HR Report: Analysis of Telstra's Performance and Reward Management

This report provides an executive summary of human resource management (HRM) practices within Telstra, a telecommunications company. It analyzes Telstra's HRM policies and practices, particularly focusing on performance and reward management. The report examines key issues such as employee retention and diversity, and delves into specific policies including the code of conduct, social media, leave, grievance, internet/email, privacy, health and safety, and anti-discrimination/harassment policies. It also explores HR practices related to reward management. The report utilizes secondary sources to provide insights into how Telstra manages its workforce to achieve organizational goals and maintain a competitive edge in the telecommunications industry. The report concludes with recommendations for Telstra to improve its HRM strategies.

HR Report

Executive Summary
Human resource management perform various activities and function to manage different
individual that are working in enterprise. It make use of different techniques and method to
enhance overall performance of individuals so that company can expand its business operation in
different parts of country. HR manager not only hired talent employees within firm but
continuously find new techniques that could help in improving their performance level and
retention within firm. The report is an essay that have discussed about the way HR manager have
make use of policies and practices to perform its two crucial function in enterprise that is
performance and reward management. At the last report have included conclusion and
suggestions that might used by Telstra Human resource management to complete its task,
enhance performance of individuals.

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................................3
INTRODUCTION (600).................................................................................................................4
MAIN BODY (1850).......................................................................................................................4
CONCLUSION..............................................................................................................................10
RECOMMENDATION.................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource manager is mainly responsible for planning, recruitment and selection
of employees that are working in organization. It motivates and inspired individuals to work hard
or make optimum utilisation of their capabilities and skills for overall achievements of company
goals. Tesla has its operation across worldwide that delivered qualitative services to earn
maximum profitability which was established in 1975 that is 45 years ago that. This report is
about Telstra corporation that is public company in telecommunication industry that provides
products and services such as mobile telephony, network services and internet connection. It has
analysed and evaluated various HRM policies and practices that have been formulated in two HR
functional areas that is performance and reward management.
Purpose
The main purpose of preparing this report is to analyse human resource policy of the
Telstra company. The purpose of the company is to build the connected future so that everyone
could thrive.
A telecommunication segment seems as experiencing the enormous growth, network
traffic deemed as growing faster than any of the other time period and the digital technology is
changing the whole world. It mainly focuses on providing the best network and technology to the
people and are committed for staying as close to the customers and facilitating them with the best
experience.
The scope of the report is considered as very wide as it provides a detailed analysis of the
HR functions that are been performed by the HR managers in the organization in order to attract
highly skilled talent for effective function of business . This leads to achievement of the goals
and the objectives. The study would highlight the main areas where the HR focuses so that
overall function of the HR could be determined in appropriate manner. Moreover, the study also
presents the ways through which HR of an organization recruits the people and the legal rules
that needs to be followed by the human resource.
The mission of the company is to build the technology and the content solutions which
are easy, simple and are valued by the customers. The company strives for serving and knowing
their customers in a better way as compared to other firms.
Background

Telstra company is counted as an Australian telecommunication firm that operates and
builds the telecommunication network and the market voice, internet access, mobile, other
products or services and pay the television. It offers full range of the communication services &
competes within all the telecommunication markets. In the Australia, the firm facilitates around
18.3 million of the retail mobile service, approx. 3.7 million retail fixed proportion of bundles
and the stand-alone data services along with 1.4 million retail fixed stand-alone voice related
services. Telstra feels proud in helping their customers for improving the manner in which they
would live and work through the connection. Principal activities of Telstra include the telephone
exchange line to the business and the homes, servicing with the local and the long distance
telephone calls in international and Australia calls made to and from the Australia, by supplying
the mobile telecommunications services and also facilitating the comprehensive range of the
data, on-line services and through its affiliates, paying television. It is also a principal that
facilitates directory services in the Australia. Company operates in highly developed market
economy and stable political condition that has helped in growth and expansion of firm.
Telstra follows functional structure in its workplace from top to the bottom line in
functioning of the work. This helps in delegation of work in proper way so that work could be
done as per the set targets and as assigned by the top authority. Telstra have function
organisation structure that helped in effective distribution of task need to be performed by each
department for achievements of goals. Friendly and supportive organisational culture of Telstra
have motivated employees to work hard for attainment of company goals.
The company earned a net income of around $3.9 billion and total assets of approx. $42.1
billion with total equity of $14.6 billion. The number of that are currently working in the
organization are 26000 across the globe such as Asia, America and Europe..
Source
The report has been made by use of secondary sources that is books, journal and articles or
newspapers.
MAIN BODY
There are various functions that are performed by Human resources manager so that
employees can make optimum utilisation of their capabilities and skills for growth and success of
enterprise. HR manager of Telstra have make use of different theories and model to manage and
motivate employees to put their best so that company can gain competitive advantages in

