No Name Aircraft Case Study

This report provides a detailed case study of No Name Aircraft, highlighting the issues related to human resource management. It discusses the issues of organizational culture, diversity management, international performance management, and training and development. The report also offers strategies and recommendations for resolving these issues and improving HR management in the organization.

Running head: HUMAN RESOURCE MANAGEMENT
‘No Name’ Aircraft Case Study
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Proper Discussion of Issues as an International HR Consultant in No Name Aircraft....2
2.2 Process of Dealing with the Major Issues related to HR Management with assurance
that Issues would not be repeated for the International Environment....................................5
2.3 Proper Recommendations for the International HR Consultant to help out No Name
Aircraft to eradicate Issues.....................................................................................................8
3. Conclusion..............................................................................................................................9
References................................................................................................................................11

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1. Introduction
Human resource management or simply HRM can be referred to as a proper and
effective strategy based approach, which is extremely important and helpful to attain people
management in an organization, with the core objective of helping out the entire business for
obtaining all types of competitive benefits or advantages (Cascio, 2015). A human resource
management department is required to ensure that all employees and staff in a company are
absolutely satisfied and they do not comprise of any kind of complexity to work with. This
report will be properly outlining a detailed description for the complete case study of No
Name Aircraft (Bratton & Gold, 2017). This particular organization has been facing some of
the most significant and noteworthy issues associated with human resource management,
hence productivity has been reduced to a high level. A proper identification of all these issues
with distinctive strategies and recommendation will be provided in this report with relevant
details.
2. Discussion
2.1 Proper Discussion of Issues as an International HR Consultant in No Name Aircraft
An organization, namely, No Name Aircraft recruited an International HR Consultant
for the company (DeCenzo, Robbins & Verhulst, 2016). They are currently overcoming few
of the most distinctive and important complexities for employee management and customer
dissatisfaction that is eventually degrading the position in market to a higher level.
Furthermore, due to such issues, the respective shares of No Name Aircraft are going down
for the core purpose of ad hoc approaches and weaker strategies (Brewster & Hegewisch,
2017). The complete management of the organization of No Name Aircraft is lacking
effective planning in terms of organizational discrimination and employee performances. The
significant position of the market for the company has gone down, hence the risk to get

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seized might be quite high (Storey, 2014). The most significant and noteworthy issues related
to human resource management within the organization of No Name Aircraft are provided
below:
i) Issues related to Organizational Culture: The first as well as the most significant
issue, which is eventually faced by the distinctive organization of No Name Aircraft is the
issue related to organizational culture (Aswathappa, 2013). All of these teams within the
home country, Australia for the organization are not working, hence there exists significant
break down of communication within team members and organizational management. The
entire culture of the company is absolutely negative in nature and every worker has
eventually adopted a major thinking capability to not get adapted to the changes as well as
resisting against all types of odds (Anderson, 2013). Thus, they are confronting cultural
problems for lacking of inclusion of employees. The degradation in the quality of products
and services would also be termed as a significant issues, being confronted by this particular
organization, majorly in Australia. Modifications after delivering products to customers is the
next important and common issue for them (Jackson, Schuler & Jiang, 2014). Moreover, lack
of communication is the next cultural issue within No Name Aircraft.
ii) Issues related to Diversity Management: The second distinctive and important
issue, which is eventually faced by the distinctive organization of No Name Aircraft is related
to the diversity management (Alfes et al., 2013). Few significant issues are also associated to
embracement of richer valued working with each and every diversified individual. In the
beginning, organization is not working properly in the headquarters regarding intolerant state
of working. Next, there is a major lacking of recruitment of individuals with significant
physical disabilities in China. This particular incident refers to the fact that No Name Aircraft
is not eventually following the rules, by not hiring such individuals in China, hence making
them quite unprofessional in nature (Purce, 2014). The discrimination of employees is also

