citations.

Reflective Summary

INTRODUCTION:

This Organizational evaluation will be used to assess the overall performance of Company??? In the areas of performance management, hiring, retention, and diversity management. This evaluation will pay a vital role in ……….. The objectives established for the company during this year ……... These objectives address the requirements of the Company??? Organization, regarding retention, performance improvements and the implementation of the diversity management programs.

OBJECTIVES:

Identify organization development initiatives that ………

Develop compensation packages ……

Develop effective performance management plans……

Develop diversity management programs…….

Organizational Performance Strategies

Company???Must align company related strategies to learning and development, a good illustration would be in people centered training programs that …….. The HR strategy goes along effectively with specific strategies for the basis of company mission of ………. (Generator, 2014)

The incorporation of training evaluations upon completion of learning and development can assist with business strategy and …………. (Kirkpatrick, 1994) With the development of effective training programs Company??? Will decrease the number and regularity of customer complaints and …. (Generator, 2014)

Hiring and Retention

Company??? Must recruit quality staff it is necessary to implement the compensations packages ……. For instance, an exceptional performance evaluation may possibly result in …... A total compensation plan may include Sick/personal leave… Paid vacation days will accrue by ………. In addition… These new policies are essential in ……..

Performance Management Cycle Plan

Performance elements describe what have to be done and standards inform how effectively they have to be done. Following the 8 Phases is the key to a successful performance plan. (Employee Handbook, 2014) The accomplishment of the performance appraisal process …………

Phases of the Performance Plan

Diversity and Equal Opportunity Employment

Human resources staff will develop EEO orientation through facilitating dialogues on workplace diversity and federal, state and local labor and employment laws. (Mayhew, 2014) HRM will emphasize Company???Commitment to a workplace with zero ………... The affinity groups will promote the goals and objectives of workers who have an interest in workplace equality based on race… (Mayhew, 2014)

Successes and Areas of Improvement for the Future (This is a high missed area because it is often not addressed)

The organization is committed to signing off on any proposal presented by human resources which proves feasible and improves the quality of life for……………. Working with each supervisor one at a time in order to improve……………

Conclusion

The object of the hiring process should be to attract and identify potential employees who have …………… through diversity and nondiscrimination policies. Likewise, employers and employees both benefit from a work atmosphere ……………... Completing performance management plans and making sure employees know what\'s expected ……….. Individuals that meet and exceed expectations. The final step in the performance management planning process is to evaluate the results! (Noe, Hollenbeck, & Gerhart, 2013) With equal employment opportunity it is important to have ………………. Company??? Will offer a competitive benefits package, including health insurance, leave, and a 401K plan…….. Lastly

References (Last page by itself)

The Vodafone Ltd. Processes and Strategies Analysis

An essay on how the company has performed in the last one year and how further growth needs to be achieved

Introduction:

Vodafone Ltd., headquartered at London and founded way back in the September of 1991, has grown now to be one of the largest and most successful international cellular service providers with more than 403 million registered international customers to this date. The organisation that was a local mobile operator in Newbury, U.K is now a multinational company, in just a matter of over 25 years.

In view of this, and from the point of view of a stronger future for the company, there has to be a ‘constant transformation’ of the organisation’s businesses and operational strategies. A uniform strategy that will allow our company to grow better and provide an even better service all at the same time keeping in view our respected workforce that drives the company forward. This essay is about an evaluation of management practices in the last one year that included the hiring process, retention and diversity management and what changes need to be introduced to set in an overall performance in the coming year.

This evaluation will play a vital role in analysing our company’s past and future and give an easy-to-understand bird’s eye view of what lies ahead and how we intend to face it. Following are some of the objectives that need to be achieved during this financial year:

These objectives are therefore a must to be realised for the company to keep growing and we believe every regional manager needs to be aware of the intention of the whole organisation presented through this report.

Organisational Performance Strategies

As the name suggests, this portion will evaluate the profits, marketing performance, employee performance and capital management of the organisation.

