Human Resource Management


Vodafone Hutchison Australia (VHA) is an Australian telecommunications company which provides mobile and fixed broadband services. Vodafone Hutchison Australia is a joint venture between Vodafone Group and Hutchison telecommunications. The 4G mobile network covers 22 million Australians. VHA employs around 1500 people in Sydney, Brisbane, Perth, Melbourne and Adelaide offices. Vodafone Hutchison owns 100 company retail stores all over Australia. VHA is trying to invest in 5G technology for mobile networks and broadband connections. The mobile customer base of VHA is around 5.75 million and the fixed broadband base is around 114,000 in all over Australia.

Current priority areas for the organization

Vodafone Hutchison Australia (VHA) is keening to invest in the emerging new technologies for the development of the HR solutions in the company. HR technology is an enormous part of the business world. There are various areas in the organization which consists of potential for technology investment and help in developing HR solutions of VHA.

Recruitment priority area in HR solutions has great potential for technology investments. Traditional recruitment processing involves more physical presence which contains time and time equals money for large organizations like VHA. Investing in technology in recruitment area will improve its procedures and enhance the rate of the searching best talent for the company(Stone, et. al., 2015).

Employee engagement is another priority area which contains the potential for technology investment. With the investment in technologies, employee engagement will improve. The employee engagement in the company will benefit companies processing and structure to enhance the overall performance which will result in the success of VHA. The employees will feel at ease with the technological investment for their area of interest and improvise the working culture in the company. These priority areas for the organization contain the potential for the technology investment of various kinds to improve the HR solutions faster than ever before.

Benefits of technology applications in the Recruitment priority area Technology applications/tools are emerging in the business world rapidly and impacting their influence on HR solutions in organizations. Multiple areas of businesses are getting to invest in the technological reforms in the processing and functioning of organization keenly. Vodafone Hutchison Australia is also an organization which is very keen to invest in the technology reforms for their HR solutions(Guest, 2017). The recruitment priority area is being selected for technology investment with high potential.

Conversational interfaces and robotic process automation are the technologies which can be deployed in the recruitment area of HR solutions to take benefits in the competitive advantage in the market. Conversational interfaces are like chat-bots which interact with the interviewee and gain information which helps in the saving time of HR manager for more productive activities. The recruitment process in VHA will enhance by using conversational interfaces which help in interview and hiring process for the HR manager. Time will be saved, the financial cost for interviewing multiple candidates for a single post will be saved, and many more are the advantages of using conversational interfaces in the recruitment area. When the recruitment process will become fast, the best talent in various fields of VHA will join the organization and adjoins in performance increment. The performance will influence the competitive advantage of VHA in the global market.
The conversational interfaces are also called as chat-bots which help in the recruitment area of HR solutions in Vodafone Hutchison Australia. There are various kinds of benefits which can be gained by the use of chat-bots technology in recruitment to gain a competitive advantage in the market place and market share(Jamali, et. al., 2015). The candidates experience increases with the use of conversational interfaces in the recruitment area of VHA. The recruitment process becomes easy with the advancement of using technology investment in this area. This will improve the performance of the company. The most talented candidates can be selected from the use of technology in priority areas of the company. This technology also helps in high volume administrative or repetitive tasks. This increases the competitive advantage of VHA in such a manner that candidates acknowledgement can be increased, candidate applications will improve, qualification enhancement in improving recruitment procedures in the company for HR solutions and have improvement technological investment in this priority area. Thus the chat-bots will increase the recruitment accuracy which will enhance the performance when the candidates hired of new talent in the progress of company for the investment in the technological reforms for gain competitive advantage in such a way that HR solutions will rapidly gain deployment.
The robotic process automation is another technology which can benefit the recruitment area of VHA through its potential in technological development. VHA can use robotic process automation which is a kind of business software technology, works on artificial intelligence and it is used to perform the repeated task on high rate. The recruitment process is also an area which requires repeated functions on high rates. The process of recruitment can gain speed and rapidly complete the process of hiring for a specific position. This will save the time and finances required in the traditional hiring process(Aryanto, et. al., 2015). The quality employees will be hired based on artificial intelligence knowledge preference. This will help Vodafone Hutchison Australia to gain a competitive advantage with the help of competitive employees. The performance and encouragement of employees will increase. The market will give special attention to the products of the company which hire their employees through technological applications and tools and this will provide recognition to the company. This will enhance the overall performance, market value and shareholding of the company with a raise in a competitive advantage for the products.

