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SingTel Group’s Human Resource Strategic Roles

SingTel Group’s Human Resource Strategic Roles

Introduction

The SingTel Group human resource management in the global arena requires it to develop culture awareness and have the ability to respond to the dynamic foreign environments effectively. This demands company human resource department to handle recruiting, hiring, training and development of employees effectively (Holtbrügge & Mohr, 2011). This paper strives to discuss how SingTel human resource professionals can contribute to the success of the company that is anticipating to open more foreign branches in Asia, Australia and Africa. SingTel which stands for Singapore Telecommunication Company, is the company incorporated in Singapore. The company has several subsidiaries in Asia, Australia and Africa and planning to have more subsidiaries in the same continents. Some of the critical roles to be played by the company resource include employee selection reward system, training and development, career development, performance management, diversity management and job designs. PLAGIARIZED SAMPLE-ORDER YOUR PAPER NOW

Employee Selection

The selection of employees at subsidiary level depends on several issues such legislation and skills required for the available tasks (Mahmood, 2015, p. 335). For SingTel Group it should employees both locally and globally. Local selection will enable the company utilize different skills possessed by the locals. On other hand, global selection enhance the integration of different portfolio of skills for the betterment of the company. The combined selection will ensure that the company is able to execute different types of assignment as illustrated below;

Technical Assignments: High technical and complicated assignments should be handled by the technocrats from the home country (Singapore). Therefore, for the technical jobs employees should be selected from Singapore.

Functional Assignments: This types of assignments calls for high intellectualism of understanding skills (Dudovskiy, 2012). This set of employees’ selection for this category of activities will require the integration of the home and host country skills. For the home country, SingTel Company human resource team should select high talented employees who seems to possess high degree of intellectualism. However, the intercultural skills are essential and therefore, the company should also consider recruiting the locals.

Developmental Assignments: Same as functional assignments, developmental tasks will need the interaction of both host country and Singaporeans employees. The locals understands the trends in the industry better than the foreigners. Therefore, selecting a large percentage of the locals for this type of activities will be of high benefit for the company.

Strategic Assignments: For this type of tasks intercultural skills and understanding are important. Therefore, SingTel Company should both Singaporeans and home country employees.

Reward System

Appreciation: SingTel Company human resource department can help the company to appreciate its employees by advising them to apply appreciation strategies used by the multinational corporations such as Google and Qualcomm. For example, Google appreciate their employees by calling 15-30 employees per day who were spotted doing something right. This is supplemented with 100,000 hours of free text messages.  On the other hand, Qualcomm offers their employees with internal tech conferences, providing them wellness centers, low-cost health insurance cover, supporting workplace cultural diversity, special luncheons and safety bonuses (Bradt, 2016). SingTel Company should focus on adapting the appreciation techniques used Google and Qualcomm. In addition, the company can appreciate its best performing employees by offering them with international conferences as well paying their visit to the company headquarters to meet with the Company CEO.

Access to the top management. The human resource professionals of SingTel can request senior leadership to create methods of ensuring that employees can have open access to the top management of the company. For example, John Richels, the CEO of Devon energy motivates its employees by ensuring that they have access to the senior leadership of the company (Bradt, 2016). The CEO of SingTel Group can enable this strategy have arranging random visits of the senior management to subsidiaries. The visit should be aimed at facilitating the interaction between the employees and the senior leadership.

Reward: Apart from performance rewards, the SingTel can reward its employees at the subsidiary level by ensuring that all permanent employees are stockholders. The Starbucks and EOG does this and all their employees are happy (Bradt, 2016). This type of reward system will ensure that company employees at the subsidiary level are committed to the common cause of the company (Black & Gregersen, 2009).

Training and Development

At subsidiary level human resource of SingTel Group will ensure the training and development of the employees the following techniques;

Planned Individual Learning: It is the responsibility of the human resource team to advise the SingTel Group to plan for the learning of individual employees at the subsidiary level who seems very talented. This will improve the performance as well the contribution of the employee to the company. Likewise, the management will have to provide learning for the employees from the mother country who may be posted to work at subsidiaries. The learning in this scenario will include, learning new language, culture and foreign country legislations.

Education: Employees at subsidiary level who are from the foreign companies should be undertaken through educational programs to equip them with necessary skills needed to execute the job. This will include delivering on job coaching, establishing in-house instructions, obtaining software vendors to offer in house training and equipping a particular personnel with industry specific skills.

