Managing Human Resources For Telecommunications Company

Research and analysis

Discuss about the Managing Human Resources for Telecommunications Company.

Human resource management plays a vital role in the total organizational development. This deals with all the strategically issues along with compensation, safety, wellness, benefits, employee motivation, performance management and many other essential aspects without which an organization cannot have the strength to sustain in the long run. Above all recruitment is the most important and foremost issue which is dealt by the Human resource management team of an organization.

One of the most leading telecommunications company in Australia is Telstra. The human resource management team of this concerned company addressed to some vital issues while selecting the appropriate employee for a particular working process (Allen et al., 2015).The issues are elaborated below with the appropriate strategies to overcome the same

Every employee has his or her capacity to provide labor that is required by the organization’s objective. As well as different groups have its various application according to which the organization wants its employees to work. Most of the time it becomes difficult to manage both these two aspects – labor supply and labor demand simultaneously. According to theories higher salary leads to lesser quantity of energy that is required by the employer and on the other hand lower wages or salary leads to an increased volume of work (Aswathappa, 2013).

Telstra as a telecom company has both the demand for labor and supply on the higher side. The HRM team can use the strategic human resource planning (HRP) to forecast the future as well as current staffing needs with the help of various techniques (Aust et al., 2017). Supply of labor that is required to achieve the goal of the organization can be fulfilled through the outside sources or the sources that are already within the organizations (Werner et al., 2016). The managers or the human resource team has to identify that how to enhance the skills or productivity of the source as that is already within the organization as it is less expensive that to hire fresher and to train them according to the labor demand of the body.

Presentation of appropriate objective or vision of an organization affects in many ways. Nowadays employees are more concentrating on the brand name of the company while applying for a job (Varma, 2013). Thus it is very much important for the managers to project what the company is asking for attaining its goal. Adequate organizational presentation of a company will help both the employer and the employee in different ways.

Labour supply and demand

The concerned organization Telstra has already created a brand image that attracts the freshers to apply for jobs. Now it is the responsibility of the managers to depict the objective of the organization to bring the best out of the employees. As a telecommunication company, it has the requirement for different job role and as well as the diversity of culture (Barak, 2016). So while recruiting it is very much important for the managers or Human resource team to make the employee accurately view what the organization exactly wants from him or her.

Among the various challenges one of the most crucial issues is the population problem which mostly engages the attention of the Human resource management team .Demographic issues include problems related to aging workforce, diversity of culture and different generations. Telstra faces the same kind of challenges regarding the demographic issues.

Due to the influence of improving medical technology people are living longer. Individuals who are planning for a traditional retirement have the intention to sustain in the workforce for a longer time (Jackson et al., 2014). On the other hand, people who are of middle age, they want a secure job for maintaining their status and lifestyle. In contrast to the, younger people are more aggressive regarding their job and compensation and that is the reason why they shift their position very frequently if they encounter with a better offer. Therefore nowadays it has become more difficult for the organizations to retain their employees because they sometimes failed to meet the need of the various group of a workforce.

Diversity regarding age and culture plays a vital role in the working culture of an organization. It has been seen that sometimes many conflicts arise due to diverse cultures (MacDougall et al., 2015). Therefore; it is the primary responsibility of the hr managers to remove all the barriers that hamper diversity practices which finally affect the working process of the organization. Presently, people are more aware of behavior science, legislation related to the employee rights (Sparrow et al., 2016). That is why the subordinate workers want their supervisor to be very impersonally competent. As most the family are nuclear , people have less time for their social life they only can feel connected with their workplace.So if the employee fails to adopt the organizational culture, it becomes very  much involved or the employer to retain the employee

Organizational image

As an organization has different workers belonging to different generations, it is very much essential that the managers of the team be impersonally competent as discussed in the above point.

To deal with this kind of problems or challenges, there are few theories or strategies that may be followed by the recruiters or the Human Resource management team of Telstra (Mahajan, 2015). To overcome the mentioned challenge the human resource team of Telstra has to follow the law of Equal Employment Opportunity (EEO).EEO is the law enforced by the U.S commission that says “it is illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex.” Apart from the legislative approach, there are various ways to deal with the above-mentioned challenges. Such as Diversity approaches, effective diversity management, etc. Diversity approaches deal with the concept of all are equal so every should get the equal opportunity, and thus it follows the same conception of EEO and Affirmative action.

