Recruitment And Induction Processes In Telstra Corporation Ltd.

Recruitment Policy of Telstra Corporation Ltd.

Question:

Discuss about the Research methods in the human resource management.

The process of recruitment and induction forms an important aspect of any business organization or company (Hendry 2012).Recruitment can be defined as the process by means of which new talented as well as skilled professional experts are selected and appointed by a company or organization, either on a permanent or temporary basis (Anderson 2013).It is one of the basic functions of the Human Resource Management. The various professionals within an organization imbued with the process are generally the managers, recruitment specialist as well as human resource experts (Anderson 2013). However, in the public sector, it is often seen that the process is undertaken by the various commercial agencies. The process of induction, on the other hand, can be defined as the process by means of which, the various companies or the business organizations welcome the newly recruited individuals within the fold of their organization as well as prepare or train them for their job roles and responsibilities (Armstrong and Taylor 2014). The process of induction, therefore, helps in the integration of the newly acquired employees within the fold of the organization (Armstrong and Taylor 2014). This report intends to analyze the processes of recruitment and induction through the company of Telstra. Telstra Corporation Ltd. is an Australian company which was established in the year 1901, because of the efforts of Australian Federation (Telstra.com.au 2018).The company is known for its services in the telecommunications as well as information internationally. The aim of the company is to provide fixed as well as mobile network infrastructure and Internet services to the Australian as well as global users (Telstra.com.au 2018).The company offers local as well as long distance call services, internet and cable distribution services along with its advertising as well international connectivity services. As per a May 2017 estimate, the company was ranked as the 282^ndlargest company in the world in terms of revenue with its market value being more than $40.7 billion (Forbes.com 2018). Some of the financial statistics of the company are shown in the figure-

Figure 1: Financial Statistics of Telstra Corporation Ltd.

Source: (Factset, Bloomberg, S&P Cap IQ; Forbes)

The process of recruitment helps the various companies to attract as well as appoint new employees with adequate education and expertise (Hendry 2012). It is seen that the various famous companies of the world including Telstra have innovated as well as developed new recruitment as well as selection policies through which they can select the kinds of individuals, which are most suited to them. The recruitment policy of Telstra consists of following different stages, which are listed below-

• Online advertisement: In case of vacancy, the company attracts the attention of the talented as well as skilled professionals with the help of the process of online advertisement. The company commonly uses the online platform provided by the website of Seek.com.au to advertise the list as well as the number of vacancies, that the company is having, at the moment(Telstra.com.au 2018). The company also mentions the name of the designation as well as the educational, work experience and other expertise the company is seeking from the individuals.
• Short-listing of the candidates: Based on the kind of the applications, that the company gets, after the process of online advertisement, the Human Resource Department team of the company, starts the process of the short-listing of the candidates, who they think might be resourceful for the company and might fit adequately in the job role.
• Phone Interview: Once the process of short-listing of the candidates is completed, the selected individuals get a phone call, wherein a short interview is conducted, with the candidates. This step, acts as another screening process, wherein based on the responses of the candidates over the phone interview, they either selected for the next round of interview or rejected. Sometimes it is also seen that the candidates are required to give an online video interview instead of the phone interview generally conducted.
• Face-to-Face interview: The candidates, who were selected in the previous round of phone interview need to undergo the next round of face-to-face interview with the Human Resource Department team of the company. In this step, the selected candidates, are asked some questions about them in order that the HR team can know more about the candidate but more importantly the candidates are entertained to ask questions about the company so that they can learn more about the company and the recruiters can know the things that are going on in the mind of the candidate(Telstra.com.au 2018) .
• Final Interview: The candidates selected in the previous round of interview with the HR team, need to undergo another round of a final interview with one or more Stratel managers, who take a thorough interview of the candidates in order to test the aptitude as well as the abilities of the candidates(Telstra.com.au 2018). The selection of the candidate, depends on the extent to which the candidates are able to impress the managers with their knowledge as well as abilities. The company performs at least two reference background checks on the candidates in order to ensure that they are recruiting the right kind of candidates.
• Offer of Employment: The candidates selected in the last round of final interview with the managers, are made the offer of employment and welcomed into the fold of the company.