Career Development: SingTel Company should have open discussion with employees about their long term career goals. This will calls for the alignment of the company operations with the target goals of the employees. Additionally, the company can facilitated the tuition of some employees and promote them to the senior level once they are through.

Training: SingTel Company should undertake all employees at the subsidiary through training. This will help to equip the employees with them with the crucial skills that is required to execute company operations and activities.

Performance Management

It will not be easy for the SingTel Group to manage its employees at the subsidiary level. However, the company human resource professionals should advise the company on the importance of effective employee performance management. This will help in meeting crucial issues such as customer preferences, strategic requirements and organizational needs (Mellahi, et al., 2016, p. 28). Some of the approaches that company adopt to ensure effective employees performance management are as given below;

Communication: The human resource team should advise SingTel on the importance of effective communication between the employees and management. This approach facilitates the communication of performance expectation to employees as well provide an avenue for them to offer feedback to the management (Shih, et al., 2015, p. 160). Alternatively, reliable communication will be an opportunity for the SingTel managers at the subsidiary level to understand the motivation of the employees to perform the job.  Through communication, managers will trace the highly motivated employees, employees understand the roles and the ones contributing to the success of the company (Mejlumyan, 2016, p. 26). The company will then use this approach to retain this type of employees.

Goal Setting: SingTel Group should set job description, project, behavioral and stretch goal at which employees’ performance will be evaluated against. Setting of these goals to be in a manner that they will be achieved within a given time frame. This technique will enable employees to align their efforts with the target goals of SingTel Company.  For this approach to be effective SingTel Company should set SMART and participate goals (Society For Human Resource Management, 2015). PLAGIARIZED SAMPLE-ORDER YOUR PAPER NOW

Diversity Management

Workplace diversity can hamper the operations of SingTel Group at subsidiary level. The company human resource with the help of the senior management will ensure the observance of the roles at the subsidiary level to manager workplace diversity effectively.

Emphasizing on Leadership Accountability: All leaders at the subsidiary level will be held accountable for minimize, prevent and control negative issues that such as groupthink, inequity, discrimination and stereotyping. On the same, managers of the subsidiary level will be required to empower positive aspects such as inclusive culture, health conflict and innovative thinking. Additionally, managers will work to attain diversity in team works and arrange tasks strategically to realize the inherent value of diversity. In the event where diversity management fails then a manager at subsidiary level will be accountable (Scroggins & Benson, 2009, p. 410).

Employment Opportunities: For SingTel Company ensure that diversity among the different stakeholders is managed effectively, the human resource professionals should ensure equity in employment. All employees should not   should not be foreigners. In fact, only senior management should go to the foreigners or home country personnel. Other employment positions should be given to the host country locals.

Training: SingTel Company human resource department should offer training for the foreign managers going to work at subsidiary level. This will equip them with the diversity skills on how to manage different cultures, skills and ethnic races effectively (Williams, 2014).

Conclusion

Big global companies listed in the Fortune 500 have effective International human resource management techniques. For example, companies such as American Express, Google and Qualcomm do important things to their employees that makes them feel appreciated. The majority Fortune 500 companies in international arena employ effective methods of employee selection, reward system, employee training and development and diversity management. Likewise, SingTel can apply the approaches adopted by these companies to reward employees in its planned subsidiaries in Asia, Australia and Africa.

References

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Dudovskiy, J., 2012. Multinational Assignments: recruitment and selection issues. [Online]
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Mejlumyan, H., 2016. Performance of Multinational Company , Masaryk: Masaryk University .

Mellahi, K., Frynas, J. G. & Collings, D. G., 2016. Performance management practices within emerging market multinational enterprises: the case of Brazilian multinationals. The International Journal of Human Resource Management, 27(8), pp. 22-36.

Scroggins, W. A. & Benson, P. G., 2009. International human resource management: diversity, issues and challenges. International Human Resource Management Conference, 39(4), pp. 409-413.

Shih, H.-A., Chiang, Y.-H. & Kim, I.-S., 2015. Expatriate performance management from MNEs of different national origins. International Journal of Manpower, 26(2), pp. 157-176 .

Society For Human Resource Management, 2015. Managing Employee Performance. [Online]  Available at: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeeperformance.aspx
[Accessed 10 June 2017].

Williams, M., 2014. How To Manage Diversity Effectively In The Workplace. [Online]  Available at: http://www.mtdtraining.com/blog/manage-diversity-effectively-workplace.htm [Accessed 10 June 2017].

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