Attracting and Retaining Employees in the Telecom Sector

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Human Resource Management
Assessment 3
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Table of Contents
Introduction.................................................................................................................................................3
The critical challenges of HRM in the telecommunication industry............................................................4
Recommendations.......................................................................................................................................8
Conclusion.................................................................................................................................................10
References.................................................................................................................................................11
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Introduction
Human resource management plays a vital role in the retention of employees. This report is
based on the attraction and retention of staff in the workplace. Employees are the primary
sources of generation of income in the business as they work for the company to achieve the
target of the company and for overall growth and development of the company. Losing of
employees is not a good sign for the company as employees are a lifeline for the company. They
know everything about the company it's working, its strength and weakness. In these ways and
techniques of attracting employees and retention of employees in telecom industries.
Further, the importance of retention of employees is also discussed in this report. In this report,
the methods of improving the working condition of employees are disused .telecom industries
needs to pay attention to the retention of staff employees in the companies. Job satisfaction is
one of the most important things which is to be considered for retention of employees in the
company.
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The critical challenges of HRM in the telecommunication industry
Retention and attraction of employees in the company are one of the essential tasks for the HR of
the company as employees play a vital role in the progress of the company. Human resources
management helps in attracting and retaining the employees in the company. There are some
reasons because of which retention of employees got affected like change in technology and
change in the workforce are the two main reason for the preservation of employees in the
company. Employee's turnover hurts the image of the company. It cost very high as it includes
scheduling interview and selection process than the training of the employees.
The telecommunication industry is one of the largest sectors in the world. The work culture is
already quite complicated, but when it comes to human resources management, it makes it more
and more complicated as well. Mostly in telecommunication industries, big companies and many
employees, including full time and part time workers also make human resources management
very tough. The more companies have employees, the more they have communication
difficulties as well in the organization. It often one of the essential things to make open and
regular communication in the organization among employees and management to make things
easy and smooth going during the work. It is the human resources manager's responsibility to
encourages employee for open communication (Xia, 2012). It is essential for the company's
growth and success of all the projects because the company needs employees engagement in
their plans to successfully implement them. Smooth communication develops strong bonding in
employees because HR planning in changing environment became complicated day by day, and
only open discussion will be helpful to achieve success in the project of the telecommunication
industry (Ahmad & Linen, 2017). It will be beneficial to develop strong bonding and manage
good relations between employees. If employees feel open to the management, it will be easy for
them to manage HR planning in changing environment even which encourages employees to
provide feedback and help them to perform their best which is helpful to achieve not only the
success but also be very helpful to make the employees stay with the organization for more
extended period. It is imperative that employees remain with the company because first
recruitment and training are not comfortable in the telecommunication industry and second it
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reduces the cost of operation as it helps to save the cost of preparations to new employees (Xia,
2012).
Management of performance would be considered as one of the most important things when it
comes to managing human resources to big companies, especially in the telecommunication
industry as well. In telecommunication, it is essential for the company to hire and train
employees according to the requirement of the company. telelcommincaiton industry is one of
those industries where employees turnover is very high, and it is one of the most significant
issues for the companies to make the employees stay with the company for a more extended
period. The working environment, the culture of the workplace and long working hours are the
reasons which are few of those essential reasons which influence employees to leave the
company or industries and doesn't make them stay the employees with the company in a more
extended period (Xiaojun & Wenqing, 2012). High employee turnover is not an ideal situation
for any of the company because it increases the cost of the recruitments and training to the
employees in the organization. It makes hard management of performance in the organization
because human resources person has to hire and train the new employees and if the person
doesn't stay with the organization, that would be considered as complete loss for the
telecommunication companies (Tasleem, et. al., 2015). It not only makes a negative impact on
the company in the market but also increases recruitment and training cost and makes the
management of performances robust. It impacted the company's all employees’ performance,
which indirectly increases the employee turnover in the companies. It reduces the company's
accomplishments in the industry, which develops a negative impact on the company's overall
growth and success rate as well (Xiaojun & Wenqing, 2012). If the company can do effective
management of performance, it would surely make the employees stay with the company for a
more extended period, which indicates that the company is making progress in such a
competitive world.
In the telecom industry, it is tough to manage talent retention and development by each passing
day. In an organization, managing its employees would be one of the primary responsibilities of
the human resource manager, but in telecom industries, workforces are not small numbers which
increase complication for the HR in the organization because managing a significant workforce
is often not an easy task. It is one of the biggest reasons behind high employee turnover in the
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organization, it helps to understand the employees will not be able to stay with the company for
the longer, and HR is failing to manage employees turnover. The main reason behind that the
employees are not satisfied with the company, its policies and with the managnment of the
company either (Tepret & Tuna, 2015).
. Rights for employees unsatisfaction could be anything, but it increases the chances of employee
turnover in the company. If the company doesn't feel satisfied or connect with the company,
managing talent retention and development will be impossible in the organization as well.
Unsatisfied employees are not able to perform their best, and they often don't use their skills and
potential for the company to fulfil the given targets and projects of the company. If things could
go worst, those employees can even influence others to leave the organization, which creates an
awesome image of the organisation in the market. In the telecom industry, it is complicated to
manage that the trained and skilled employees would stay with the company because
telecommunication industry requires skilled, qualified and experienced employees to achieve
success into its projects and work of the organization (Farooq, et. al., 2015). it is not only the HR
manager's responsibility to make the employees feel happy with the company and feel satisfied
as well, which will be helpful to make the employees stay in the company for longer (Tepret &
Tuna, 2015).