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bringing significant issues for employee management based on physical disabilities and
culture.
iii) Issues related to International Performance Management: The next distinctive
and important issue, which is being faced by the organization of No Name Aircraft is that the
issue is associated to international performance management (Kramar, 2014). This is quite
problematic to control the performances of staff with the major scope of increasing
productivity in the organization. However, organization of No Name Aircraft is eventually
confronting various issues that are associated to management of performances. These
appraisals of performance are lacked within organization (Albrecht et al., 2015). For the core
unclear measure within performance, the employees are not being involved so that
performance would be getting hampered to a higher level.
iv) Issues related to Training and Development: The final important and significant
issue, which is being faced by the organization of No Name Aircraft is the issue associated to
training and development (Jabbour et al., 2013). This kind of training should be concerned
with each and every aspect of organizational activity. Effective training is also needed for
every employee, who would within the organization, however these trainings should be
provided to all staff. Furthermore, proper feedback avenue is also absent for the staff about
expatriate training (Kehoe & Wright, 2013). The most significant and important reason for
occurrence of such issue would be that, there appears absolutely no methodical work force
and management developing programs within No Name Aircraft. These programs regarding
management development would be inappropriate, since employees are not aware of
respective career prospects (Foster, 2014). Furthermore, senior management or employees do
not develop the junior employees for properly taking over distinctive roles and
responsibilities for being lined regarding promotion.

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2.2 Process of Dealing with the Major Issues related to HR Management with assurance
that Issues would not be repeated for the International Environment
Each and every professional of human resource management is responsible for
managing the entire human capital within any specific organization and even for focusing on
an effective deployment of all types of policies and procedures (Strohmeier & Piazza, 2013).
This human resource management can promptly specialize within recruitment, finding as well
as recruiting top talents, employee benefit and other organizational benefits. These distinctive
professionals are also responsible for providing training and development programs to the
employees, hence ensuring that these staff can be trained properly for bringing continuous
development and higher productivity in the organization (Ployhart et al., 2014). This is also
being done by implementation of training program, performance evaluation as well as reward
programs. An employee relation mainly deals with any kind of significant concern of
employees, when the organizational policies are eventually broken or not followed properly
such as cases of involving in harassment or discrimination (Shaw, Park & Kim, 2013).
There are some of the major and the most significant strategies for dealing with these
distinctive issues related to human resource management with the core purpose to not to
repeat these issues within business under any circumstance and these strategies for dealing
with above mentioned issues are given below:
i) Strategy for Cultural Issue: Since No Name Aircraft is a traditional organization,
the entire culture of the company is referred as the most important and significant criterion
for all employees during working in the company (Bamberger, Biron & Meshoulam, 2014).
The respective organizational culture also properly represents about a significant aspect or
feature for their existing staff so that they are allowed in better development of stronger sense
of belonging. A proper representation of organizational lifestyle towards development of
healthier culture should be considered as the top priority within the company. The

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organizational culture also enables organizational members for moving towards the same
direction in gaining high success (Mitchell, 2013). Moreover, the corporate culture cannot be
completely free from the issues and hence an organization has to recognize these typical
factors towards reflection of every organizational motive efficiently and effectively.
There are few working methodologies of an organization for better team work so that
effective and proper organizational culture is being executed. Furthermore, each and every
level of this type of social engagements and organizational values for eventually getting
transmitted in a better manner to properly analyse the entire organizational culture of an
organization (Kehoe & Wright, 2013). The mentioned culture related issues within the
respective organization of No Name Aircraft could be easily and promptly resolved after
considering few important strategies or steps like measurement in better cultural
competences, identifying cultural baggage, understanding the various distinctive
communication styles, necessary skills related to cross culture for a work place, proper
working by eradication of language barriers as well as few others (Kehoe & Wright, 2013).
All the above provided solutions or strategies will be extremely effective in resolving the
respective cultural issues within organization of No Name Aircraft as they will have the
ability to increase effective communication, skills of team building for providing better
effectiveness and efficiency in work.
ii) Strategy for Diversity Management Issue: The second type of issue that this
organization of No Name Aircraft is eventually facing is the significant issue related to
diversity management (Jackson, Schuler & Jiang, 2014). This diversity management within
the organization is properly confided to be a simple policy that states about the fact that each
company needs to be proper in terms of physical abilities, sexual orientation, race, age,
ethnicity, other philosophies and even religious beliefs (Aswathappa, 2013). The diversity
management can be referred to as the one of the most important and distinctive needs in a

