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AT&T Report: A Depiction Of The Following Issues Within The Company

AT&T is a multinational telecommunication conglomerate that is situated in the United States. It has its headquarters in the Whit acre Tower that is situated in downtown Dallas, Texas. The company happens to be the world largest telecommunication company currently. It has also been ranked second in the world map in providing telephone services (AT&T, 2017). In the United States, it has been ranked as the largest company in providing fixed telephone services and broadband subscription television via DIRECTV. These services combined with the company’s legacy U-verse services make it the leading pay television operator.

Statistics that were carried earlier this year show that the company is ranked the 12th in all the companies around the world regarding profits, revenues, markets and assets valuation(AT&T, 2017). In the year 2016, it was ranked as the largest telecommunication company regarding revenue. According to brand finance, the company by 2016 was the 18th biggest mobile telecom operator with 134 million customers. This success has been attributed to the company’s immense investment in fiber, wireless networks, and internet protocol. The overall customer base of the company is believed to currently have a customer base of 6.2 billion wireless subscribers.

In this report, we are going to look at the company’s human resources posture. The report will be based on the following issues within the company:

  1. Benefits and Compensation
  2. Business Leadership and Strategy
  3. Diversity
  4. Employee Relations
  5. Ethics and Corporate Social Responsibility
  6. Organizational and Employee Development
  7. Talent Management
  8. Technology

The human resource department in the company is tasked with balancing the interests of five stakeholders within the company. If the department does not carry out its functions with high degree of sensitivity, some stakeholder’s interests may be ignored (Fortune, 2017). In most cases, employees are always in the suffering. The HR department has done and is doing a great job of educating its staff and touting its horn about its contribution towards achieving better standards.

Introduction

AT&T’s human resource department is oriented to ensuring a productive workplace by ensuring the engagement and energizing of the employees. This is done by:

Monitoring the culture

AT&T Company is well known for its strong culture of providing quality services its customers. This culture has overseen the growth of the company. The human resource department has a major role in maintaining and monitoring this culture. It does this by ensuring that only highly skilled and qualified employees are employed in the organization. The department also works to ensure that this culture is well spread across all employees in the organization through holding frequent workshops and seminars.

Owning the company’s overall talent management procedures

The HR department of the company joins the other departments in the issues that pertain to performance management, management development, career paths, succession planning and other relevant aspects of talent management. The HR has usually consulted the strategic leadership of the company in planning and executing strategies.

The HR has been responsible for recruiting the superior staff

The department believes that for the company to thrive, the strategic management should be made up of a qualified and intelligent body. The department hires managers who are responsible for hiring the superior work force. The department has worked hard to ensured that good leadership is provided to the company, leadership, scheduling assistance, training, systematic hiring and recruiting process, interview, selection, monitoring and more.

The department has ensured that there is an overall strategic compensation plan

The department has constantly guided the various managers of the organization by determining salary ranges.

The department has frequently carried research on how to implement the best employee benefit programs.

These programs work to ensure that the organization obtains and retains the best employees. The department has been responsible for controlling costs and selecting the best approach among the various options.

The department has been responsible for recommending strategies for the organizations that will help it attain its strategic goals.

This includes recommending the current products and services that the organization is planning to take part in. The departments have always led the organization to growth by initiating human resource programs and processes.

Solving conflict

The department has also been responsible for resolving issues that pertain to employee-management conflict. The department has held some coaching forums with the managers and executive on how to develop effective working relationships with their employees (Smith,2015).

Benefits and Compensation

The company has strived to protect and provide quality middle class careers. They ensure that its wage rate and benefits are among the best in the state. It aims at attaining quality and cost effective health care coverage and benefits that are the best for its employees. The company has continually subsidized quality health care for its present workers, defendants and retirees currently, the organization is committed in bargaining for a contract that will oversee for the provision better middle-class union careers with highly competitive benefits and wages. The company has maintained the flexibility that it needs to operate in the industry that currently happens to be the most competitive in the market place.

Statistics show that the company incurs more than 5.3 billion dollars in providing health and welfare benefits. This includes almost 4.5 billion dollars that are related to the medical benefits.

The 5.3 billion places the company on the top 500 list of the Fortune 500. It ranks ahead of Harley-Davidson, Polo Ralph Lauren, Big Lots and Dick’s Sporting Goods. This shows that it is greater than the annual revenue of Facebook’s advertising. The company provided its users with resources and opportunity to plan, build and secure a healthy retirement fund through providing the pension and saving programs.

Business Leadership and Strategy

The strategic management and leadership of the company consist a panel, nine individuals:

  1. Randall L. Stephenson -Chief executive officer, chairman, and president
  2. William A. Blase- senior executive vice president in charge of human resource
  3. John Donovan- CEO communication
  4. David S. Huntley-senior executive vice president and chief compliance officer
  5. Lori Lee-CEO international relations and global marketing officer
  6. David R. McAtee-general counsel
  7. Robert W. Quinn- external and legislation affairs
  8. John Stankey- Integrations planning
  9. John J. Stephens- chief financial officer

For years now, the major function of the strategic management has been the acquisition of large scale operations and transformation (Donovan, 2016). Currently, the management is concerned with executing on the available assets to best serve the client’s need. They have worked to break down silos, change the company’s culture by incorporating collaborative thinking and innovation. Much focus has been directed to executing the complexities in its growth plan. The management has been spending a significant amount of the company resources in creating programs that are versed in business, management and leadership learning

The company’s master strategy is being the only telecom provider company that every user may need by connecting the users anywhere-anyway.

