Analysis of Human Resource Development Practices in Telecom Industry

Desklib provides past papers and solved assignments for students. This report analyzes HRD practices in the telecom industry.

ASS2 MANAGING HUMAN RESOURCES-
HRMT -20024

Article 1 Al-Kahtani, & Ali Khan. (2014). An Exploratory Study Of Human
Resource Development Practices In Telecom Industry In Saudi
Arabia: A Case Study Of Private Sector. European Scientific
Journal, 10(1), European Scientific Journal, Jan 2014, Vol.10(1).
DOI: http://go.galegroup.com.ezproxy.cqu.edu.au/ps/retrieve.do?
tabID=T002&resultListType=RESULT_LIST&searchResultsType=
SingleTab&searchType=AdvancedSearchForm&currentPosition=3
&docId=GALE
%7CA361712031&docType=Report&sort=RELEVANCE&content
Segment=ZONE-MOD1&prodId=AONE&contentSet=GALE
%7CA361712031&searchId=R2&userGroupName=cqu&inPS=true
An Exploratory Study of Human Resource Development Practices
in Telecom Industry in Saudi Arabia: A Case Study of Private
Sector
Objective: There are multiple objectives which are been identified
regarding this context. The first is to analyze the perception of all
those employees towards the way of effective practices of HR in the
organizations of private sector telecom in Saudi Arabia. The second
is to determine the performance of all the employees in the chosen
private telecom industries. The last objective is to evaluate &
examine the impact of all the practices of HR on the different
performances of the employees.
Method: The method of sampling was being applied & implemented
to gather effective primary data. The list of the questionnaire was
being distributed among 120 employees, out of which 85 responses
were useful. The first part of the questionnaire included the
dependent variables such as organizational development,
performance appraisal, etc. The second part was regarding
employees’ performance.
Findings & discussions: The research has identified that

implementing the effective practices of HRD should be executed by
the private telecom business sectors in order to increase the
employees’ performances such as the measures of quality life,
training & development, organizational development, participative
management & many more. It has been founded that the standard
relationship is being enhanced between the different variables of all
the practices of HRD. All these effective & efficient practices help
the private telecom sectors to achieve their determined goals &
objectives in the standard manner. Some of the employees were not
able to share up their opinions freely while others have effectively
drawn out the conclusion without any kind of hesitation.
All the undesirable issues were also being found out which reduces
the effective implementation of the different HRD practices. The
complete literature enhanced the various numbers of studies in
relation to the HR practices during all the levels of management. The
general practices were being illustrated along with the climate of
HRD across the different regions or areas in the private telecom
sector. Apart from all these, the concept of mobility was also being
enhanced on the basis of the role & the overall growth &
contribution or the development of the private telecom sector/
industry. The positive, as well as the favorable environment, is being
enhanced in between the development of all the employees and the
climate of Human Resource Development. As per the suggested
views of professional managers or authors, the overall organizational
management should be generous to support the workforce
emotionally.
Conclusion: It has been concluded that the concept of HRD pays the
most essential role in enhancing the overall organizational growth &
success in different private sectors of the telecom industry. All the
employees are being affected in both the direct & indirect manner.

Contribution to the essay: The huge scope is being enhanced of
improvement in the telecom industry with the help of the bright
climate of Human Resource Development. The fluent management
of all the business organizations in the private telecom sector helps
in enhancing the smooth working for all the organizational
conditions.

Article 2 Dhingra, V., & Gakhar, K. (2016). A study of implementation of employee
development practices in telecom industry. Abhigyan, 34(2), 14. DOI:
http://go.galegroup.com.ezproxy.cqu.edu.au/ps/i.do?&id=GALE|
A464450333&v=2.1&u=cqu&it=r&p=AONE&sw=w
A study of implementation of employee development practices in telecom
industry
Objectives: The main objective of this journal article or the overall research is
to effectively & properly study about the essential extent of implementing
various appropriate or standard practices to enhance the overall personality
development of all the employees working in the telecom industry. The other
purpose of enhancing employee development is to enhance the different skills
along with personal & professional development. Helping all the employees
to attain their respective personal & professionals goals is also one of the
major objectives of this journal article.
Method: The list of the questionnaire was being created in a structured
manner in order to gather the relevant data & information. The survey report
was being developed for improving the different competencies & standard
skills of all the employees.
Findings & discussions: It has been observed that the “high visibility
assignment” is the most widely used & implement business practice in the
whole industry of telecom sector. With the help of this practice, the huge level
of business opportunities is being generated for all the employees. The second
highly utilized business practice is the concept of “e-learning” with the help
of which the different business organizations can effectively switch towards
those learning which are cost-effective & which believe in the enhancement
of developed practices for all the employees. Through the ranking of “self-
directed learning” is can be said that the telecom sector/ industry try to
inculcate the overall process for continuing the concept of learning &

