HRM307 International Human Resource Management – Business Operations And Functions Of Telstra

Background of the company

Human resource management is an imperative for the companies to align the HRM activities and policies with the organizational strategy for the attainment of objectives and goals. The primary purpose of this paper is to outline and explain the business operations and functions of Telstra which is a growing telecommunication company in the Australia. The firm provides market voice, internet access, pay television, telecommunication products and services to the customers in the global market. HRM is considered the backbone of the every organization. The firm is positioning itself as a growing provider of cyber security with services and systems to keep consumers data confidential and safe. Here is the discussion about the HRM strategies that include recruitment, selection, training development and performance management system. The paper further explains that how the company boosts and develops motivation among the employees by maintaining good working environment and culture. A brief information about employment relations and training also have been explained in the task. More detail of the task has been discussed below.

Telstra is an Australian leading and growing technology and telecommunication company that offers a wide range of telecommunication products and services to the customers across the world. In australia , the company provides approx 17.7 million retail mobile services and 3.6 million retail fixed broadband services to the customers (Telstra, 2018). In today’s era, the company is expanding and exploring the business activities and operations successfully and effectively. The firm is developing technology and providing solutions that are too simple and easy to use. Furthermore, the organization also provides mobile network services to ample of customers globally. The firm is proud to be supporting the customers improve and enhance the ways in which they work and live through connection and system (Telstra, 2018).

The main objective of Telstra is to create a brilliant and effective connected future for each and every person. The core values of the firm include dignity, together, care, trust, loyalty, simple, responsibility, determination and courage. These core values help the firm to beat the rivalries in the international market. The company cannot attain strategy and goals unless it gets core values right and effective. The mission of the company is to provide telecommunication and mobile services to the customers at minimum prices. Along with this, the organization wants to know and serve ample of customers better than anyone else. Telstra believes that it can bring enormous benefits to the community and businesses. At Telstra, people are thinking big and unique with ambitious growth and success plans. The main vision of the Corporation is to be a leader in the telecommunication industry. Telstra is a largest company with a rick and unique history spanning more than 10 years. It is creating a new and special kind of network and system for a new kind of world (Telstra, 2018).

Company objectives, mission, and vision

In today’s era, the company is maximizing the profitability and revenue day by day by offering innovative and unique telecommunication services to the customers. It renders ample of services of cloud computing, e-commerce and internet of things. There are approx 32,000 employees engaging in the company for performing tasks and functions in a hassle free manner. In today’s modern world, the company is trialing 5G technology, building and improving internet of things network capabilities in the global market. The management team is building an exciting and unique future for the customers across the world (Careers, 2018). The company is a big consumer of telecommunication products and services from the suppliers who are vital for the business. The company has invested huge amount with suppliers for offering unique and effective products and services to the customers across the world. The code of conducts performed by the company show that it cares about the profitability and revenue of the partners. Telstra seeks partners who render great and excellent value and unique standards to help the employees for delivering attractive services. It has been analyzed that the company uses innovative technology and resources to address and reduce environmental challenges and provide support to the customers, suppliers and communities. Telstra believes that business has a significant role to play in reducing and addressing climate change and further, it is also committed to eliminating and reducing the impacts around value chain. Aside this, it is committed to growing and fostering innovation and celebrating growth.

According to Scullion and Collings (2011) HRM plays a significant and vital role in each and every company to conduct business activities and operations in a hassle free manner. As the same way, it also plays a fundamental role in Telstra for making excellent policies and strategies to the employees. HRM departments are undergoing various transformations. The company cannot grow and enhance its business activities without maintaining an effective and sustainable human resource management.

HRM is created for maximizing employee performance and productivity within the organization. It is noted that HRM strategy is a designation for a long term and effective plan to attain long term goals and objectives. HRM strategy is one of the significant strategies that used by Telstra to overcome the competitors in the international market. Some of the HR strategies have been discussed below.

Recruitment and selection strategy: Recruitment may be defined as a process of screening, selecting and captivating potential and skilled employees based on the some specific objectives for a particular job. The goal of this strategy is to attract and retain the qualified and skilled employees for performing roles and responsibilities. It has been analyzed by Briscoe, Tarique and Schuler (2012) Telstra follows unique and effective recruitment process to attract and retain maximum number of customers in the global market. There are various stages involve in recruiting process of Telstra that include online application, online testing, recorded video interview, manager interview and program offers. Effective and dynamic recruitment and selection process help in reducing and eliminating the extra cost of mistakes. Telstra appoints those candidates who are very talented and skilled for performing tasks and duties in the international market (Varma and Budhwar, 2013). Before selecting the candidate, the company checks and analyzes the background, qualification and skills of the candidates. It will help to find out right and potential candidate within the organization.

