Managing Human Capital Assignment Sample

Introduction: Managing Human Capital

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The study will do a thorough analysis of Telstra human resources (HR) policies for this report. The job entails creating policies to guarantee the health, safety, and general wellbeing of the company's personnel as well as suggesting beginning pay for three newly created roles. This research attempts to improve the organization's HR framework by assessing the current HR procedures used by the firm, aligning them with Australian rules, and taking industry standards into account. The discussion of policy evaluation, compensation suggestions, and the development of strict rules that put employee wellbeing first will be covered in the parts that follow. These topics all contribute to a productive and law-abiding workplace.

1. About the company and the company's HR policies

An Australian telecommunications and media firm called Telstra Corporation Limited operates in a number of markets, including retail, mobile, fixed-line, and network infrastructure. It has a substantial presence in the telecoms industry and offers a variety of communication and entertainment services to millions of clients (Telstra , 2023).

The work environment and employee experience at Telstra are significantly shaped by the Human Resources (HR) policies of the organisation. But there are also elements of these policies that call for criticism. The degree of flexibility provided to employees, particularly in terms of remote work and flexible hours, is one area of concern. Telstra's rules should be revised in a more digital and remote-friendly society to make sure they take into account contemporary work arrangements, promote a good work-life balance, and draw in top talent. Furthermore, a company's long-term success depends on providing employees with opportunity for growth and development. By establishing more extensive training and upskilling programmes, targeted to individual career pathways and in line with the quickly changing technology landscape, Telstra's HR policies might be improved. Continuous learning would be prioritised, which would be advantageous for employees as well as the company's competitiveness in general. Fundamental principles like diversity and inclusion help foster a positive corporate culture. While Telstra has made progress in encouraging diversity, there is still space for improvement in ensuring fair representation at all organisational levels, particularly in senior positions. The company's overall performance and innovation would be improved by bolstering diversity programmes and actively addressing any biases in the recruiting, promotion, and decision-making processes.

2. Propose new HR policies and include the following in your proposal

In a constantly changing business environment, Telstra must modify its HR policies to reflect the shifting expectations of its workforce and the needs of the market. This proposal lays out new HR guidelines intended to boost customer service, increase staff retention, use technology for interoffice communication, and provide more useful employee performance reviews.

I. How to improve employee retention

A thorough revision of Telstra's HR procedures is advised to increase staff retention. First off, keeping talent may be considerably improved by implementing a strong flexible work arrangement strategy. As the workplace changes, this policy should give employees the option of working from home or setting their own hours, supporting a good work-life balance. In addition to meeting individual requirements, this indicates the company's dedication to flexibility and worker welfare, which can increase job satisfaction and loyalty. A strengthened policy for staff development and progress can also have a big influence on retention rates (Verlander, 2017). Employees may see a clear route for growth inside the company by introducing personalised career development plans together with frequent performance reviews and ability tests. Additionally, encouraging a culture of ongoing learning through seminars, online classes, and mentoring programmes makes sure that staff members feel committed in their professional development, eventually encouraging loyalty and devotion to the business. To recognise and value exceptional efforts, a strong employee recognition and incentive programme should be implemented. Recognising accomplishments, whether through monetary rewards, job advancements, or public acclaim, not only raises morale but also forges a close emotional bond between staff members and the company. This encouraging feedback may boost workers' job happiness and increase their chances of long-term employment with the organisation (Kaur, 2017). A proactive strategy should be created to guarantee fair representation at all organisational levels in terms of diversity and inclusion. An inclusive culture that embraces diversity may be fostered through programmes like unconscious bias training for hiring managers and leadership, open promotion standards, and mentorship opportunities for underrepresented groups. Employees are more inclined to stick with a company that shares their values if they believe they will receive fair treatment and equal growth chances (S, 2021). Finally, maintaining talent requires a policy that promotes open communication and answers employee concerns. Employees are given the opportunity to express their thoughts and feel heard through regular feedback channels like employee surveys and town hall meetings. The organisation shows that it appreciates its employees and is dedicated to establishing a productive and respectful work environment by immediately and honestly addressing difficulties (Dr. Mathimaran, 2017).