Strategies should be changing with time otherwise it will lose its effectiveness. Strategies which were implemented a decade ago will not become fruitful in today’s scenario. Therefore, it is evident that the recruitment strategies are evolved with time. With the pace of time, both the work pattern and industry is changing. The phrase “work hard” is now replaced by the phrase “work smart.” Fierce competition is leading the manufacturers towards more efficient and efficient work pattern. Being a modern and trendy company Telstra has also implemented its recruitment strategies by changing them with the requirement of time and generation (Marchington et al., 2016). The current working pattern has changed.It has become more flexible as well creative. No matter how fast the machinery are replacing the human resources, people will remain more creative and adoptable than machines and balance sheets.

Various recruitment methods will definitely help Telstra to cater its recruitment strategies more. Strategies may be reactive or proactive.

• Reactive approach -This procedure is used while fulfilling the current vacancies as required for the organization at that particular moment.
• Proactive strategy – This kind of policy is for ensuring access a pool of qualified candidates in future. Active strategies play a vital role in the sustainability of the organization because it is implemented for attracting employees who can be responsible for a renowned organization.

For implementing the proactive strategy, the hr team must offer their future employees some lucrative features like a scholarship for the students, opportunities for vacation employment, etc.

While speaking regarding the recruitment strategies employer branding and advertising must be focused as an important part of the strategy. Brand name plays a vital role while attracting future potential employees (Noe et al., 2007). The branding must reflect the objective and agenda both the organization. Advertising or marketing again plays a vital role in the recruitment process.An efficient employee will love to join a well-known company which seems to be more sustainable as well as which appears to meet his dreams and aspirations (Renwick et al., 2013). That is why proper presentation marketing and advertisement plays a major role in the process of recruitment strategy.

Demographic issues

The demand of the employee and the employer is changing rapidly. Thus, to be the leader in the industry Telstra have to be very keen while recruiting staff. Theories and Strategies will be there in its place, but without appropriate implementation, all those are nothing but bookish. Managers must be trained properly before recruiting the employees .They must be aware of the current business scenario. Recruiters should follow the legislation related to the recruitment process.The law of EEO must be followed very minutely for demolishing the diversified culture within the organization. In spite of the diversity of culture and community, the HR team of Telstra must be well trained or well equipped to build a unique culture of the organization.  Adequate strategies must be taken for dealing with the aging workforce and the workers from different generations. The organization has to understand the need of the candidate along with the efficiency of the candidate for an enhanced recruitment process. Along with the recruitment strategies the concerned team has to follow the strategy for retaining employees also for the better future of the organization.

Conclusion

As discussed in the report human resources are the core foundation of an organization. Recruitment or selection process which is undertaken by the Human Resource team determines the future of the organization. Adequate hiring for the vacancies plays a vital role in the performance of the team and long run it affects the sustainability of an organization. In the above discussion, the strategies that are mentioned can help an organization to enhance its recruitment process. The hiring process of an organization maybe defined as the ambassador of the team. The organization is nothing but the manifestation of its staff and their efforts. Thus fair, the ethical selection is very much important when it comes to the reputation of the company.

To conclude the analysis in a nutshell, it may be stated that, managing of human resources, as well as the selection process of the employees, has a significant and vast impact in the betterment of an organization. Thus the proper implementation of law and strategies are indeed vital.

References

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Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.

Aust, I., Brandl, J., Keegan, A., & Lensges, M. (2017). Tensions in Managing Human Resources. The Oxford Handbook of Organizational Paradox, 413.

Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1-56.

MacDougall, A. E., Bagdasarov, Z., Johnson, J. F., & Mumford, M. D. (2015). Managing workplace ethics: An extended conceptualization of ethical sensemaking and the facilitative role of human resources. In Research in Personnel and Human Resources Management (pp. 121-189). Emerald Group Publishing Limited.

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Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

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Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Varma, A. (2013). Managing human resources in Asia-Pacific (Vol. 20). Routledge.

Werner, S., Inkpen, A., & Moffett, M. H. (2016). Managing Human Resources in the Oil & Gas Industry. PennWell Books.