Cost

The strategic management has worked to ensure that the company is adequate in this regard by positioning it to offer competitive pricing for all it services that are rendered to the public.

Differentiation

The decision by the management to collaborate with the Apple Corporation in promoting the iPhone has differentiated the company from its competitors. The company does not operate in the niche market.

Geographic coverage and mix intensity

The company has been positioned in a global market where is has been the leader in wireless coverage through providing services and products such as voice-IP, HSPDA, voice PTT and video share.

Diversity

The leadership has worked to ensure the company is comprised of an inclusive culture and diverse workforce. This has helped the company to attract and retain the best employees who bring in innovative products and offer solutions to meet the needs of the customers. The company’s history of innovation is as a result of people from a diverse background who join to connect the world. The company welcomes all points of views. The senior leadership of the company is held responsible for leading the company’s diversity initiatives. The diversity of the company starts right from the senior management that consists of people from diverse backgrounds who spearhead some initiatives within their unit. The diversity strategy aligns with the set objectives and the leadership priorities in primary areas.

Employee Relations

Currently, the company is among the largest employers in the United States. An average technician that secure a contract with the company earns up to $90,000 regarding salary and another$43,000 in benefits. The company’s call center rep makes away with a salary of $67,000 and $40,000 in benefits. The company received over 190,000 applications for 12,000 technicians and wire line call centers. The company has been committed to providing great benefits to its employees and has no plan to reduce the employee wages on its contracts shortly.

The company provides a comprehensive package for its union employees. The company provides broader and extensive benefits to its employees more than in any industry in the US. They include savings, medical, dental, vision, pension, life insurance programs, leaves, flexible spending accounts, disability LTD, health reimbursement accounts, commuter and voluntary benefits. It costs the organization $133,000 and $ 107,000 to compensate network technician and call center representatives respectively.

Ethics and Corporate Social Responsibility

The company operates under a code of ethics where the company’s officers, director, and employees are guided by the company’s expectations and values. The code intends to:

  • Encourages ethical conduct and honesty among the members by championing for ethical handling and fair dealing of conflicts
  • Encourages timely and accurate disclosure of information that is understandable.
  • Protects the company’s legitimate interests that include corporate assets, opportunities, and sensitive information

The company’s code of business conduct gives guidelines to the employees on how to make ethical and responsible decisions. Employees are supposed to sign the code annually. The management works to ensure that the company is in line with the legal issues that govern its operations. In social responsibility, the company foundation has contributed over $ 100 million to the United Way Agency through national, regional and local grant support. In the year 2005, the company donated over $ 6 million to the agency in helping it to maximize community impact at community level. The company is also committed to supporting national and local relief agencies in helping people with immediate needs. Reports show that the company with its employees provided generously towards the Hurricanes Rita and Katrina in the year 2005.

Organizational and Employee Development

The management is aware that dedicated, diverse and talented employees are essential to the success of the business. The company works under a philosophy that provides the employees with opportunities to grow and develop their skills and abilities. The company understands the importance of cultural competency. The company offers its occupational employees and the management an opportunity to get involved. The company has some employee resource groups that are welcoming to all employees from different diversities. These resource groups support the commitment to inclusion and diversity through their effort in the workplace. They represent employees from all works of life. The company recognizes the goodwill and value that the groups have towards attaining its set objectives. Since the year 2005, the company initiated tuition program that helped a good number of candidates from all works of life, 58% of whom were female and 37% were individuals of different races. The company provides seminars and workshops for its employees to enhance their job knowledge.

Talent Management

The company has performed remarkably in managing global talent. The company has been able to enjoy authenticity through inviting openness and innovation(Nicole, 2012). Management of talent has enabled the company to stabilize its growth path as the employees are more willing to share their talents for the good of the enterprise. The TIP website has been a valuable tool for the employees to exercise their talents and innovations for the company (Nicole, 2012). The global talent management model plays an instrumental role in motivation for its employees. The Employee success stories are highlighted by the company. This works as part of motivation by recognizing their great work. Decentralization of talent management has enabled a clear understanding of individual abilities. In that respect, talents are utilized appropriately.

Technology

The application of technology has assisted the company in keeping abreast with the dynamic technological environment of the postmodern society. Technology has enabled the company to able to prepare its workforce for the future. The company has been able to transform to a software-defined, mobile-first environment. Technology has made it possible for the creation of a pipeline of employees with different skills needed for success at both personal and organizational level. &T engaged in partnership with Udacity to launch the Nanodegree program that was meant to equip learners with basic skills in line with the needs of the Software Economy. Lastly, The technology at AT&T has enabled the organization to expand its corporate responsibility program by helping thousands of students to acquire the much-needed post-modern skills.

Conclusion

The report was on AT&T as a multinational telecommunication conglomerate that is situated in the United States. It has its headquarters in the Whit acre Tower that is situated in downtown Dallas, Texas. The report will be based on the following issues within the company benefits and compensation, business leadership and strategy, diversity, employee relations, ethics and corporate Social responsibility, organizational and employee development, talent management and technology. The human resource department in the company is tasked with balancing the interests of five stakeholders within the company. If the department does not carry out its functions with high degree of sensitivity, some stakeholder’s interests may be ignored.

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