Business Report: Spark Telecommunications

Table of Contents

SPARK TELECOMMUNICATIONS COMPANY

VISION AND MISSION OF THE COMPANY

HUMAN RESOURCE MANAGEMENT AND OPERATIONS IN SPARK

ADMINISTRATION

RECRUITMENT

JOB ANALYSIS

EMPLOYEE RELATIONSHIP

INTERNAL FACTORS AFFECTING HUMAN RESOURCE ENVIRONMENT IN SPARK

ORGANISATION’S MISSION AND GOALS

STAKEHOLDERS REQUIREMENT

CHARACTERISTICS OF THE EXISTING LABOUR FORCE

EXTERNAL FACTORS AFFECTING HUMAN RESOURCE ENVIRONMENT IN SPARK

MARKETS AND COMPETITION

GEOGRAPHICAL ENVIRONMENT

ECONOMIC ENVIRONMENT

SOCIAL ENVIRONMENT

POLITICAL ENVIRONMENT

CRITICAL ANALYSIS OF HUMAN RESOURCE PRACTICES

HR POLICIES AND PROCESSES

HR INFORMATION AND TECHNOLOGY

JOB DESIGN

EMPLOYMENT RELATIONS

HEALTH AND SAFETY

TRAINING AND DEVELOPMENT

REWARDS AND REMUNERATION

GAP ANALYSIS

HUMAN RESOURCES MANAGEMENT PLAN

RECRUITMENT AND SELECTION PLAN

TRAINING AND DEVELOPMENT

REDUCTION, REALLOCATION AND RESTRUCTURING

CONCLUSION

References

 

 

 

SPARK TELECOMMUNICATIONS COMPANY

Commonly known as Spark, Spark New Zealand Limited is a telecommunication company, serving several communication services like an internet service provider, a mobile network, and a fixed line telephone service. This current name of the company was provided in 2014, which was previously called Telecom New Zealand.  It has been operating as a public trade company since 1990. Spark is the 39th largest telecom company in the Organisation for Economic Cooperation and Development (OECD) and is one of the largest valued companies in the country. This company in the beginning was a part of the New Zealand Post Office in 1987 and was privately undertaken in 1990. It was operationally separated into three divisions – telecom retail, telecom and chorus wholesale recently in the year 2008. In 2011 the process of demerging was finally complete and the company emerged as Spark New Zealand.

This is the first cellular network services using AMPS and was started in 1987 by Telecom. In 1990s it further got a transition to TDMA and D-AMPS digital services.

VISION AND MISSION OF THE COMPANY

To turn the country into a big digital world.

Passionate and correct usage of technology for ultimate customer satisfaction.

To help the country grow better by helping the natives have a better standard of living by using advanced technology.

To enable more connected communities in the most rural areas, which will be stronger and safer than ever before.

Betterment of technology to improve opportunities for children irrespective of their social and economic backgrounds.

To sow and reap all the benefits of new technologies to win and compete on the world stage and set up its own limitless boundaries (spark, 2019).

HUMAN RESOURCE MANAGEMENT AND OPERATIONS IN SPARK

ADMINISTRATION :-

The administrative department of spark in human resource management is responsible for risk and compliance management, employee data maintenance and payroll management. The person admitted for HR roll has to conducts surveys on employee satisfaction, disseminates policy updates to employees, answers all queries related to HR, and maintains the information system of human resource using HRIS – the software to track and maintain all HR data. The administration also prepares documents related to contracts, procedural manuals and non – disclosure agreements. To keep up the business activities the HR has to ensure operation risk, control measures and management of resources efficiently (Bella, 2019).

RECRUITMENT :-

Successful running of Spark needs hiring suitable candidates. Therefore, one of the major role of the Human Resource Personnel is to attract and hire candidates based on advertisement. It is the responsibility of the HR team to ensure hiring of adequate number of employees for the smooth running of their business. If there is lesser number of employees than the need, the company will not be able to meet the day to day operations. If there are more employees than the need, the company will have to spend more finances unproductively. The HR team also organizes induction or orientation process to explain the procedures, policies and conditions of the company to the newly hired staffs (tutorials point, 2019).

ANALYSIS OF JOB :-

Analysis of job is the process to determine the need of employees from a particular department and as such is one of the most important job role of the HR. The HR personnel analyses the responsibilities, duties and content carefully to understand whether they are relevant to the work responsibility of the employees. This process compliments the hiring of skilled staffs , placing them in right positions as per their skills, which in turn motivates the employees to use their skills and resources efficiently and optimally.

