Involvement Management And Organizational Performance: A Case Study Of SingTel

Discuss about the Involvement Management and Organizational Performance.

The report is an overview of the how marketing manager is responsible for managing the firm’s requirements along with the human resource department. The report largely talks about the marketing strategies need to be followed and the recruitment and selection procedure. It is written with respect to the company of Singapore which deals with networking mainly recognized by its abbreviation as “SingTel”, Singapore Telecommunications Limited. The report presents the image of what are the duties and responsibilities of the marketing manager and what kind of demands this job makes so that it can meet the demands of the company effectively and efficiently.

Singapore Telecommunications Limited particularly known as SingTel is a telecommunication company in Singapore. It was founded on 1879 in Singapore. The company provides mobile networks all over the country to millions of subscribers. The products offered by the company includes broadband and fixed-line internet services, fixed line and mobile telephony, digital, IT and network services. It has also widely expanded itself over the countries like Asia, Australia, and Africa. The Company is highly professional and has achieved heights (Buller & McEvoy, 2012). The amount of profit generated by the company is near $3.853 billion. Since the company is quite large the number of employees working in the organization is more than 25,000. The Company provides services related to a network which has given company number of customers. This increased their chances of earning more of profit. The organization offers a number of job vacancies every year. This gives a chance to recruit new employees with extra skills and hard labor. Since the company runs on a large scale it expands its business by replacing the redesigned employees with professionals. The supervisory position presented in the report is of Marketing Manager (Jiang, Lepak, Hu & Baer, 2012).

A Market Manager is one who is responsible for managing the selling the products of profit and observing the requirements of the business in order to make a profit. A marketing manager is responsible for making a good strategy to increase the number of customers. This allows the company to make more and profit (Hülsheger, Alberts, Feinholdt & Lang, 2013). The plans made by them must relate to consumer research. They are responsible for managing agencies of media and digital.The market plans made by them necessarily have to set the standards to outshine the other companies in the market. The major responsibility that they have to maintain the contacts with its internal and external partners. This is important as to measure the market positions of the company jointly.  Their duty is to keep a check on the market budget and invest into the market accordingly. They are responsible for managing the website on social media in order to be aware and let others aware about the functioning of the business. They have to collect and analyze the data by preparing reports on a monthly basis as asked by the company. They are advised to look into every matter closely to ensure no chances of risk and failure (Lin, 2013).

Recruitment strategies

Before hiring any person to work for the company, the company checks and evaluates whether the person has sufficient skill and knowledge or not, whether he is able to work for the company and is able to give good outputs or not. The company before hiring for the position of Marketing Manager demands minimum experience of 5 years in the related sector. He must know about the trading in the market through network i.e. he should have good experience of social media. He must have good communication skills as expected from the employee for a job like this. The applicant should have a degree in business administration and marketing. If the candidate comes from the same industry then he can easily understand the environment of the company’s requirements. He should have a basic knowledge of computers like MS office, excel, access and PowerPoint. Interpersonal and strong written skills are required for appointing a new candidate in the company as an operation manager. They must understand the value of the position they will work for. Being a marketing manager of a company is not easy. One should acquire all such skills and abilities (Dulebohn, Bommer, Liden, Brouer & Ferris, 2012).

The human resource manager is responsible for designing the job for a company. The job designing is based on the actions such as motivation, efficiency, health and safety and intellectual capability of the employees. Job design at a company like SingTel is done with intellectuality. One has to work firmly and with full efficiency. Job design is the core and primary function of human resource management. It is a basic function of human resource management. It includes the different type of information, methods that need to be followed in the organization and employee relationship. This ensures the requirements of technology and organization. The requirements of the company also depend on social and personal wants and expectations of the employment. The HR department is responsible for appointing a candidate as an operation manager in the operation department; they have been discussed below (Bangerter, Roulin & König, 2012).