At the end of financial year 2014, total revenue earned was $38.85 billion¹ while operating income remained at a low of $3.91 billion². At the same time, profits earned were at a degree of $9.12 billion³ which in the company’s shared opinion is a ‘fine performance’ shown by the financial strategy that has potential of further improvement. With all the positives already listed above, the downsides of the situation were the high amount of assets and equities recorded at $121.8 billion⁴ and $70.80 billion⁵ respectively. Although these figures have recorded a negative growth, the company still needs to be vigilant as far as deficits accounting for assets and total equity is concerned.

Vodafone must align itself to strategies of learning and development, a good illustration that could be seen in the training programs that are regularly held at London, Copenhagen, Leipzig and in some centres of Vodafone India. Vodafone is one company that believes in best of salaries and packages rewarded to its employees and has successfully recorded growth in average salary figures; so much so that the HR strategy has gone quite well in accordance with the company mission of Work hard and earn harder. The incorporation of training and evaluation programmes upon completion of the training process assists in business strategy of growth and development (Kirkpatrick, 1994). After all, employees personally undergo training for a better livelihood and standard of life. Vodafone should thus always, in respect of its employees and in accordance with organisational development, keep up with the process of employee development and training. In fact, according what our estimates tell us, in FY 2013, we trained some 1500 personnel that increased our revenues by almost a million dollars. Henceforth, training and development, that is an integral part of organisational growth, will be made an essential part of our company’s policies.

Hiring and retention

The process of hiring should always stick to the rules of friendliness. Here at Vodafone, since we do not believe in alienation of any worker, because its the workforce itself that makes up the organisation, we need to ensure that every hiring process at every Vodafone office is free of discrimination, bullying or any other such act that could result in undermining the self respect of any prospective candidate. We do not tolerate such behaviour and the employer will be liable to punishment under the law and the company’s rules.

In continuance to that, we also have to ensure that each and every employee at Vodafone gets the value he/she deserves. For this, we have a range of policies that will not only make lives of our staff better but more valuable and meaningful. The compensations package that got announced last year is now fully implemented. This will ensure that quality staff will always remain with us like a family. Vodafone also believes in recreation right from the top level CEO to a simple customer executive. For this, important parameters like the number of days on leave, sick days, paid vacations are at all means necessary to increase the organisation\'s efficiency and productivity. Since that is the case, we will have absolutely no issue when it comes to ‘work from home’ requests for appropriate posts. This will also save our office costs as well as lessen our electricity bills. These new policies will ensure that our organisation’s productivity will increase without becoming too heavy on the cost figures.

Performance management cycle plan

Performance elements describe what needs to be done , how it it needed to be done and the standards that need to be kept in mind while performing a process. As an example, our Customer Care that is one of the biggest departments has an extensive handbook that prints the standards that need to be followed when addressing customer grievances - from how the representative needs to communicate to the number of days a grievance needs to be addressed. We have received reports that suggest our Customer Care needs a little more improvement when it comes to adhering with company standards. For this the next year will see a new handbook that explains why standards need to be followed and how these will affect employees’ productivity. The objective here will be to enforce better standards and improve productivity.

Regular and periodic performance appraisals will also be conducted to remove any element the company feels is performing below the potential.

Successes and Areas of improvement for the Future

Vodafone is committed to constant development and growth side by side with recreation and human development. We are therefore always welcome to signing off and receiving feedback by the human resource managers that proves feasible and improves the quality of life of our workforce as well as pushing forward the organisation that we inherit and work in. We therefore urge and request all regional HRDs to always keep in contact with us and communicate with us with whatever they feel needs to said or pointed out because we are here to act, always.

Conclusion

The object of the overall hiring process has been laid out in this essay. We intend to attract and identify candidates who have and maintain standards, qualities and a purpose in their lives. This is what makes us stand out from the crowd. Through diversity and nondiscrimination, we are sure that our HR managers will be able to accomplish the objectives laid out here. Evaluating performance of each employee will be the task of the employer to ensure that standards are adhered to and deserving packages and sops will be provided to them. With equal opportunity comes great responsibility and we need to keep monitoring our organisation’s development.

Lastly, we wish the Vodafone family good luck and best wishes!

References

^[1]Wikipedia, Annual report 2014.

^[2]Wikipedia, Annual report 2014.

^[3]Wikipedia, Annual report 2014.

^[4]Wikipedia, Annual report 2014.

^[5]Wikiepdia, Annual report 2014.