Unit-6

Managing Successful Business Project

Recommending improvement strategies for employee

recruitment, selection, and training in a multinational
company to meet international requirements.

(A case of Vodafone Group Plc)

Table of Contents

1
Introduction 4

Aims Of The Project: (P1) 5

Objectives Of The Project: (P1) 5

The Project Management Plan (P2) 6

The costs associated with the project: 6

The Scope of the project: 6

The time frame of the project: 7

Quality of the research: 7

Risks Associated with the project: 8

Work break down structure (WBS): (P3) 9

Gantt chart: (P3) 10

Project Management Plan (M1) 11

Milestone schedule for the project: 12

Conducting Small Scale Research: (P4) (M2) 13

Methodology of the research: 13

Primary Data Collection: 16

Primary Data Analysis: (P5) 18

Secondary Analysis: 24

Accuracy And Reliability Of The Research Methods: (M3) 25

Conclusion And Recommendations: (P6) 26

Reflection On The Report: (P7) 27

Performance Review: (M4) 28

Project Log-Book 30

References 32

Appendices 33

2
3
Introduction
Globalisation is one of the key concerns of modern business management. Initially, multinational
business organisations that have a substantial presence in foreign markets, have to face the
challenges arising from globalisation (Kumaran, 2013). Globalisation doesn't only pose
challenges for the business organisation, it is a key source of the opportunities that lead to the
expansion of the business into foreign markets. British multinational companies like the
Vodafone group PLC hold numerous stakes in global markets. The management requirements
for global markets branch out into different aspects of management. One of the core challenges
inherent to operating in international markets is talent management issues (Gilch, 2020).
Competing and operating in international markets exposes the business to staffing issues.
Domestic employees often find it hard to understand and adapt to foreign cultures. It is necessary
to introduce diversity in the employee recruitment process to better understand the needs of
international markets. It is the objective of this small-scale business research project to evaluate
and recommend employee recruitment, selection, and training strategies for Vodafone Group Plc
to help the company improve its position in the competitive international markets.

Image: Logo of Vodafone UK.

4
Aims of the Project: (P1)
- To improve the recruitment process.

- To introduce an optimal selection process.

- To integrate training programs aimed towards meeting international market requirements.

- To provide comprehensive recommendations to Vodafone Group Plc regarding a better

talent management process.

Objectives of the Project: (P1)

The objectives of this report are provided below:

- To evaluate the current employee recruitment process of Vodafone.

- To analyse the impact of globalisation on the talent management process.

- To illuminate concepts regarding multicultural talent management.

5
The Project Management Plan (P2)
The management plan of this project is provided below:

The costs associated with the project:

The projected costs associated with this particular project are presented below in a tabular
format-

No. Activities Estimated costs

1 Project manager fee €300

2 Transportation expense £20

3 Assessment of the participants £200

4 Managing survey instruments £50

5 Analysing the information £100

The Scope of the project:

This research project will focus on the talent management practices of multinational corporations
in international markets from the perspective of Vodafone group plc. The research project will
evaluate the current talent management practices of Vodafone and identify the shortcomings of
these in the international markets. The project will look into the available literature on talent
management strategies suited for international markets (Sparrow, 2015). The researcher will try
to identify the most appropriate strategies available for Vodafone to meet the talent management
challenges arising from globalization. The current practices in multicultural talent management
practices will be evaluated and a summary of recommendations will be provided to the
management of Vodafone to improve their recruitment, selection, and training programs.

6
The time frame of the project:
This research project is forecasted to be conducted over 8 weeks. The researcher has outlined and
determined interim task periods under the broad project umbrella. The detailed dissection of the
time frame is shown in the latter parts of the report.

Quality of the research:

The quality of any research project broadly depends on four key elements. The quality of this
particular research project based on these elements are discussed below-

1. Inclusiveness: The inclusiveness of the research project is determined by the inclusion of

necessary sources of data in the research project. For this research project, the author to the
initiative to include primary data through a survey questionnaire study and supplemented the
primary data with critical evaluation of secondary data (Sparrow, 2015).