The job design of the company works on motivating the employees efficiently. The responsibility of motivating the employees of the company is fulfilled by the human resource department. They motivate them to work hard in order to make the company achieve its target effectively (Wood, Van Veldhoven, Croon & de Menezes, 2012).

The HR management observes the working of the employee. Employees of the company are advised to talk about the problem with the HR department. Every employee of the firm is advised to work potentially and effectively. They must not be burdened by any matter. They should be capable of working not only physically but also mentally (Tims, Bakker & Derks, 2013).

The marketing department of SingTel is also responsible for taking a good care of its employees. The very important thing to do is to maintain a proper record of the employees working in the firm. The marketing manager cannot take the risk of losing the very efficient employee. He has to be alert all the time about their health and safety. A good health of the employee will result in good outputs for the firm. The marketing manager is therefore responsible for managing these criteria with the help of human resource manager. He has to maintain a proper record of the employee’s safety and health. He is the one responsible for the care of such employees who work for their firm (Grant, 2012).

The marketing department of SingTel knows very well about the type of strategies to make that can result in a good sale. The marketing manager is the one who is responsible for recruiting the applicants. He knows very well about the qualities needed to work as an employee of marketing. Before recruiting, the manager looks for the creativity level that the applicant posses. He chooses the applicant according to their skills and understanding. The human resource management of SingTel makes effective recruitment strategies in marketing sector as well to appoint a new candidate in the organization. Human resource department is responsible for answering the members and also works into job analyses. It is also answerable for recruiting and selecting the candidates for firm’s good future. (Treweek, Lockhart, Pitkethly, Cook, Kjeldstrøm, Johansen & Jones, 2013).

The type of strategies followed by SingTel while recruiting has actually given good results to the company. The recruitment strategies planned by the human resource department is granting success to the company. The kind of environment developed at the firm makes it easier to work and maintain a proper discipline. Strategies made by human resource department are never questioned by SingTel. They very well know about the kind of strategies made for marketing. These strategies help the company in better functioning of the organization. A good plan makes the good functioning of the firm. The marketing strategies planned in order to recruit employees are full of creative ideas as needed in marketing. Employees put their efforts in order to get selected. The result of such efforts develops competition among employees which brings good to the company. (Aldao & Nolen-Hoeksema, 2012).

When the company requires a large number of employees in the organization it fills the vacant positions by recruiting the employees from the organization itself. This source of recruiting is called Internal Recruiting Source. The benefit of this source is that since the employees are hired from the same company they know about the rules and policies of the company. This saves time in explaining them and results in better output in a short run (Powell, Waltz, Chinman, Damschroder, Smith, Matthieu, & Kirchner,  2015).

External recruitment is that type of recruitment source where the company hires a candidate through job applications. The candidates are not from the existing staff. This gives the company a chance to meet new ideas and talents that can help the company in near future. The qualified candidates are hired to fill the vacancies (Peters-Lawrence, Bell, Hsu, Osunkwo, Seaman, Blackwood, & Dampier, 2012).

The selection process begins after the process of recruitment. The selected employees have to work on the project assigned to them. They work for the firm by completing the projects. Selection in telecommunication companies, like SingTel is done on the basis of the input they give an output that company receives. Their punctuality and their behavior depending on the career. They have to be polite with the other members of the society. The process of selection is dependent upon the qualification. The qualification of the candidate should fulfill the eligibility criteria to get selected. Since the job of marketing managers is to look into marketing criteria, therefore, they do their work of selecting the employees according to their creative level. The marketing manager usually works by collaborating with the supervisors in order to select the best employee from the applicants. The candidates are recommended to be confident. They should show their skills that they are good at and in favor of the company. He is advised to think about something new and something innovative (Karim & Arif-Uz-Zaman, 2013).