The company Telstra follows the various legislative guidelines provided by the government of Australia as well as the United Nations. The company also takes into consideration the various guidelines provided by the other nations of the world in terms of employment laws. Some of the common legislations that the company takes into while recruiting the employees as well as during the term of their employment are as follows-

• The company takes into consideration the various precepts of the Employment & Labor Law 2017, which the regulates the process of employment of the majority of the Australian individuals (Twomey 2012).The law is supplemented by other factors like state, federal as well as territory legislations (Twomey 2012).The law takes into consideration various other factors like employment conditions and minimum pay rates. The National Employment Standards sets some minimum criteria of employment across 10 different areas like minimum amount of pay, flexible working arrangements, annual leave and several other benefits (Bonoli 2017).
• The company also follows the precepts of the United Nations guidelines. The company is a signatory member of the United Nations Global Compact, which requires the company to follow the 10 different precepts related to the human right principles like labor rights, employment rights, adequate measures against corruption and environmental protection (Stewart 2013). The Code of Conduct and Human Rights Policy of the company states that the commitment of the company is support as well as respect the human rights which are in alignment with the precepts of those provided by the “UN Guiding Principles On Business and Human Rights” (Telstra.com.au 2018).
• The company of Telstra, is also known to follow other guidelines provided by the various laws like labor laws, employment laws, privacy and data protection law, anti-discrimination, freedom of association, anti-bribery and corruption, access to grievance mechanism and various others in a bid to provide equal opportunities to everyone (Stewart 2013).
• The company even follows the precepts of the Equality Act of 2010, which prohibits discrimination, on the basis of gender, age, marital status, ethnicity and several others, in a bid to provide equal amount of opportunities to all kinds of people irrespective of age, gender, marital status, ethnicity and several others (Hepple 2014).
• The company also requires its HR team to follow the precepts of some of the legislation stipulated by the various state governments of Australia. The obligations that the company needs to take into consideration are insurance, taxation, superannuation, safety as well as occupational health obligations(Stewart 2013).

Legislative Guidelines and Laws Providing Equal Opportunities

Therefore, from the above discussion it becomes apparent that the company Telstra Corporation Ltd. follows the various guidelines as well as the precepts of the legislation provided by the national as well as state governments. The company follows these precepts in a bid to provide equal occupational opportunities to everyone.

The recruitment as well as the selection process, that the company Telstra follows is as per the standard one followed by most of the leading companies of the world. It is generally seen, that during the process of interview, general as well as industry-based questions are asked by the recruiters. The interview experience of the various candidates is represented by the below provided figure-

It is seen that most of the candidates, who undergo the process of recruitment as well as selection with the company feel that the experience provided by the entire process was very positive. The use of modern technologies, like phone as well as video interviews have been much appreciated by the people (Boselli et al. 2014). Another feature of the interview process of the company Telstra is the ambiance or the support that the company provides to the people with disability (Tilly 2013). It is often seen that the company provides a standing interview for the people with prolonged back problems and printed documents for the people with visual impairment (Tilly 2013).The recruitment process of Telstra begins in the month of July and continues till the month of February of the next year (Telstra.com.au 2018). Many people, therefore, find the process of the recruitment of the company to be too long as it covers the duration of an entire year. The candidates need to wait for an entire year to get recruited, which is not often feasible for many of the skilled as well as talented candidates. The company therefore, because of its long as we as well as tedious process of recruitment often ends up losing valuable candidates who might have proved resourceful as well as productive for the company. The cost of recruitment that the company incurs because of its tedious length is very significant. It is often seen that a shorter process of recruitment is less costly to the company. Therefore, if the company Telstra adopts a shorter recruitment process it can save a very significant amount of money, resource and time. The long process of recruitment not only means financial loss but the wastage of time of the HR team and the mangers who are involved in the process of recruitment.

