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Employee Retention of AT&T

Discuss Employee Retention of AT&T within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; AT&T Inc. is the largest provider of fixed telephony in the United States, and also provides broadband and subscription television ...



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Employee Retention of AT&T
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Pratik Kukreja
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Employee Retention of AT&T - March 31st, 2011

AT&T Inc. is the largest provider of fixed telephony in the United States, and also provides broadband and subscription television services. As of January 2011, AT&T is the largest provider of mobile telephony service in the United States, with over 95.5 million wireless customers, just ahead of Verizon Wireless' 94.1 million, and more than 210 million total customers.[4]
As of 2010, AT&T is the 7th largest company in the United States by total revenue, as well as the 4th largest non-oil company in the US (behind Walmart, General Electric and Bank of America). It is the 3rd largest company in Texas by total revenue (behind ExxonMobil and ConocoPhillips) and the largest non-oil company in Texas. It is also the largest company headquartered in Dallas.[5] In 2010, Forbes listed AT&T as the 13th largest company in the world by market value and the 9th largest non-oil company in the world by market value.[6]
Southwestern Bell Corporation was founded in 1983 as a Regional Bell Operating Company following the break-up of the original AT&T as a result of the United States v. AT&T antitrust suit. The company changed its name in 1995 to SBC Communications Inc. and again in 2005 to AT&T Inc. after it purchased its former parent company, AT&T Corporation. The newly merged company took on the iconic AT&T logo and T stock-trading symbol (for "telephone").
The current AT&T reconstitutes much of the former Bell System and includes ten of the original 22 Bell Operating Companies along with one it partially owned (Southern New England Telephone), and the original long distance division.[7] The company is headquartered in downtown Dallas, Texas.

Plan for Career Development & Education AT&T's Consumer Communication Services (CCS) provides local toll, interstate and international long-distance services that enable more than 80 million consumers to stay in touch easily with the important people in their lives – anywhere, anytime. When the unit won the Malcolm Baldridge award in 1994, CCS included some 44,000 employees and strategic partners in other AT&T units. On average, the employees talked with about four million customers every day at customer service centers around the country. If it had been a stand-alone business, it would have ranked among the top 20 Fortune 500 companies. Develop a Career Plan for Each Associate: AT&T CCS associates have a Career Plan summary which is updated annually. During discussions, managers identify education and training needs to meet the career goals of the associates and the needs of the business ...

The AT&T telecommuting program is the largest of its kind in any major corporation. To accomplish this, substantial changes in traditional management attitudes and processes were required. Although large telecommunications companies are more often characterized by their ponderous behavior, AT&T has shown itself to be very flexible in exploiting its new technologies to the benefit of its employees, its customers, the communities in which they live, and the environment.

The company has experienced clear productivity gains by its telecommuting employees, increased employee retention, about $500 million in cash flow and about $3,000 to $5,000 per person in reduced demand for office space. In fact, AT&T managers surveyed in 1998 stated that telecommuting is an aid to recruiting , as well as a benefit to employees.

Benefits to employees include greater flexibility in meeting work and family demands, decreased living expenses (smaller dry cleaning bills, lunch costs, etc.), and greater feelings of self-empowerment.

Benefits to the community include decreased levels of traffic congestion and its accompanying air pollution (or at least reduced rates of increase of these), as well as greater participation by AT&T employees in community activities.

The anticipated primary initial barrier to acceptance of telecommuting was resistance by supervisors to this new way of working. That was largely overcome by the extensive education and preparation program and by clear and unequivocal support from senior management. At present, however, telecommuting is only offered to managers and other non-represented employees, since telework is not currently part of the negotiated contracts with the unions..

By late 1998, of AT&T’s 126,000 employees, more than 30,000 (half of the 55,000 managerial and professional staff) telecommuted regularly from their homes.

Major advantages mentioned by 75% or more of respondents of a 1998 survey:

Lets employee balance work and family needs better (83%)
Shows the company cares about employees and their families (76%)
Helps improve productivity (75%)
Note: Across the board increases since 1992
Major or minor disadvantages mentioned by 25% or more of respondents:

Loss of camaraderie, sense of being part of the team (major: 25%; minor: 43%)
Reduced visibility / less recognition (major: 22%; minor: 42%)
Isolation from business, sense of being out of touch (major: 21%, minor: 42%)
Don’t have needed equipment at home (major: 18%, minor 38%)
Note: Across the board decreases since 1992
Furthermore, as a result of its internal experience, AT&T has backed a number of nation- and community-wide initiatives within the US. At the national level there is the non-profit Telework America and its annual Telework Day (27 October in 1999). Telework America is also backed by several other companies and by agencies of the federal government.

AT&T is also co-sponsoring local and regional initiatives such as Telework Greater Phoenix Day, which was held in Phoenix, Arizona on 20 April 1999. This event, in cooperation with the Greater Phoenix Chamber of Commerce Valley Forward organization, received major press coverage both prior to and during its occurrence. For several days prior to the day, the Arizona Department of Transportation set its variable message highway signs on Phoenix freeways to read: "Telework Greater Phoenix Day - April 20 - Work From Home". Similar initiatives were in process in Denver, Colorado; Seattle, Washington; and Minneapolis, Minnesota in mid-1999. The focus of all of these initiatives is to increase telework arrangements to help reduce traffic and other transportation-related problems in each region.

Last edited by pratikkk; April 1st, 2011 at 11:02 AM..
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