2. Data Collection strategy: Primary data for this research project has been collected through a
closed-ended survey questionnaire study. The participants of the study were randomly chosen.
The participants took part in the study voluntarily and were provided full rights to privacy. All
the participants for the light to develop their opinions before the publication of this research
report. The secondary data for this research project has been collected through the internal
publications of Vodafone. The data has been collected in collaboration with the online Public
Relations channel of the company (Maniatis, 2020).

3. Transparency: The Research report has been conducted most ethically. Data collected for the
Research report has been authorised by the management of Vodafone UK. The survey
questionnaire was prepared by collaborating with the supervisor. No undue influence has been
exerted on the participants to influence their response (DeMaria, 2017). The supervisor of the
research project had complete access to the research project during the preparation. The
employees and management of Vodafone group PLC are provided the light to use the findings of
this report for their benefit.

Looking at the prudential actions of the third under these broad three indicators of quality, we
can justify that this research project is of the highest quality in its capacity.

7
Risks Associated with the project:
This research project like all other projects is susceptible to certain risk factors that may hinder
the progress of the project or reduce the quality of the paper. These risk factors are listed and
assigned a weight in the table below.

Overall Actions to
Risk items Probability Influence
influence mitigate

Inability to Access to the

access .125 4 .5 library
secondary data resources

Possibility of Applying
errors statistical tools
.125 4 .5
and the Likert
scale.

Failure in time Following

.25 4 1
management schedule.

Issues with Using Google

primary .50 2 1 forms.
research

8
Work break down structure (WBS): (P3)
The work break down the structure of this particular project is provided below:

Project Research

Gather team Project control and

Project initiation Project execution
members closing

Discussion with the Selecting

Assigning task Evaluting result
supervisor objectives

Selecting
Collect secondary Secondary data
performance Error finding
data evaluation tools collection

Primary research Taking corrective

Generate idea Preparing WBS
conduction measures

Analysing and
Setting budget Submitting the paper
interpreting data

Setting milestone Presenting report

Conducting task

Figure 1: Work break down the structure of the project.

9
Gantt chart: (P3)
The activities and their assigned timeframes are shown below in the Gantt chart-

Task Week Week Week Week Week Week Week Week

1 2 3 4 5 6 7 8

Setting
objectives

Literature
review

Writing

Primary Data
collection

Data analysis

Production of
report

Recommendatio
n

Writing and
proofreading
the report

Figure 2: Gantt Chart of the project.

10
Project Management Plan (M1)
The project management plan is the collective representation of the strategic decision to be made
to successfully conduct a research project. The project management plan consists of the
following elements-

1. Scope and reliability of the project:

The scope of this research project is limited within the boundaries of Vodafone Group PLC. The
researcher will recommend strategies to improve the recruitment, selection, and training methods
of Vodafone to cater to the international market requirements (Kumaran, 2013).

2. Opportunities and Risks associated with the project:

Every research project is subject to risk and also opens up doors to opportunities. The research
may provide us with new knowledge or end up in critical error. This research project is not
immune to the risks associated. Risk factors have been properly identified and weighed in
previous sections. The opportunity arising from this project is to gain an in-depth understanding
of better talent management strategies suited for Vodafone (Gilch, 2020).

3. Project Progress review:

The project management plant serves as the yardstick for project progress review. As the project
tasks have been planned and assigned timeframes in the previous sections, the project
management plan will help the author to monitor the progress of the study. If the project veers
off it's the predetermined path (Maniatis, 2020). The author will take necessary corrective steps
to solve the issues.

Having this comprehensive project management plan will provide the author with clear direction
and help them conduct the project in an organized manner.