The telecommunication industry is one of the most complicated industries when it comes to
human resources management and high employee turnover every year and working conditions
play an important role in that because working conditions are not easy in the industries. Other
industries have their health and safety parameters or standards which make the employees feel
safe and satisfied working in those industries. In telecommunication, managing workplace health
and safety is not easy although, it is the industries which require it the most. It is one of the
biggest reasons behind high employee turnover and dissatisfaction in the industries. if companies
pay attention to managing workplace health and safety, it will be definitely able to create a huge
difference between the employee turnover and their stability with the company. in the
telecommunication industry, one of the biggest requirement is that employees including all level
workers, they are skilled and experienced and qualified enough to perform the tasks. The work in
telecommunication is often technical or semi-technical as well which creates the biggest
requirement of the companies to hire and train the right people in the company for the right work
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as well (Dodangeh, et. al., 2016). it is required that their health and safety parameters will be
according to standards as well so that employees feel safe and secure to work in the organization
which indicates that managing workplace health and safety is the prime requirement at work in
telecommunication. If a company provides them with all facilities according to the company's
workplace health and safety acts, it will make them feel safe with the company which will reduce
the employees' turnover (Founty, et. al., 1998). It will increase the productivity of the employees'
in the organization which will be going to make a positive impact on the performance of the
company. performance improvement will increase the growth and success rates of the company
which will automatically reduce the employee turnover in the company. The company should
focus on managing workplace health and safety for all the employees to make them stay with the
organization (Dodangeh, et. al., 2016).
Telecom industry is one of the most complex industries as there are different issues and
challenges which are required to be faced by the employees which results in going of employees
from the company. Mostly in all other industries there are set parameters and standards for the
employees but there are no such standards in these industries which lead to this situation. The
company have to manage strategic reward management in the organization in order to increase
the productivity of the employees (Huemann, 2010). New employees hiring and providing them
training could be extra costs to the company especially in telecommunication industries where
the employee turnover rate is quite high and that makes the things and process not so smooth in
order to achieve success in the project of the company. If a company is able to focus on it
strategic reward management in the organization, it will be surely able to encourage the
employees to perform better which is good for the company and helpful to increase the success
rate of the company. Strategic reward management is important in order to achieve employee
satisfaction in the organization because the company is able to provide some rewards to the
employees that will act as an encouraging step for the employees in order to increase the
productivity of the employees (Nankervis, et. al., 2016). A little extra will always encourage
employees to perform better in the organization. It will reduce the employee turnover in the
organization which is one of the most important issues in the telecommunication industries.
Things would become really complicated if companies were not considering the importance of
Strategic reward management in the organization. If the human resources manager is able to
make some strategies which will able to encourage employees in order to increase their
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motivation level towards achieving their goals. If employees feel motivated enough, they will
surely increase their participation and engagement in work and that will be quite helpful in order
to achieve success for the company. it will be helpful to reduce employee turnover in the
organization in telecommunication industries as well (Nankervis, et. al., 2016).
Recommendations
It includes the effort which the company made for the satisfaction of employees in the company.
For the development of company involve the employees in each task so that they cannot feel
neglected and they can give innovative ideas and suggestion for the task by providing proper
training to the employees' company can achieve their targets. Giving them there performance
feedback is also needed to improve the performance of the employees in the company.
Encouragement of leadership quality among the employees is also recommended for improved
performance of the employees. Concerning the wellbeing of employees is also one of the ways to
improve talent retention and development of the company.
It is one of the most important key element in improving the performance of employees and there
retention in the company. HR planning in a changing environment is becoming complicated
these days so employee's retention is required. Effective communication will help in giving true
facts about the things required. This will give a clear idea about the situation of the company.
Effective communication will create professionalism in the management of the company. It will
create an understanding between employees and management which will further help in
attracting and retaining employees in the company. Effective communication will also help in the
management of time and management of resources in a systematic manner.
This will help in the management and retention of employees in the company. Focus on the
performance and giving rewards accordingly .announcement of the reward system in advance to
motivate employees to achieve this target within a limited time period will help in Strategic
reward management.Training is to be given to the top level executives to motivate their
subordination and to cooperate with them. Communication should be done on a daily process to
retain the employees. Counselling and strategy planning also help in attracting and retaining
employees in the company. Giving bonuses on a quarterly basis will help in the retention of
employees in the company
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Performance of employees plays an important role in the progress and development of the
company. Management of performance is considered as one of the most important things in the
retention of employees in the company. Monitoring of performance on a timely basis is required
and allowing self-determining to employees to work according to their capacity. This will help
in the training and development of staff and help in the planning of carrier of the employees.
Performance management helps in two ways, firstly it helps in setting goals and seconding it
helps in talent management in the company.
In this the recommendation is made for the health and safety of employees at the workplace. For
this proper inspection of the workplace should be done which includes checking of tools and
types of equipment which are to be used by workers. Maintaining a record of all the accidents
and the reasons for the accident and the treatment or first aids giving to the employees. Feedback
to be implemented about the workplace to avoid further accidents. Equipment handling Training
is to be given to employees to avoid any mishappening at the workplace. Paying attention to the
needs of females and old age people will help in managing workplace health and safety.
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Conclusion
Human resource management helps in the development of human resources of the company .they
helps in attracting and retention of employees of the company. They are responsible for the
training and development of the employees and creating a healthy working environment in the
organization. In this report the key challenges of attracting and retention of employees is
discussed. In this report the discussion is on the reward management of the employees as reward
plays an important role in motivating employees in the company and to retain the employees in
the company. The leadership style is also discussed to motivate the employee to stay in the
company. Further in this report discussion is made on communication in context to the retention
of employees in the company. The recommendation is made for attracting and retaining the
employees in the company. Lastly in this an overview is given regarding the management of
human resources with the key challenges which are there with them.
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References
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 Tepret, & Tuna. (2015). Effect of Management Factor on Employee Job Satisfaction: An
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