Australia´s Leading Telecommunication: Telstra

NAB, market segment strategies are different that ANZ, NAB are more focus on domestic markets in Australia and New Zealand, as their strategy is built around delivering a great customer experience, with a vision of being Australia and New Zealand’s most respected bank. In additional, NAB’s organisational structure focus in Business banking, personal Banking but underweight retail bank while ANZ was focus in all different function that includes retail bank and mass affluent. ANZ has an ambition to become a super regional bank that providing the scale and quality of a global business to customers in core markets of Australia, New Zealand, Asia and Pacific. ANZ are more focus on global markets outside Australia and New Zealand, ANZ has recently expanded their business in Asia since 1969 to establishes representative office in Japan.

Telstra’s remuneration policy aims to achieve high level performance, reinforce the company's value and culture and motivate and retain highly skilled people.

Telstra is Australia’s largest and most efficient telecommunications company, which provides one of the best-known brands in the country. They offer a full range of services and compete in all areas of telecommunications both domestically and internationally. Telstra’s vision is to enhance its position as the leading full service telecommunications and information Service Company in Australia as well as to expand its presence internationally. (Telstra Website, 2008)

In order to conduct the market rate analysis. ABC Bank partnered with global consulting firm to analyze data related to the salaries and reward packages offered by other banks in the M.E.A region.

Oligopolies are a type of market structure evident in Australia, which is comprised of 2 or more firms having a significant share of the market. In an oligopoly the few firms sell similar but differentiated or homogenous products and is characterised by a large number of buyers making it a form of imperfect competition. This market structure is evident through the Big Four Banks, Phone Industry - Vodafone, Optus and Telstra.

The recommended system would use relevant labor markets as a major input to determine compensation. It would also rely heavily on a functioning performance management system. These recommendations have the potential to simplify the system and make it more transparent to

1.0 IntroductionTelstra Corporation is a telecommunications and information services company. It provides a range of services including fixed line services, Internet access, and business services. Telstra is the market leader in the telecommunication industry in Australia, with one of the most prominent brand names. However, its products and operating services face an increasing threat from competitors. An analysis with recommendations of Telstra marketing is necessary in order to improve its performance.

Telus Corporation (Telus) is a national organization that provides telecommunications (telecoms) products and services throughout Canada. Telecoms refers to the utilization of electronic platforms to transmit information from one place to another. With the ongoing shift towards telecoms in Canada, the use of products and services via both wired and wireless telecoms carriers is increasing. Moreover, the necessity for organizations to transfer information, and for individuals to stay connected with one another reinforces the need for telecoms.

Market rate and equity policy needs to be formulated on the extent to which rewards are market driven rather than equitable. Should obtain and keep high quality staff and response to market pressures. Market considerations will derive levels of pay in the organization. Attraction policies should have career prospects, training and development, intrinsic interest of the work, flexible working arrangements, and work life balance. Retention policies should consist of Talent management (attraction and retention of quality employees). Talent management policies are to attract employees, to develop employees, rretain employees, and mmotivate employees. Talent management process is wwork life balance, lleadership qualities of line managers, rrecognition, cconducting talent audits. Assimilation policies is how existing employees should be assimilated into revised pay structure such as red circling (identifying and dealing with overpaid people) and Green circling (identifying and dealing with underpaid people). The three performance measurement practices to be compared in this presentation are written, confidential evaluation non-confidential evaluation, and oral evaluation.

Since Telstra is just giving their administrations in Australia, they have separated their purchasers as indicated by states and urban communities (Mullins, Walker, and Boyd, 2009). There are numerous components that will come in play when this variable is thought about while organizing showcasing systems. For instance, Melbourne is a metropolitan state with blasting business enterprises and also created neighborhood government ranges. In this manner, the populace has countless experts (Lees-Marshment, 2009). Notwithstanding, a little locale, for example, Albany in Western Australia will depict an alternate demographics by and large. A specific age gathering, race or religion might be more predominant at certain land territories (Lees-Marshment,

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

Telstra have dominated the telecommunications market for over a century by providing integrated services with vast geographical coverage. Telstra’s main areas of expertise are providing telephone, mobile, internet services and its 3G network to households and businesses across Australia with 9.2 million fixed line services and 9.7 million mobile services. Telstra have strived to be number one in their industry and achieve ultimate customer satisfaction (Telstra website 2009).

The telecommunications coverage in rural and regional areas in Australia has monopolistic characteristics. Telstra has a competitive advantage over Optus with 99.3% coverage of the population compared to Optus with a 98.5%, this is equivalent to an estimated 192,000 more potential customers. Although Telstra has this competitive advantage they claim that the revenue received from their rural base stations does not cover the cost of development and maintenance.3.

This paper will examine setting the stage for strategic compensation and bases for pay. There are three main goals of compensation departments: internal consistency, market competitiveness, and recognition of individual contributions. Internally consistent compensation systems define the relative value of each job among all jobs within a company. (Martocchio, pg. 22, 2011) With this system companies want employees to be paid more based on their qualifications and responsibilities. They believe someone with less experience should be paid differently. To determine such evaluation companies use job analysis in order to provide job descriptions. The job evaluation is to determine pay according to a particular position. Market-competitive

Telstra Corporation Limited (known as Telstra) is Australia 's biggest and leading telecommunications and media organization operating since 1901, which creates and runs telecommunications systems and markets voice, mobile, web access, pay TV and other entertainment items and administrations. In Australia Telstra provide 16.9 million mobile services, 7.2 million fixed voice services and 3.3 million retail fixed broadband services and that’s why we have an global existence covering 22 countries, including China.