II. More effective customer service practices

A strategic rethink of the business's strategy is required for Telstra to build more productive customer service procedures. First and foremost, the organisation as a whole has to adopt a customer-centric culture. This entails not only highlighting how crucial customer happiness is, but also fostering a thorough awareness of consumer demands and preferences among all staff members, from front-line personnel to senior management. Employees may be empowered to deliver outstanding service by participating in regular training sessions and seminars that emphasise empathy, active listening, and problem-solving techniques. Another critical stage is to implement a multi-channel customer support strategy. This entails providing clients with a range of contact options, such as phone, email, chat, social media, and self-service portals, to request support (Arthur, 2016). To ensure a consistent and unified consumer experience across all touchpoints, each channel should be seamlessly connected. Additionally, utilising cutting-edge technology like chatbots and AI-driven customer care solutions may improve productivity and offer rapid answers to frequent questions. Delivering exceptional customer service requires personalization above everything else. Telstra can create more individualised and meaningful connections by utilising consumer data and preferences to customise interactions to specific requirements. This can entail addressing clients by , remembering their prior encounters with them, and proposing pertinent goods and services based on past behaviours in order to reduce repetition and annoyance. Building trust and satisfaction requires timely and open communication. Expectations may be managed and customer discontent reduced by clearly defining service level agreements (SLAs) for response and resolution times and promptly informing consumers of any delays or problems (Rice, 2019). Additionally, by asking for consumer input via surveys, reviews, and feedback forms, the business is able to constantly enhance its services based on current information. For efficient customer service, it is essential to invest in employee empowerment. Giving front-line staff the freedom to decide for themselves and handle problems without requesting additional approvals may speed up solutions and promote a sense of ownership. Customers will see that their complaints are addressed seriously and are resolved quickly thanks to this strategy. Finally, Telstra may stand out if it takes a proactive approach to problem solving. It is possible to avoid consumer annoyance and demonstrate the company's dedication to customer happiness by anticipating prospective issues, such as service interruptions or technical difficulties, and offering proactive remedies or prompt alerts (Natarajan, 2019).

III. The use of technology to improve interoffice communication

At Telstra, utilising technology to improve interoffice communication has a significant positive impact on streamlining processes, encouraging cooperation, and fostering a more productive work atmosphere. First off, a unified communication platform installation may act as a focal point for a variety of communication channels, such as instant messaging, video conferencing, and file sharing. Real-time communication is made possible by such a platform, which also removes geographical restrictions and speeds up decision-making. Teams may more easily go from conversation to action through integration with project management systems, improving efficiency and decreasing communication gaps. The way teams collaborate online can change with the addition of these technologies. Multiple team members may work together on the same document at once using cloud-based document sharing and editing tools, which solves version control problems and reduces the need for back-and-forth communications. The experience of in-person meetings may also be replicated through virtual whiteboards and brainstorming tools, allowing distant teams to have productive talks and generate ideas. Modern interoffice communication relies heavily on video conferencing technologies. Regular virtual meetings offer face-to-face interactions regardless of physical location, whether for team updates, project launches, or brainstorming sessions. Video conferencing also makes it easier to pick up on nonverbal clues, which promotes greater team understanding and lowers the likelihood of misunderstandings. Additionally, utilising automation and artificial intelligence (AI) can further simplify communication operations. By handling regular requests and duties, chatbots and AI-powered assistants free up employees' time for more strategic and sophisticated work. Automated notifications and reminders may also prevent messages from being missed by keeping teams aware about deadlines, meetings, and critical updates. The adoption of these technologies must be done so with thorough training and assistance. Employees may be empowered to make the most of these technologies by providing training sessions, tutorials, and resources that address both the technical and social sides of virtual communication. Surveys and regular feedback loops may also be used to find any problems or potential areas for improvement in the technology adoption process.

