HRM Challenges in the Telecommunication Sector: Report for HRMT 20024

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HRMT 20024 ASSESSMENT 3
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Table of Contents
Introduction......................................................................................................................................2
HRM (Human Resource Management) in telecommunication sector.............................................3
Key challenges in attracting and retaining the workforce in the telecommunication sector...........3
Recommendations to address such challenges................................................................................8
Conclusion.......................................................................................................................................9
References......................................................................................................................................10
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Introduction
While working in the dynamic environments there are a series of the difficulties that are being
faced by the authority concern of the telecommunication sector. One of the major problems in
this regard is observed to be the attraction and retention of the employees in the concerned
sector. These problems are exposed to the series of factors such as differences in the culture,
values, and opinions of the workforce coming from different background. In addition, the
reported work addressed tha6 there is a great and major change in the expectation of the
employees in the recent scenario in comparison to the past work environment. As such it
becomes a major and prime need on the part of the authority concerns of the telecommunication
sector to focus on the formulation of the suitable and effective strategies that can support and
assist in the better attraction and retention of the workforce leading to a strong position in the
competitive market environment.
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HRM (Human Resource Management) in the telecommunication sector
HRM is one of the significant activities that are requisite to be well-designed in order to have
suitable command and supervision on all the activities and events related to the
telecommunication sector (Southiseng & Walsh, 2013). The aspect of the HRM deals with the
overall perception of the workforce operating its activities in the concerned sector so as to have a
better understanding of all their views and opinions. There are multiple roles that are being
performed by the HRM in the organization that tends to have suitable management of all the
activities leading to systematic and enhanced operations.
The workforce engaged in the telecommunication sector must ensure and possess good
communication skills in order to deal with the customer and persuading them in a positive
manner towards the work operations of the concerned sector. For the purpose, there is a prime
and major need on the authority concerns of the telecommunication sector to formulate suitable
and effective strategies and policies that can satisfy such workforce with respect to the work
operations (Nasser S. Al-Kahtani., 2018). This will lead to the better attraction and retention of
the employees. However, there is a need to understand the key and major challenges that can be
faced in the attraction and retention of the employees so as to ensure the systematic and smooth
operation of the concerned sector for the long prospects of time.
Key challenges in attracting and retaining the workforce in the telecommunication sector
With the passage of time, there are a series of the challenges being faced in the aspect of
attracting and retention of the qualified workforce. Such challenges are being majorly observed
in the telecommunication sector as the work operations of the concerned industry is growing at a
rapid pace (Al-Kahtani, et. al., 2018). With the changing scenario, it has been observed that the
telecommunication sector has more technical experience in comparison to the other industry. As
such, there is a great need of the trained workforce both at the front and the back office so as to
meet the ever-changing needs of the customer.
HRM in the telecommunication sector
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HRM is one of the significant and essential aspects in every business organization whether
operating on a large, medium or small scale. The HR manager plays multiple roles and oversees
the overall activities and operation of the telecommunication sector. With the changing
parameters, the telecommunication sector is also gaining a suitable understanding of the varied
aspects relating from a lower level to the top level (Kahtani, et. al., 2014). However, to manage
the overall operations and activities there is a major challenge to retain the talented employees
and attract new talent towards the working patterns as there are diverse factors that affect the
perception of the workforce engaged in the telecommunication sector. For such purpose, the HR
manager needs to ensure a suitable work atmosphere that can satisfy their requirements leading
to better co0nnduct of the activities for the long prospects of time.
Series of the variables that have to effect on the different practices related to the human
resource
One of the major challenges the HR manager is facing is with respect to the understanding of the
effect of the series of the variables that have to effect on the different practices related to the
human resource (Dhingra & Gakhar, 2016). It has been determined that there is a major problem
that is being faced in relation to the understanding of the certain personal characteristics of the
employees engaged in the work operations of the telecommunication sector. With the changing
condition of the market environment, there are major changes being observed in the needs and
requirements of the workforce. As such it is a prime need on the part of the human resource
managers to identify and elaborate the understanding towards the need of the workforce so as to
develop highest potential leading to the attainment of the objectives of the telecommunication
sector in an effective and efficient manner.
Behavior or perception of the human
In addition, it has been determined that the scope of the telecommunication sector is very broad
and wide (Mansoor, et. al., 2012). As such it also includes the of the behavior or perception
human that is very complex and managing such behavior is one of the major challenges that can
be faced by the human resource managers. As such, the suitable command cannot be attained
leading to the reduce turnover of the employees engaged with the concerned sector. Therefore, it
is essential and requisite on the part of the management concern of the telecommunication sector
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to have proper attention to understanding the perception and behavior of the workforce from a
diverse background. This will lead to the effective integration of the behavior of the entire
workforce towards the accomplishment of the goals and objectives associated with the
telecommunication sector (Nankervis, et. al., 2016).
Development of the HRM practices
Further provided, telecommunication sector holds a good position in the overall industrial sector.
The growing importance of the concerned sector has attracted attention to the development of
HRM practices. With the changing patterns of the market environment, there is also a major
change being observed in the practices being adopted by human resources. As such, there is a
major challenge being observed in the development of of human resource. The development of
the human resource is a complex process and procedure as it is linked with the level of
performance. As such it is determined that the human resource is the greatest asset of the
telecommunication sector and there is a great need on part of the telecommunication sector to
develop their existing practices related to human resource. This will assist the concerned sector
in maintaining a suitable position in the global storm. This will assist in better satisfaction of the
employees ensuring suitable retention for the long prospects of time.
