Managing Human Resources

This collection of articles explores various aspects of managing human resources in the telecom sector. Topics include talent management, technology adoption in recruitment, human capital management, and employee retention. Learn about the importance of HRM in business and its impact on organizational performance.

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Managing Human Resources 1
Walisundera, A. E., & Arachchige, B. J. H. (2016). The Impact of Talent Management on
Perceived Organizational Performance in a Leading Telecommunication and
Technological Companies in Colombo District. Human Resource Management
Journal, 4(2).
According to this article, the author has highlighted the importance of HRM in business
according to which the management of talent play a vigorous role in the development and
achievement of any trade. It has a great impact on the performance of the company. The study
initiate that, there is a significant optimistic influence of talent management in the perceived
organizational performance in leading telecommunication as well as technology companies in
the international market such as Sri Lanka. To continue a string, booming as well as the efficient
environment, the companies collaborate with their employees under the main goal to create an
environment for all the employees where they can fulfil their potential. Motivating, encouraging
as well as maintaining the level of satisfaction among employees is the key element or role of the
HR of the company. Telecommunication companies required lots of skills as well as experienced
persons to meet their business growth. Therefore, Human Resources recruit them as well as
trained them in a specific manner that helps the companies to achieve success in such a project.
Most of the telecommunication companies operating their business in the global market.
Therefore the human resources provide a socio-cultural environment to their employee’s
relationship as well as the workplace.
The author has analyzed the market of Colombo district for the growth of
telecommunication as well as technology companies. As per the regression analysis, 59.6% of
the talent management has greatly affected the performance of the company at the greater level it

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has also been analyzed by the author that same level of practice of talent management has been
adopted by the telecommunication as well as technology companies in Sri Lanka. Talent
management also helps the company in enhancing its profit margin. Every company is profit
oriented. They wanted to enhance their product in every aspect. Therefore, talent management
help in reducing the labor cost as well as other activities. The human resource is able to correlate
with each dimension of talent management such as talent development, talent acquisition as well
as talent retention. HR of the company quire talent through the process of recruitment and
selection they place the right people at the right place. HR develops talent by providing effective
training to the employees that help in enhancing their professional skills in a more effective and
efficient manner. Furthermore, HR retains its employees by motivating them towards the
targeted goal of the company that increases the ratio of retaining employees in
telecommunication companies in a more effective and efficient manner. Therefore it can be
concluded that talent management plays a dynamic part in the development and achievement of
telecommunication companies in the international market. The dimension of talent management
has a great impact on perceived organizational performance that helps in achieving the targeted
goal of the companies in a more effective as well as efficient manner.

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El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee
recruitment: The case of social media in Central and Eastern Europe. Computers in
Human Behavior, 57, 240-249.
In this article, the author has analyzed that in the recent scenario, the telecommunication
companies have adopted social media for recruitment their employees. The HR of the company
prefers to recruit the candidate according to the existent of the candidate in social media. They
also post job vacancy in LinkedIn as well as Facebook through which the candidate applies for
the job. It is majorly used by the Central as well as Eastern Europe that made the companies
more competitive in the market. Telecom companies spread their roots worldwide that provide
opportunities for the companies to select the candidate from the international market. Therefore,
the companies use the platform of social media to hire the candidates from the global market in a
more effective as well as efficient manner. Social technologies are progressively used in
numerous structural purposes counting management of human resources. The main emphasis of
this scholar is adoption of social media in the employee’s recruitment as well as assortment in
the country Central and Eastern Europe. After collecting data from more than 200 recruiters, it
has been analyzed that the recruitment from social media has greatly affected on the performance
expectancy of the company, effort expectancy as well as social influences on the behavioral
intention. It diversifies the range of selection and recruiting employees through which the HR of
the company can able to select the right candidate for their profile. Telecommunication
companies require higher skills employees that can help the company to achieve its targeted goal
on more effective as well as efficient manner. Therefore, the Human resource of the company
sues such platform to find out effective employees from the global market.

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It takes less effort for HR of the company to find a product candidate for the company
that helps them to achieve the targeted goal in a more effective manner. In the recent, most of the
individuals are active on social media therefore; the companies have adopted such pattern to
achieve a targeted goal and can able to compete in the competitive international market. The
acceptance of skill in staffing is flattering a essential for managers wishing to have a viable
benefit in the employment market as well as entice rare serious aptitude. The social media has
gain popularity in telecommunication companies for employee recruitment as well as selection
practices. The result of the current study represents that the purpose to use the social media in
staffing was dependent on the insight of their possible job-related gain, their apparent comfort of
use as well as they are perceived important by socially influential individuals. For the real usage
of social media, both the easing circumstances as well as behavioural intentions were significant
predictors. Therefore, it can be concluded that social media is one of the effective platforms
which is majorly used by the telecom companies to recruit their employees that make
participation in the growth and success of the company in an effective manner.