11
Milestone schedule for the project:
The forecasted time frame of the research has been presented in previous sections. In this
milestone schedule, the researcher proposes the time limit in which a particular task is expected
to be completed (Maniatis, 2020). Following this plan, the author plans to spend the first week
determining the focus of MNC and delineating the aims and objectives of the project. By the end
of the second week, the author plans to finish going through several published literature to scope
out the relevant theories and practices related to the topic. From the third week to the fifth week
the researcher will conduct subjective analysis and write down the findings. The researcher also
plans to conduct a micro survey to get primary data to strengthen the subjective study. During
the sixth week, the researcher will accumulate the findings and data to start finalizing the
structure of the paper. The seventh week will be spent creating the appropriate recommendations
for Vodafone. And the eighth week will be reserved for proofreading the paper and preparing the
project review.

12
Conducting Small Scale Research: (P4) (M2)

Methodology of the research:

Type of research approach:

For this particular research project, the researcher will adopt the inductive approach. In the
inductive research approach, the researchers rely on the collection of primary data to reach the
desired conclusion. However, the researcher will look into relevant secondary data to support the
findings from the primary data. The inductive approach requires the researcher to prepare
recommendations based on the findings acquired through the primary study (Neale, 2016).

Primary data collection method:

For this particular project, the primary data will be collected through conducting a small survey
questionnaire study. The respondents of the study will be current employees of Vodafone. By
conducting this service study the researcher will try to gain an in-depth understanding of the
current practices in employee recruitment, selection, and training (Gilch, 2020). The researcher is
hopeful that this survey will provide necessary information to identify the underlying weaknesses
of the current talent management strategies of Vodafone. Based on the findings of this survey
study, the majority of the recommendations will be formulated.

Sample Size:

For this research project, 100 participants from the employee base of Vodafone have been
selected randomly.

Age distribution:

In the sample of 100 respondents, 38 people belong to the age bracket of 25 to 35 years old. 23
people belong to the age bracket of 36 to 45. People belong to the age bracket of 46-55. And the
remaining 12 are over 55 years old.

13
 Age Distribution
12

25-35yrs
15
36-45yrs
46-55yrs
50 Over 55yrs

23

Gender composition:

Of the 100 respondents for 42 identified themselves as female 58 identified themselves as male.

Gender composition

42% Male
Female

58%

14
Sources of secondary data:

The secondary data discounted for this research project have been collected through different
online sources. Most of the relevant data related to talent management strategies in multicultural
international markets have been collected by conducting a literature review. The author of this
report has gone through an extensive amount of secondary sources to identify the appropriate
theories to validate the primary findings. Secondary data has been sourced from textbooks,
online journals, articles, websites, and Vodafone company publications (Cunha, 2018).

Survey Medium:

The survey study conducted for this project has been conducted through the utilization of an
online platform. Due to the ongoing pandemic situation and convenience of study, the survey has
been conducted by using Google forms. The participants voluntarily chose to be a part of this
study and we're provided full right to disclosure.

Statements in the questionnaire:

1. Vodafone has a modern recruitment system.

2. The recruitment process is sensitive to multicultural aspects.

3. Employee selection process of Vodafone is strategically sound.

4. The company chooses the most capable candidates regardless of their culture.

5. Vodafone has essential training programs to improve the quality of its workforce.

6. There are separate training programs designed to learn about the nature of international
markets.

These statements have been created with the view to gather the most understanding regarding the
recruitment, selection, and training process of Vodafone (Kumaran, 2013). The responses
gathered from this questionnaire will help the author identify weaknesses in the status quo.

15
Primary Data Collection:
Tabulation of Responses:

The responses gathered from the survey study are shown below in a table to get an overview of
the responses.

Strongly Strongly
Questions Disagree Neutral Agree
disagree Agree

1. Vodafone has a
modern recruitment 0 12 5 36 47
system.

2. The recruitment
process is sensitive to 18 52 8 22 0
multicultural aspects.

3. Employee selection
process of Vodafone 7 22 5 43 23
is strategically sound.

4. The company
chooses the most
capable candidates 26 16 38 20 0
regardless of their
culture.

5. Vodafone has
essential training
programs to improve 0 3 8 69 20
the quality of its
workforce.

6. There are separate 7 82 11 0 0

training programs
designed to learn

16
about the nature of
international markets.

