MBA401: Analysis of Human Resource Management at Telstra

This report provides a detailed analysis of Telstra's human resource management (HRM) practices, focusing on how the company aims to improve workforce performance, organizational culture, and employee engagement. The report examines specific initiatives such as the introduction of the 'InfraCo' business unit, cost-cutting measures, and the development of a reward structure to enhance employee engagement. It also explores the processes Telstra employs to improve its organizational culture, including leadership programs, flexible work arrangements, and initiatives to avoid bullying and harassment. Furthermore, the report investigates strategies for enhancing employee engagement, such as online training programs and employee involvement in decision-making. The report concludes with recommendations to enhance Telstra's HR-based strategies, addressing issues like internal conflict, communication, and employee turnover. The analysis draws from Telstra's official resources and academic research to provide a comprehensive overview of its HRM approach and potential areas for improvement.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Table of contents
Introduction......................................................................................................................................2
Initiatives adopted by Telstra for improving its workforce performance........................................2
Process for improving organizational culture..................................................................................3
Improving employee engagement....................................................................................................4
Recommendation to enhance the HR based strategies of the organization.....................................5
Conclusion.......................................................................................................................................6

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Introduction
Human resource management helps to understand the employee engagement as well as
performance management in the workplace (Ruel and Gbur 2016). Depending on the human
resource approaches, an organization get the chance to sustain in the competitive business
environment by maintaining its continuous performance. In the words of Mallén et al. (2016), by
encouraging the employee performance, human resource initiatives in an organization can help
to drive the organizational productivity. The purpose of the study is to highlight different human
resource management initiatives adopted by Telstra for bringing improvement in organizational
culture. Telstra is a popular telecommunication service providing company, which was
established in 1945. Within last 45 years, the company has established its largest
telecommunication network in the telecommunication market (Telstra.com.au 2018.). By
providing the 17.7 million retail mobile service and 3.6 million retail fixed broadband service, it
has introduced a large digital connection network. In the 21st century, the company has provided
its opportunities to communities, individuals and government (Telstra.com.au 2018.).
Initiatives adopted by Telstra for improving its workforce performance
Analyzing the aim of the company, it can be said that Telstra wants to drive the
organizational performance by introducing the ‘InfraCo’ business unit (Telstra.com.au 2018). By
introducing this initiative in the market, the company aims to bring future opportunities in the
market. By simplifying its organizational structure, the company wants to provide grate customer
experience to the customers. Analyzing the performance management system is Telstra it has
been identified that the company also focuses on cutting its costs. In order to ensuring the
standard quality of service, the company has developed effective reward structure for increasing
employee engagement. Telstra considers its employees as the important part of reputation,

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excellence and integrity. In order to improve the productivity program, the company has planned
to introduce $2.5 billion in employee engagement (Telstra.com.au 2018.). By simplifying the
internal structure of the company, it aims to empower its employees.
The company has also introduced an online performance management system, where it
has allowed watch employee for creating the ongoing electric record of the working experience
(Telstra.com.au 2018.). It is applicable for both the inside and outside environment of Telstra. By
providing the facility to identify the performance goals, Telstra has introduced negotiable
performance management timetable, so that the employees can work in the flexible environment.
With this initiative, the company aims to increase employee engagement as well as motivating
the employees towards improving their performance standard.
Process for improving organizational culture
After changing the leadership style in the workplace, the company has focused on
introducing the standard relationship in the workplace. In the words of (Mishra, Boynton and
Mishra 2014), by introducing effective communication in the workplace, interaction among the
employees and employers can be maintained. The company offers different training and
leadership programs so that it can be able to develop strong organizational culture in the
workplace. In order to improve the organizational culture, Telstra has also introduced flex
program, so that the employees can be motivated. On the other hand, it has also introduced the
benefits and salary package including the vacation and volunteer leave (Inc.com 2018). As its
result, the numbers of loyal employees in the workplace have been increased. In the words of
Mallén et al. (2016), in order to bring the advancement in staff career graph, the company has
introduced different training program for improving the skills of the employees. In order to
maintain the employee standard in the workplace, the bullying and harassment are strictly being

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avoided by the management. Different management regulations have been introduced by the
company for avoiding such situations in the workplace.
In order to improve the organizational culture the equal employment based opportunities
are also being provided by the organization (Anitha 2014). The strength of organizational culture
is being considered as an important factor that can help to affect the operations of Telstra. In the
analysis of the employees’ engagement, organizational culture is being considered as an
important factor which can provide a detailed picture of organizational effectiveness. In order to
improve the employee engagement, different motivational initiatives have been adopted by the
company. With this initiatives, it becomes easier for the company to gain large numbers of loyal
customers. In order to provide the full security to the employees different health benefits package
have been introduced by the company (Inc.com 2018). Not only for the internal environment, but
also improving the external environment of the company, it has introduced different community
engagement initiatives. Telstra has contributed AU$214 million in the community development
process (Telstra.com.au 2018). In order to maintain its social popularity, the company has also
contributed in different charities through the Telstra Foundation. On the other hand, people with
low income or facing the financial challenges are being supported by the company. In order to
gain the trust of thee employees, the company provides the one day volunteer leave to every
employees.
Improving employee engagement
In the words of Ruel and Gbur (2016), in the competitive business environment, it has
become necessary to introduce effective strategies for increasing the employee engagement in
the workplace. Depending on the rate of employee engagement, organizational productivity as
well as business revenue of the company can get influenced. In case of Telstra, it can be said that