development.
Flexible systems of working are being enhanced for all the employees. It has
been identified while conducting the research that the employees in the
telecom sector do not expose themselves out of their level of a comfort zone
because they lack behind in attaining their goals & developing their overall
personality. The implementation of the “Apprenticeship program” along with
enhancing the strict rules or the long duration of training does not benefit the
telecom sector/ industry in an attractive manner. The complete research has
analyzed that the telecom industry is being treated as the most volatile as well
as the competitive sector among all the other different sectors. The main focus
is required to be given on the training by various companies.
Conclusion: it has been concluded that the different practices are necessary to
be explored for all the employees. The fifteen practices were been identified
which is to be implemented effectively in the telecom industry. The tool of
“employee development practice” is very essential to be developed for all the
business organizations in order to possess a high level of competitive
advantage.
Contribution to the essay: The personal, as well as the professional
development of all the employees, will lead the telecom sector to enhance the
high level of competitive advantage & take the top leaders in the competitive
business environment.

Article 3 Huemann, M. (2010). Considering Human Resource Management
when developing a project-oriented company: Case study of a
telecommunication company. International Journal of Project
Management, 28(4), 361-369. DOI:
http://dx.doi.org/10.1016/j.ijproman.2010.02.008
Considering Human Resource Management when developing a
project-oriented company: Case study of a telecommunication
company
Objectives: The predetermined objectives of this research are to
develop the deep understanding for developing the project-oriented
telecom sector, to identify & analyze all the different challenges in
Human Resource Management while creating & developing the
company which should be project-oriented and to easily reflect the
different possibilities we all as the limitations for managing all the
identified changes in the developed project-oriented telecom
company.
Method: Different methods were being applied & implemented in
order to achieve all the defined goals & objectives such as the
documentation analysis, observations & the effective sessions of
interviews. For developing the annual reports at the internal as well
as the external basis, the method of documentation analysis is being
used.
Findings & discussions: For making all business organizations or
companies in the form of project-oriented, different guidelines are
being enhanced & implemented accordingly. The larger projects are
to be established by the Human Resource Development of various
telecom companies & industries. It has been identified in the
research that the concept of developing the “professional project

management” is more relevant as compared to the other concepts or
methods. Standardized training was being established & enhanced
for all the project managers, project owners & all the respective team
members of the project. This effective& efficient level of training
helps in enhancing the high level of communication among the
different owners & managers of the overall project. It has been
noticed that the project-oriented business organization is completely
well maintained & well structured as compared to those companies
who lack behind in the then effective formulation of the project &
implementation of the related strategies.
The line managers are being provided with the high level of support
& essential services related to the effective completion of the project
which is directly linked to the overall system of appraisal. High level
of cooperation & coordination is being enhanced among all the team
members of different project departments with the help of various
effective activities of Human Resource Management. Different tasks
are being carried out by the respective project managers which help
them in enhancing their formulated respective projects. All the
internal projects of the business organization are being handled by
the Human Resource Personnel. They help in enhancing the deep
level of understanding to encourage the overall organizational
working in the project
Conclusion: It has been concluded that the transforming demand
enhances the full support to motivate & increase the
professionalization of project management. With the help of
including the different services, processes & the HR practices, the
deep understanding is being enhanced for developing the business
organization towards the “project-oriented company”.
Contribution to the essay: The project-oriented companies or the
business organizations are very well disciplined & well organized

because of which all of them will enable the complete sector of the
telecom industry to implement the Human Resource strategies &
practices collectively in the effective & efficient manner. The more
projects will be developed, the more increment will be seen in the
business organizations of the telecom industry in terms of
professional growth & development.

