Comparing AT & T And Time Warner

A competently run human resources department provides organizations with the capability to congregate business wishes in the course of managing company's beneficial resources, and workers as a whole. There are numerous HR areas or disciplines. Subsequently, Human Resources practitioners in each area execute theirs management plan accordingly. For this reason, AT&T and Time Warner have a distinctive approach when dealing with their staff. Since both companies are willing to merge, one must forecast an inspiring method to join the two companies human resources and lessen the cost of workers’ remuneration. We have investigated on both merging businesses on the recruitment style; compliance and safety; workers relations; compensation and benefits.

AT&T

As mentioned above we scrutinize AT&T human resource based of the factors below.

• Recruitment Style The number of positions AT&T fills and the time the business imbibes to seal those job positions gauges its recruiters accomplishment. Indeed, AT&T’s recruiters do not impart the

In doing so the company wish to avoid complaints centered on unreasonable employment practices, precarious functioning circumstances and broad-spectrum disappointment with operating conditions affecting efficiency and eventually, effectiveness. In this logic, AT&T wants its HR staff to acknowledge the federal and state employment laws like Title VII of the Civil Rights Act, and the Fair Labor Standards Act. In the same pursuit, AT&T considers its workplace safety as a significant issue. In this respect, the corporations applies seriously the “Under the Occupational Safety” and “Health Act of 1970” as a solemn compulsion to grant a safe working background for its human resource. In addition, the telecommunication business (AT&T) endows with workplace safety guidance, education, training to maintain federally instructed dimensions for workplace grievance and casualty