17
Primary Data Analysis: (P5)
1. Vodafone has a modern recruitment system.

The first statement of the questionnaire was designed to gather a broad understanding of the
sentiment the employees hold towards Vodafone's recruitment system. The author was pleasantly
surprised to find that almost half of the employees (47%) strongly agreed with this statement.
This goes to show that the overall recruitment system if Vodafone employs the most modern
technology and techniques.

1. Vodafone has a modern recruitment system.

12% Strongly Agree

5% Agree
Neutral
47% Disagree
Strongly Disagree

36%

18
2. The recruitment process is sensitive to multicultural aspects.

The hopeful nature of the first statement was quickly subsided with the response to this second
statement. This statement was designed to show whether the current recruitment system is
receptive to multiculturalism. This is a necessary aspect of modern recruitment as a broad
cultural background is constructive towards building a cross-border brand. However, the
responses of the participants left the author skeptical as 52% of them don't think the recruitment
process of Vodafone is sensitive to multicultural aspects of recruitment (DeMaria, 2017).

2. The recruitment process is sensitive to multicultural

aspects.

Strogly Agree
18% 22% Agree
Neutral
Disagree
Strongly Disagree
8%

52%

19
3. Employee selection process of Vodafone is strategically sound.

The employee selection process needs to be strategic as the company needs to choose the most
suitable candidates to achieve its organisational goals. The employee selection process of
Vodafone is considered strategically sound like 43% of the respondents agree that the company
hires the most suitable candidates for reaching its goals (Sparrow, 2015). This however does not
indicate the use of cultural sensitivity in the process. The company selection process is optimal
for the UK headquarters but the researcher suspects it does not hold in international markets.
That is the reason why about 34% of respondents also disagreed with the statement.

3. Employee selection process of Vodafone is strategically sound.

7%
23% Strongly Agree
Agree
22% Neutral
Disagree
Strongly Disagree
5%

43%

20
4. The company chooses the most capable candidates regardless of their culture.

The selection process needs to be a fair and indiscriminate process that accommodates people
from all cultural and ethnic backgrounds into the company. This approach is beneficial for the
modern MNC as having a diverse workforce helps to reduce the cultural shock of entering a new
market (Maniatis, 2020). However, the respondents of Vodafone do not think the selection
process is completely fair. This is reflected in the response where 38% of employees remained
neutral and 26% strongly disagreed with the notion. This is alarming for the company. The
author suspects that the selection of employees from the UK headquarters may lead to such
skewed results.

4. The company chooses the most capable candidates

regardless of their culture.

Strongly Agree
20% Agree
26% Neutral
Disagree
Strongly Disagree

16%
38%

21
5. Vodafone has essential training programs to improve the quality of its workforce.

Training programs can be a window for employees to learn about company processes from a
simulated environment. The respondents of the study have overwhelming support for this
statement. This proves that Vodafone provides a broad range of training programs to its
employee base. The availability and diversity of training programs help the employees improve
their capacities and provide the company with an efficient workforce. A surprising 69% of the
participants strongly agree that Vodafone has essential training programs in place.

5. Vodafone has essential training programs to improve

the quality of its workforce.

Strongly Agree
8% 3% 20% Agree
Neutral
Disagree
Strongly Disagree

69%

22
6. There are separate training programs designed to learn about the nature of international
markets.

Despite having a large variety of training programs at the disposal of the employees, Vodafone
has a concerning lack of programs targeted to educate the employees about the opportunities and
challenges of operating in international markets. International market operations are a complex
concept. The company reduces its chances of succeeding in the international market when it does
not have educated employees on this topic (John, 2015). The employees of Vodafone also feel
the lack of international market-related training as 82% of the employees disagreed with the
given statement. Vodafone needs to introduce training programs that are designed to educate the
employees regarding international market operations.

6. There are separate training programs designed to learn about

the nature of international markets.

