ANSWER 1. HRM deals with the design of formal systems in an org. to ensure the effective and efficient use of human talent to accomplish org. goal. In this Sri Lanka telecom plc there are some functions that can be identified. y Training and developmentSLT employees should be improved and updated to meet new developments in the telecommunication field. Pay management/ rewards systemPromotions of officers will be made on merit, qualifications and experience. And these actions will taken to ensure fairness in the promotion process career developmentIndividual developed worked-related skills inductionSLT is giving the understand the need of the institution and giving the necessary technical training and support recruitmentSLT introduce new policy to select officers for foreign training selectionSLT select competent efficient and qualified person have been appointed with the approval of the directors performance evaluationReward based on performance

y

y y

y y

y

2. SLT is one of the biggest telecommunication firm in the island which is marvelously doing well over the past few years. As a telecommunication firm, the most important part of it should be the technical staff that they have. Outsourcing is the way of getting this done for your company by using another external party. Since the technical personal is the most valuable asset for a company like SLT, it is not possible to replace those technical personal by external party. When the involvement of a external party comes to an organization with outsourcing process there is possibility of losing their confidentiality regarding the technical secrets. 57% of SLT employees represent the technical staff therefore its not applicable of outsourcing for those technical staff. 3. According to this SLT, it is the largest telecom giant in the island and having 57 head of divisions, there are over 4000 technical staff is currently working in SLT. This shows employees are the most valuable asset to the company. The new HR development and management culture which is about to introduce for SLT may not accepted by its employees. Reluctance of its employees to adapt to this sudden change might lead them to

frustration and finally can end up with grievance. To overcome with situation they might went against the company. As per Mr. Bertus, they are looking forward to outsource its employees. In this scenario employees threaten by the fact of job security. It might be another reason for employees to go against the company. Other point is fast tracking the services in accordance with the companies plan to shifts the new developments should be flexibly with the employees expectations. Sometime individual developed worked-related skills and recruiting people will demotivate some of the employees. Lack of proper performance evaluation (performance appraisal) method also influences employees to go against the company. 4. HRM is the efficient and effective utilization of human resources to achieve goals of an organization. In this case thing that should be concentrated is to what extent the SLT has utilized human resources in efficiency and how the new HR development and Management plan going to make an impact on current status. To minimize the grievances of employees, management of SLT should come up with better industrial relationship plan. Better interaction of both parties will make sure that they achieve overall organization goals. The new HR development and Management plan should align with the employees expectation. Otherwise all the employees will deviate from the common objectives of the organization. SLT should give the priority to compensation system, not only the financial rewards non financial rewards like working friendly environment in a Company should be provided.