Article 4 Vasudha Dhingra, K. G. Employee Development Practices in Telecom
Industry in India-A case study of Public Sector. IOSR Journal of
Business and Management (IOSR-JBM) e-SN, 05-12. DOI:
http://iosrjournals.org/iosr-jbm/papers/Vol16-issue8/Version-3/B016830
512.pdf
Employee Development Practices in Telecom Industry in India - A
case study of Public Sector
Objectives: The main objective for creating the research or the journal
article is to effectively assess as well as compare the maximum extent
up to which the implementation can be enhanced of the chosen practices
for the development of employee in the different sectors of public
telecom industries in the country of India. Another major objective is to
modify those practices which sometimes result in the deficiencies.
Method: The method of the questionnaire was being conducted in order
to acquire the desired or relevant information from the private or public
employees in different sectors of the business organizations of the
telecom industry. The list of the questionnaire was being distributed
among 120 employees including 50 employees from MTNL and 70
employees from BSNL.
Findings & discussions: All the respondents or the employees actively
participated & responded to all the asked questions in the questionnaire.
It has been identified that development practices which were been
implemented for all the employees of the telecom sector have been
worked on an average scale. It has been noticed that the practices of
“High Visibility assignment & E-learning” were being implemented
greatly & utilized mostly by the telecom company of BSNL in the
country of India. The concept of job-sharing is been widely used in the
public sector or in the MTNL. The high requirement was being found
out for enhancing the high level of training for all the employees of
BSNL so that they can be self-motivated & self-encouraged. Up to some

extent, it has also been identified that both the telecom companies are
somewhat similar & overlapping.
The public sector of the telecom industry faces the various big
challenges in enhancing the effective implementation of leadership
training & career planning as compared to the private telecom sector. It
has been determined that the public sector or the business organizations
of telecom industry focus more on gathering the expertise form the
technical field across the overall business organization or the company.
The development programs are not frequently or regularly implemented
such as the “self-directed training”. The positive climate is very
essential to be enhanced within the business organization in order to
eliminate the negative influence.
Conclusion: It has been concluded that deep knowledge is required to
be enhanced & developed regarding the implementation of all the
effective development practices, especially in the public sector
companies of the telecom industry. It has been found that the
implementation of all the development practices is very rare. The
difference was also being identified among the concepts of job rotation,
E-learning and the complete process of leadership.
Contribution to essay: When all the employees of both the private as
well as the public sector of telecom industry will be developed with the
help of the effective implementation of the employee development
practices, the overall sector or the industry of telecom will help in
achieving their defined organizational goals & objectives in the effective
& in an efficient manner. The standard recommendations are also to be
fulfilled or implemented by the overall telecom industry or the sector in
order to enhance the smooth working within the business organization.
Article 5 Wali, S. (2016). The Human Rights Perspective towards Enhancing Employee

Satisfaction and Organizational Effectiveness-A Study of Telecom Sector in
India. Journal of Applied Management - Jidnyasa, 8(2), 49-56. DOI:
https://search-proquestcom.ezproxy.cqu.edu.au/docview/2137583613?
rfr_id=info%3Axri%2Fsid%3Aprimo
The Human Rights Perspective towards Enhancing Employee Satisfaction and
Organizational Effectiveness-A Study of Telecom Sector in India
Objectives: The objectives of this research article include the effective study for
analyzing the deep importance of all the human rights within the business
organization in reference to the telecom sector among the chosen country of
India. The second objective is to assess the influence for implementing the
necessary rights for the human to enhance or encourage the employee
satisfaction. The last objective is to influence the satisfaction of all the
employees in relation to the overall effectiveness of the business organization.
Method: The method or the procedure of “Random Sampling” was being
adopted for conducting the overall research in an effective as well as in the
efficient manner. Around 310 respondents were being included from six business
organizations of the telecom industry. The implemented design of research
method was being found descriptive in nature.
Findings & discussions: From the effective implementation of the research
method it has been identified that the linear relationship is being existed among
both the employee satisfaction & the effectiveness of the business organization.
It is very essential for highly satisfying all the organizational employees as only
then they will be able to get retained in the business organization for the longer
period of time which will result into the lower organizational cost inn terms of
providing the training to all the new joiners. There will be the increase in the
overall organizational productivity which will help in attaining he defined goals
in the better way.
When the employees will be satisfied, they will keep satisfying the customers