Table of ContentsBenefits and CompensationBusiness Leadership and StrategyEmployee RelationsEthics and Corporate Social ResponsibilityOrganizational and Employee DevelopmentAT&T is a multinational telecommunications conglomerate located in the United States -United. Its headquarters is located in the Whit acre Tower, located in downtown Dallas, Texas. The company happens to be currently the largest telecommunications company in the world. It is also ranked second on the global map in providing telephone services (AT&T, 2017). In the United States, it was ranked as the largest company providing landline and broadband subscription television services through DIRECTV. These services, combined with the company's existing U-verse services, make it the leading pay TV operator. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Statistics released earlier this year show that the company is ranked 12th among all companies in the world in terms of profits, revenue, markets and asset valuation (AT&T, 2017). In 2016, it was ranked as the largest telecommunications company by revenue. According to Brand Finance, the company was the 18th largest mobile telecommunications operator in 2016 with 134 million customers. This success has been attributed to the company's immense investment in fiber optics, wireless networks and Internet protocol. The company's global customer base is currently estimated to number 6.2 billion wireless subscribers. In this report, we will examine the human resources situation of the company. The report will be based on the following issues within the company:Benefits and compensationLeadership and business strategyDiversityEmployee relationsEthics and corporate social responsibilityOrganizational and employee developmentTalent managementTechnologyThe company's human resources department is responsible to balance the interests of five stakeholders within the company. If the department does not carry out its functions with a high degree of sensitivity, the interests of some stakeholders may be ignored (Fortune, 2017). In most cases, employees still suffer. The HR department has done and is doing an excellent job educating its staff and extolling their contribution to achieving better standards. AT&T's Human Resources department aims to ensure a productive workplace by ensuring employees are engaged and energized. This is done by: Monitoring the culture. AT&T Company is well known for its strong culture of providing quality services to its customers. This culture has overseen the growth of the company. The human resources 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 ensures that this culture is well spread among all employees of the organization by organizing frequent workshops and seminars. Own the company's overall talent management procedures. The company's HR department joins other departments in matters related to performance management, management development, career paths, succession planning and other relevant aspects of talent management. HR typically consulted with the company's strategic management in planning and executing strategies. HRwere responsible for recruiting senior staff. The department believes that for the company to prosper, the strategic management must be composed of a qualified and intelligent body. The department hires managers responsible for hiring a superior workforce. The department has worked hard to ensure that good leadership is provided to the company, leadership, planning assistance, training, systematic hiring and recruitment process, interviewing, 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 in determining salary scales. The department has frequently conducted research on how to implement the best benefits programs. These programs aim to ensure that the organization recruits and retains the best employees. The ministry has the responsibility to control costs and select the best approach from the different options. The ministry is responsible for recommending strategies to organizations that will help it achieve its strategic objectives. This includes recommending current products and services that the organization is considering participating in. Departments have always led the organization towards growth by initiating human resource programs and processes. The department was also tasked with resolving issues related to employee management. conflict. The department held coaching forums with managers and leaders on how to develop effective working relationships with their employees (Smith, 2015). Benefits and Compensation The company has strived to protect and provide quality careers to the middle class. They ensure its pay rate and benefits are among the best in the state. Its goal is to achieve quality, cost-effective health care coverage and benefits that are best for its employees. The company has continually subsidized quality health care for its current workers, defendants, and retirees. Currently, the organization is committed to negotiating a contract that will oversee the delivery of better union careers to the middle class with highly competitive benefits and salaries. The company has retained the flexibility it needs to operate in what is currently the most competitive sector on the market. Statistics show that the company commits more than $5.3 billion in health and wellness benefits. This includes nearly $4.5 billion related to medical benefits. These 5.3 billion place the company in the top 500 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 higher than Facebook's annual advertising revenue. The company has provided its users with resources and opportunities to plan, build and secure a healthy retirement fund by offering retirement and savings programs. Leadership and Corporate Strategy The strategic management and leadership of the company is made up of a panel of nine people: Randall L. Stephenson - CEO, President and President William A. Blase - Senior Executive Vice President for Resources John Donovan - CEO Communications David S. Huntley - Senior Executive Vice President and Chief Compliance Officer Lori Lee - CEO of International Relations and Head of Global Marketing David R. McAtee - General Counsel Robert W. Quinn - External and Legislative Affairs John Stankey - Corporate Planning integrations John J. Stephens - CFO For years, the core function of strategic managementwas the acquisition of large-scale operations and transformations (Donovan, 2016). Currently, management is concerned with executing the available assets to best meet the customer's needs. They worked to break down silos and change company culture by integrating collaborative thinking and innovation. Much attention was paid to executing the complexities of its growth plan. Management has devoted a significant portion of the company's resources to creating programs focused on business, management and leadership learning. The company's main strategy is to be the only telecommunications provider that every user may need by connecting users anywhere and anyway. Strategic management has ensured that the company is adequate in this regard by positioning it to offer competitive pricing of all IT services rendered to the public. Differentiation. Management's decision to collaborate with Apple Corporation to promote the iPhone differentiated the company from its competitors. The company does not operate in a niche market. Geographic coverage and intensity of diversity. The company has positioned itself in a global market where it is a leader in wireless coverage by providing services and products such as IP voice, HSPDA, PTT voice and video sharing. Management has worked to ensure the company is comprised of an inclusive network. diverse culture and workforce. This has helped the company attract and retain top employees who deliver innovative products and provide solutions to meet customer needs. The company's history of innovation is the result of people from diverse backgrounds joining together to connect the world. The company welcomes all points of view. The company's senior management is held responsible for leading the company's diversity initiatives. Company diversity starts at senior management, made up of people from diverse backgrounds who lead certain initiatives within their unit. The diversity strategy aligns with set goals and management priorities in key areas. Employee Relations Currently, the company is among the largest employers in the United States. An average technician who lands a contract with the company earns up to $90,000 in salary and an additional $43,000 in benefits. The company's call center representative earns a salary of $67,000 and $40,000 in benefits. The company received more than 190,000 applications for 12,000 technicians and wireline call centers. The company is committed to providing strong employee benefits and has no plans to reduce employee salaries on its contracts any time soon. The company offers a comprehensive package of measures to its unionized employees. The company offers its employees broader and more extensive benefits than any other industry in the United States. They include savings, medical, dental, vision, retirement, life insurance, leave, flexible spending accounts, long-term disability, health reimbursement, commuters and voluntary benefits. It costs the organization $133,000 and $107,000 to pay network technicians and call center representatives, respectively. Ethics and Corporate Social Responsibility The company operates according to a code of ethics in which the company's officers, director and employees are guided by the company's expectations and values. The code aims to: Encourage ethical conduct and honesty among members by upholding the ethical and fair treatment of.