Case Study Report: No Name Aircraft Internal Issues and Solutions

This case study report discusses the internal issues faced by No Name Aircraft and provides solutions to overcome them. Learn about the cultural issues, diversity management, performance management, and training and development challenges. Find out how HR can implement strategies to improve the work environment and enhance employee motivation.

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ASSESSMENT TASK 3: CASE STUDY REPORT

Executive summary
This paper is a case study report. This case deals with the company No Name and sheds light
on the current internal issues within the workforce that has negatively impacted the
organization and has resulted in the company on the verge of collapsing. This paper will
provide the solutions that the HR may take and provide recommendation that will help the
company if they are implemented effectively to overcome the grave problems they have been
facing and pave way for the success of the company.

Table of Contents
Introduction................................................................................................................................4
Discussion..................................................................................................................................5
Issues in the company, No Name...........................................................................................5
Steps to take to overcome the issues in No Name.................................................................7
Implementation plan of the HR for No Name......................................................................10
Recommendation..................................................................................................................12
Conclusion................................................................................................................................12

Introduction
Human resource management (HRM) is basically the practice of hiring, recruiting, deploying
and supervising the employees of an organization (Treven 2017). It is often referred to as just
human resources (HR). The main duty of the HR is to create, put into effect and to oversee
the policies and governing the relationship of the employees with the organization (Albrecht
et al. 2015). This paper is a case study report of the company No Name Aircraft.
No Name Aircraft is at the verge of collapsing and the CEO of the company, Adam O’Meara
is apprehending a company turnover because of the organizational profits. The CEO of the
company has realized the need of maximizing the shareholders return on the investments and
considers obtaining a share price that will be high in order to save the company. The
headquarters of the company is in Australia from where it mainly operates and has
subsidiaries in three different countries that is Singapore, China and Vietnam. Most parts of
the aircrafts are made and manufactured in Vietnam and China whereas it is designed in
Singapore. The company has been facing these challenges because of the internal issues in
the organization. No Name in order to survive needs to make effective changes and
implement certain decisions that will help the company to generate profits in the market and
overcome the issues that is currently hindering the growth of the company.
This paper talks about the organizational issues of the company No Name Aircraft, provides
solutions that the HR can take in order to help the company overcome these problems and
also helps in changing the workplace environment that contribute to success of the
organization in the near future.

Discussion
Issues in the company, No Name
The organization is at the verge of a turnover and this is due to the internal issues of the
organization. There are various issues within the organization and they are the following:
Cultural issues- There are certain cultural issues in the organization that has had a negative
impact on No Name. The staffs who work in the headquarters restrict themselves from
communicating with the employees of the subsidiaries even though it is important. This many
a times has resulted in the miscommunication among the employees that has affected the
performance of the company negatively. The staffs do not receive the important informations
that need to be communicated across all the teams and thus are becoming unproductive. The
quality of the parts of the aircraft is deteriorating and the CEO has been receiving complaints
about the lack of quality and shareholders have been demanding huge compensation and
withholding payments. This issue has cropped up because of the miscommunication of the
employees and because of the lack of integration. The line managers are inefficient and are
unable to make communications between the subsidiaries and the headquarters. This has
resulted in the CEO constantly receiving mails and calls from the subsidiaries in order to seek
clarification on many points.
Diversity management- No Name aims to ensure equality in the workforce and aims on
maintaining a diverse workforce. The company states and believes that the organization has
to respect everyone in the organization irrespective of their physical abilities, sexual
orientation, age, race, gender, philosophies and ethnicity. However the workforce of the
company is completely opposite to its beliefs and does not practice that the company intends
on achieving. Senior staff members do not like working with new and junior employees thus
making the relationship of the employees strained that has resulted in poor work