7% Strongly Agree
11%
Agree
Neutral
Disagree
Strongly Disagree

82%

23
Secondary Analysis:
The value of talent management in MNCs:

Talent management serves as a major factor in the success of multinational corporations in the
international markets. Successful talent management strategies contribute towards the long-term
growth of the company. Also, day-to-day challenges can be addressed through the introduction
of a diverse workforce (Gilch, 2020). With the rapid expansion of cross-border trade
multinational corporations like Vodafone are bound to take necessary steps to accommodate
recruitment, selection, and training programs that are aligned with the needs of the international
markets (Cunha, 2018).

The growth potential of Vodafone in international markets:

The growth potential of the digital communication sector in which Vodafone operates is
promising in both local and global markets. The digital communication sector of the UK is
fundamentally a fighter sector for the economy. This sector contributed 7.7 % of the total 2018
GDP. This amounts to 150 billion pounds annually (DeMaria, 2017). Due to the covid-19
pandemic, there is a potential risk of losing 115 billion found revenue in the local and global
market in the next decade. Vodafone must identify the Global Trends to create new digital
products. The international markets are highly competitive (John, 2015). The growth potential of
Vodafone in the international market in the next decade is shown in the chart below. Introducing
an effective talent management strategy is one key stepping stone towards achieving this goal.

The potential of introducing training programs:

Training programs are aimed to increase the productivity of employees. Training and
development programs have a positive relationship with company growth and profitability. The
internal research of Vodafone reveals that the existing training and development program
increases the productivity level of an individual employee by 23%. There are different types of
training and development programs in the organization that aim to educate employees working in
different departments (Maniatis, 2020). The overall training and development programs have
resulted in a humility growth of efficiency of 7.3 % annually. The preliminary analysis found the

24
need of introducing training programs aimed at educating employees about international markets.
Deriving the success of all different types of existing training programs, the author is defensive
growth of 12% increase in productivity and profitability in global Ventures (Hewstone, 2015).

Accuracy and Reliability of The Research Methods: (M3)

This particular research project was conducted based on qualitative analysis. Some quantitative
data have been collected through a survey questionnaire study. However, the findings from the
survey questionnaire study have been interpreted based on some subjective judgment of the
author. The type of inductive research approach is adopted when there is a lack of resources to
research along with the unavailability of quantitative data. For this small business research
project, this course of action is considered the most appropriate. The subjective judgment
however is supplemented and strengthened by the findings of the secondary analysis. The
secondary analysis dives into published sources of data to strengthen the claims made in the
primary analysis. The mutual strengthening of the findings in both primary and secondary
analysis improves the quality of this research project.

25
Conclusion and Recommendations: (P6)
The Vodafone Group PLC is one of the largest digital service providers in the domestic market
of UK. The company has also established itself as a major player in the global digital
communication sector. The company has business in more than 25 countries (Hewstone, 2015).
A multinational corporation like Vodafone needs to adopt talent management strategies that
optimise its position in the global market. In this research project, the author evaluates the
current talent management practices at the company. After conducting primary data analysis the
researcher has found that although the company has a robust talent management strategy, some
are lacking in regards to sensitivity to international market requirements (Tolman, 2019). The
author further investigated these issues by critically evaluate internal publications of Vodafone.
The primary analyses and the theoretical understanding from secondary analyses the author I
would like to suggest a set of recommendations for the talent management authority of Vodafone
to improve their international market capacity. These recommendations are-

- Vodafone should have a global recruitment program to introduce a diverse workforce into the
global marketplace.

- The company needs to identify the availability of local talent in global markets and employ
them in their localities to better address local needs.

- The selection process needs to accommodate more diversity based on merit.

- A diversity quota of 25% needs to be imposed on the selection process to introduce initial
cultural diversity in the workplace of Vodafone.

- Vodafone should introduce continuous development opportunities to their employees to let

them acquire excellence in international markets.

- The talent management authority should formulate culture-specific programs to introduce the
cultural trends and traditions to the employees.

- The company has to invest in researching cultural sensitivity integration and possible market
expansion opportunities in cross-border trade.