Robotic process automation is an effective method which helps in the VHA recruitment methods and process in a better manner. The leveraging robotics in recruiting allows talent acquisition and HR specialists to develop accurate hiring decisions rapidly by enhancing efficiency all around the recruitment business operations and its functions.

This is that process which assists VHA Company in gaining high competitive benefits where they easily recruit talented and skilled employees who can perform work in the business and gain high goals and objectives. In this, the robotics is helping the firm in completing all the tasks and work. RPA is a new emergent technology in the recruitment process and this assist in business progress and competes to stay on the top of their business game(Longoni, et. al., 2018). The RPA system reduces the manual based work and speeds up the company development and growth level by facilitating the real-time interaction that is lead to find out an accurate candidate with job matching. It will assess how to apply for a particular position in VHA. RPA also assist recruiters of VHA to eliminate which is not associated to the required position. This system useful for sending the automatic communications for the candidate through the email and message, however, this is also processing, arranging and gathering of required data related to the candidate which are useful for the future.

Benefits technology applications in Employee engagement priority area
Employee engagement is another priority area of HR solutions which consists of high potential for technology application investment. Employee engagement is the extent to which employees are passionate, committed towards the organization and put the discretionary effort in their job. The use of technology applications and tools in employee engagement in Vodafone Hutchison Australia is increasing rapidly in the HR solutions. Machine learning and artificial intelligence technologies can be used in employee engagement are in HR solutions at Vodafone Hutchison Australia(Sparrow, et. al., 2015). These technological applications will help in benefitting the organization in gaining competitive advantage in the market place.

Artificial intelligence is referred to simulations of human intelligence in machines by programming them to think and mimic like humans. This is an evolving technology which is being used in various kinds of the organization for different purposes. The VHA can use artificial intelligence in employee engagement which can help to gain benefits and competitive advantages in the market place. Employee engagement is related to their passion and commitment. This can be improved by using AI technology in a daily working environment in VHA. The employee’s interest in their working culture will improve and encourage their commitment and passion for working in an organization with the latest technological tools and advancements. This will improve the overall performance of the company and enhance the market share which provides competitive advantages to the company.

Artificial intelligence applications involve various kinds of activities in the company. This provides intelligent assistants in the daily working criteria for employees. The learning process and data information in the streamline business processes will be benefited with the use of artificial intelligence in the organization(Gallardo-Gallardo, et. al., 2015). The interpretation of data will become better and predictions will be accurate and cost will be cut down with the use of artificial intelligence technology in HR solutions for Vodafone Hutchison Australia. This practice will improve employee engagement in VHA for HR solutions techniques. Artificial intelligence helps the HR manager in improving employee engagement in VHA with the help of various tasks in the organization. The artificial technology helps in personal issues of employees, workplace culture issues, communications troubles, employee recognition schemes, employee assistance programs, low work engagements, physical and mental health problems in employees. These issues and problems can be solved by the HR manager with the use of artificial technology and improving employee engagement in the organization. There will be different kinds of benefits as per the involvement and increment in the employee engagement to gain a competitive advantage in the rival companies for beneficiaries in market value and share value.

Machine learning is an application of artificial intelligence. This technology proves the ability to self-learn and improving skills from just experience and without explicit programming. The machine learning focuses on the development of programs for accessing data and learning purposes. The employees can learn from the technology of machine learning and can take advantage of their working procedures. The work can become easier with the help of machine learning technology in Vodafone Hutchison Company. This will improve employee engagement in the company. Employee engagement will provide benefits for the company in gaining advantages in the competitive world through technological development in HR solutions of the company. This technological implementation will enhance employee engagement with the company’s objectives and targets. The passion and commitment will engage and provides learning opportunities and enhancing skills in technological environment simultaneously with other office working(Russell, et. al., 2016). The market share will improve with this technological involvement in Vodafone Hutchison Australia. The competitive advantage of the company will be enhanced with artificial intelligence and machine learning opportunities in HR solutions priority areas.
Machine learning technology helps in increasing performance development of employees through using machine learning in working criteria of Vodafone Hutchison Australia Company. The performance development help in career progression and guidance for the opportunities can be provided with the help of machine learning. The employees can support customized training and learning recommendations for the organizations working procedure in the company. Remote guidance and learning can be provided to the employees in an organization which will help in employee engagement of HR solutions in the company(Nolan, et. al., 2016). The employees who are away from the premises can gain knowledge and skills from remote areas. Employee engagement will also gain power from the use of machine learning by reducing bias in appraisals and career progression. The machine learning will take a record of the learning and opportunities will be provided on that basis. Thus the employee engagement in Vodafone Hutchison Australia will increase in HR solution. The managing rewards and benefits will be gained by machine learning which will enhance the employee engagement in VHA. The streamline and accelerating decision making in an organization will be improved which will eventually provide competitive advantages to the Vodafone Hutchison Australia.