The recruitment policy followed by the company Telstra is a long-time process. The process can be summarized effectively by the following figure-

The process of recruitment by the company is a multi-leveled process, which requires active participation on the part of the Human Resource team. The company places its advertisement over the internet. The company apart from that can also select the candidates whom they think fits the requirement parameters of their company from the various online job recruitment platforms like Linkedin and various other sources (Telstra.com.au 2018).The company can also select fresh talented candidates from the job fairs of the various colleges as well as universities. This process can help the company save the cost of advertising over the various platforms. The company can also follow the policy of referrals, wherein the existing employees of the company are encouraged to recommend their friends to the company. This can save the company much amount of money spent on advertisement and the time of the HR team. This process, however, requires an active participation on the part of the HR team, as they need to go through the online profiles of the various candidates to give the call to the right kind of candidates who fit the requirements of the company. Moreover, the company should come up with certain kind of plans wherein the HR team will have to recruit a certain number of candidates after every quarter or time limit (George and Jones 2015). The company also needs to decide before hand the kind of salary that will be provided to the selected candidates after they are selected as well as criteria by means of which the newly hired employees will move from one level of organization to the next.

Recruitment Process and Its Impact on the Company

The process of induction, is related to the process of recruitment and must immediately follow recruitment. The common concepts, related to the process of induction are provided in the figure given below-

The above given figure lists six different components related to the process.The first component is the process of goal setting (George and Jones 2015).It is at this stage that the newly acquired employees are informed about their goals.The second important step in this context is the process of training.The newly hired employees, must be given, adequate amount of training so that they can deliver results as per the expectations of the company.The next step involved in the process is the concept of compensation and benefits.This step involves the providing of attractive compensations to the newly acquired employees to boost their morale. The step of performance management is another important step as it helps in the evaluation of the performance of the newly acquired employees. The concept of career management helps the company to channelize the career as well as the goals of the employee as per the requirements of the company. Leadership development, help in the inculcation of the qualities of leadership within the newly acquired employees, which will prove helpful to the company in the future.

The newly acquired employees need to be provided with adequate amount of training in order to meet the performance requirements of the company. The training process is of paramount importance as it helps the company to equip the newly acquired employees to meet the performance requirements of the organization. The company provides various on-job training as well as other forms of training to the newly acquired employees so that they can meet the demands of the organization.

Position description template

Position reports to: Engineer

Qualifications: Mtech/ Btech (preferably Mtech)

1. To perform as per the expectations of the company.
2. To provide the best quality services to the customers.
3. To develop as well as innovate new methods for the manufacture of the new products and services.
4. To improve the quality of the existing products.
5. To work in the team environment of the company and also to have leadership skills.

1. Use the engineering knowledge for the development of new products.
2. Improvement of the existing products and services.
3. Provide effective customer services
4. To motivate as well as inspire the team
5. Work towards the overall growth as well as the development of the company.

Key selection criteria: The selection of the new employees will be done on the basis of the interviews conducted and the scores of the written test. However, preference is given to the candidates who have past experience in the concerned field and have worked with companies on par with Telstra.

OHS requirements: The company, needs to take into consideration the various guidelines of the OHS criteria to ensure the safe health as well as the working conditions of its employees.

Terms and Conditions of employment: The company reserves the right to terminate the appointment of the candidates at any point of time, if any discrepancy is found between the information provided by the candidate and the actual facts. The company also reserves the right to terminate the appointment of the candidate if the candidate is not able to perform as per the expectations of the company.

The induction process, which is followed at Telstra enables the newly acquired employees to get to know about the various rules as well as regulations of the company.It also provides them with the opportunity to know the various policies of the company as well as to meet the existing employees of the organization along with the people in the higher authority. The initial induction process is taken by the HR team, which briefs them about the policies of the company as well as the kind of expectations that the company is having from them. The next round of induction, is taken by the Directors as well as the managers of the company, who inform them about the various departments of the company as well as introduces them to the existing employees of the company (Telstra.com.au 2018). In the induction process, the newly acquired employees, are informed about the leave policies, compensation as well as bonus, the various facilities provided by the company, the job description, salary structure and various others aspects related to the work. The primary purpose of the entire process is to let the new employee know about the various aspects of the organization as well as the people who are working in it.

