Key trends/challenges
Key trends/challenges for international HRM
It is stated that ample of issues affect the success and growth of the firm adversely. In today’s competitive world, Telstra desires to maintain an effective competitive edge, both now and future in the future needs human force well to conduct business activities in a hassle free manner. It is the responsibility of HRM to train the employees for accomplishing the desired objectives and goals. But managers are facing several issues while handling the employees at international level. The key trends or challenges include education, mobility, health and safety, technology, political and legal issues that can be faced by the human resource managers in the international market. These challenges affect may affect progress and targets of Telstra in the competitive market. After the various studies, it is reported that Telstra is a multinational company who is offering wide range of telecommunication and internet services and products to the customers around the world. In today’s modern world, various factors are affecting the desired objectives and goals of Telstra adversely. Some of the key trends/challenges have been discussed below.
Technology issue
It is stated by Karthikeyan (2018) technology issues have a significant and crucial impact on the HR business strategies and practices. If the company adopts new and advanced technology, firstly the requirement of the skilled persona is remarkable. In order to grow and survive in the international market, Telstra definitely needs of the skilled and qualified personals in the competitive market. New and advanced technologies have ruined many lower end jobs with frustrating regularity (Shen, Chanda, D’netto & Monga, 2009). Due to technology issues, the pressure of cost effective in each and every aspect has also forced Telstra to go lean and thereby they start to reduce the extra cost at every managerial level. A literature is presented by Banerji (2013), it is analyzed that the largest issue or concern due to innovative and advanced technology is adaptability. It is very typical for the workers to adopt technological and managerial changes easily. It is analyzed that technology issues may put direct impact on the efficiency and outcomes of the employees and organization as well. It is argued by Singh, Darwish, Costa & Anderson (2012) that technology issues not only affect the performance and effectiveness of the workers but also may have direct impact on the targets and objectives of Telstra.
Other perspectives of technology
Although, technology may put direct impact on the business but it also provides ample of benefits to the human resource managers. Telstra is a telecommunication company therefore technology plays a major role in performing tasks and duties effectively. With advanced technology, Telstra has become a popular alternative to avoid and reduce the daily commute where the workers use internet and phones to transmit their office works. By using effective and advanced technology, the company enhances and uplifts its profitability and outputs. With advanced technology, Telstra can recruit skilled and talented workforce in the competitive market (Nankervis, Baird, Coffey & Shields, 2016).
Impact of technology on HR practices
Online applications are received by the company to conduct interview successfully globally. Low and poor technology could affect the talent management within the organization. Due to ineffective technology, Telstra could not able to recruit and attract qualified workers for achieving the desired objectives and goals. Thus, it affects the talent management adversely. On the other hand, technology advancement put various positive impacts on the training and development and performance management. It is stated that technology can be utilized to conduct performance assessment and evaluations. Technology helps in offering infinite potential for each and every human resource functions. The effectiveness and efficiency of the employees can be increased and improved with effective and innovative technology (Story, Barbuto Jr, Luthans & Bovaird, 2014).
Retention and mobility issues
Mobility may affect the long term profitability and outcomes of Telstra adversely. Mobility may be defined as a ability to move easily and freely. It is noted that mobility is one of the most significant issues for HR to grapple today and beyond. While constant quit the job can be exciting and keep the employee’s work and performance interesting, it can also be a quite hard on family members. Due to mobility, people want to work in contingency environment for part time and temporary. It may influence the growth and effectiveness of the workers adversely. Mobility is one of the biggest challenges for international HR to make happy the existing employees at the workplace. It is further quite complex to make good and powerful relationship with employees within the organization. In mobility, employees try to switch the current job or employment for getting ample of opportunities in the international market. Therefore, the company is failed to retain talented employees with good skills and knowledge in the firm. Due to mobility issue, the firm has to bear a great and heavy loss which can affect the sustainability and development of Telstra adversely (Imercer, 2018).
Other perspectives of mobility
Mobility sometimes also puts positive impact on the growth and performance of Telstra. It is elucidated that mobility is a vital and unique aspect of being healthy in the international market. Mobility also increases potential and strengths of the employees as it also improves and expands the business activities and operations widely. Telstra becomes more competitive to handle and overcome the competitors in the global market with the help of employee mobility. It has been analyzed that mobility also provides ample of benefits to HR. Increasing in mobility becomes a reason of enhancing and boosting the demand of expert worker in the workplace. Employee engagement and effectiveness can also be increased with the help of mobility. Mobility further boosts and improves the confidence and level of satisfaction of the employees. It provides a great opportunity to enhance knowledge and improves skills in the international market. Thus, Telstra needs to conduct various mobility programs and sessions for enhancing mobility globally. It helps to achieve long term objectives, mission and targets in the competitive market.
Impact of mobility
It is analyzed from the various studies that mobility puts various positive and negative impacts on the performance management, training and development and talent management. Mobility puts adverse impact on the talent management and retention of the workers because most of employees decide to move from the job or emplacement due to mobility issue (Farndale, Scullion & Sparrow, 2010). The confidential information and facts are shared to the rivalries due to mobility concerns (Paauwe, 2009). Along with this, Telstra will have to invest on training and development of the workers which can become one of the greatest issues for international HR. Moreover, training and development process is also very expensive that can put direct and adverse impact on the financial performance and image of Telstra. On the other hand, the performance management practices would further be affected by employee mobility. Mobility hampers the quality of work of the employees thus, it is not suitable and effective for performance management system. The goodwill and brand image of Telstra could also be affected due to mobility issue (Centretechnologies, 2018).