There are some recommendations which help in improving the business functions and operations that are described as under:

Adopt the latest technology –VHA needs to adopt advanced and new technology which helps in maintaining its business operations and its specific areas that are a required improvement for further activities. Moreover, the company management needs to conduct the meeting before the adoption of some new technologies and gather all the employees and other staff member’s views and opinions regarding the use of technology which can help in recruitment and employee management functions accurately. After discussion and consult with employees, they can implement such technologies in an organization to gain better performance(Grizzetti, et. al., 2016).

Use cost-effective methods –VHA also requires focusing on the usage of cost-effective tools and application which do not majorly effect on the budget and balance of the company. The company needs to analyze the different tools that can help maintain and operate the business operations properly. For this, they require to analyze the whole market where they gain knowledge and information about how to use cost-effective techniques to effectively operate their functions.

Improvement in customer services –An organization also needs to improve its customer services which increasing growth and development level continuously. For this, they should provide quality based telecom and internet services to potential customers which helps in fulfilling their customers’ needs and wants. moreover, they should analyze their clients’preferences and choices according to this they need to make improvements and do required changes in their current facilities which enhancing business success.

Maintain internal business risks–VHA is the international telecommunication and internet service provider company that satisfying their desired customers’ needs and requirements. The company should focus on maintaining and managing internal risk which can create a negative influence on the business functions and its activities. Furthermore, it is important for a firm is to develop some changes that can reduce the issues and problems related to internal business growth and development.


Based on the above-described report, it has been concluded that human resource management is a procedure that helps in maintaining and managing business operations in a better manner. This is important for VHA is to focus on some specific areas which help them in managing their internal services that gain desired goals and objectives. Along with this, the HR manager concentrates on two common functions involves recruitment and employee engagement. These are some areas which need improvement so that company can easily maintain their internal functions. There are technologies and tools are used under each area which helps in improving the operations and its functions effectively. Some of the recommendations which help the company in maintaining changes and improving business functions which include managing internal business issues, improve customer service, adopt the latest technology, and use cost-effective techniques.


Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), pp.139-145.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015.Exploring human resource management roles in corporate social responsibility: The CSR‐HRM co‐creation model. Business Ethics: A European Review, 24(2), pp.125-143.
Aryanto, R., Fontana, A. and Afiff, A.Z., 2015. Strategic human resource management, innovation capability and performance: An empirical study in Indonesia software industry. Procedia-Social and Behavioral Sciences, 211, pp.874-879.
Longoni, A., Luzzini, D. and Guerci, M., 2018.Deploying environmental management across functions: the relationship between green human resource management and green supply chain management. Journal of Business Ethics, 151(4), pp.1081-1095.
Sparrow, P.R. and Makram, H., 2015. What is the value of talent management? Building value-driven processes within a talent management architecture. Human resource management review, 25(3), pp.249-263.
Gallardo-Gallardo, E., Nijs, S., Dries, N. and Gallo, P., 2015. Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), pp.264-279.
Russell, Z.A., Ferris, G.R., Thompson, K.W. and Sikora, D.M., 2016. Overqualified human resources, career development experiences, and work outcomes: Leveraging an underutilized resource with political skill. Human Resource Management Review, 26(2), pp.125-135.
Nolan, C.T. and Garavan, T.N., 2016. Human resource development in SMEs: a systematic review of the literature. International Journal of Management Reviews, 18(1), pp.85-107.
Grizzetti, B., Lanzanova, D., Liquete, C., Reynaud, A. and Cardoso, A.C., 2016. Assessing water ecosystem services for water resource management. Environmental Science & Policy, 61, pp.194-203.