Challenges in Managing Human Resources in the Telecommunications Industry

This article discusses the challenges faced in managing human resources in the telecommunications industry, including attraction and retention issues. It explores factors such as data security, diversification, gig economy, and joint employer standards. Strategies for attracting and retaining employees are also discussed.

Running head: MANAGING HUMAN RESOURCES
MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
Name of the Student
Name of the University
Author Note

1MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
Introduction
The attraction to the employment within the telecommunication industry is observed to
be on the decline due to one more issue that is being raised in the telecommunication industry.
The huge challenges in terms of the attraction of the potential and capable workforce stem from
the protection of the data security within the given industry. The low amount of the data security
within the given organization further results in the lack of attraction to the concerned industry in
discussion, the telecommunication industry. The advocacy for diversification of the
telecommunication industry is another major reason for the lack of proper attraction to the
employment in the telecommunications industry. The majority of issues that are presented in the
attraction of the employees within the organization refers to the lack of the proper diversity
within the given organization as well as the lack of the protection of the data within the
telecommunication industries. The issue of the joint employer standards that are maintained
within the given industry also pose to be a major factor that prevents the attraction of the
potential workforce. The lack of the motivation within the given organization might lead to the
higher rates of attrition. The employees might lack proper motivation due to the low amount
extended to them as financial remuneration. The following paper attempts a discussion on the
various challenges that are faced in terms of the attraction and the retention of the employees of
the organization within the telecommunication industry.
Challenges in attraction of workforce
The telecommunication industry faces issues in the attraction of workforces to the given
industry. These generally result from the changes in the legal regulations that have been taking
place within the territorial boundaries wherein the business firms have been functioning. The
major challenges that are faced by the organization bear relevance to the advances towards the

2MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
gig economy within the given industry. This further discusses the huge number of the portable
benefits that are presented to the workforce through the incorporation of the gig economy within
the concerned industry (Mahajan & Debuka, 2018). The other reason that has led to the huge
challenges in terms of the attraction of the potential and capable workforce refers to the
protection of the data security within the given industry. The low amount of the data security
within the given organization further results in the lack of attraction to the concerned industry in
discussion, the telecommunication industry. The advocacy for diversification of the
telecommunication industry is another major reason for the lack of proper attraction to the
employment in the telecommunications industry. The attraction to the employment within the
telecommunication industry is observed to be on the decline due to one more issue that is being
raised in the telecommunication industry (Etoundi et al., 2016). This particular issue refers to the
issue of the joint employer standards that are maintained within the given industry.
The gig economy model of workplace refers to the model wherein the employee benefits
are observed to be portable in nature and are generally observed to be managed by the employed
workforce members. These benefits are however not to be enjoyed by all the people in the
organization. These benefits are generally enjoyed by the employees who have been serving the
organization on a contractual basis or for a temporary period of time. This leads to the reduction
in the attraction of the employees towards the telecommunication industry (Idrees et al., 2018).
The implementation of the gig-economy within the given industry leads to the conditions
wherein the given organization would lead to the reduction of the attraction of the employees
within the industry. The inclusion of the gig economy within the organization refers to the
reduction of the benefits that are extended by the employers of the organization in terms of the
workplace benefits that are enjoyed by the workforce. These include the benefits that are

3MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
required for the development of the factors like the pension plans that are included on the part of
the employers of the organization, the various savings plans that are executed by the concerned
employers for the attraction of the employees to the employment in the telecommunications
industry (Abbas, Lang & Bagnall, 2018). The gig economy model also bars the inclusion of the
insurance facilities within the benefit package as has been extended by the employers within the
telecommunication industries. The present-day scenario has been leaving the employers with a
very few options. These options include the conduction of the surveys within the workforce
which in turn might help in devising the plans that would be proper and relevant to attract the
concerned workforce within the organization.
The other factor that is observed to be a major barrier to the attraction of the employees
within the telecommunication industry refers to the lack of the privacy protection of the data that
is provided by the employees. The present-day industrialization has led to the involvement of the
various wearable devices that are used by people for the measurement of the health conditions
that are faced by the employees. These wearable devices tend to help in the monitoring of the
health of the employees who have been serving within the several hierarchical levels of the
business firm. The data that is received from these devices leads to the lowering of the costs of
the insurance cover that are generally provided to the employees as a part of the benefit packages
that are implemented by the organizational employees (Rukunga & Nzulwa, 2018). This leads to
the lack of attraction on the part of the potential employees of the organization. These devices
tend to monitor the employees of the organization at all times of the day including their leisure
hours as well. This leads to the conditions wherein the potential employees tend not to be
attracted to joining the workforce of the telecommunication organization.

4MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
The diversification of the required technology within the industry poses another rising
issue in case of the non-attraction of the potential employees of the organization. the lack of the
proper diversity within the workplace also poses an issue in the attraction to the organizational
workforce within the telecommunication industry (Hosseini, Pourkiyani & Sheikhi, 2019). The
majority of issues that are presented in the attraction of the employees within the organization
refers to the lack of the proper diversity within the given organization as well as the lack of the
protection of the data within the telecommunication industries. The telecommunication
organizations tend to deal in the protection of the given data that is shared by the people who
have been dealing in the telecommunication services (Hegde, 2016). The services based on the
clouds tend to be used by the telecommunication industry thereby making the safety of the data
transferred by the organization an issue. This leads to the lack of attraction on the part of the
potential employees of the organization.
The joint employer standards that are implemented within the organization tends to deal
in the issues that are related to the lack of the proper attraction within the given
telecommunication organization. The employers of a company tend to have a significant amount
of the influence on the employees who have been serving the companies that act as the suppliers
of the company. The present-day scenario has been leaving the employers with a very few
options. These options include the conduction of the surveys within the workforce which in turn
might help in devising the plans that would be proper and relevant to attract the concerned
workforce within the organization (Dosunmu & Adeyemo, 2018). The lack of the maintenance
of the proper corporate social responsibilities of the organization has been posing to be another
factor that has been related to the lack of the attraction of the potential employees of the
organization in discussion.

5MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
Challenges in retention of workforce
The telecommunication industry faces issues in the retention of workforces within the
given industry. These generally result from the changes in the legal regulations that have been
taking place within the territorial boundaries wherein the business firms have been functioning.
The other major factor that have been affecting the retention of the workforce within the given
organization refer to the lack of motivation within the given business firm (Jwu et al., 2018). The
major factors that lead to the employee retention within the given companies refer to the
dissatisfaction in terms of the monetary factors that are offered to the employees of the
organization, the activities undertaken by people refer to the dearth of the opportunities within
the telecommunication industry for the proper promotions within the given industry. This in turn
leads to the lack of the proper employee engagement within the company (Rana & Chopra,
2019). The other major factor that have been leading to the high attrition within the given
organizational settings refer to the several unrealistic expectations that are presented by the
potential as well as the existent employees of the organization.
The major challenges that are faced by the organization in terms of the employee
retention bear relevance to the advances towards the gig economy within the given industry. This
further discusses the huge number of the portable benefits that are presented to the workforce
through the incorporation of the gig economy within the concerned industry. The gig economy
model of workplace offers major benefits to the employed workforce members. These benefits
are however not to be enjoyed by all the people in the organization. These benefits are generally
enjoyed by the employees who have been serving the organization on a contractual basis or for a
temporary period of time. This leads to the high amount of attrition among the employees who
have been employed within the telecommunication industry (Hejase et al., 2016). The

6MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
implementation of the gig-economy within the given industry leads to the conditions wherein the
given organization would lead to the increase of the attrition of the employees who have been
employed within the telecommunication industry. The inclusion of the gig economy within the
organization refers to the reduction of the benefits that are extended by the employers of the
organization in terms of the workplace benefits that are enjoyed by the workforce. These include
the benefits that are required for the development of the factors like the pension plans that are
included on the part of the employers of the organization, the various savings plans that are
executed by the concerned employers for the reduction of the attrition rate among the employees
to the employment in the telecommunications industry (Bernacki & Perera, 2017). The gig
economy model also bars the inclusion of the insurance facilities within the benefit package as
has been extended by the employers within the telecommunication industries. This in turn has
led to the high amount of the attrition within the given organizations that have featuring within
the telecommunication industry.
The workforces that have been serving in the telecommunication industry tend to be
dissatisfied with the various factors that are related to the operations and the development of the
concerned industry. The employees face issues regarding the privacy protection of the data that
is provided by the employees. The present-day industrialization has led to the involvement of the
various wearable devices that are used by people for the measurement of the health conditions
that are faced by the employees (Aidan, Alibabaei & Mohammad, 2018). These wearable devices
tend to help in the monitoring of the health of the employees who have been serving within the
several hierarchical levels of the business firm. The data that is received from these devices leads
to the lowering of the costs of the insurance cover that are generally provided to the employees
as a part of the benefit packages that are implemented by the organizational employees. This

7MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
leads to the high level of the attrition among the existing employees of the organization. These
devices tend to monitor the employees of the organization at all times of the day including their
leisure hours as well (Bento & Garotti, 2019). This leads to the conditions wherein the existing
employees tend to desert the workforce of the telecommunication organization.
The employees who have been serving in the realm of the telecommunication industry
faced a dearth of areas wherein they might find a proper promotion. This in turn leads to the
issues that are known to promote the high amount of the attrition within the industry. The lack of
proper opportunities within the given organization tends to lead to the high attrition within the
company thereby leading to the lack of the consistency of the knowledge base within the
organization. This might at times lead to the lack of the motivation within the given workforce of
the organization. The lack of the motivation within the given organization might thereafter lead
to the higher rates of attrition within the given company. The employees might lack proper
motivation due to the low amount that is extended to them in the form of the financial measures
(Rasdi, Kusnin & Chen, 2018). The lack of the proper recognition within the concern might
further lead to the lack of the proper motivation within the company workforce. The high rate of
attrition within the companies might further take place due to the unrealistic demands that are set
by the concerned employers. The inability of the employees to cope up with the pressure leads to
the proper motivation for the employee. This might also hamper the achievement of the goals
that have been set by the employees which in turn might hamper the achievement of the overall
goals that have been set by the organizational management. The non-achievement of the
organizational goals leads to the lack of the motivation within the organizational employees
through the deterioration of their morale (Musambai & Mukanzi, 2018). The deterioration of the

8MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
employee morale thereafter leads to the conditions wherein there is observed a high rate of
attrition within the telecommunication industry.
Conclusion
The above discussion inferred that the major challenges that are faced by the organization
bear relevance to the advances towards the gig economy within the given industry. This further
discusses the huge number of the portable benefits that are presented to the workforce through
the incorporation of the gig economy within the concerned industry. The other reason that has
led to the huge challenges in terms of the attraction of the potential and capable workforce refers
to the protection of the data security within the given industry. The lack of proper opportunities
within the given organization tends to lead to the high attrition within the company thereby
leading to the lack of the consistency of the knowledge base within the organization. This might
at times lead to the lack of the motivation within the given workforce of the organization. The
lack of the motivation within the given organization might thereafter lead to the higher rates of
attrition within the given company. The employees might lack proper motivation due to the low
amount that is extended to them in the form of the financial measures. The lack of the proper
recognition within the concern might further lead to the lack of the proper motivation within the
company workforce. The non-achievement of the organizational goals leads to the lack of the
motivation within the organizational employees through the deterioration of their morale. The
deterioration of the employee morale thereafter leads to the conditions wherein there is observed
a high rate of attrition within the telecommunication industry.

9MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
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