Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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1HUMAN RESOURCE MANAGEMENT
The tactical approach application for the effective management of human element of
organization is known as Human Resource Management. The Human Resource Management
aims at improving work culture by implementing policies and regulations. The structure of
management is designed for the purpose of maximizing performance of employees in regards
with the employer’s aims and objective (Boselie 2016). The organizational strategies, which
aims at promoting inclusive policies of employees from various cultural backgrounds in an
organizational setting. Culture can be defined as the behaviours and values, which contributes
towards unique psychological and social environment of organization (Anitha 2016). The
process of project management, which enables evaluation and improvement of individual as
well as corporate performance regarding goals and objectives of the organization, is known as
International performance management. International management is applicable for
Multinational companies or a company, which is operating on a global scale. Training and
Development is comprised of the skills and competencies for improving effectiveness and
efficiency of organizations as well as the improvement of individual employees. Training is
the immediate change in regards with organizational changes but development is a
progressive process. The purpose of the paper is to summarize the different concepts of
Human Resource Management by an example of a case study of ‘No name aircraft’. The
paper will highlight the concept of Diversity Management and Culture and International
Performance Management, Training and Development. Presenting the deduced idea of the
case study will conclude the paper.
Culture
The underlying value, belief, manner of interaction and assumptions, which
contributes towards the unique psychological and social environment of a specific
organization, is known as Organizational Culture. It is comprised of organization’s
experiences, expectations, values and philosophy, which directs the behaviour of the
employees. The organizational culture is reflected through image of employees, working

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conditions, organizational interaction with external environment and job satisfaction of
employees (Appannah and Biggs 2015, pp.37). There are four types of organizational culture,
clan culture, adhocracy culture, market culture and hierarchy culture. Clan culture is a family
kind culture where employees are friendly and have respect for each other. Organizations
following clan culture direct their focus on Human Resource Department for encouraging
inclusion and effective teamwork by implementing human resource policies and practices.
Adhocracy culture promotes individualism and freedom, which can be achieved by the
creation of dynamic, creative and innovative work environment (Byrne, Dwyer and Doyle
2019, pp.16). Market culture depicts the competition between employees and leaders for
reaching a certain position in the organization. The means of motivation in the employees is
the sense of rivalry. The hierarchy culture depicts the leader’s role in ensuring the
performance of the employees in regards with procedure and policies of the employer
(Pacquiao 2018, pp.275). The organizational culture of an organization can be determined by
the ways of conducting business; employee and customer offerings, hierarchical flow of
information and power in the organization, the encouragement of free flow of ideas and
creativity and the extent of commitment of employees and companies towards each other
(Elsmore 2017).
In the case of No Name Aircraft, various issues and challenges has been identified,
one of them is culture. The primary requirement of organization culture is lacking in No
Name Company, communication. The company is reflecting negative organizational culture.
the employees at No Name is following a negative approach of ‘near enough is good
enough’, which is depleting their efforts capabilities for the functional activities. The
company is lacking coordination among various functionality teams, which is reflecting in
their poor quality management. Miscommunication and/or communication gap is causing an
incomplete finish of the aircraft production. The teams only have competencies and
knowledge about their operational areas and are not aware of other team’s procedures and

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policies, which result in the mismanagement of functions of production. The justification of
the incompetency and miscommunication of the teams can be directed towards the
communication gap between the hierarchical structures of the company. The reasons for the
poor quality management can also be the negligence of line managers for carrying out
effective communication network with the associated subsidiaries.
Diversity Management
The practices and activities of supporting and addressing various personal, cultural
and lifestyle characteristics in a confined organizational group are known as Diversity
management (Mor Barak 2015, pp.83). The activities of management include making the
group aware of the diversified culture and beliefs as well as reflecting support and respect for
the differences. Diversity Management is considered as the key growth for the competitive
business marketplace as diversity in organization allows collaborating ideas, competencies
and skills towards a common goal (Garg, Pandey and Vashishta 2017, pp.41). The
importance of diversity management can be reflected through various areas. One of them
being innovation, incorporating diverse workforce in the cultural setup will allow the flow of
creative ideas and views (Ashikali and Groeneveld 2015, pp.757). Diversified workforce also
allows organizations to attract skilled labour and customers. Diversity management helps in
opening global opportunities for organizations as the offerings can be enhanced with the
presence of a diverse organizational background. Diversity management instils cultural
intelligence in an organization (Ashikali and Groeneveld 2015, pp.146).
From the case, poor diversity management practices can be identified. The company
is experiencing challenges in understanding the importance of a diverse culture. Headquarter
portrays intolerance for working among a diverse working population. The improper working
relationship of the company can be reflected from the intolerance of the senior employees for
working with the trainees of No Name Aircraft. Moreover the subsidies of the aircraft