AT&T, RETRAINING,

AND THE WORKFORCE

OF TOMORROW

PRESENTED BY-
GROUP 5
ATYASHA NANDA
LADLI PATRA
NIHARIKA
NIKITA BASTIA
TANMAY PATEL
SYNOPSIS OF THE CASE
 WHAT ARE THE IMPLICATIONS APPLIED BY AT&T TO MAKE ITS WORKFORCE
SKILLED IN ACCORDANCE TO CHANGING TECHNOLOGY

• Reinvent existing roles and update talent practices to incentivize

better performance.

• Provide career roadmaps to employees so they can evaluate

potential opportunities.

• Collaborate with educational providers to create curriculums for

high-demand, complex skills.

• Create educational tools that employees can use to track and

upskill themselves.

• Cultivate alternative talent pipelines to supplement retraining

efforts.

• Integrate retrained workers into agile ecosystem to maximize

innovation.
HOW DOES AT&T’S RETRAINING
PROGRAMME BENEFIT BOTH THE COMPANY
AND IT’S EMPLOYEES?

• Increased productivity and efficiency

• Reduced employee Turnover

• Improved employee morale

• Stay competitive

• Better customer service

WHAT TRAINING AT&T COULD HAVE GIVEN
TO IT’S UNION WORKERS INSTEAD OF
LAYING THEM OFF?

• Technical training

• Customer service training

• Safety training

• Diversity and inclusion training

WHAT TYPE OF SERVICES WOULD HAVE AT&T
PROVIDED TO THE EMPLOYEES WHO WERE LAID
OFF AFTER MERGER WITH TIME WARNER?

• Outplacement services

• Foster a positive company culture

• Voluntary severance packages

• Communication and transparency

 CONCLUSION
• Anticipate future skill needs

• Create personalized learning plans

• Use technology to scale training

• Engage employees in the process

• Prioritize diversity and inclusion