BE433 HRM: Implementation of HRM Practices at SingTel

This essay discusses the significance of Human Resource Management (HRM) and examines the operations and activities of SingTel, a leading mobile network operator. It highlights the role of Strategic HRM (SHRM) in maximizing profitability and managing performance and workplace diversity ...Read More

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Human resource management

Human resource management
The primary motive of this essay is to discuss about the significance of HRM and further it also
explains the operations and activities of SingTel. It is the leading mobile network operators in the
marketplace. In today’s world, the corporation is maximizing the profitability and returns in the
competitive market. Strategic HRM process, managing performance and workplace diversity
also have been explained in the task. Apart from this, significance of SHRM and workplace
diversity in the context of SingTel also has been widely discussed in the essay. More detail of the
task is elaborated below.
Human resource management may be defined as term that is used to outline formal systems
devised for the supervision of people in a company. Various functions such as recruitment,
selection, staffing, compensation and rewards are done by the human resource management and
along with this, they also make unique and effective policies, strategies and plans to conduct
business activities and operations successfully and effectively. Moreover, HRM is the practice of
recruiting, deploying, hiring and managing the company’s employees.HRM may also defined as
a process of recruitment and selecting worker, rendering induction and orientation, training and
development (Berman et al, 2012).
SingTel is a Singaporean telecommunication corporation that is originated in 1879. It is the
biggest player in telecommunication industry that provides telecommunication and internet
products and services to the customers in Singapore. It is one of the leading and foremost listed
Singapore corporations on the Singapore exchange measured by market capitalization. The
company has a wide network of office throughout Europe, USA and Asia Pacific and further it
employs more than 23,000 employees internationally (Singtel, 2018). The primary vision of the
firm is to be Asia Pacific’s best communications technology corporation. In addition, the
objective of the company is to create sustainable enlargement and to provide superior returns to
shareholders in the marketplace. The core values include challenger spirit, customer focus,
personal excellence, teamwork and integrity. SingTel also provides IPTV, ISP, fixed line
telephony and mobile phone network services to the customers across the world. The corporation
also maintains ethics, values and code of conducts in the workplace to carry the business
operations globally. The board of directors is accountable for the company’s corporate
governance standards and policies their significance across the world.
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Human resource management
Strategic HRM process: The strategic human resource management process is the management
of the corporation’s human resource to entirely collaborate and communicate in the attainment of
the strategic objectives and goals of the company. It is noted that SHRM plays a significant role
in each and every company to deal and manage the issues related to performance management,
reimbursement, safety, organization development, benefits, employee motivation, training,
wellness and others (Sparrow, 2010). The SHRM also plays a strategic role in handling and
managing employees and workplace environment and culture. It has been found that SHRM
provides a clear and unique business strategy and vision for the future. It also puts a direct
impact on the process of retaining, recruiting, hiring and motivating the workers. Beside this,
SHRM helps in addressing people development issues effectively and systematically. The
company can also fulfill the needs and expectations of the consumers with the help of SHRM
process (Boxall and Purcell, 2011).
Managing performance: It is a significant function of HRM that help in improving and enhancing
the performance and productivity of the workers at the workplace. It has been found that
performance management includes actions or activities which ensure that goals and objectives
are frequently being met in an efficient and effective manner. Managing performance is a
constantly process that help in accomplishing the desired mission and vision (Berger and Berger,
2011). The success and growth of an organization depend on the performance and efficiency of
the workers. Therefore, performance management is developed and maintained by the companies
to judge and analyze the effectiveness of the subordinates. It is stated that performance
management ensure that worker performance contributes to both team objectives, goals and
those of the business as well. It is noted that performance management provides ample of
benefits to the employees. It helps in providing reorganization and rewards to the workers within
the organization. Regular feedback is collected by the top management and leaders to improve
the productivity of the workers. Performance management also helps in providing clear direction
or guidance to fulfill the long term requirements and needs of the business. By using analyzing
the performance of the workers, the organization has been able to improve and enhance the
skills, knowledge and talents of the workers in the international market. Along with this,
performance management system also helps in motivating and encouraging the workers to fulfill
the roles and responsibilities successfully (Aguinis, 2013).
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Human resource management
Managing diversity and work: It is one of the significant functions that exercised by the human
resources management in every company. If the company wants to attract and retain talented and
skilled employees then it needs to maintain favorable working environment in the workplace.
This will also help in reducing the employee retention issues within the organization. It is stated
that managing diversity is a constantly process that unleashes the ample of capabilities and
aptitude that assorted population bring to a company, society or community, so as to generate a
positive working environment in the organization (Briscoe, Tarique and Schuler, 2012).
Moreover, reducing employee issues is the major benefit of managing diversity in the workplace.
Diversity also encourages the workers towards the attainment of desired objectives and goals
within the organization. Diversity helps in reducing and preventing the concerns and issues that
are related to the business and employees as well. The workplace diversity helps in providing
equal opportunities to the workers in the organization. The workplace diversity increases
creativity and productivity in the workplace. Along with this, it is enabled in providing ample of
excellent opportunities for professional as well as personal growth and progress. The positive
growth of the firm can be determined with the help of dynamic workplace diversity. It is
analyzed that bonding and collaboration over differences and similarities can help one to become
