Development of Human Resource Management Program for Batelco
I. Company Profile
Batelco is a leading telecommunication company and digital solutions provider in the world with operations in different countries. The company has its headquarters in Bahrain and has subsidiaries in different countries. Mainly, the company operates in the Middle East. The company has a competitive advantage in telecommunication services and has earned the name of excellence in the industry. Batelco and its subsidiaries employ more than 3000 employees and almost 1300 employees from its work in Bahrain. It means that the company’s human resource policy is the most important for its Bahraini operations and services. Overall, Batelco is now called Batelco Group and has a presence internationally. The company was founded in 1982 and started local and regional operations in the beginning. However, consistent and continuous business operations have earned it the present stage of international significance (Mumtalakat, 2020).
With this increase in the company’s services and jurisdiction, the company should focus on its HR policy so that it can cover human resource management practices at a broader level.
Batelco Group is listed on the Bahrain Bourse as it is a public listed company. The range of services of the company includes mobile, broadband, and data and fixed-line services. The Group directly or indirectly invests in fourteen different geographies. Countries of operations of the company are Bahrain primly as the Group has it’s headquartered here. Other geographies of services are Kuwait, Saudi Arabia, Jordan, Egypt, Yemen, Jersey, Diego Garcia, Isle of Man, St Helena, Ascension Island, and Falkland Island (Mumtalakat, 2020).
This report is going to focus on the statement of HR policy for the company. It considers different HRM functions, including HR acquisition, HR training, and selection activities, HR maintenance, and Employee Relations. These functions are essential, especially when the company is expanding its international operations. While focusing on these functions, the human resource program has been developed in this paper. This paper has concentrated on Batelco, and the development of the HR program would be useful for Batelco and headquarter in Bahrain (Batelco, 2020).
II. Statement of HR Policy
The development of the HR program would follow the statement that discusses and focuses on a comprehensive HR policy. The 2019 annual report of the company describes and explains the human resource management policy and objectives. It is better to narrate here.
The company has a vision around human resource policy to foster a new mindset and corporate culture. Focus on current operations and services provision is at the center of the HR policy as the company admits the role of human resources in providing services, products, and solutions. The human resources team has to fulfill these obligations. Three main pillars of the HR policy in the company include engagement of employees, investment in leadership, and enrichment of work life. These main pillars should be at the center of the HR program going to be developed under it (Content.batelco, 2019).
The statement states that the company should be able to engage people and employees in a way to offer continuous services of high quality to customers. All employees, right after recruitment and selection, should abide by the company policy. Research also confirms the positive impact of engagement on employee performance. Human resource functions are going to be discussed in the following have to come up with this central pillar of employee engagement.
Employees should have a bright and precise future with Batelco. One possibility of doing so is through investment in leadership and top management. Areas of succession planning also relate to this pillar in HR policy. All employees should get a chance in their career development. It can reduce the turnover rate in the company and increase the motivation and satisfaction of employees (Content.batelco, 2019).
Work-life balance is vital, and it is apart from employee engagement and investment in leadership. Enriching work life leads to productivity and job satisfaction. Flexible working hours and facilities help employees to reduce the level of stress. It is crucial because the company should take care of employees in their routine activities. The HR statement contains these three pillars at the center and focuses on HRM functions and is going to be discussed in the following. The development of the HR plan is in light of these HRM functions (Content.batelco, 2019).
III. HRM Functions
Batelco has maintained a standard in its operations and services over the period since its inception. It should follow the human resources program using four essential functions. These functions are HR acquisition, HR training and development, HR maintenance, and Employee Relations. These four functions can fulfill the needs of the human resources of the company. The company can become an attractive and functional employment workplace for employees if it follows the following functions in this paper.
a) HR Acquisition
The policy for HR acquisition aims to take steps to attract and recruit qualified employees in the company. For this purpose, the focus is on the policy and procedures for recruitment and selection. It also has to discuss activities for recruitment and selection. The following sections of the HR program revolve around the policy and procedures for recruitment and selection and activities for this function.