EMPLOYEE RELATIONSHIP :-

The management of relationship between employees and managing body and developing a positive and healthy work environment is what defines the term ‘employee relationship.’ Since employee satisfaction directly affects the productivity level, it is always necessary for Spark to create a positive employee relationship. HR has a definite and vital role in employee relationship management as well, that tends to approve performance reviews, completes the formalities of exit, handles issues related to discipline and grievances, schedules training and manages a hot-line for situations of the employees. HR carries out efficient management of conflict issues and ensures proper communication of business to the employees, acting upon standard procedures and policies.

INTERNAL FACTORS AFFECTING HUMAN RESOURCE ENVIRONMENT IN SPARK :-

ORGANISATION’S MISSION AND GOALS :

Spark’s main objective is to reach its own goals, missions and visions. And this is solely an internal factor as this depends on hard work and commitment by the employees, who play a huge role in achieving the best desired results. The goals can be reached if Spark has an engaged and driven team who know how to communicate and cooperate with each other to reach the long desired yet common objectives. This has to be kept in mind by the employers while making decisions to build a strong workforce.

STAKEHOLDERS REQUIREMENT:-

The requirements and needs of the stakeholders in Spark is a representative of the views of those persons who are at the enterprise or business operations level which includes customers, users, acquirers and other stakeholders. As a set of requirement of solution they relate to the problem and provided the services in a definite environment needed by them. There are major roles that the requirements of stakeholders play as –

They act as a reference for verification and integration activities.

They form the base of stakeholder acceptance and validation.

They form the basis of activities related to requirements of system.

They help to establish communication between department of finance, community of management stakeholders and the staffs of the technical department. (sebok, 2019).

CHARACTERISTICS OF THE EXISTING LABOUR FORCE :-

The labour force and the productivity is directly proportional to the supply of products from Spark and inversely proportional to the demand of the labours. Employees provide the supply and the employers provide the demand in Spark. Factors which influence demand and supply never works in isolation. In microeconomic level the labour supply depends on the demand and supply at the level of workers or individually from Spark itself. Quality of supply or hours for which an employee works increases with the increase in salary and wages or vice versa.

EXTERNAL FACTORS AFFECTING HUMAN RESOURCE ENVIRONMENT IN SPARK :-

MARKETS AND COMPETITION :-

Markets and competitors arrive when multiple individual or businesses compete in selling the same goods and services. Spark being a telecom company has its market and competitors in other telecom companies working in New Zealand at the moment. Customer demands depend on the level of productivity from competitive suppliers and to maintain a stable sell Spark has to keep an eye on the market rate of the competitors. Price cutting is the only strategy Spark can employ and use during perfect competition. If  the difference between Spark and its competitors is only on the price of their services, then a customer will on an obvious note choose the cheaper service available in the market.

GEOGRAPHICAL ENVIRONMENT :-

Any changes in the geographical environment will influence the business of Spark, influence economic growth both in a positive and negative way. Any little amount of change in the population will affect the economic growth of the company and will bring a change in the graph of sell incurred by the company. The more convenient it is to access the business in the firm, the more customers will be attracted in purchasing the service. Therefore, Spark always has to take the impact of the external factors which can influence their business in consideration (Lisa, 2016).

ECONOMIC ENVIRONMENT :-

Economic environment tend to have a major influence and impact on business by changing the graph of demand and supply. Sparks therefore need to monitor and keep record of economic indicators over time after a regular interval. The average income of the customers has to be kept in mind as this gives the indication of the capability of the customers to spend on their service. Inflation is also a major economic indicator as it refers to the increase in prices over a period of time. Therefore the company will gain maximum profit if the rate of inflation is low in the economy. The company in that case can ensure a lower rate of inflation by an efficient production of the services it produces. Other things and economic indicators that has to be kept in mind are interest rate, recession and exchange rate.

SOCIAL ENVIRONMENT :-

The total summation of the beliefs prevailing in a society, their practices, behaviours and customs is what defines the social environment. Spark, like every other company has its own social environment which includes beliefs, practices, behaviour and customs of the people in the company. However, the external social environment has to been taken into consideration and the company must utilize them and adapt itself according to the social environment it is belonging to. The sales will drop and Spark like any other company will fail if it refuses to adapt changes in the social preferences (study.com, 2019).

POLITICAL ENVIRONMENT :-

Government and political regulations influence the business of a company both in a positive and negative way. This defines what is called the influence of political environment on a business. Manager of Spark as a company must keep an eagle’s view on the political and governmental rules and regulations of the country. The factors may be freedom of speech, laws of protection and discrimination, legislation – both correct and impending, stability in politics and changes that it brings. Since they add a risk factor, these political factors can bring a major amount of loss to the business. Certain factors that create inter – linkages are :-

Influence of the politicians on acceptance of new technologies.

Political decisions keep on impacting the economic environment.

Influence of the politicians on new technologies and the rate of the development that follows.

Social and cultural environment of the country is often impacted by political decisions (Pondent, 2018).