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company for ensuring every employee or employer is getting equal opportunity or scope
towards work.
The first as well as the most effective and efficient solution towards issues of diversity
management within the organization of No Name Aircraft would be that all kinds of
diversification should be effectively redefined and recognized (DeCenzo, Robbins &
Verhulst, 2016). It eventually makes sure that such diversities like issue faced in China
regarding physical disabilities can be easily and promptly solved without any type of
complexity. The next effective and important solution towards better management of
diversity issues within this particular organization would be properly redefining
discrimination and even clamping down for all the possible forms (Bratton & Gold, 2017).
iii) Strategy for International Performance Management Issue: Another important
and significant issue that is being faced by the organization of No Name Aircraft is regarding
international performance management (Brewster & Hegewisch, 2017). The management of
performance could be easily stated as the core process for creation of a perfect working
environment or condition, with the purpose that every individual could easily perform as per
their capabilities in the work. Performance management system is a complete working system
that mainly initiates by job defining and also ending as soon as any specific is leaving the
company.
The international performance management is solely responsible for eradication of
need for employee review, performance appraisals and evaluation of employees
(Aswathappa, 2013). In the organization of No Name Aircraft, all types of issues for this
management can be easily and promptly solved after involving few important strategies that
involve lack of delays, comprising of communication system, thorough follow-ups,
documenting all steps and the last step is to improve the overall performance. The

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organizational management in No Name Aircraft must eventually emphasize on the strategies
as well as skills of performance management with the significant purpose of obtaining a core
ability for managing poorer performances, although with a proper approach to ensure that the
process is successful, effective and constructive (Kramar, 2014). It eventually ensures that
each and every issue is being resolved by not involving any complexity.
iv) Strategy for Issue related to Training and Development: The fourth distinctive
and important issue that that is being faced by the organization of No Name Aircraft is solely
related to the training and development of employees (Jabbour et al., 2013). These distinctive
issues are needed to be removed within time after proper inclusion of each and every
effective and efficient solution and strategy. The first as well as the foremost solution or
strategy regarding these distinctive issues would be dealing with all possible changes and
alterations and even setting a proper trainer for the staff or employees (Foster, 2014). A
proper application of skills for the staff is even required to be included so that an employee
does not get neglected after obtaining a vast and wide choice for career options that is
presently completely absent in the organization of No Name Aircraft (Strohmeier & Piazza,
2013). The CEO of the company, Adam O’Meara should involve a specific approach for
conflict management within the employees so that these staff are not getting involved within
any type of issue or conflict amongst themselves, hence resolving the issue forever.
2.3 Proper Recommendations for the International HR Consultant to help out No Name
Aircraft to eradicate Issues
An effective and efficient HR management within the respective organization of No
Name Aircraft would be extremely important and significant to effectively maximize the
entire performance of employee regarding their subsequent services of every strategic
objective of the employer in the business (Bamberger, Biron & Meshoulam, 2014). This
particular department of human resource management majorly concerns about management

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of people within the organization only after better emphasis on organizational policies and
systems. These departments of the human resource management are eventually responsible
for overseeing the entire design of employee benefits, employee recruitments, and appraisal
of performances for the employees, proper training as well as development and even
management of rewards for the staff (Shaw, Park & Kim, 2013). This human resource
management also is concerned about any type of organizational changes or industrial relation
that ensure perfect balancing of the organizational practices after inclusion of few
requirements, which substantially arise from country’s governmental laws and collective
bargaining.
An effective as well as appropriate recommendation or suggestion for the
organization of No Name Aircraft would be involving a proper human resource faculty for all
of their employees (Ployhart et al., 2014). This specific recommendation would ensure that
each and every above mentioned and current issue of No Name Aircraft is being eradicated
efficiently. The respective faculty would be making sure that these distinctive employees and
staff are equally and properly treated and all of their issues or complaints are being attended
properly (Albrecht et al., 2015). This particular step would have the core ability of dealing
with these issues effectively and without much issues or complexities. The major as well as
the most distinctive initiatives or strategies like succession planning, acquisitions or mergers,
talent management, diversity management, international performance management, labour
and industrial relation are being executed properly to ensure that No Name Aircraft is not
facing any further issues related to employee management (Jackson, Schuler & Jiang, 2014).
3. Conclusion
Therefore, conclusion can be drawn that the significant purpose of the entire human
resource department is to ensure that the organization can achieve success by means of its
respective employees. The entire role of employee benefit majorly includes a proper

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development in structure of compensation, programs related to family leaves, discounts on all
types of benefits that the staff may gain eventually. These employees also emphasize on
lowering the employees’ turnover as well as retaining on talent and knowledge that are being
held by workforce. This above report has properly demonstrated about the details regarding
case scenario of a popular organization, No Name Aircraft. Numerous issues for HRM are
being identified as well as resolved after successful involvement of HR department with
effective recommendation for the organization.

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References
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