Policy and procedures on Recruitment and Selection
The strategy for the recruitment and selection makes it clear for all staff and human resources in the company to adhere to this policy. It has to fulfill all needed steps and requirements for the policy and procedures related to this function. The human resource department and its head can amend or make changes to the policy as per its needs. The department has to ensure to have all necessary human resources and personnel needed under the vision of the company.
Recruitment and selection of suitable candidates for the company would follow activities made part of the job description and job specification. If the company wants to fill vacant seats or announce new positions in the company, the human resource department will develop the job description and job specification forms (Vincent, 2019).
The start of the advertisement is also of significant importance because it communicates to the public about vacancies in the company. The company is a global company, although the majority of its employees are in Bahrain. Despite this fact, it has to take a global approach to attract talent. It is common in Bahrain that a strong economy and good business conditions attract talented people into the kingdom. The advertisement should consider this fact, so the print advertisement should be started in each market where the company does business (Stanujkic, Djordjevic, & Karabasevic, 2015).
The policy also states clearly that the company should finalize practices and policies for human resource recruitment and selection well at the beginning of the process. In the following section, the required activities have been described in detail. However, it is the policy to consider merit as the top priority. Moreover, the company needs a competitive and talented workforce that must be innovative and aligned with the needs and requirements of a contemporary technology company. For this purpose, the company should aim to attract an only talented workforce. The policy should be the result of a consensus in the human resource department so that every employee and executive abide by the policy.
Recruitment and Selection activities
The HR program calls for having particular and distinct recruitment and selection activities so that the department can indulge in needed activities. Personnel and human resources in the recruitment and selection process should abide by the policy in these activities. Salient activities are in the following.
Preparation of the job description and job specification is the most critical activity in the recruitment and selection process. It acts as the roadmap because the newly recruited and selected employee has to follow activities and functions in these forms. The human resource department cannot write these activities alone, but it has to coordinate with other departments. Batelco is the telecommunication company, and its primary operations and activities are related to technology and telecommunication services. The corporate level strategy of the company may also help in this regard because it is aimed at expanding business operations in different geographies. A new job vacancy may be the result of a vacant position or the emergence of the need to have a new position created in the company. In the latter case, the importance of the job description and specification is higher (Vincent, 2019).
A second activity in the recruitment and selection process should be the preparation and placement of the advertisement. The HR department has done much of the job in the preparation of job description, and now, it only needs to put some salient features in the advertisement. Then, it has to choose national and international print and online platforms to place them.
Receiving applications and sorting them out is a delicate activity. The department has to ensure that each applicant passes through the attention of the department. The use of software and technology can be helpful in this regard. Customized software should be equipped with the ability to move only useful applications from applicants.
Shortlisting is the next activity, and it would follow the interviewing activity. Shortlisted candidates should be more than needed vacancies in the company. Then, the department has to call them for the interview along with documents of evidence from them. The creation of the interview panel and asking questions from applicants would lead to make them part of the company in the respective departments finally (Stanujkic, Djordjevic, & Karabasevic, 2015).
b) HR Training and Development
Batelco has been in the telecommunication industry for four decades, and it has many employees and managers working with the company for years. The present human resource department head is also with the company for years, and it shows that the company keeps employees with it. It also indicates that employees also remain with the company for a long period. Recruitment and selection is the process that is useful if there is a lack of a talented workforce within the company. Training and development is a continuous process that should continue to keep employees competitive and equipped with the latest knowledge and expertise.
Policy and procedures for training and development
The training and development policy and procedure should be an essential function because it covers employees in any department. It is useful to look into the executive team of the company. Notable positions and departments in the company are related to finance, global business operations, enterprise division, corporate communication and corporate social responsibility, human resource department, and the consumer department. Given the nature of the company, telecommunication services and their development and provision is an essential activity. The policy and procedures for training and development should be in this context (Berber & Lekovic, 2018).
Batelco needs a competitive workforce that is creative and innovative. Telecommunication services and their operations should focus on training and development. The company has to review the need for training in the company. Training needs analysis, or TNA is instrumental in assessing the need for training. The company should run this analysis twice a year. Reviewing the present knowledge, skills, and abilities of employees can help very well. The company should have training in the organizational process that goes continuously.