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employees are thee backbone of the company. In that case increasing the employee engagement,
the company has adopted different motivational initiatives. In order to improve the rate of
employee engagement, the company aims to introduce effective leadership style in the
workplace. By clarifying the goals to the employees and providing them responsibilities of task,
the company aims to increase employee engagement in the workplace. In order to reduce the rat
of employee turnover the company has aimed to bring the continuous improvement in the
workplace. Majority of the employees are the important part of Telstra, in case of providing their
support towards achieving the goals and objectives. Telstra has implemented the biggest online
training program, which is related to bring increasing rate of productivity in the workplace
(Telstra.com.au 2018).
By increasing the employee mobility and flexibility, the company aims to manage the
employee engagement in the workplace. In order to increase the employee engagement, Telstra
has decided to involve the employees in decision making process. With this initiative, the
company has aimed to bring creativity and innovation in the workplace. Understanding
individuals learning style, Telstra has focused on effective training strategies for improving the
core capabilities of the employees. Therefore, it can be said that by introducing the online
training program, large numbers of employees have been engaged in the workplace.
Recommendation to enhance the HR based strategies of the organization
Analyzing the internal situation in Telstra, it has been identified that internal conflict has
become the major challenge for the company. It is true that depending on the current
organizational situation, it has been identified due to lack of relationship management initiatives,
dissatisfaction among the employees have been increased. Depending on the human resource
approaches, an organization get the chance to sustain in the competitive business environment by

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maintaining its continuous performance. On the other hand, it is true that the company has
introduced various initiatives for increasing the rate of employee engagement in the workplace,
however, due to lack of monitoring, such kind of challenges are being faced by the company. On
the other hand, it cannot be denied that improper wages structure is another reason behind the
employee dissatisfaction. Therefore, in order to improve the situation, the company needs to
focus on introducing effective resource based practices in the workplace so that such issues can
be avoided. On the other hand, in order to improve the employee relationship, effective
communication practices can be introduced. By arranging different game shows and meetings,
the interaction among the employees can be increased. On the other hand, employee turnover is
another important issue faced by Telstra. In case of reducing the employee turnover rate, the
company can collect feedbacks from the customers regularly. As its result, the needs and
demands of the employees can be clarified to the employees. In that case, depending on the
demands of the employees, Telstra can develop effective HRM strategies.
Conclusion
In this study, it can be concluded that the company has focused on introducing different
strategies in the market for improving the HRM initiatives in the workplace. The company has
introduced different training and reward strategies for increasing the employee engagement in
the workplace. On the other hand, improving the organizational culture, it has been suggested
that different game shows and official gathering can help to maintain the collaboration among
the employees. In order to bring the productivity, the company has decided to introduce standard
wages structure so that the long term benefit can be gained by the company.

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Reference list and bibliography
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3), p.308.
Inc.com 2018. https://www.inc.com/dan-scalco/4-ways-to-vastly-improve-your-company-
culture.html [Accessed on 16th Dec, 2018]
Mallén, F., Chiva, R., Alegre, J. and Guinot, J., 2016. Organicity and performance in excellent
HRM organizations: the importance of organizational learning capability. Review of Managerial
Science, 10(3), pp.463-485.
Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded
role of internal communications. International Journal of Business Communication, 51(2),
pp.183-202.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Ruel, H. and Gbur, M., 2016. HRM frames of HR managers and line managers: congruence,
consequences and context. In Academy of Management Proceedings (Vol. 2016, No. 1, p.
16823). Briarcliff Manor, NY 10510: Academy of Management.
Telstra.com.au 2018. Retrieved from: https://www.telstra.com.au/content/dam/tcom/business-
enterprise/campaigns/workforce-of-the-future/workplace-transformation-for-driving-employee-
engagement-and-cultural-change.pdf [Accessed on 16th Dec, 2018]

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Telstra.com.au 2018. Retrieved from: https://www.telstra.com.au/aboutus/media/media-
releases/Telstra-sets-new-strategy-to-improve-customer-experience-simplify-structure-and-cut-
costs [Accessed on 16th Dec, 2018]
Telstra.com.au 2018. Retrieved from: https://www.telstra.com.au/content/dam/tcom/business-
enterprise/campaigns/pdf/employee-engagement-whitepaper.pdf?
_ga=2.60921964.1319435210.1528430939-
739229238.1528430939&_gac=1.22302281.1528430939 [Accessed on 16th Dec, 2018]
Tummers, L., Kruyen, P.M., Vijverberg, D.M. and Voesenek, T.J., 2015. Connecting HRM and
change management: the importance of proactivity and vitality. Journal of Organizational
Change Management, 28(4), pp.627-640.