Initiatives adopted by Telstra for improving its workforce performance
Human resource management helps to understand the employee engagement as well as performance management in the workplace (Ruel and Gbur 2016). Depending on the human resource approaches, an organization get the chance to sustain in the competitive business environment by maintaining its continuous performance. In the words of Mallén et al. (2016), by encouraging the employee performance, human resource initiatives in an organization can help to drive the organizational productivity. The purpose of the study is to highlight different human resource management initiatives adopted by Telstra for bringing improvement in organizational culture. Telstra is a popular telecommunication service providing company, which was established in 1945. Within last 45 years, the company has established its largest telecommunication network in the telecommunication market (Telstra.com.au 2018.). By providing the 17.7 million retail mobile service and 3.6 million retail fixed broadband service, it has introduced a large digital connection network. In the 21st century, the company has provided its opportunities to communities, individuals and government (Telstra.com.au 2018.).
Analyzing the aim of the company, it can be said that Telstra wants to drive the organizational performance by introducing the ‘InfraCo’ business unit (Telstra.com.au 2018). By introducing this initiative in the market, the company aims to bring future opportunities in the market. By simplifying its organizational structure, the company wants to provide grate customer experience to the customers. Analyzing the performance management system is Telstra it has been identified that the company also focuses on cutting its costs. In order to ensuring the standard quality of service, the company has developed effective reward structure for increasing employee engagement. Telstra considers its employees as the important part of reputation, excellence and integrity. In order to improve the productivity program, the company has planned to introduce $2.5 billion in employee engagement (Telstra.com.au 2018.). By simplifying the internal structure of the company, it aims to empower its employees.
The company has also introduced an online performance management system, where it has allowed watch employee for creating the ongoing electric record of the working experience (Telstra.com.au 2018.). It is applicable for both the inside and outside environment of Telstra. By providing the facility to identify the performance goals, Telstra has introduced negotiable performance management timetable, so that the employees can work in the flexible environment. With this initiative, the company aims to increase employee engagement as well as motivating the employees towards improving their performance standard.
After changing the leadership style in the workplace, the company has focused on introducing the standard relationship in the workplace. In the words of (Mishra, Boynton and Mishra 2014), by introducing effective communication in the workplace, interaction among the employees and employers can be maintained. The company offers different training and leadership programs so that it can be able to develop strong organizational culture in the workplace. In order to improve the organizational culture, Telstra has also introduced flex program, so that the employees can be motivated. On the other hand, it has also introduced the benefits and salary package including the vacation and volunteer leave (Inc.com 2018). As its result, the numbers of loyal employees in the workplace have been increased. In the words of Mallén et al. (2016), in order to bring the advancement in staff career graph, the company has introduced different training program for improving the skills of the employees. In order to maintain the employee standard in the workplace, the bullying and harassment are strictly being avoided by the management. Different management regulations have been introduced by the company for avoiding such situations in the workplace.
Process for improving organizational culture
In order to improve the organizational culture the equal employment based opportunities are also being provided by the organization (Anitha 2014). The strength of organizational culture is being considered as an important factor that can help to affect the operations of Telstra. In the analysis of the employees’ engagement, organizational culture is being considered as an important factor which can provide a detailed picture of organizational effectiveness. In order to improve the employee engagement, different motivational initiatives have been adopted by the company. With this initiatives, it becomes easier for the company to gain large numbers of loyal customers. In order to provide the full security to the employees different health benefits package have been introduced by the company (Inc.com 2018). Not only for the internal environment, but also improving the external environment of the company, it has introduced different community engagement initiatives. Telstra has contributed AU$214 million in the community development process (Telstra.com.au 2018). In order to maintain its social popularity, the company has also contributed in different charities through the Telstra Foundation. On the other hand, people with low income or facing the financial challenges are being supported by the company. In order to gain the trust of thee employees, the company provides the one day volunteer leave to every employees.