Once training needs are assessed, the company should dedicate activities and efforts on the development activities. The policy should focus on hands-on training and development practices. Formal training and development sessions and employee coaching and mentoring are the most important. The policy states that classroom training and development is not valid because it is not practical. Batelco is a telecommunication community and relies on technology and innovation. Therefore, classroom training or theoretical approach to training and development may not work. Employees may attend motivational sessions through these means, but they may not develop their practical capabilities. In light of this policy and procedures, the following activities may help the company towards competitiveness (Ningthoujam, 2017).
Training and development activities
Following training and development activities are aligned with the vision and needs of Batelco. These activities ensure the competitiveness and capabilities of employees in Batelco.
The first training and development activity is related to the assessment of the need for training and development. Batelco needs a continuous TNA that would keep highlighting areas for improvement. The most crucial activity, in the beginning, is the training needs analysis or assessment. Once training and development nee is identified, different programs of training and development would follow (Berber & Lekovic, 2018).
Formal training sessions should be a routine activity in the company so that employees get formal training from Batelco. These sessions from the company would increase the significance of training and development because they know its context. Knowledge of needs and requirements for employees improves the effectiveness of these sessions. The company would also know what type of training and development it is giving and why.
Employee coaching and mentoring are helpful because it keeps an employee equipped with new knowledge, skills, and abilities. Employee coaching may be in a captive environment like a classroom or a closed environment. However, more focus should be on mentoring because it is aligned with the above policy and procedures for training and development. Mentoring trains and developing employees in different departments through a hands-on approach (Berber & Lekovic, 2018).
The holding of conferences is a useful activity because it makes new trends usual and integrated into the company’s culture. Conferences signify practices and the latest trends because employees know about recent trends and needs in the industry. The knowledge and information-sharing opportunities through conferences help make knowledge part of employees and into the overall organizational culture.
On-the-job training is also a useful activity that should be part of the training and development practices of Batelco. It is related to mentoring because both work in a similar manner. The company should look into the possibilities for integration and coordination through training and development opportunities. For this purpose, job shadowing and job rotation activities may help a lot (Ningthoujam, 2017).
c) HR Maintenance
Batelco is in the industry where retention and maintenance of human resources are strategically essential. Human resource maintenance is the function that benefits the company on a long-term basis. The company can rely on the poll of knowledge, skills, and ability possessed by employees. They have explicit and tacit knowledge that makes them competitive. The company should have a straightforward policy and procedures for HR maintenance by ensuring employee retention.
Policy and procedures on employee retention
Batelco and its human resource management department should know the fact that employee retention is a cost-effective method. This function has the context of the two useful and high investment HR functions discussed above. Recruitment and selection is a specific function to complete, and it is also a significant investment function. After it, the importance of training and development practices are too long and high investment functions. The policy and procedures for employee retention should go in the context of these functions in the company (Idris, 2014).
The HR department of Batelco should ensure HR functions resulting in employee retention. Staff development and training should be in light of the needs and requirements of the company. So, employees can remain with the organization for an extended period. They can find the meaning of being within the company. Greater job security would reduce the turnover rate. Moreover, the compensation and performance appraisal should be just so that employees remain satisfied. The human resource practices of Batelco rest at three pillars. These pillars ensure the engagement of employees and enrichment of their experience with the company. Adhering to these pillars can keep employees with the company (Idris, 2014).
Employee retention activities
Employee retention activities should be specific and particular. They involve human resource development. These activities should consider human resource training and development as a means to retain employees. The company already has flexible working opportunities for employees that lead to the reduction of stress. Better stress management leads to employee retention, and the company should focus on nurturing work-life balance for employees.
Performance reviews and remuneration and benefits in the result of it should be based on justice and equity. Performance reviews reward talented and skilled employees. Batelco needs a talented workforce because it is in the technology industry. Performance reviews also give opportunities for employees to remain competitive. They can find meaning from working with the company, and it leads to their retention. Remuneration and benefits motivate employees as well because extrinsic compensation is the source of employee satisfaction as well. An intrinsic reward is also beneficial because it increases the level of employee satisfaction. As a result, employee retention increases (Cloutier, Felusiak, Hill, & Pemberton-Jones, 2015).