telecommunication industry (Peccei and Van De Voorde, 2019). Thus, different policies and
practices that have been used by human resource manager of company can be illustrated as
follows:
Issue
There are main key issue which have been faced by HR manager of Telstra such as lower
retention ratio which means more and more employees wants to leave organisation. Thus,
company is unable to hired and retained highly talented, skilled and experienced employees
within firm. Another issue faced by Telstra is diversity and ineffective performance
management that have adversely impacted on organisation strategy and objectives.
Policies related to performance management
Code of conduct: It is written document that specifies the way employees needs to be behave,
dressed up well and worked in particular manner so that overall objectives of Telstra can be
achieved in best possible manner. There are various instruction are included in code of conduct
by manager of company such as about dress that needs to be wear by individuals, time at which
they can use mobile phones and assets, property that they can use for completion of particular
task. HR manager has also explained about values, ethics that needs to be considered or abide by
employees so that no harm can be caused to other individuals (Budhwar, 2016). Thus, code of
conduct has contributed in better coordination and cooperation of employees to work together as
a team rather than individual for completion of task. HR manager through making effective code
of conduct have contributed in building strong brand image and motivate individual to work
more hard so that it can earn more profitability.
Social Media policy: It is another policy that have been made by HR manager to retained brand
image and reputation of organisation in competitive environment. It has provided information
and guideline to employees the way they need to behave or post any information on social media
so that no threat can be caused to company effective operation (Al Ariss and Sidani, 2016).
Employees are free to post any data to social sites but they does’ not have permission to post
information that can caused harm to reputation of firm. Thus, in this way HR manager of Telstra
manage overall performance of employees so that company can achieve its specific objectives
and grow at rapid stage in Telecommunication sector.
Leave policy: Employees needs leave at several intervals for various purpose so HR manager of
Telstra have specific in leave policy about total amount of leave that can be taken by employees.

Various leaves have been provided by manager to employees such as casual, sick, family and
paid leave that have contributed in motivating individual to make best utilisation of their existing
skills and talent so that firm can easily grow in telecommunication industry.
Grievance policy: There are various conflicts, disputes and grievances or problem faced by
employees within workplace that lead to dissatisfaction and high unemployment rates in the firm.
HR manager by making grievance policy is able to understand all essential steps that it can take
to resolve problem or handle complaints (Santana and Lopez‐Cabrales, 2019). Thus, it helps in
reducing number of conflict and dispute within Telstra in limited time frame so employees can
pay more attention and efforts to complete task in better manner. Therefore, it is another HR
policy that have contributed in effective completion of two main function of HR manager that is
reward and performance management.
Internet and email policy: Telstra operate its function in telecommunication industry that have
more use of digital medium to complete task and delivered best services to end users. Thus, more
use of innovative technologies such as internet and emails within enterprise and threat to leak of
crucial information of business. There are various policies and procedure that have been made by
HR manager of Telstra so that employees can make appropriate use of technologies. It helps in
providing knowledge to employees regarding the way that are unethical or inappropriate for use
of internet connection and computers because they can cause harmed to organisation. It has also
specific various consequence that an individual has to face while not abiding to any policies and
rules, regulation that are made by HR manager of firm (Barrena-Martinez, López-Fernández and
Romero-Fernandez, 2018). Therefore, it helps employees to effective complete their task within
minimum errors and mistakes so that customers are delivered qualitative services for better
satisfaction of their requirements.
Privacy policy: It is also one of the policies of HR manager of company that have rewarded or
motivated employees to work on their existing skills and capabilities so that enterprise can earn
more profitability and market share. The policy has stated the way company have safeguards
various information about employees and customers so that no harm can be caused to them (von
Bonsdorff and et.al., 2018). It has clearly started information that need to be kept safe and secure
within wall of firm and which can be publicly informed. Therefore, HR manager by ensuring
privacy and safety of their personal information such as email ID, contact number and address
have contributed in effective performance management.