IV. Employee Performance Appraisal Enhancement Policy

A more thorough and efficient method of assessing employee performance at Telstra is intended by the proposed Employee Performance Appraisal Enhancement Policy. This policy attempts to replace the customary, yearly performance reviews with a more dynamic, ongoing feedback-focused method.

According to this policy, performance reviews will be based on a mix of quantitative measures and qualitative evaluations. Each employee will have goals that are specific, quantifiable, and related to both their responsibilities and the business's goals. These objectives will take into account both outcome-based successes and the behaviours and procedures that lead to those outcomes. The policy places a strong emphasis on consistent feedback loops throughout the year, allowing for continuing conversations between staff members and supervisors. The typical once-a-year evaluation will be replaced by ongoing feedback meetings, enabling immediate acknowledgment of accomplishments and resolution of issues. By ensuring that staff members are aware of their accomplishments and areas for development, this strategy promotes an environment that encourages open dialogue and personal development. Managers will get training in providing constructive comments and mentoring in order to support the success of this upgraded evaluation process. The policy also advises putting in place 360-degree feedback methods that permit input from peers, subordinates, and supervisors. This holistic viewpoint encourages a fair and thorough evaluation by offering a more thorough view of an employee's performance.

Generally speaking, it can be considered that Telstra's Employee Performance Appraisal Enhancement Policy presents a future-focused method for assessing employee performance. This strategy strives to develop a more engaged, motivated, and growth-oriented staff, eventually assisting the organisation in succeeding in a competitive market by emphasising continual feedback, goal alignment, and a fair assessment of results and behaviours.

3. Create job listing including starting salary information for the following position

The three position that has been selected are secretary, marketer and operation manager .

A) Secretary

Explanation

Telstra, a leading media communications and innovation organization in Australia, is excited to introduce the chance for a skilled person to join the group as a secretary at our office situated in the vibrant city of Sydney. We comprehend the worth that managerial experts bring to the productive working of our tasks, and we're focused on giving cutthroat pay that mirrors their commitments.

The recommended beginning compensation for the Secretary position falls in the scope of $50,000 to $60,000 AUD each year, considering the applicant's insight, capabilities, and obligations related to the job. We perceive that managerial experts assume an essential part in keeping up with coordinated work processes, overseeing plans, and guaranteeing compelling correspondence inside the workplace. As a Secretary at Telstra, you'll be an essential piece of our dynamic workplace. Your obligations will include planning gatherings, sorting out archives, and working with consistent cooperation inside our groups. Your meticulousness, solid authoritative abilities, and capacity to perform multiple tasks will contribute straightforwardly to our by and large functional effectiveness. Deciding to work at Telstra implies turning into a piece of an organization that values development, cooperation, and greatness. Our Sydney office is arranged in a centre of mechanical progression, giving a rousing setting to add to state of the art projects and significant arrangements that shape the broadcast communications industry. We trust in cultivating a comprehensive and development-arranged working environment culture. Your devotion to the job of Secretary won't just add to our organization's prosperity yet will likewise offer you valuable open doors for proficient turn of events and professional success inside Telstra.

B) Marketer

Telstra, a prominent figure in the Australian media communications and innovation area, is eager to reveal a tempting and open door inside their position - the Advertiser position in their Sydney office. This job offers an opportunity for innovative and results-situated advertisers to join a unique promoting group and have a significant effect. The chosen applicant will team up on essential promoting efforts, fastidiously investigate market patterns to reveal new possibilities, and effectively drive brand mindfulness and client commitment. The beginning compensation for this Advertiser position is proposed to go from $65,000 to AUD 75,000 each year, intelligent on the competitor's insight, ability, and the significant job they will play in Telstra's promoting tries. The Sydney area, home to Telstra's clamouring office, fills in as a centre point of monetary and mechanical movement. By turning into a piece of Telstra's showcasing group, the picked Advertiser will add to forming the organization's image development and industry initiative. With a promise to cooperation, continuous learning, and expert progression, Telstra offers a climate where roused advertisers can flourish. This position presents a chance for energetic people to use their abilities and development, drive significant showcasing procedures, and concrete Telstra's situation as a pioneer in the broadcast communications and innovation domain both in Australia and on a worldwide scale.