a global citizen. One of the significant benefits is the favorable reputation and brand image.
Working with different people who come from different countries can truly be an enriching
experience in the organization. Aside this, it will also infuse new perspectives, learning and
traditions from the different part of the world. It is noted that inclusive and attractive diverse
business will help in attracting capable and talented workforce in the international market
(Armstrong and Taylor, 2014).
SHRM process plays a significant and vital role in SingTel to explore and flourish the business
activities in a hassle free manner. The strategic human resource management process includes 5
stages include scanning the environment, identify sources of competitive benefit, identify HRM
strategies, initiating HR strategies and monitor and assessment. In first stage, SHRM at Singtel
analyzes and identifies the external and internal factors of the market. The external factors
include political, legal, economic, environmental and socio-cultural factors (Scullion and
Collings, 2011). On the other hand, internal factors encompass business process, organizational
culture, industrial relations and SWOT analysis. In second stage, the SHRM determines and
analyzes the parameters of competitive benefits that could stem from diverse sources as customer
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Human resource management
service, product quality, brand positioning and price. SHRM at SingTel helps in attaining the
competitive benefit by conducting the effective training programmes designed and created to
enrich the skills of the workers. The third stage such as identify HRM strategies include
developed formal learning and empowered informal learning. After identifying the HRM
strategies, SHRM initiates the strategies and policies in the international market. Monitor and
evaluation is considered the last stage that helps in finding the deviation within the organization.
In this way, strategies human resource management process is an important part of SingTel that
help gaining competitive benefits in the global market (Businessjargons, 2018). In today’s era,
strategic HRM is certainly significant idea in the field of management and business as well. The
idea of SHRM at SingTel is to encourage high performance workplaces, performance and human
capital management. By using SHRM process, SingTel has been able to conduct training and
development sessions, programs and seminars in the international market. SHRM plays a
imperative role in affecting the organizational culture within a business. Setting procedures,
direction, guidelines and SingTel standards lets workers know and learn the attitudes and aspects
that are adequate in the workplace (Bagga and Srivastava, 2014).
Apart from this, performance management system also plays a fundamental role in SingTel to
promote the workers for performing roles and responsibilities in an effective way. The
performance management system at SingTel is mobile optimized that help in tracking the records
and data of the workers successfully. By using performance management system, the
organization could able to review the performance of the followers anytime and anywhere in the
workplace (Ginsberg and Wlodkowski, 2009). Managing performance at SingTel enables
managers and leaders to drive desirable outputs and employees to work towards the same
attractive and strategic goals and objectives. The performance management system also helps in
maintaining favorable culture and sustainability within the organization. It is analyzed from the
various analysis that performance management system renders a fully interactive meaning
content, offline version and assets that can be emailed or downloaded for later use. Aside this,
advertisement and promotional strategies are implemented or initiated by SingTel to retain and
hire the maximum number of the candidates globally (Kasemsap, 2018). To improve and
enhance the performance of the workforce, health and safety facilities are also provided to them
in the workplace. SingTel provides a sustaining and strong performance culture, performance
based pay, rendering competitive and providing a holistic suite of advantages. At SingTel,
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Human resource management
performance and productivity encompass sustaining and creating ongoing alignment to business
goals and obligation to developing people. In this way, performance management system helps
in identifying and monitoring the outcomes and effectiveness of the business and employees as
well (Brewster, Mayrhofer and Farndale, 2012).
It is noted that workplace diversity is an important part of SingTel. The company is committed to
growing and leading with people and making the firm a vibrant workplace. The organization
provides favorable workplace to the employees that support personal and professional
development as well. Along with this, the firm renders a variety of career opportunities and
generates high productivity and collaborative teams. There is no discrimination in the company
on the basis of sex, gender and religious (SingTel, 2018). The organization also ensures an
equitable remuneration structure that has no gender bias. The top management and managers
treat colleagues with respectfully to make happy them at the workplace. In addition, the company
also believes in rendering a inclusive, diverse and collaborative work culture and environment
that values differences to attain better results and outcomes. Moreover, the workplace diversity
offers various perspectives and foster creative thinking to resolve and handle business challenges
and risks. It has been noted that gender diversity remains a key and significant area for SingTel
group as the company continue to focus on maximizing the representation of female in senior
leadership and key technical roles. The diverse people are key to the group’s success and growth.
The ambition of the firm is to be an employer that people want to be interconnected with and
work for (SingTel, 2015).
On the above mentioned analysis it is concluded that SingTel is leading company in the
Singapore. HRM is a considered the backbone of the firm. The above analysis shows that how
the company is expanding and flourishing the business activities and operations widely.
Furthermore, SHRM is an effective part of SingTel that help in making unique and dynamic
policies and strategies towards the attainment of the vision and mission. In addition, HRM also
helps in making performance management system in the workplace to enhance the efficiency of
the workers. Workplace diversity and innovative culture is also maintained by the company to
attract the wide range of employees at the workplace. It is recommended that the corporation
should focus on the culture, diversity, policies and strategies to make dynamic image in the
minds of the customers.
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Human resource management
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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Bagga, T. and Srivastava, S., 2014. SHRM: alignment of HR function with business
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management in public service: Paradoxes, processes, and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Macmillan
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