 

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CRITICAL ANALYSIS OF HUMAN RESOURCE PRACTICES :-

HR POLICIES AND PROCESSES :-

The HR policies and processes are developed in the company for ensuring consistency, equality and safety in the workplace to employees. In general every worker reach the workplace on time and every employee want to maintain a healthy relationship with their employees. However, there are other situations, factors and circumstances that affect the interaction between employees and employers. There are many reasons for writing the HR policies and processes by the Human Resource department. Some of them are written to comply with government laws that an employer has to follow to provide safety and fair treatment to their employees. Some are written for reasons which are practical, like cutting the costs of insurance. Others are written to express solidarity with political or social movements and health. HR policies are also written down to ensure that there is no discrimination among employees on the basis of their gender, colour, race, religion, veteran status, disability, age and genetic information. Discrimination and diversity training and training of harassment are also some of the HR policies that run in the company. These policies provide rules of guidance to the managing body, ensures that Spark works having compliance with government mandates and regulations and also offer safety, security and protection to the employees.

HR INFORMATION AND TECHNOLOGY :-

HRIS or HRMS is the point of connection of the human resources and Information Technology with the help of the HR software. So this helps to take care of issues related to accounting, pay roll, human resources and management. This mostly increases the efficiency at times of decision making in the company. They also include solutions in compliance, recruiting, training and pay role. A quality HRIS system designs databases which have a wide range of features. Employees can also exchange information easily with HRIS. If Spark always invests in HRIS in proper time, it will help the company to achieve their missions, values, goals and objectives.

RECRUITMENT AND SELECTION :- 

The process of attracting and finding skilful and potential resources to fill up the vacant positions in a company is what is included in the entire recruitment and selection process. Efficiency of hiring will be automatically increased if the HR team follows the five basic points of  planning of recruitment, development of correct strategy, searching, screening and evaluation and control. After the hiring of the right resources the next steps are analysis of job, job description, specification of job and job evaluation. 

DESIGNING OF JOB :-

Designing of job is one of the major functions of human resource management and is completely and absolutely related to job relationships and contents specifications. This is done to satisfy requirements of organization and technology along with personal and social requirements of the employer or the job holder. It deals with how the nature of a person’s job affects his personality and behaviour at work.

EMPLOYMENT RELATIONS :- 

Described in a straight way, the legal link between employers and employee is employment relations. It only exists when a person gets the return of his work in the form of remuneration as a value of providing his service to the company. The existence of employment relations is the condition determining the social security law and the labour application to employees.

HEALTH AND SAFETY :-

An occupational health and safety management system (OHS) includes health and safety standards, policies, records and systems and involves incorporation of  health and safety programmes and activities within the organization. It is more than just a simple health and safety programmes. Identification of  hazards and controlling of risks improves the effective management within the company. The establishment of policies, providing resources, setting goals and providing the vision is managed by the senior management body. Safe work practices and procedures on risk assessment, ensures that everyone working in an organization can perform their duties and responsibilities effectively and efficiently. Health and safety instructions and training should be provided to each employee working in the firm. Employers must ensure that workers are qualified, trained and competent to perform the tasks. Employees also must work safely, according to the instructions given to them.

TRAINING AND DEVELOPMENT :-

The process of training and development of workers is an organizational activity to improve the performance and productivity of workers individually as well as in groups. It increases the knowledge and skills of the workers. Skills that the employees acquire during the training also add to the company’s asset. Enhancement of the skills provided to the employees by the process of training and development gives them job security and options of career advancement. As this is the age of technological development the need for systematic training and development increases with each passing day. Through training, specific skills are taught to the employees and through development employee’s management skills and personality are enhanced (International Labour Organization, 2019).

REWARDS AND REMUNERATION :-

The issue of remuneration and reward has always been a challenge for the organization. There is always a need for transparency and equity in pay practices. The organization has developed its own framework to manage recognition and reward practices. A strong reward strategy improves the effectiveness and quality of  the decision made while addressing reward related issues within the company.

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GAP ANALYSIS :-

The HR team faces problems running in the department and the continuous enactment and  enforcement of policies within the company. 

Retention – Many people consider recruitment and hiring of staff as the sole responsibility of the HR team, but, in general retention of the employed staffs is the actual challenge faced by them.

Recruitment – The major challenge faced by the HR department is recruitment of talent, be it complementing the existing workforce or to replace the lost staff.

Productivity – The HR team must also have a look on the productivity levels of the company. If productivity is low HR team must know whether it is due to lack of resources or poor and inefficient working practices.

Training and compliance – Training is a vital part as it affects the efficiency and skills of the workforce and develops productivity which in turn works as an asset for the company. Where training takes place inside the company recording the course attendance is necessary for the HR team to have a clear view of the work-force skills and regulatory compliance.