C) Operations Manager

Explanation

Telstra is eager to present the job of Operations Manager, a vital position inside our Sydney office, intended to drive functional greatness and guarantee consistent business tasks. As an Operations Manager at Telstra, the person will be depended on the obligation of administering and upgrading everyday tasks to guarantee the most elevated level of effectiveness and efficiency.

In the fast-paced world of telecommunications, the job of Activities Supervisor is of most extreme importance. Your mastery in overseeing groups, smoothing out processes, and recognizing regions for development will straightforwardly add to keeping up with Telstra's situation as a forerunner in the business. The recommended beginning compensation for this basic position goes from $90,000 to $110,000 AUD each year, mirroring the worth we put on your experience, authority abilities, and the vital job you will play in moulding the progress of our tasks. Telstra recognizes that successful tasks the executives are the foundation of our business, and we are focused on perceiving and remunerating your commitments appropriately. Situated in the dynamic city of Sydney, our office fills in as the core of Telstra's activities. By joining our group, you will have the valuable chance to work in a dynamic and cooperative climate where your commitments will straightforwardly influence the organization's exhibition and achievement.

4. Create a health, safety and wellbeing guide for the company

Telstra Health, Safety, and Wellbeing Guide

Telstra, a pioneer in the telecommunications sector, is committed to the safety, health, and happiness of its workers. This in-depth manual describes Telstra's strategy for encouraging an office climate that protects the physical, mental, and emotional health of its multicultural workforce.

1. Health and Safety Policies: Telstra maintains strict health and safety procedures in accordance with applicable laws and regulations. The safety of workers, independent contractors, tourists, and the local community is ensured by these policies, which are intended to reduce risks and hazards in the workplace. Every Telstra employee has a duty to follow safety procedures and to report harmful situations as soon as they arise (Adamopoulos, 2023).
2. Occupational health: Telstra places a high importance on its workers' physical well-being. Its commitment includes regular health evaluations, screenings, and access to expert medical counsel. Telstra encourages staff members to actively engage in wellness-promoting health programmes and activities.
3. Mental and Emotional wellness: Telstra is aware of how critical mental and emotional wellness is. Employees who need help can use confidential counselling services, which offer a secure setting to talk about personal struggles. To promote overall wellbeing, regular courses on stress management and mental health awareness are held (Zivkovic, 2015).
4. Ergonomic workstations: To improve employee comfort and lower the risk of accidents, Telstra places a high priority on ergonomic workstations. To encourage proper posture and reduce physical strain, adjustable furniture, tools, and resources are offered.
5. Work-Life Balance: Telstra encourages work-life balance by offering remote work choices and flexible scheduling when necessary. These programmes enable staff to properly manage their time, which boosts productivity and improves general welfare.
6. First aid and emergency response: Telstra places a high priority on employee safety. Strategically situated first aid stations and trained first aiders are available to respond to crises. Regular training exercises make sure that workers are prepared to manage unforeseen circumstances (Andrei, 2018).
7. Safety Education and Training: Telstra is dedicated to making sure that staff members have the information and abilities necessary for a safe working environment. New recruits get thorough safety introduction training, which is complemented by continuous instruction in safety protocols, danger identification, and emergency response methods.
8. Reporting close Misses and Incidents: Employees are strongly urged to report any close misses, incidents, or accidents. The incident reporting system makes it possible to analyse trends and put preventative measures in place.
9. Wellness Programmes: Telstra provides a number of wellness programmes to promote emotional, mental, and physical health. A fitter and happier workforce is a result of fitness programmes, yoga workshops, mindfulness exercises, and healthy living initiatives.
10. Environmental Responsibilities: Telstra is dedicated to reducing its environmental effect. Programmes for recycling, energy-saving techniques, and sustainable initiatives are pushed across operations, which helps create a workplace that is greener.
11. Employee Feedback and Participation: Telstra appreciates employee feedback and participation. Employee ideas and concerns may be voiced through regular feedback surveys and focus groups, allowing health, safety, and wellness programmes to be continuously improved.
12. Leadership dedication: Telstra's leadership team actively engages in initiatives and programmes that promote a healthy workplace, exhibiting unwavering dedication to worker health, safety, and wellbeing (Sorensen, 2018).