environment. The company does not follow their aims and is unethical in terms of
recruitment as the company ignores recruiting disabled employees in spite of them having the
necessary skills that are above the candidates that are recruited in the organization. Lack of
proper structured practices has paved way for creating the distance between the employees as
they do not understand each other. People here restrict themselves from communicating with
others due to the pre-conceived notions they have about different cultures. Because of the
lack of effective communication in the organization there is no proper diversity within the
workforce and has hindered the performance of the company.
Performance management- Performance management is one of the most important issues in
No Name. The organization does not measure the performances in the subsidiaries and there
are no proper systems that ensure appraisal for the employees who are working for the
organization. The higher management authorities are incapable of making effective decisions
as the decisions made by the companies do not have any positive impact on the subsidiaries
and adversely affect each other. This results in the conflicting performance outcomes. There
are no policies that support the need of performance management in the organization as it is
important to understand and check whether the subsidiaries are working efficiently in order to
gain fruitful results for the company.
Training and development- Training and development is necessary and many businesses have
used this to enhance the skills of the employees who have been hired and helped them in
providing an insight of the work they are about to do so that they can adjust properly (Gascó-
Hernández et al. 2018). Training programs in this company is vague and do not teach the
necessary things to the employees especially the employees who are about to travel to
different countries for the company. It is important for the employees to understand the work
culture in the other subsidiaries of the company that will help them to work accordingly. The
company does not have any proper channel through which the employees can communicate

their problems and provide necessary feedback. According to scholars feedback is very
important in order to understand the issues that are residing in an organization and this helps
companies in making changes in the operation to help curb the issues and find suitable
solutions (Auh et al. 2019). The performance of the employees of the company is not very
effective and fruitful which shows the lack in the skills of the employees which is the result
of the inefficient training program that the companies provide to their employees. The
organization lacks a concrete structure and there is no proper management and planning
developmental programs. The organization is inefficient in making decisions as to who is fit
for the managerial posts in the organization. The company does not have a proper hierarchy
structure that helps the employees to understand the career development in the company that
results in the demotivation of the employees which paves way for poor performance.
Steps to take to overcome the issues in No Name
HR has a huge role to play in order to help companies overcome internal problems in the
company. In order to ensure the proper work environment and efficiency of the workers the
HR needs to take some measurable steps in order to help the company overcome from these
problems.
No Name has many cultural issues in the workplace that has affected the company and its
reputation. The HR should initiate certain programs that will help the employees to learn and
understand the different culture of the people in order to initiate healthy conversation and to
encourage the communication in the workforce. According to scholar communication is an
important aspect in an organization and without effective communication work is not done
properly and efficiently thus results in the poor performance of the employees which impacts
the organization. Cultural diversity enhances the operations of the organization that paves for
the success of the organization. According to scholars diversity programs are integral and

help achieve the organizational goals (Scarborough et al. 2019). There are certain issues in
terms of equality in the company and the HR needs t come up with laws that support
inclusion of disabled people in the workforce if they have the necessary skills. Laws should
also be made in order to prevent discrimination in the workplace which will help in
enhancing the relationship between the employees.
No Name often checks the performance of the employees of their headquarters that is
Australia however do not keep a check on the subsidiaries. The HR needs to keep a check and
measure the performance of the employees in all the branches of the company to make sure
they are working effectively in order to make the annual appraisal policy for the efficient
workers that will help them to encourage employees to be productive as well as retain in the
company. According to scholar appraisal is an effective method that helps employees to
retain in the company for a longer time and also help in gaining fruitful results from the
employees (Ali 2019). The HR should contact the higher authority in order to communicate
the growing problems in the organization that will help the company to make effective
changes which will help in solving the problems and so that the problems do not crop up.
Training programs are important in an organization and ensure the new employees
understand the company and the work to carry out the work in order to produce the desired
outcomes of the organization. The HR should initiate new training programs for the
employees and provide them lessons on the benefits of work culture and help in enhancing
their skills to do better work and contribute to the growth of the organization. The HR needs
to come up with different training programs for the different divisions of the company and
give proper training on the different work culture of the subsidiaries to the employees who
are going to work in those countries. In order to ensure the efficiency of the training
programs the HR needs to conduct a feedback from the employees that will help the
companies in assessing and understanding where the company or the organization is lacking