Continuous and consistent communication is also a source of employee retention. Therefore, the company should regularly communicate with the staff about the policy. The HR statement and policies for respective HR functions also need a communication process. It enables the flow of information across the organization, and it helps in keeping the employees with Batelco. The company should consider a review of the policy after some period. Existing interviews of employees leaving the organization may also be helpful. These activities for employee retention are favorable for the company because they serve the purpose of the company (Cloutier, Felusiak, Hill, & Pemberton-Jones, 2015).
d) Employee Relations
Employee relations cover the whole human resource management practices in the company. These objectives include effective and continuous communication with employees, with the organization and the employer. The department of human resource management in Batelco should work effectively to invest time and energy in employee relations. It makes the environment safe and secure by increasing the motivation and commitment of employees.
Policy on Employee Relations
The policy of employee relations is wide enough to cover almost every aspect of other policies practiced in the company. The company should ensure that good employee relations can result in an improved and innovative work culture. The change in organizational culture is beneficial because companies like Batelco may enhance their performance through improvements in employee relations. The policy has the fundamental attribute that better employee relations lead to more transparent and just practices in the company. It is instrumental in the company to follow a flexible culture so that it can reap the benefits of innovative companies in the contemporary business world. Faster and efficient communication across departments of the company can work excellently as part of employee relations activities (Mohanty, 2018).
The policy for employee relations should concentrate on aligning with the vision of the company. The company has an overall organizational HR policy on employee engagement and environmental enrichment. These practices are beneficial for the company in pursuit of having a collaborative and shared culture. The policy should ensure that the company’s culture can be based on sharing information and resources across departments. The following activities may help make this happen. The company should not prohibit forming trade unions, but these associations should facilitate the company in pursuit of its overall purpose (Mohanty, 2018).
Employee relations activities
Employee relations activities make up an essential component of the human resources department. The HR department is responsible for running employee relations activities. For this purpose, the company allows the participation of employees. The company should adopt a flexible culture where information can be transmitted from one department to the other. Training and development activities should cover the aspect of employee relations as well. For this purpose, ethics can be a prominent aspect of the program for the company. Ethical practices make employee relations perfect because employees prefer just and equitable treatment. Lack of discrimination and anti-harassment policies is beneficial. The company should develop a culture that does not have room for harassment and discrimination (Mohanty, 2018).
For this purpose, training and development practices should include ethics. However, it is an area that is sensitive and needs continuous improvement. Therefore, the company has to consider good employee relations by nurturing a win-win situation. Employees and employers should have transparent policies, and everyone should have access to the policy implemented on them. However, this report has limitations in this regard as it should have conducted more research on finding ways to improve employee relations. However, it is effective to adopt a human resource management approach that is comprehensive and integrated. Every function of the department should streamline its focus towards a common organizational goal. It would help the company serve the objectives under its vision and mission. The human resource department has to play a central role in this regard.
Conclusion
The report concludes that Batelco has to take a comprehensive approach towards HR policy. The company has been growing at the global level, and it has had a triumphant journey over the past. It is also committed to the growing future. The company and its subsidiaries make the company take a serious approach towards its human resources. The company already has a diverse workforce because Bahrain has many overseas populations. Its subsidiaries in different countries also create a diverse workforce.
Along with it, the company has been expanding its operations. As a result, the human resource department has to review its practices so that it can come up with the changing needs of the company. The report has developed an HRM program for Batelco under which it should stress over the functions of HR acquisition, training and development, maintenance, and employee relations. The report has developed an HR policy for the company, and it has detailed policies, procedures, and activities under these functions. These functions would ensure Batelco can be competitive and sustainable based on its human resources, and it recommends taking HRM as an essential department in the journey towards becoming a global company in the telecommunication industry. The telecommunication industry needs a flexible and collaborative culture so that it can capitalize on the strengths of its entire workforce.
References
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