Overall, it can be said from the discussion, Telstra's Wellbeing, Security, and Prosperity Guide highlights our profound obligation to make a work environment where our representatives flourish both by and by and expertly. By focusing on well-being, security, and prosperity, we develop a culture that maintains our qualities and guarantees that each individual from the Telstra family feels esteemed, upheld, and enabled to accomplish their best. Our immovable spotlight on these points of support reverberates with our main goal to be pioneers in the media communications industry as well as in giving a sustaining and secure workplace that has a significant effect on the existence of our representatives.

Conclusion

Overall, it can be concluded from the study that, Telstra's continuous dedication to employee health, safety, and wellness serves as the foundation of a work environment that promotes development, resiliency, and camaraderie. By placing a high priority on its workers' physical, mental, and emotional well-being, Telstra not only complies with regulatory requirements but also goes above and above to foster a culture that places people's wellbeing first. Every component of Telstra's strategy is intended to provide employees the tools they need to succeed in every area of their life, from thorough training programmes and strict safety regulations to wellness programmes and flexible work schedules. Telstra is aware that the secret to fostering creativity, productivity, and overall success is a happy and motivated team. The organisation as a whole is impacted by the company's leadership commitment to actively supporting projects and fostering a secure and nurturing environment. This sets the tone for a workplace where every employee feels appreciated and supported.

References

• Adamopoulos, I. (2023). Occupational safety, policy, and management in public health organizations and services. European Journal of Environment and Public Health Volume.
• Andrei, D. (2018). Safety and employee health and wellbeing. Curtin University.
• Arthur, P. I. (2016). Telstra & Market-Based Management & Knowledge. University of Cambridge.
• Dr. Mathimaran, K. B. (2017). Employee Retention Strategies – An Empirical Research. Global Journal of Management and Business Research: Marketing, 17(1).
• Kaur, R. (2017). Employee Retention Models and Factors Affecting Employees Retention in IT Companies. International Journal of Business Administration and Management, 7(1).
• Natarajan, T. (2019). EFFECTIVE COMMUNICATION OF HR POLICY BRINGS POSITIVE WORKPLACE CLIMATE. International Journal of Social Sciences Research and Development , 1(1), 26–30.
• Rice, J. (2019). The transformation of industrial relations at Telstra Corporation: the more things change, the more they stay the same. Queensland University of Technology.
• S, N. P. (2021). A Study on Employee Retention as a Tool for Improving Organizational Effectiveness. International Journal of Management, Technology, and Social Sciences, 6(2), 121-132.
• Sorensen, G. (2018). Measuring best practices for workplace safety, health and wellbeing: The Workplace Integrated Safety and Health wellbeing: The Workplace Integrated Safety and Health. J Occup Environ Med.
• Telstra . (2023). Proud past, brilliant future . Retrieved August 22, 2023, from https://www.telstra.com.au/aboutus/our-company#:~:text=Telstra%20is%20Australia's%20leading%20telecommunications,competing%20in%20all%20telecommunications%20markets.
• Verlander, E. (2017). Strategies for improving employee retention. Clinical leadership & management review: the journal of CLMA , 21(2).
• Zivkovic, D. (2015). Management of health, safety and wellbeing of employees in the business system. Ekonomika poljoprivrede 62(3), 677-692.