Challenges in Managing Human Resources in the Telecommunications Industry

Running head: MANAGING HUMAN RESOURCES
MANAGING HUMAN RESOURCES IN THE TELECOMMUNICATIONS INDUSTRY
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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.