Development of the employees
Another major challenge that is being faced by the management concern of the
telecommunication sector is with respect to the better command on the development of the
employees (Sharma, et. al., 2015). With the changing condition of the market environment, there
is a great need to develop the skills and capabilities of the existing workforce as per the needs
and requirements of the external environment. This is a major challenge for human resource
managers as it becomes quite difficult to manage the skills of the workforce engaged in the
operations coming from a diverse background. Further provided, there are series of the threats
being observed that can be effectively managed with the suitable layout of the employee
performance so that they can better and effectively confirm the internal operations of the
telecommunication sector to the external variation prevailing in the market environment. For the
purpose, the HR manager is requite to have suitable command on the comparison of the skills
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and performance so as to have better and effective evaluation leading to better judgment with
respect to the current and future activities and events of the telecommunication sector.
Context of human resource management
Apart from the above facts, it has been evaluated that to retain and attract the employees with
respect to the working of the telecommunication sector there is a great need to understand the
context of HRM (Human Resource Management). Context of human resource management is a
broad term that involves factors such as social, economic and political contexts. These factors
play a major and vital role in strategic human resource management. In addition, it will assist in
the providing of the strategic direction to all the employees leading to better and systematic
conduct of the activities. With the context of the human resource management, the HR manager
will also be able to adopt suitable approaches related to the recruitment and selection leading to
the suitable attractions of the qualified personnel (Jyoti, et. al., 2017).
Effective management of the employment relationships
Another major challenge that is being faced by the HR managers with respect to the working of
the telecommunication sector includes the effective management of the employment
relationships (Nankervis, et. al., 2016). It has been determined that with the growing
acknowledgment of the human resource management of the employment relationship becomes a
critical aspect in relation to the strategic HRM. It has become a matter of great concern and
significant to influence and determine the terms and condition so the workplace as this plays an
integral part in the maintenance of the employee relationship. In addition, it has been observed
that the favorable workplace atmosphere and positive employee relation will assist in the better
satisfaction of the entire workforce leading to the better attraction of the new and trained
workforce along with the retention of the employees for the long run.
Planning of human resource
Attraction and retention of the workforce in the dynamic environment is a very crucial aspect in
order to have a systematic and smooth flow of operations. However, one of the major threat or
challenge in front of the concerned sector is with respect to the ineffectiveness of the planning of
human resource (Kouadri & Nouri, 2017). Due to inappropriate command on the procedures
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related to the recruitment and selection they are not properly able to fill the vacancy with the
suitable candidate. As such, a series of the complexities are being faced by the authority concern
of the telecommunication sector that tends to affect the work operations of the existing
employees (Dhingra & Gakhar, 2016). For such purpose, the HR managers need to focus on the
formulation of the suitable plan layout with respect to all the activities and events so as to ensure
better conduct of the activities. This will also lead to the better formulation of the strategies and
policies that can lead to better confirmation of the internal operations with the external
environment variations. Apart from that, the suitable plan must include the list of the
motivational and demotivational factors so as to better understand and identify the needs and
requirements leading to their effective satisfaction towards the working patterns of the concerned
sector.
Design of the work
In the global prospects of the business environment, the design of the work to meet the needs of
the employers and employees is also one of the major challenges that are being faced by the HR
managers. As such major difficulty that is being determined is that it tends the employees to
change their jobs on a frequent basis. As such these changes tend to create issues with respect to
the shortage of labor and related aspects. As such to meet such competitive challenges the HR
manager must focus on the development of the competencies and competency profiling in the
telecommunication sector. In addition, the focus is to be made by the management concern of the
telecommunication sector on the process of the job analysis that majorly focuses on the
expectation of the roles, job design within the organization leading to the better meeting of both
the employers and employees operating and conducting the activities in the concerned sector.
However, there is another barrier that is being faced by the authority concern is with respect to
diversity management (Nankervis, et. al., 2016). As such suitable and effective strategies must be
formulated by the management of the concerned sector in order to attract the best talent from the
pool of the candidates. This will assist in the attainment of a better competitive position in the
market place.
Management of the performance of the human resource
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The success and growth of the telecommunication sector mainly depend on the management of
the performance of the human resource (Akhter & Pinto Barcellos, 2013). For the purpose, it is
essential that the authority concern effectively focuses on the assessment and measurement of the
performance of each individual so as to have better evaluation leading to better and effective
judgment with respect to the future activities (Kouadri & Nouri, 2017). This will assist in the
creation of a suitable framework for the redressing of the problems leading to better attraction
and retention of the employees.
Recommendations to address such challenges
It has been observed that the problem related to the attraction and retention of the employee in
the telecommunication sector is increasing with the passage of time. As such to address such
challenges series of the recommendations can be adopted by the telecommunication sector that
majorly includes:
 Suitable policies and strategies must be formulated from time to time so as to deal with the
diversity of the workforce in an appropriate manner.
 Proper training sessions and seminars must be organized from time to time so as to gain suitable
and effective knowledge with respect to the needs and requirements of the employees.
 For the attraction and retention of the clients, it is recommended that the suitable taking into
consideration the views of the layout of the planning must be made so as to have systematic
operations.
 Further provided, proper stress management programs so as to enable the existing employees to
deal with the work pressure in a better and effective manner.
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Conclusion
From the overall report, it had been determined that the human resource department of the
telecommunication sector faces a series of challenges while conducting the activities in the
environment of the dynamic nature. For the purpose, the reported work concludes on the need to
focus on such challenges so as to formulate suitable strategies and policies that can assist in
facing the challenges. Further, the reported work concludes on suitable recommendations that
can be adopted by the telecommunication sector in order to deal with the challenges.
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References
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