26
Reflection on The Report: (P7)
This research project was undertaken to determine the talent management practices that are most
appropriate in meeting the international market requirement. From the beginning of the project,
the author was determined to most effective recruitment selection and training methods that will
help multinational corporations like Vodafone Group PLC to take on the challenge of
globalisation. The author conducted a survey questionnaire study to find out the current scenario
of the talent management strategies of Vodafone. This primary research weighted towards
certain limitations in the current talent management strategies of the company. The author part
cemented the primary findings by critically evaluate the secondary sources of data. By evaluating
secondary published data, the author was able to support the findings in the primary research.
Based on these findings the researcher was able to provide recommendations to the talent
management authority of Vodafone that will help the company increase its competitiveness in
the global markets. This research project was a great experience in learning how a full-fledged
research project is managed. The author is optimistic that they will be able to superimposed
learning from this project into future research endeavors.

27
Performance Review: (M4)
1. What was the project supposed to accomplish?

The project was supposed to provide recommendations to a multinational corporation like

Vodafone regarding strategic improvement in recruitment, selection, and training programs to
meet the international market requirements.

2. Did the project succeed in its aims? How do you know? Specifically, please outline
any evaluation and assessment undertaken.

Yes, the project has succeeded in its AIMS. This is evident through the findings in the primary
research who add the author was able to discover several shortcomings in the current talent
management strategies of Vodafone. The reflective study of the report summarises the basis of
success.

3. What things do you think worked well and why? Evaluate all aspects of the project (e.g.
initial inception, project activities, and project outcomes) from a range of perspectives.

The primary data Collection through survey questionnaire study was a great success. The
researcher was able to formulate a closed-ended survey questionnaire that was provided to 100
randomly chosen participants. The survey questionnaire utilizes the Likert scale model to
quantify the responses. The author felt the need of conducting primary research while Consulting
with the supervisor. The questionnaire was prepared through this collaboration and the outcome
of the primary research was deemed as satisfactory by both parties.

4. What problems emerged during the project and how were they tackled? Was there
timely identification of issues and resolution during the project process?

There weren't many issues that the researcher faced while conducting this project. The minor
issues were the inability to conduct a field study. The researcher chose an online platform to
reduce this problem. Also acquiring internal audit information of Vodafone was challenging as
there is a privacy concern. All of the issues were identified and resolved promptly.

5. What did you learn from undertaking the project?

28
This research project was a great opportunity for the author to learn about industry practices in
talent management. The author also gained a theoretical understanding of the impact
globalisation has on multinational corporations. The whole research process has provided the
author with invaluable experience in project management.

6. How would you rate your performance as a project manager?

The author was able to complete this research project with support from the supervisor. Being an
inexperienced researcher, this was a successful occasion of research for the author. The author is
hopeful that by using this experience they will be able to develop themselves in the future.

7. What strengths and weaknesses of your performance did you identify?

The author identified the ability to provide a subjective verdict on a research finding as a strong
point. However, the inability to conduct quantitative research remains a weakness.

8. How will this information and support your continuous professional development?

The author is hopeful that conducting this research project will help them in their future career
ambitions. Understanding globalisation and talent management will help the author perform
better in the workplace.

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Project Log-Book
Project Logbook
Name of the learner:
Project Title: “Recommending improvement strategies for
employee recruitment, selection, and training in a
multinational company to meet international
requirements.”

Date: (4th Week)