Current business performance

Orientation strategy: It is stated that most of the companies do not provide a through orientation to the new candidates. But Telstra conducts orientation programs for the new candidates to make them happy at the workplace. At Telstra, the orientation programs include the goals and objectives of the company and how the workers can help to attain short term and desired objectives and goals. Giving intensive orientation is one of the significant and imperial functions of HRM at Telstra. These orientation programs also support the workers to know and analyze his or her assigned tasks, duties, job roles, and job description. It also provides a clear and unique clarification to the workers to take an excellent and effective role in the company (Akhtar, Ding and Ge, 2008).

Maintaining good working conditions strategy: It is the liability of human resource management to provide good and favorable working environment to the workers so that they might like the workplace and the culture. It is a basic duty of HRM at Telstra to motivate and encourage the workers towards the attainment of desired objectives and goals. It has been studied by Jimenez-Jimenez and Sanz-Valle (2008) that employees do not contribute to the objectives and targets of the firm as much as they can. This is just because of the lack of encouragement. At Telstra, HRM develops a system to provide financial and non-financial advantages to the workers at the workplace. Employee welfare is another significant factor which is managed and handled by HRM in Telstra. Employee welfare encourages and improves level of satisfaction of the consumer and candidate as well (Jiang et al, 2012).

Training and development strategy: It is portrayed by Taylor et al (2008) that training and development is one of the fundamental strategies that made by HRM at Telstra. This strategy improves and enhances the future and current performance and effectiveness of the employees by maximizing the capability of workers through increasing and educating one’s knowledge and skills. Training and development is significant in telecommunication industry to serve customers in an effective way. Further, it also provides knowledge about the telecommunication process and system (Budd, Gollan and Wilkinson, 2010).

Rewarding and employment relationship strategy: One of the most important strategies that used by Telstra is rewarding. This strategy helps in increasing and enhancing the effectiveness and efficiency of the workers towards the achievement of desired objectives and targets. Rewards and recognition are given to those employees who perform tasks and duties effectively and successfully. It helps to keep motivated the workers for maximizing the revenue and returns in the international market. Apart from this career advancement programs and seminars are held by the firm to achieve set goals. Furthermore, in-house training sessions and seminars also are conducted by Telstra to attract potential employees. HRM plays a significant and crucial role in upholding a company’s image and reputation in the competitive market (Bal, Kooij and De Jong, 2013).

HRM functions

Performance management system: To attain desired goals and objectives, the company needs to have a tracking system in place. Without an effective and unique performance management system, it is quite complex for the workers to gauge their success and stay motivated in attaining their targets. Therefore, unique and effective performance management system is maintained by the HRM at Telstra to determine high engagement of the workers towards the employment. In this way, the company further could able to compete with rivalries in the global market (Aguinis, 2013).

Apart from the above mentioned strategies, Telstra also focuses on the culture and working environment to handle and resolve the issues of the workers in an efficient manner. Effective and unique code of conducts is abided by the company to appoint maximum number of people within the organization. Telstra also follows policies, rules and legal requirements to ensure that management team protects the business and customers effectively (Forth et al, 2013).

Technology is developing rapidly, customer demands and expectations are changing constantly and the company is facing more competitive international market (Bratton and Gold, 2017). The company is rendering targeted learning and built opportunities and enhancing approach and strategies health and safety (Daley, 2012). Telstra is also investing in seminars and programs to attract and retain workers with the passion and skills to support transform Telstra into a world class innovative and unique technology company. In today’s modern world, the company is introducing various leadership programs and seminars to improve and develop the performance of the subordinates. According to Pilbeam and Corbridge (2010) the leadership team at Telstra guides and provides support to the employees for carrying out business activities and functions successfully. Further, it also helps in gaining rivalries benefits in the international market. By successful and effective employee engagement, the organization has been able to stand out against the competitors in the competitive market (Godard, 2014).

 There is no discrimination between male and female workers at Telstra. Encouraging diversity and inclusion helps people to improve and enhance the business and to retain talented people at the workplace. The company provides equal opportunities to men as well as female workers. Moreover, various training programs and sessions to boost employee engagement and development are held by HRM at Telstra effectively. The organization is further committed to render employment pathways for workers with diverse backgrounds and desires. There is flexible working hours in the organization to attract and retain talent of all age groups. The firm also follows health and safety instructions to be a leader in the global market (Collings, Wood and Szamosi, 2018).

It has been found by Tooksoon (2011) Telstra is liable to maintain reciprocal relationship with customers, suppliers and employees. The top management, managers and leaders maintain favorable working environment and culture at the workplace. It has been noted that HR managers and employee relations managers generally work together when generating ample of benefit packages. Employment relationship is significant and basic factor in the carrying out the business activities effectively. It also leads to a motivated employees and better yield in production (Gupta and Shaw, 2014).