and rectify the issues and come up with solutions that will help the company to overcome
certain issues.
Motivation of the employees is essential and vital for the growth and for the performance of
companies and organizations (Nader 2019). No Name does not have a proper structure and
thus the employees are not motivated and do not understand their existence in the company
and do not understand the prospect of a career growth in the company. The HR needs to cater
to the needs of the employees in order to enhance the workforce and pave way for a positive
environment. The HR may consider in using the Maslow’s hierarchy of needs in order to help
the employees to get motivated. The first need according to Maslow’s theory is the
psychological needs thus HR should ensure the employees are comfortable and provided
basic necessities. The next is safety and the HR needs to provide health, financial and
personal security that will help in motivating employees to work hard to achieve the goals of
the organization (Ray 2018). The next aspect is to acquire social needs and thus the HR needs
to make sure the employees have a balanced life in terms of their personal and professional
lives. The HR needs to make sure that the employees feel like home and feel included in the
workforce that will help them in providing better results. The other is self esteem and it is
important for the HR to give recognition and praise their performance that will help the
employees to feel motivated. Recognition and praising performance makes employees feel a
sense of achievement which motivates them to work harder to retain the reputation they build
in the workplace (Osibanjo et al. 2018). The last is self actualization where employees want
to challenge their potential and do the job for their satisfaction. The HR needs to make sure
the employees achieve and perform as per the capabilities and makes sure responsibilities are
put on their shoulder that makes them feel like they are good at their work and motivates
them.

These practices by the HR can help the company overcome the issues in the workplace and
pave way for success.
Implementation plan of the HR for No Name
Action Responsible
Person
Resources Expected
outcome
Timeframe
Communicating
issues to the
management
Executive
managers, HR
managers.
Internet, computer
and a laptop for
email.
Assessment of the
vitality of the
issues
2- 4 days
Meeting with the
management
Executive
managers, HR
manager, Branch
manager and
Operations
manager.
Conference room,
projector, notepad
and pens
Probable strategic
decisions
1-2 days
Consideration of
the decisions
provided by the
management
Executive
managers, HR
manager, Branch
manager and
Operations
manager.
Conference room,
projector, notepad
and pens
Strategic
decisions and
measures that will
be taken to curb
the issue
10-12 days
Implementation of
the decisions
HR manager,
Operations
manager
Internet and
laptop for sending
emails.
Starting of the
initiatives and
decisions that

Conference room
to explain the
reason for the
decisions to the
employees
have been
finalized
Training program Trainers
Separate room,
white board,
proper seating
Understanding
diverse culture,
enhancement of
skills.
12-14 days
Feedback HR manager Computer for
email, cabin for
personal
interaction
Assess the issues
faced by the
employees in the
training program
5-6 days
Changes in the
program HR manager,
trainer, operations
manager and
executive
managers
Conference room,
projector, note
pad and computer,
Make changes
and implement
them
3-4 days
Initiate new
organizational
laws and policies
HR manager,
Operations
manager and
Executive
managers
Conference room,
projector, note
pad and computer,
Concrete
organizational
laws that will help
the organization
5-6 days
Communicate and
implement the
laws and policies
HR manager Conference room,
projector, note
pad and computer
Positive changes
in the
organization
25-30 days

Recommendation
The HR should follow certain measures that will help the company grow and overcome the
issues in the organization. The HR needs to monitor whether the employees are getting
proper trainings and can consider the feedback that they receive in order to communicate the
problems the management in order to make changes that will help the company in rectifying
the mistakes they are doing. The HR needs to make sure the employees are comfortable and
are motivated by ensuring they are provided with necessary facilities that the company
initiates for them and should keep a track. The HR needs to monitor the performance of the
employees in order to make a report for their appraisal that will help in the productivity of the
employees and be beneficial for the company. The HR can encourage the workforce to
communicate with each other by conducting some leisure time for the employees in order to
get to know each other that will encourage communication in the workplace. The HR should
praise the employees for their contribution in front of other employees to motivate all the
employees so that they get motivated and aim to achieve the benchmark.
Conclusion
No Name Aircraft has been facing challenges due to the internal problems in the company
and is almost in the verge of collapsing. Effective human resource management can
contribute to the positive changes of the organization that will help the organization in
overcoming the problems, making the employees happy and motivated that may help the
employees to work hard in order to help the company to overcome from the devastating
situation and to help the company sustain in the market.

Reference
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No name new
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