Political/legal issue
If there are changes in legal and political environment, then all the aspects of human resource management would be influenced by the legal and political environment. The key aspects of political and legal environment include the various macro environment factors such as various labor regulations, rules, policies, nature of work contracts and case laws etc (Boselie, Brewster & Paauwe, 2009). With the introduction of new workplace policies, standards and compliance, Telstra HRM is frequently under pressure to stay within the law (Zanko, Badham, Couchman & Schubert, 2008). These types of rules and legislations may affect every process of HRM such as hiring, training, termination, and compensation. Without adhering to such rules, and legislations, Telstra could be fined extensively that can hamper the image of the firm in the international market (Kusluvan, Kusluvan, Ilhan & Buyruk, 2010). Due to ample of political and legal issues, the company may fail to appoint talented and qualified workforce for attaining common organization’s goals and objectives at international level (Freidman, 2013).
Other perspectives of Political/legal factors
If the country maintains strong and powerful political and legal system then it can attract wide range of skilled and efficient workforce globally. Along with this, HR would be able to manage and handle the workers in the firm in an effective way (Edgar, Geare, Halhjem, Reese & Thoresen, 2015). The stable political system further helps Telstra to contribute towards the development and growth of the country. Each and every country has different labor laws, rules and legislations thus it also helps to attract maximum talent in the competitive market (Healthknowledge, 2018).
Impact of political/legal factors
It is stated that government plays a major and significant in international HR of Telstra. The company is responsible to abide all rules, regulations and legislations within the organization. It also has a great impact on the procedure of training and development and talent management of Telstra in a large extent. It is reported that talent management and retention is high influenced by the changing political and legal conditions of the country. Changing in rules and political system would lead various risks and challenge in the global market (Collings, Wood& Szamosi, 2018).
Human resource management and culture similarities and differences
The trends and challenges entertained by the human resource management create various cultural similarities and differences in Telstra. Some of the similarities and differences have been discussed below.
Evaluation
On the above mentioned study, it is analyzed that the changes in technology, mobility and political and legal issues are the largest and major issues for the International HR manager. These issues and challenges have a great and high impact on the effectiveness and performance of Telstra. The paper outlines that how these three issues may destroy the financial image and position of the firm (Janssens & Steyaert, 2009).
On the other hand, these three factors are also essential to make a dynamic image in the minds of the customers. The favorable and unfavorable perspectives related to technology, political factors and mobility also have been explained that could influence the outputs and development of Telstra. It is further evaluated that key trends and challenges also affect the culture of the company adversely and positively as well. Thus, IHRM helps in implementing new and innovative policies, plans and approaches within the organization. The three issues such as technology, mobility and political/legal issues also affect recruitment, selection, compensation, rewards and performance management system. Due to these issues, the employees are failing to perform roles and responsibilities effectively. Further, they start to quite the job due to key HRM issues. It decreases sale of the company along with this, absenteeism is also increasing due to such issue (Greenwood, 2013).
There are ample of suggestions that can be given to improve and eliminate these issues. Some of the recommendations have been elaborated below.
Conclusion:
It concludes that HRM is considered the backbone of each and every company to conduct business functions and operations smoothly. Telstra company has been chosen in the task which is providing various telecommunication services in the marketplace. HRM plays an empirical role in Telstra to attract skilled and qualified workforce globally and further it also helps in making an excellent and dynamic brand image internationally. The analysis shows that how HRM helps in eliminating and minimizing the various issues like technology, mobility and political and legal factors. The paper showcases that how these issues put positive and negative impact on the culture and HRM practices.
International HRM plays a major role in the various multinational corporations. IHRM is also needed to meet the long term requirements of the business and to stand out against the rivalries globally. IHRM is essential to recruit and select the right and appropriate candidate for performing tasks and duties effectively. No company can survive and flourish the business in the international market without maintaining a sustainable and effective HRM. The main motive of this task is to outline and discuss about the key issues such as technology, mobility, political and legal factors that may influence the long term objectives and goals negatively and these issues also reduces the profit margin of the firm. On the other hand, the paper also elucidates the positive aspects of these key issues or challenges. Telstra telecommunication has been chosen in the task as an example to explain these key issues. It is one of the leading and fastest companies who provide innovative internet and mobile phone services to the customers across the globe. The paper discusses that how key HRM issues put direct impact on the culture and HR practices adversely. At the end, some recommendations have been explained to reduce and prevent these issues carefully.
Telstra is Australia’s an effective and principle telecommunication Corporation, one of the biggest companies and one of the famous brands in the country which was incorporated in 1975 in Australia (Telstra, 2018). Telstra provides wide range of information, and telecommunication products and services to the customers around the world and is allowed to strive with all competitors in Australia (Telstra, 2018). Collaboration, simplicity, trust, caring, courage and honesty are at the heart of Telstra core aims. In addition, the leaders at Telstra are passionate and caring about the dynamic values and leading success. The suppliers or vendors code of conduct showcase that the company take care about how business partners do business effectively and efficiently (Telstra, 2018). Code of conduct helps the company to ensure that environmental and social performance is remarkable when choosing suppliers. The primary mission of Telstra is to connect with more and more people to provide ample of growth opportunities to them. The people are creating an effective and brilliant connected future for everyone. In the 21st century, the company is proud to be supporting various customers improve and enhance the ways in which they work and live through connection (Telstra, 2018). It is further stated that supply chain plays a significant role in Telstra’s sustainability agenda. The organization is committed to promoting suppliers and working with them effectively to handle and minimize the adverse environmental impacts of their activities and operations.
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