Health and safety – As already discussed in the previous sections of the assignment, maintenance of health and safety is necessary and unavoidable. Whenever any health issue arises, it is the responsibility of the HR to examine if the business organization has done everything that is to be done.

Discrimination and diversity – It is absolutely necessary to keep record of any incident that has taken part in the workplace as any form of discrimination. Then it can carry out future policies to avoid any such discrimination and diversity.

Discipline – The process of discipline requires a lot of proofs and the HR team needs to collect records, statements and other supporting data to resolve the issues following ethics and legal laws. Records of disciplinary issue keep records of letters between employer, trade and employee union representatives, minutes of meetings and any activities that has to be followed and undertaken.

Payroll – Payroll responsibility falls both on accounts department and the HR team often leading to issues regarding accurate payments to staff. HR team maintains the records of salary, bonuses, earnings attachment and benefits while the accounts department is given the sole responsibility of making the payments. This disconnects the potentiality thus making the payments of the wages delayed or employees receiving wrong sum of money (Sheehan, 2013).

HUMAN RESOURCES MANAGEMENT PLAN :-

RECRUITMENT AND SELECTION PLAN :- 

This plan is to assist in right selection and the strategy is to select and keep the best person suitable for the job. First step is to get the selection brief appropriately. Next is to go through the candidate’s eligibility. Third, is to make a list of the shortlisted candidates. The final step is the checking process of employees with potentiality.

TRAINING AND DEVELOPMENT :-

This plan provides higher authority to have the effective output of work. It helps in the growth of the company by creating effectivity. The plan will help to improve performance, personality and skills of the existing staffs. Once the training and development plans are graphed and chalked out it must be shared and explained to the staffs. The plans must be used as a tool for the workers’ professional and personal development. The plans should not just include training programmes, but should also include activities and tasks that has to be undertaken both by the manager and the employee (HelpBoard, 2019).

REDUCTION, REALLOCATION AND RESTRUCTURING :-

This plan includes the design, execution and marketing structure of the company. Designing gives a proper idea of what kind of restructuring will be considered for future ventures. Execution deals with management of those designed plans for a positive outcome. Marketing ventures include explanation and correct portrayal of the plans to the investors for desired outcome.

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CONCLUSION :-

From the overall study it can be concluded that Spark is the leading telecommunication provider in the country since it emerged as a privatised company with good HR management, working efficiently considering all the economic, social, political and technological factors. However, the company also has to keep in mind the ever increasing competitors emerging in the market and has to analyse the risk factors properly and make strategic planning and development to have a firm foothold over the business amidst the huge competition. The discussed points in the assignment will definitely provide a clear overview of the company’s past ventures, present business strategies and scenario and the future prospects that the company can take in order to fly sky – high as an avid leader.

References 

Bella, L. L. (2019). HR Administration Job Description. Retrieved july 12, 2019, from https://work.chron.com: https://work.chron.com/hr-administration-job-description-23202.html

HelpBoard. (2019). Training and Development. Retrieved july 12, 2019, from https://www.hrhelpboard.com: https://www.hrhelpboard.com/performance-management/training-and-development-plan.htm

International Labour Organization. (2019). Employment Relationship. Retrieved july 12, 2019, from http://www.ilo.org: http://www.ilo.org/ifpdial/areas-of-work/labour-law/WCMS_CON_TXT_IFPDIAL_EMPREL_EN/lang–en/index.htm

Lisa, J. a. (2016, february 25). Geographical Influences upon a business. Retrieved july 12, 2019, from https://prezi.com: https://prezi.com/nadknxxgyrhg/geographical-influences-upon-a-business/

Pondent, C. S. (2018, november 2). The Effects of the Political Environment on Business Organizations. Retrieved july 12, 2019, from https://bizfluent.com: https://bizfluent.com/info-8377458-effects-political-environment-business-organizations.html

sebok. (2019, june 1). Stakeholder Needs and Requirements. Retrieved july 12, 2019, from https://www.sebokwiki.org: https://www.sebokwiki.org/wiki/Stakeholder_Needs_and_Requirements

Sheehan, J. (2013, may 22). Top 10 Issues For HR Teams & How To Fix Them. Retrieved july 12, 2019, from https://www.hrzone.com: https://www.hrzone.com/community/blogs/jamessheehan/top-10-issues-for-hr-teams-how-to-fix-them

spark. (2019). Welcome to spark. Retrieved july 12, 2019, from https://www.sparknz.co.: https://www.sparknz.co.nz/

study.com. (2019). How The Social Environment Affects Business: Examples & Impact. Retrieved july 12, 2019, from https://study.com: https://study.com/academy/lesson/how-the-social-environment-affects-business.html

tutorials point. (2019). Recruitment Process. Retrieved july 12, 2019, from https://www.tutorialspoint.com: https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.ht

This is a sample business report on Spark telecommunications From our experts get your report right now

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