In the words of Ruel and Gbur (2016), in the competitive business environment, it has become necessary to introduce effective strategies for increasing the employee engagement in the workplace. Depending on the rate of employee engagement, organizational productivity as well as business revenue of the company can get influenced. In case of Telstra, it can be said that employees are thee backbone of the company. In that case increasing the employee engagement, the company has adopted different motivational initiatives. In order to improve the rate of employee engagement, the company aims to introduce effective leadership style in the workplace. By clarifying the goals to the employees and providing them responsibilities of task, the company aims to increase employee engagement in the workplace. In order to reduce the rat of employee turnover the company has aimed to bring the continuous improvement in the workplace. Majority of the employees are the important part of Telstra, in case of providing their support towards achieving the goals and objectives. Telstra has implemented the biggest online training program, which is related to bring increasing rate of productivity in the workplace (Telstra.com.au 2018).
By increasing the employee mobility and flexibility, the company aims to manage the employee engagement in the workplace. In order to increase the employee engagement, Telstra has decided to involve the employees in decision making process. With this initiative, the company has aimed to bring creativity and innovation in the workplace. Understanding individuals learning style, Telstra has focused on effective training strategies for improving the core capabilities of the employees. Therefore, it can be said that by introducing the online training program, large numbers of employees have been engaged in the workplace.
Analyzing the internal situation in Telstra, it has been identified that internal conflict has become the major challenge for the company. It is true that depending on the current organizational situation, it has been identified due to lack of relationship management initiatives, dissatisfaction among the employees have been increased. Depending on the human resource approaches, an organization get the chance to sustain in the competitive business environment by maintaining its continuous performance. On the other hand, it is true that the company has introduced various initiatives for increasing the rate of employee engagement in the workplace, however, due to lack of monitoring, such kind of challenges are being faced by the company. On the other hand, it cannot be denied that improper wages structure is another reason behind the employee dissatisfaction. Therefore, in order to improve the situation, the company needs to focus on introducing effective resource based practices in the workplace so that such issues can be avoided. On the other hand, in order to improve the employee relationship, effective communication practices can be introduced. By arranging different game shows and meetings, the interaction among the employees can be increased. On the other hand, employee turnover is another important issue faced by Telstra. In case of reducing the employee turnover rate, the company can collect feedbacks from the customers regularly. As its result, the needs and demands of the employees can be clarified to the employees. In that case, depending on the demands of the employees, Telstra can develop effective HRM strategies.
Conclusion
In this study, it can be concluded that the company has focused on introducing different strategies in the market for improving the HRM initiatives in the workplace. The company has introduced different training and reward strategies for increasing the employee engagement in the workplace. On the other hand, improving the organizational culture, it has been suggested that different game shows and official gathering can help to maintain the collaboration among the employees. In order to bring the productivity, the company has decided to introduce standard wages structure so that the long term benefit can be gained by the company.
Reference
Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), p.308.
Inc.com 2018. https://www.inc.com/dan-scalco/4-ways-to-vastly-improve-your-company-culture.html [Accessed on 16th Dec, 2018]
Mallén, F., Chiva, R., Alegre, J. and Guinot, J., 2016. Organicity and performance in excellent HRM organizations: the importance of organizational learning capability. Review of Managerial Science, 10(3), pp.463-485.
Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded role of internal communications. International Journal of Business Communication, 51(2), pp.183-202.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.
Ruel, H. and Gbur, M., 2016. HRM frames of HR managers and line managers: congruence, consequences and context. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 16823). Briarcliff Manor, NY 10510: Academy of Management.
Telstra.com.au 2018. Retrieved from: https://www.telstra.com.au/content/dam/tcom/business-enterprise/campaigns/workforce-of-the-future/workplace-transformation-for-driving-employee-engagement-and-cultural-change.pdf [Accessed on 16th Dec, 2018]
Telstra.com.au 2018. Retrieved from: https://www.telstra.com.au/aboutus/media/media-releases/Telstra-sets-new-strategy-to-improve-customer-experience-simplify-structure-and-cut-costs [Accessed on 16th Dec, 2018]
Telstra.com.au 2018. Retrieved from: https://www.telstra.com.au/content/dam/tcom/business-enterprise/campaigns/pdf/employee-engagement-whitepaper.pdf?_ga=2.60921964.1319435210.1528430939-739229238.1528430939&_gac=1.22302281.1528430939 [Accessed on 16th Dec, 2018]
Tummers, L., Kruyen, P.M., Vijverberg, D.M. and Voesenek, T.J., 2015. Connecting HRM and change management: the importance of proactivity and vitality. Journal of Organizational Change Management, 28(4), pp.627-640.
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