Update of weekly research/ tasks achieved I have formulated a close-ended survey questionnaire
 What have you completed in this period? for my primary data collection. I am in alignment
with my project plan. I did not require any changes
 Did you complete the work that you had
in my project plan at this point.
planned?
 Are you on track and within deadlines set?
 Did you need to make any changes to your
project plan?
Any risks and/or issues identified? During the formulation of the survey questionnaire, I
 Did you identify risks/issues with a lack of skills faced issues with setting the statements. My
supervisor helped me overcome this issue. The
required for undertaking research tasks?
Covid-19 pandemic has hindered me from the
 Did you identify any additional risks/issues that surveying field.
have an impact on the project management plan?
Problems encountered I was unable to reach the participants physically.
 What challenges did you face? That’s why I resorted to providing them the
questionnaire through Google Forms.
 How did you overcome them?
New Ideas and change of project direction No, at this point no change has been introduced to
 In developing work, addressing risks/issues, has my project direction.
the direction of your work changed?
 How does your work justify the change of
direction? Is this clear?
 Do you feel this change of direction has enhanced
your work? How?
What have you learned about yourself through your I have found that I am a good manager. I can manage
work? time well. I hope this will help me in my future
ambitions. When I faced some minor issues I did not
 What are the most important things that your
feel overwhelmed. I think I dealt with this project
work has revealed to you? How might this quite professionally. Although I need to improve my
learning apply in the future? analytical skills.
 How did you feel when you had to deal with
challenges/problems?
 How well do you feel you have performed?
 What can you improve?

Next steps for your work Points to consider: I should prioritise the subjective analysis of primary
 What aspects of your work should you prioritise? data. I have allotted sufficient time to complete this.
 Have you allowed sufficient time for completion?

30
Project plan status to date (on, ahead, behind) I feel I am on track to finish my work in time and my
 Do you feel you are on track to complete your work shows my achievement of learning outcomes.
work on time? If not, how will you address this?
 Do you feel your work shows your achievement
of the Learning Outcomes? If not, what do you
need to do?

Tutor Feedback

Signature of the tutor and date:

31
References
1. Ang, R., 2011. Vodafone Global Telecommunications: Optimizing Operations. SSRN
Electronic Journal,.

2. Cunha, J.A.C. da (2018). Secondary Data in Research – Uses and Opportunities.

PODIUM Sport, Leisure and Tourism Review.

3. DeMaria, A.T. (2017). Elements of Effective Employee Relations. Management Report

for Nonunion Organizations.

4. Gilch, P.M. (2020). Recruiting digital talent: The strategic role of recruitment in
organisations’ digital transformation. German Journal of Human Resource Management:
Zeitschrift für Personalforschung.

5. Hewstone, M. (2015). Construing multiple ingroups: Assessing social identity

inclusiveness and structure in ethnic and religious minority group members. European
Journal of Social Psychology.

6. John, J. (2015). Relevance of Employee Development Plans in Employee Performance

Management. SSRN Electronic Journal.

7. Kumaran, V.S. (2013). Towards an automated system for intelligent screening of

candidates for recruitment using ontology mapping (EXPERT). International Journal of
Metadata, Semantics and Ontologies.

8. Maniatis, P. (2020). Evaluation for Selecting and Hiring of Employees in a Multicultural

Environment. Journal of Business & Economic Policy.

9. Neale, J. (2016). Iterative categorization (IC): a systematic technique for analysing

qualitative data.

10. Sanghavi, D., 2015. Vodafone Transfer Pricing Decision: A Mistake of Judgment. SSRN
Electronic Journal,.

11. Sparrow, P.R. (2015). What is the value of talent management? Building value-driven
processes within a talent management architecture. Human Resource Management
Review.

12. Thomas, C. (2018). Talent management and building high performance organisations.
Industrial and Commercial Training.

13. Tolman, S. (2019). Implement low-cost strategies to retain employees facing shrinking
salaries. Recruiting & Retaining Adult Learners.

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Appendices
Sample Questionnaire

1. Vodafone has a modern recruitment system.

Strongly Agree Agree Neutral Disagree Strongly

Disagree

2. The recruitment process is sensitive to multicultural aspects.

Strongly Agree Agree Neutral Disagree Strongly

Disagree

3. Employee selection process of Vodafone is strategically sound.

Strongly Agree Agree Neutral Disagree Strongly

Disagree

4. The company chooses the most capable candidates regardless of their culture.

Strongly Agree Agree Neutral Disagree Strongly

Disagree

5. Vodafone has essential training programs to improve the quality of its workforce.

33
 Strongly Agree Agree Neutral Disagree Strongly
Disagree

6. There are separate training programs designed to learn about the nature of international
markets.

Strongly Agree Agree Neutral Disagree Strongly

Disagree

34