The growth and failure of an organization are directed interconnected to the type of relationship among the workers. The experts who are liable for taking care of the human resource actions plays a critical role in involving all the workers into a productive activity which will render them with an innovative and unique opportunity to be more unique and interactive and understand the other workers of the firm well (Nadler and Nadler, 2012).

Maximized motivation and moral is one of the major advantages of strong and good employee relations. Good employment relations also help to make motivate and appreciate the workers for giving good results and outputs. HRM at Telstra maintain unique relationship with employees to identify and resolve their personal issues and concerns (Harrison, 2011). Good and strong employment relationship also helps in reducing absenteeism at the workplace. Furthermore, it also increases and enhances the revenue and returns within the organization. HRM reduces and minimizes grievances and concerns of the workers by maintaining good relationship with employers (Aswathappa, 2013). HR mangers ask about the problems and issues of the employees and resolve them. The company appoints a committee to handle and overcome the grievances of the employees related to culture and workplace. It will help to cope up with rivalries in the global market. HR managers also need to gather behavioral feedback to prevent the issues and barriers related to the employees.

Training is one of the empirical functions of human resource management at Telstra that helps in boosting and improving the moral and trust of the workers. As per Aguinis and Kraiger (2009) training helps the employees to actively respond to the ample of changes that created out of organizational restructuring (Runar Edvardsson, 2008). At Telstra, training is a biggest part of performance management system at the workplace which is derived when the technology changes in the global market are initiated. Training also improves the skills of the workers in the workers further; it increases the productivity and performance level of the firm (Warner and Goodall, 2009).

The main motive of Telstra is to get development and progress for the impacts they put on. Growth and success can be attained if all the employees in the company pay equal attention to success and development. Aside this, workers feel confident in attaining skills and talents. Training helps the subordinates to conduct tasks equally and also they may innovate new strategies and approaches to complete the tasks and duties. This develops some level of satisfaction in the workers (Shields et al, 2015). Apart from this, effective and unique training helps in minimizing the employee turnover within the organization. Resistance to change can be reduced or minimized by providing training and development coaching to the workers (Runar Edvardsson, 2008). It is noted that most of the workers will have some weaknesses in their workplace talents and skills.

A training program permits the workers to strengthen those skills and capabilities that each worker needs to improve and enhance. At Telstra, a development and unique program brings all the workers to a excellent and higher level so they all have equal skills, capabilities and knowledge. Effective and unique training and development programs enhance and improve the standard of people effectively (Ferreira and Otley, 2009). Along with this, it also increases potential market share and reduces company’s turnover. Ongoing training and development programs can promote the creativity and innovation. New ideas and thoughts can be originated as a direct outcome of training and development. Brand loyalty can also be increased with the help of training and development programs. The company uses innovative and digital technologies and tools to provide training and learning to the workers (Richter, Raban and Rafaeli, 2015). Telstra builds confidence and trust among the workers by providing effective training and learning to them. Management changes can be handled by conducting training programs at the workplace. It reduces dissatisfaction and key challenges of the market which may arise in the organization (Runar Edvardsson, 2008).

Conclusion

From the above mentioned analysis it is concluded that Telstra is a largest Corporation in Australia who provides telecommunication products and services to the customers. The above mentioned analysis shows that how the company uses innovative and unique HRM strategies to attract and retain maximum workforce toward the job. It has been analyzed that HR strategies and policies are imperative and unique for Telstra to turn the organizational managerial practices and policies into the SHRM. The paper discusses that how training and development and good employment relations are significant for the company to boost profit and revenue in the international market.

It is recommended that the company should focus and identify cross cultural training and development programs to increase and enhance the employee engagement. Some improvement shall be done in performance management system for the excellent and unique practices of the HRM. It will also direct in setting and maintaining strong relationships and communications with internal and external team members as well. The use of ample of digital communication techniques and methods such as social networking sites, Skype and team viewer would be efficient and effective to integrate and manage the organizational strategy and HR policies in a hassle free manner. Telstra should also focus on the culture and working environment to promote the employees towards the goals and objectives further it will also make happy the employees within the organization. The company should appoint a person who can communicate directly with workers to encourage them for doing work effectively and smoothly. Open and dynamic communication must be maintained by the top management to handle and control the grievances and issues of the workers.

It is recommended that the company should focus and identify cross cultural training and development programs to increase and enhance the employee engagement. Some improvement shall be done in performance management system for the excellent and unique practices of the HRM. It will also direct in setting and maintaining strong relationships and communications with internal and external team members as well. The use of ample of digital communication techniques and methods such as social networking sites, Skype and team viewer would be efficient and effective to integrate and manage the organizational strategy and HR policies in a hassle free manner. Telstra should also focus on the culture and working environment to promote the employees towards the goals and objectives further it will also make happy the employees within the organization. The company should appoint a person who can communicate directly with workers to encourage them for doing work effectively and smoothly. Open and dynamic communication must be maintained by the top management to handle and control the grievances and issues of the workers.

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