Policies related to reward and compensation
Health and safety policy: There are certain areas or place that can be hazardous to health and
wellbeing of individuals so HR manager of Telstra have ensured safety and health of employees
by providing them good working environment. It has provided supportive and friendly
environment to employees so that they can easily share their doubts and problem or views thus
enhance their performance and productivity for benefit of firm. Therefore, these policies of
company act as intangible rewards that motivates and inspired individual to work effectively so
that enterprise can gain competitive advantages.
Discriminative and harassment policy: Another policy that have been made by HR manager
of Telstra is discrimination policy which stated that each individual needed to provide equal
opportunities to make optimum utilisation of their skills and capabilities. Manager has also
formulated policy related to sexual harassment so that female employees are provided with
healthy and safe environment to work (Santhanam and et.al., 2017). Telstra manager have also
ensured all employees have equal chance to get training and promotion, selected within
organisation. Therefore, equality policies made by HR manager has helped in improving
employee’s performance and productivity to put more and more efforts in near future.
Hr practices related to reward management
HR practices refers to various activities that have been undertaken by HR manager to
manage and monitors overall performance and productivity of employees so that company can
earned strong brand image in market. There are various practices that have been used by Human
resources manager of Telstra for performance and reward management in order to overcome
issue.. Various theories had been used by Human resource manage to enhance performance level
of diverse individuals that are working in enterprise. Such as it has make use of motivational
theory like Maslow needs hierarchy to manage and retained diverse individuals within
organisation which can be illustrated as follows:
Maslow needs hierarchy: It is one of the most and best motivational theory that is used by HR
manager of number of organisations to motivate and reward employees so that they can put their
efforts with more determination for effective achievements of goals. Maslow need hierarchy has
suggested five steps which can motivate or reward employees to enhance their performance level
(de Brito and de Oliveira, 2016). Therefore, the way manager of Telstra has makes use of
Maslow need hierarchy can be illustrated below:

Psychological needs: It is basic needs of each individual that need to be satisfied in order to
manage performance of employees and inspired them to put extra efforts for achievements of
company goals. HR manager of Telstra have set attractive salary, wages and incentives that have
motivated employees of company to be part of it for having better lifestyles, food, clothing etc.
Incentives or bonus are reward that have been used by HR manager that have inspired dedicated
and highly talented employees to give make optimum utilisation of their capabilities and skills so
that firm can easily expand and grow its business operation.
Safety and security needs: It is second stage that motivates individuals so HR manager of
Telstra in its practices have ensured that all men and women are provided safe and secure
working place. All safety measure has been taken by HR manager so that no harm or threat ca be
caused to live of employees that are working in firm. Provident fund, insurance policy are some
of the methods or practices that are adopted by HR manager of Telstra to retained highly talented
and qualified employees within organisation (Yusliza and et.al., 2019). Thus, large number of
individuals are happy and satisfied to work with such firm that have ensured its health and safety
on priority basis.
Social needs: Most of the people like to be more socialised or connect with different range of
people to share their feeling, opinion and ideas. HR manager of Telstra by providing definite
organisational structure and guiding task or activities which needed to be performed by each
individual is able to coordinate and cooperate them to work as a team for completion of task.
Open communication between employees have reduces chances of conflict within Telstra thus
each person can more focused on task that they need to performed within organisation. HR
manager have also give chance to employees to share their ideas, view points and grievances that
helps in finding and formulating effective strategies to enhance performance of lazy employees
for effective growth and success of firm.
Self Esteem needs: After satisfaction of social, safety and psychological needs individual is
motivated to enhance its productivity when its self esteem needs are fulfilled. Manager of Telstra
in its practices have ensured that it follow all ethical values and code of conduct in order to
satisfied needs of individuals in best possible manner. It has rewards, recognise employees that
have work hard or better than other in previous years so that they are further inspired to give
their best so that company can retain its strategic positioning in Telecommunication industry.
(Storey, 2016). It has set policies and procedure that each individual needs to respect each other

within firm thus it contributed in maintaining harmony and increasing overall performance of
employees. HR manager have also provided opportunities or chance to all employees on equal
basis so that they can make use of their skills towards accomplishment of goals in order to get
specific reward.
Self-actualisation needs: It is last stage that inspired several individual to be part of firm for
longer period of time as at this stage Telstra HR manager have delegated authority and
responsibilities to complete specific task. There are various individual in enterprise that have
more knowledge and experienced so they are provided authority to take think creative and
innovative ideas, take appropriate decision for benefits of organisation (Apenko, 2017). Thus,
such HR motivational practices have contributed employees to know about their existing skills
and capabilities and make use of them for growth of firm.
Employees security: Human is the most important resources for any organisation so various
steps or measure need to be taken to ensure that they are provided safe and secure working place.
HR manager of Telstra have set top priority to invest more in health and safety of individuals
thus it contributed in effective performance management and retention of employees for longer
time frame (Sparrow and et.al., 2016).
Identification of system or HR practices that have contributed in resolving issue
Training and development program: HR manager mainly responsible for organising training
and development program for employees so that they can grow and promoted to higher position
within organisation. Telstra operates its business function in telecommunication industry so it
has to make use of modern and innovative technologies to provide customers best services
(Obedgiu, 2017). HR manager of Telstra by organising training and development program each
year at several interval of times is able to effectively manage performance of them for
sustainability and growth of firm.
Use of information technology: HR manager in its practices have also make use of information
technology to collect or gather information, data related to actual performance of employees.
Thus, it is able to find employees that are working hard, dedicated towards their respective task
so that company can gain competitive positioning in market. It also able to identified employees
that are underperforming or lazy thus plan better strategies or method that can induce them to
work hard or effective so that firm can attained its objectives within limited time frame (Mathis
and et.al., 2017). It also helps HR manager to forecast actual number of employees or skills that