Conclusion

The training process that is followed at Telstra is very rigorous and industry based. The newly acquired employees are provided with an on-job training which enables them to know about as well as learn about the ways by which by which they can perform their jobs in most effective manner (Telstra.com.au 2018). In other words, this equips them with the right kind of information as well as knowledge, which will help them to perform well in their job roles. Apart from the on-job training, there are other kinds of training as well, which are provided to the employees as when required. This helps in upgrading the knowledge as well as the key skills of the employees with the aim to help them to upgrade their skills and meet the requirements of the industry. It is seen that because of the continuous innovations as well as developments in the field of technology the requirements of the sector are continuously changing. Therefore, it is seen that the organization puts emphasis on the aspect of training of the existing employees on a regular basis with the aim to provide them information as well as knowledge about the recent development as well as innovations. This not only helps the various employees to keep themselves updated with the recent developments in the field of technology but also helps them to improve their performance and deliver better results to the company (Tovey, Uren and Sheldon 2015). The employees are also provided with leadership training, which will help them to work in the team environment of the company and also to take up responsibility as and when required (Tovey, Uren and Sheldon 2015). The leadership training, also helps the newly acquired employees to work efficiently in the various teams to which they are assigned once they complete their stipulated duration of the training program.

The company Telstra, just like the other major countries of the world, follows the policy of the assessment of the newly acquired as well as the existing employees. The newly acquired employees are initially put on probationary period, in which their performance, during the initial months of their job are assessed. During the initial days or the probationary period, extra training is provided to the employees, who are not able to deliver results as per the expectations of the company. These measuring criteria are essential as they help the companies to assess the performance of the newly acquired employees and find out how far they have been able to adapt themselves to the needs as well as the requirements of the organization. The newly acquired employees who are not able to perform as per the expectations of the company are provided with additional training, so as to make them perform as per the expectations of the company. However, if the newly acquired employees fail to perform as per expectations of the company even after repeated training programs then they terminated on the grounds of performance.

Conclusion

Therefore, from the above discussion, it becomes apparent that the process of recruitment as well as induction are an important part of any organization or business process. An effective recruitment process can help the organization or the company to recruit as well hire skilled as well as talented professionals who might contribute to the overall growth as well as development of the entire organization. The process of induction, on the other hand, is also very important as it helps the organization or the company to convey the relevant information to the newly hired employees about the company or the organization, the kind of job roles that the newly acquired employees are expected to perform, the expectations of the organization or the company from them, the various leave policies, salary structure, compensations as well as other benefits that the company provides to its employees. The employees are informed about the various performance standards of the organization as well as the rules of the probationary period during the early months of the newly acquired employees. It is often seen that an effective induction becomes very helpful for the employees in the longer run as it provides the employees with all the relevant information that they need to know. The process also helps the newly acquired to know as well as learn new things from their managers as well as the senior members of the organization or the company. The company under consideration here, Telstra, follows an effective as well as industrially approved recruitment and induction process, which have been appreciated by many of the candidates who undertook part in the process of recruitment as well as induction of the concerned organization. However, there are some drawbacks of the process of recruitment as well as induction process, used by the concerned organization, which needs to be amended by the organization to attract as well as retain some of the best skilled as well as talented professional experts and also to make the process more user friendly and make the experience of the candidates applying for the job more effective. Thus, it can be safely concluded that the process of recruitment as well as induction followed by the company, Telstra, though is one of the best ones among the processes of recruitment as well as induction followed by the major companies, but still, there is much scope for development as well as improvement, which will make the experience far more better for the candidates as well as help the company to attract better skilled as well as talented professional experts to their company.

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