The selected employees have to make the most of the opportunity given at SingTel Company. The selection of the employees results in good outputs and better functioning. The employees are selected as professionals and work for the benefit of the company in an effective way. They are taught to maintain discipline in the environment of the company. Since the employees are taught and trained before working on any project, therefore, it becomes easy to deal with the problems. The selected candidates are advised to put their best efforts in making the project superficial. The employees are benefited for their quality of work. Hence they are provided with incentives and bonus. This keeps their interest ongoing (Roh, Hong & Min, 2014). The benefits given to them include traveling packages, bonuses, promotion etc. This makes them work with passion and enthusiasm. The selected candidate is majorly taught to have communicative skills as the company’ major purpose is of telecommunication. The selection procedure should be effective. It must lead the company’s growth towards marketing. The selection of the candidates for the department of marketing gives a new level of thinking in the company. The selected candidates have to work for the fulfillment of the marketing demands. The strategies made by the elected employee’s results in good output as they are trained before getting into the project. Also, along with the new employee's company also chooses to select a certain number of employees from the already existing employees. This also provides the advantage of saving time (Proctor, Powell & McMillen, 2013).

Conclusion

On the above discussion, the report concludes by talking about the criteria followed by Singapore Telecommunications Limited while selecting the respective candidates to work for the company and its implementation. SingTel is widely known all over the country for providing access to large networks. Therefore, it becomes necessary for them to provide good services to the customers and to expand itself in the market. The report talks about each and everything that needs to be done by the marketing manager to take the company to heights. Through the report, it is clear that what strategies a company must follow to meet the demands of the market. The report makes it very clear how important it is to have an HR department in the company. In this way, it can be said that human resource department plays a vital role in every organization.

References

Aldao, A., & Nolen-Hoeksema, S. (2012). The influence of context on the implementation of adaptive emotion regulation strategies. Behaviour research and therapy, 50(7), 493-501.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bangerter, A., Roulin, N., & König, C. J. (2012). Personnel selection as a signaling game. Journal of Applied Psychology, 97(4), 719.

Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56.

Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of management, 38(6), 1715-1759.

Grant, A. M. (2012). Giving time, time after time: Work design and sustained employee participation in corporate volunteering. Academy of Management Review, 37(4), 589-615.

Hülsheger, U. R., Alberts, H. J., Feinholdt, A., & Lang, J. W. (2013). Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), 310.

Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.

Karim, A., & Arif-Uz-Zaman, K. (2013). A methodology for effective implementation of lean strategies and its performance evaluation in manufacturing organizations. Business Process Management Journal, 19(1), 169-196.

Lin, T. T. (2013). Convergence and regulation of multi-screen television: The Singapore experience. Telecommunications Policy, 37(8), 673-685.

Peters-Lawrence, M. H., Bell, M. C., Hsu, L. L., Osunkwo, I., Seaman, P., Blackwood, M., ... & Dampier, C. D. (2012). Clinical trial implementation and recruitment: lessons learned from the early closure of a randomized clinical trial. Contemporary clinical trials, 33(2), 291-297.

Powell, B. J., Waltz, T. J., Chinman, M. J., Damschroder, L. J., Smith, J. L., Matthieu, M. M., ... & Kirchner, J. E. (2015). A refined compilation of implementation strategies: results from the Expert Recommendations for Implementing Change (ERIC) project. Implementation Science, 10(1), 21.

Proctor, E. K., Powell, B. J., & McMillen, J. C. (2013). Implementation strategies: recommendations for specifying and reporting. Implementation Science, 8(1), 139.

Roh, J., Hong, P., & Min, H. (2014). Implementation of a responsive supply chain strategy in global complexity: The case of manufacturing firms. International Journal of Production Economics, 147, 198-210.

Tims, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of occupational health psychology, 18(2), 230.

Treweek, S., Lockhart, P., Pitkethly, M., Cook, J. A., Kjeldstrøm, M., Johansen, M., ... & Jones, R. (2013). Methods to improve recruitment to randomised controlled trials: Cochrane systematic review and meta-analysis. BMJ open, 3(2), e002360.

Wood, S., Van Veldhoven, M., Croon, M., & de Menezes, L. M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human relations, 65(4), 419-445.