it will requires in future situation in order to provide various services to customers. Thus, by use
of information technology HR manager is able to monitor and control performance of various
individuals in order to get specific outcomes.
Selective hiring: Innovative technology have been used by HR manager of Telstra to hire or
select right candidate for right job so that task can be performed in better manner. There are
various premilary test that are conducted by manager before hiring specific person for particular
job in order to select best person out of pools of individuals (Al-Sarayrah, and et.al., 2016). First
employees need to fill application form, then IQ test is conducted in order to identify existing
skills, knowledge and capabilities of individual and finally interview and medical test. So, HR
manager by following all such practices and process is able to get right individual at right place
within firm.
Legal and ethical responsibilities: Telstra HR manager in its practices have ensured that
various legal laws have been abided by it while performing different task, activities within
organisation. It has abide to employment law, health and safety law, equality law and
discriminative that have contributed in effective operation of business and achievements of
objectives.
Encourage active participation: It can be stated that HR manager of Telstra have encourage
and motivated employees to take active participation or share its feeling, ideas and views to
others. Cooperative culture, respect by Hr manager and continuous feedback from employees
have contributed in enhancing morale and motivation level of employees to work harder so that
it can easily expand its business operation (Christiansen and et.al., 2017). Therefore,
encouraging active participation of employee’s in decision making have contributed in creating
feeling of belongingness and effective performance management.
CONCLUSION
It can be concluded from above analysed and discussion that Human resource manager
plays an important role within organisation. The report has discussed about two main functions
of HR that is performance or reward management with Telstra and policies and practices that
have been used to performed this function. It manages and monitors performance of each
employee to find better strategies to enhance their productivity within limited time frame and
cost so that maximum benefits can be given to end customers. HR manager is also responsible

for understanding several issues, problem that individual might have faced while working so that
timely correction can be made for effective performance of employees. The above report also
illustrate that Human resources have effectively formulated policies and practices that it will
used to manage diverse individual to work hard so that company can earn maximum amount of
profitability. At last it can also be concluded that it is also responsible for retention of highly
talented skills, qualified and experienced employees within organisation for further expansion of
business operation in telecommunication sectors.
It can be stated that various process that company have use to manage employees have
contributed in success of firm. HR manager by making various policies and following practices
is able to manage diverse individual to work as team and retained within firm for longer period
of time.
RECOMMENDATION
HR manager has effectively manage performance and rewards of employees that have
lead in expansion and growth of firm in telecommunication industry at rapid stage. It can be
suggested from the above discussion that HR manager can also use all these practices and
policies in order to increase overall performance and profitability of firm. Such as:
 Identify goals of performance management and formulated effective strategies: HR
manager of company have set specific goals regarding performance of each employees so
that it can easily compare and contrast actual performance with set. Thus, by using result
or outcomes it planned various strategies that can be used to improve performance of
individuals so that firm can enhance its market share.
 Use of innovative techniques in practices for performance management: There are
various tools and techniques that are used by HR manager of Telstra such as key
performance indicators, reward and recognition programs, 360 feedbacks so that best
services can be delivered to end customers.
 Recommendation for use of other motivation theories: There are various other
motivational theories which could be used by HR manager of Telstra to enhance morale
and satisfaction level of individuals. Such as expectancy theory, Herzberg two factor
theory and MC Cllenand are some of the motivation theory that can helps manager in
effective management of rewards and performance so that enterprise can be retained its
market share for longer time frame.

 Organisational culture: HR manager also needs to work on organisational culture such
as provide supportive working environment to employees so that they can learn from
each other’s and complete task in more effective manner.
Therefore, all such recommendation can be used by human resource manager of company to
hired, retained most talented and qualified employees within organisations for longer period of
time frame.

REFERENCES
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barriers in socially responsible human resource management. Sustainability, 10(5).
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Limited.
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Springer.
Storey, J., 2016. What is Strategic Human Resource Management?.
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