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HCM in Telecoms .(2005). Human Capital Management and the Telecommunication Sector. A
sector insight from the global Human Capital Study, 4-20
In this article, the author has described the concept of human resource capital and
telecommunication. It has stated that in recent time, due to competitive pressures, new
technologies, and changes in customer expectation, industries are required to bring changes. It
has effectively described the effective use of technology in human resource management. It has
also stated that the efficient and effective delivery of data, voice, and content is required. It has
properly assisted the article by taking the assistance of IBM that is World’s main evidence
expertise business all over the world. In every organization, it had found the best use of
leadership is required for the better transferring of the knowledge. The research is based on the
secondary data, as data already presented and collected.
In addition to this, it has also effectively presented the IBM outlook related to the
telecommunication industry that can be easily founded on the IBM sites. This helps in getting the
reliability of the data. Human resource management plays a vigorous role in the success and
growth of any corporate. Technology supports the companies to adopt effective human resources
practices in their workplace that support them to motivate the companies in a more effective and
efficient manner. HR is required to develop a model that enables it to identify the global
competencies as well as skills requirements of the organization and need to match these to
current with future staffing needs. IBM has worked with major telecoms to review as well as
revamp their hiring as well as recruiting practices. Incentive packages are provided to the
employees that motivate them towards achieving the targeted goal in an effective manner. Such
centers were able to start attracting the agents who performed better, demonstrated a higher

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commitment to the company as well as provided longer serve as a result high turnover ceased to
be the problem it had been previously. Most of the companies use management development for
the employees to build talent among them. It supports the employees to enhance their knowledge
and skills that affected the overall performance of the company at a greater level. The challenges
modelled to HR specialists by the development in the telecoms business are considerable. HR is
required to confirm that the strategies of human capital are not fetching indifferent in the
traditional outpost as well as wireless business. The staffs are motivated as well as have the tools
with the knowledge needed to work more effectively. HR is required to be a good leader to guide
the employees towards the targeted goal of the company.
Moreover, in much organization, however, the ability of the HR function to tackle such
essential strategic issues is hampered by an increasing lack of the resources that owes to cost
pressured as well as an excessive administrative burden. Therefore, the HR leadership is required
to find the manner of reducing the administrative burden as well as develop a result-oriented
focus. The HR is required to take the initiative towards motivating the employees in a more
effective and efficient manner.

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Haider, M., Rasli, A., Akhtar, C. S., Yusoff, R. B. M., Malik, O. M., Aamir, A. & Tariq, F.
(2015). The impact of human resource practices on employee retention in the telecom
sector. International Journal of Economics and Financial Issues, 5(1S), 63-69.
According to such an article, the author has reviewed that the practices of human
resources promote the employees to retain in the company in a more effective manner. The
effective human resources practices can reduce employee turnover as well as enhance the ration
of retention within an organization. The author has focused on the telecom sector of Pakistan.
The most vital human resource performs have been identifying with the aid of the literature.
Such performs are training as well as growth, recompense, and philosophy. It has been analysed
by the author that most of the organizations ignored human reduces practices that led to enhance
the factor of demotivation among the employees. Most of the employees feel that unfair practices
have been adopted by the HR of the companies that force the employees to leave the company or
distract from their work that directly affected the overall performance of the company at a
greater level. The employees are also not provided any training by the telecom companies to
control the cost of the overall cost of the company that affected the overall performance of the
company.
Most of the telecom companies also lag in creating effective planning while recruiting
and selecting the employees. They face certain challenges in motivating the employees towards
the targeted goal that affected the overall performance of the company at a greater level. The
companies are not able to enhance their revenue due to a lack in the planning of human resource
to guide the employees towards the targeted goal. It has been analysing that the compensation, as
well as culture, has a positive relationship with the employees relation in contrast with training

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as well as development has a negative impact on the employee due to the reason the company
fail to provide effective and efficient training to the employees or new hiring of the company that
created challenges for the employees to adopt changes in the organization that affected on the
performance of the individual as well as overall performance of the company at greater level.
Moreover, the employees are hired by HR from the international market. Every
individual has different culture and practices that created an issue for the employees to adopt a
different culture without providing effective training. It enhances the employee turnover ration in
the telecom companies that affected the overall performance of the company at a greater level.
Therefore, it can be concluded from the article that retaining employees in the telecom
companies made tough for them due to the reason of proper training has not been arranged by the
HR of the company that affected their performance at a greater level. The HR faces many
challenges in planning as well as managing culture in the workplace at a greater level.

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Al-Kahtani, N. S. (2018). Perception of private telecom employees towards unfair HRM
practices: an empirical investigation. Entrepreneurship and Sustainability Issues, 5(4),
957-966.
The author has made deep analysis in this article in which they have analysed how
employees faced the challenges of unfair mean in the workplace towards human resources. The
author has taken two random companies to analyse the views of their employees. Employees are
the key to the success of the company that made the company more competitive in the market. It
is highly required for the company to satisfy their employees, failure to do so may affect the
overall performance of the company at a greater level. Human Resources play a vital role in
managing employees. They are mainly responsible to motivate the consumers towards the
targeted goal in an effective manner. The total of 120 staffs was selected arbitrarily from two
provide telecom companies to pucker evidence about the unfair HRM performs for such
research. According to the research, it has been analysed that most of the employees suffer from
unfair practices done by their employer or HR in their workplace. It forces the employees to
switch to another company that increases the cost to the company at a greater level. Most of the
time HR become partial towards the particular employees as well as they are not able to resolve
the issues of employees that increase the level of dissatisfaction among the employees at a
greater level. Moreover, the HR also was not able to provide a healthy working environment to
the employees by creating a strict rule and ignore the requirement of the employees that
demotivated the employees to achieve the targeted goal at a greater level.

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Human Resources have huge power as well as responsibility. It is the main responsibility
of HR to make their employees and organization satisfied by making coordination among them.
However, they ignore their responsibility towards the employees that affected the overall
performance of the company at a greater level. in the global market, some of the companies have
adopted effective Human Resources practices that made them successful in the competitive
market. However, most of the companies ignore the value of their employees and forces them to
achieve a targeted goal that increases the level of pressure on the employees that burst out on
their overall performance of the company at a greater level. Therefore, from the article, it can be
concluded that at certain level employees faces unfair practices that are adopted by the Human
Resource of the company that increases the level of dissatisfaction among the employees of the
company at a greater level.