Hrm: Identify a Specific Human Resource Management Issue in Your Organisation and Develop a Proposal to Address It.

Telstra, originally Telecom Australia was established in 1901 by the Postmaster Generals Department to manage all domestic phone services. Telecom Australia continued to be operated by the Postmaster Generals Department until 1975. In 1989, Telecom

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

The future of the telecommunication industry is an exciting future. No longer can these companies depend on telephone service plans to maintain profit. Each company needs to find other avenues, packages and services that can be sold to existing customers while attracting new customers. The companies

Human resource planning is the process through which organizations identify current and future human resources needed for an organization to achieve its goals. It serves as a link between human resources management and the organization’s overall strategic plan.

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.

Telstra Corporation Limited is Australia’s oldest telecommunications provider within Australia, coming from a place of monopoly within the Market to limited competition, following a full privatisation of the company from government owned to market driven. Telstra positions itself as a leader in innovator and has shaped their company’s vision towards “doing for a customer what no one else has, with 1 click, 1 touch, 1 button, 1 screen, 1 step solutions that are simple, easy and valued by individuals, business, enterprise and government” (Telstra, 2014). This report will look deeper into the telecommunications industry and the market into which it competes, who the main players are and what Telstra will need to do to remain competitive.

Founded in 1975, Telstra is Australia’s largest telephone and Media Company. Its main activities comprise of operating and building telecommunication networks and marketing a diverse range of entertainment products, some which include, pay television and internet access. Telstra’s mission is to “Build technology and content solutions that are simple, easy to use and valued by our customers. We strive to serve and know our customers better than anyone else.” There future long term goals need to be

With the use of technology rampantly increasing in society, Telstra is a company that appeals to a vast range of people, providing consumers with mobile and media connectivity, businesses with necessary software and network applications, and the sick and elderly with ehealth solutions.

Human Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively.

B.J Smith (1992) describes that Human resource planning is the legal process of associating business strategy within Human resource practices. Human resource planning is the vital managerial function of an organisation. In Human resource planning various process are involved to gain the importance such as deciding the goals and objectives, estimating future employee requirements, Planning of job requirements and job description.

The business case presented focuses on insatiable demand amongst a growing population for a service built on dilapidated, poorly maintained infrastructure, against a backdrop of government deregulation in the telecoms sector. As of 1992, there were a mere 78k telephone lines for the 27m people living in 4.7m households (a population set to double over the coming 24 years), with users suffering success rates of just 25%. Demand was forecast to grow to 500k subscribers by 1996. The recent deregulation of the telecoms sector (via the break-up of TPTC into TPC and TTCL) and the formation of a regulator (TCC) had

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.

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

Planning means looking ahead and chalking out the future courses of actions to be followed. The ongoing process of systematic planning to achieve optimum use of an organization 's most valuable asset is human resources department. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.

Human resource planning links people management to the organization, mission, vision, goals, and objectives as well as its strategies plan and budgetary resources. A key goals of HRP is to get the right number of people with the right skills, experiences and competencies in the right jobs at the right time at the right cost.