This paper discusses about the case study of ‘No Name’ Aircraft which is facing problems with the HR functions in areas such as training and development process, organisational culture, diversity management and performance management.
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Running head: HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY Name of the student Name of the university Author note
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1HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY Introduction This paper discusses about the case study of ‘No Name’ Aircraft which is facing problems with the HR functions in areas such as training and development process, organisational culture, diversity management and performance management. It analyses that there is a need to maximise productivity so as to compete in the global world. The Australian aircraft is expanding in three countries which provide different products and services to Australia. The countries are Vietnam, China and Singapore where the airline services are provided but it is facing lack of quality. This lack in quality is a big issue as after delivery of services to the customers, there is still a need of quality management in the aircraft process. This problem can only be solved if the training and development process is managed properly. Training efficient employees results in effective outcome, helps to minimize cost and builds cost effective protocol. Training and development process involves many steps to identify, analyse, monitor, and implement the training program. Employees needs to be motivatedthroughthetrainingprogramwhichhelpstosustainanemployeeinthe organisation. The performance management is also focused on the internal and external growth of an individual. It is essential to give a feedback for the employee to detail all the improvements in the training period. There is also communication problem between the all the levels. It needs to be managed so as to establish good communication and understand each other to work as a unit. The organisation is not recruiting eligible candidates from china as they are disabled candidates. This is also a big problem to avoid efficient candidates for the job. The diverse management of the organisation provides equal respect to individuals with regard to age, race, value, religious beliefs and gender. It can end up in legal actions taken by china if they are not given equal opportunity to work in the organisation. The organisation is also facing low managing strategies of HR functions. HR functions such as
2HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY training and development, employee benefit, payroll, handling compensation, employee relations, record keeping and legal responsibilities are to be managed properly by developing a strategy. The performance appraisal is practiced to appraise the skills and knowledge of the employee to switch to higher post valuing the interest of the individuals. The feedback of the employees is done to make them understand the performance of each individual which helps to rate the performance (Altman, 2009 ; Barreto, Ryan & Schmitt, 2009 ; Noe et al., 2017). Diversity management and culture Diverse management means the organisation practices some process which aims to promotehighrecruitmentofefficientemployeesfromdifferentbackgroundinthe organisational structure. Diverse management strategies are adopted in the organisation in order to increase the growth of diversity of the workplace globally. The characteristics of Diversity Management are- voluntary, provides tangible benefits, broad definition. The best practices of Diversity Management are commitment from top management, identify new talent pools, diversity is a part of company’s objective (Ozbilgin & Tatli, 2008 ; Schlaerth, Ensari & Christian, 2013). There are different types of diversity management- Intranational diversity management- Intranational diversity management helps to manage a workforce in same national context. It helps to give employment to minority groups and implement policies and programs in the country. Cross national diversity management-This is to manage the workforce which involves citizens from different countries who seek for employment. It is important for the parent company to understand the legislation and cultural laws of the host country.
3HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY Theories of diversity management Institutional theory of Diversity Management-This theory recognizes to determine an organisational structure where social environment cannot be separated from the organisation. There is a need to understand the behaviour of the employees and organisation consists of limitingfactorslikelegislation,rules,professionalnorms,lawsandregulations.The legitimacy is provided through the actions and laws are required for the organisations to become more diverse which confirms other individuals about the laws and norms (Skalsky & McCarthy, 2009). Resource Based Theory of Diversity Management-This theory helps to analyse how diversity will affect organisational resources. The physical capital, human capital, financial capital and corporate capital resources helps to assist the organisation and improve its profitability. Organisational culture is the belief, values and the way one possess to bring social and psychological environment within an organisation. The organisational culture is a set of guiding principles which affects the operations of the organisation. The strategies are made to increasetheculturalvaluethroughstructuresanddifferentoperationsinvolvedinit. Organisational value constitutes business ethics. The organisational culture has impact on structure, strategy and operations influenced by internal and external environments. The organisational culture maintains a unique culture which provides the organisation with legislative approach, laws and regulations formed for the behaviour of the individual needs to be followed and provides a boundary to operate (Boedker, 2014 ; Manetje, & Martins, 2009 ; Scott, Mannion, Davies & Marshall, 2018).
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4HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY The four types of organisational culture are- Clan-Clan is a type where nurturing, mentoring and doing the task together is the motive. Adhocracy-Adhocracy is dynamic and mostly possess entrepreneurial behaviour with a focus on risk taking, innovation, work efficacy increases. Market-market is mainly result oriented which focus on competition, achievement and completing the task in time. Hierarchy-hierarchy is a structural approach and focuses on efficiency, stability and results effective outcome. Theories of organisational culture Dimensions Approach-This theory is proposed for qualitative research. The dimensions of organisational culture is comparably differs from the dimensions of national culture. Interrelatedstructure approach-This theory states that there is an interdependence between organisational culture and national culture. International Performance Management, Training and Development The international performance management is a process of managing employee performance depending on the needs of the organisation. The strategic requirements and preference given to customer is a key aspect of international human resource management. The employee performance is monitored periodically and feedback is collected to understand where is the need is required for improvement. The challenges of international performance management are the host environment, cultural adjustments, variation in time and distance and environmental variation (Bieling, Stock & Dorozalla, 2015)..
5HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY The performance appraisal in an organisation helps to improve the interest of the employees by motivating to approach to a higher level. This performance appraisal provides a positive environment to retain the potential employees and provides the employees with job which is of their interest. The appraisal of performance is mainly done by immediate supervisor, but it is difficult to assign the job to one because managers from host country and parent country both participate to supervise the work. The performance level must be monitored when it is exposed to foreign country as it varies in input of performance. The performance management system tracks the level of performance and accordingly work on the improving the performance. The skills required for managing environmental influences, integrity, leadership skill are some of the aspects of goals of performance (Shiu & Yu, 2010). The problems in performance appraisal are- The Recency effect– This effect will only remember recent actions and develop an impression based on current situation. It mainly ignores the performance of the employee from the past experience. DistantWorkPlace-theforeignemployeesworkinginthatorganisationcannotbe monitored even by host country supervisors. This results in assigning the job to a superior of parent company who have never observed gets to rate the employee performance. Supervisor fails in appraisal process-the problem with the distance may decrease the level of interest to conduct interviews to appraise the employees. Performance data-many major decisions are taken following the performance data of the employee such as promotion and pay package revision.
6HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY Theories of Performance Management Goal setting theory-this theory suggests that the employee set their own goal which is a key role in motivating to result in superior performance. When this goal is not achieved then the employee improves the performance or else modifies the goal. Expectancy theory-this theory is proposed by Victor Vroom in 1964. This theory suggests that individuals adjust their behaviour on the basis of goals set by them. Performance is influenced by the expectations which concerns future aspects. The training and development is a process to improve the effectiveness of individuals and the organisational goal. The training and development is the key function of human resource management department and enriches the skills who are in managerial positions. The employee performing in an organisation as per the specific task assigned to the employee can be effectively completed if the employee is trained properly. It is an educational activity which enhances the performance of the employees by skilling and provides adequate knowledge based on the requirement, conceptualizes the concept, and helps to change the attitude if needed to. Development is a concept where overall growth of employee is addressed. Different kinds of training is given to employees at different levels, they are- internship training, specific job training, technical training for employees, training through job rotation. Training given to the managers helps to improve their decision making skills. Some programmes are also conducted to detect the lack of training and to identify potential managerial executives. This programmes are practiced to maintain healthy communication, improve human relation, and enhance managerial skills (Speroff, 2010). The benefits of training is to improve the quality and quantity of workplace, increases the skills and knowledge of the employees, improves time efficiency and saves money to reach company’s goal, determines the skills and talent which helps in appraisal of employees,
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7HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY retainhighlyefficientemployee,reducesrecruitingandsupervisingofemployees periodically and the main approach is the job satisfaction which helps to retain potential employees in the organisation (Haslinda, 2009). Aftertrainingprogramthedevelopmentprocesstakesplacetoanalysethe development is implemented properly or not. The development process checks for attitudes towards others, leadership skill and adaptability in the work environment. The benefits of development program are to expose the executives to the latest technology, techniques, and follow the trend in the profession, it ensures the presence of adequate managers in the company, it ensures long-term growth and higher possibility of the survival of the company, builds an efficient team who can handle company’s issues and it also ensures the managers are effectively applying managerial and leadership skills (Kadiresan, 2015). Theories of Training and Development This theories provides a competitive advantage which means the ability possessed by the organisation cannot be possessed by any other company. These theories leads the organisation to achieve more productive approach and increase profitability. Theory of Reinforcement-this theory focuses mainly on learning behaviour of an employee and suggestion is to keep the constant behaviour which results in positive outcome. In the organisation there are many reward system like bonus, raising salary and promotion which keeps on motivating the employees for long term basis. Theory of learning types-this theory focuses on learning of intellectual skills, attitudes and verbal information. It is to be more competent and learn the skills to present in professional platform. Theory of experiential learning-this theory contains experiential and cognitive learning. The employee’s needs and wants are analysed by this type of learning. Experience provides
8HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY an individual the capability to learn more and analyse effectively. The personal involvement enables the learner to get self-evaluation test to understand the effect of learning. Theory of social learning-this theory focuses on a new learning approach. This involves learning through observation from the surrounding and understand different behaviour of different individuals in one company. It also suggests that the behaviour of an individual is not changed after learning something new. It also explains about the psychology of the person which is important to understand. If the mental state is negative then the person cannot learn anything but if the person have positive state of mind can lead to learn a lot more than expected. Conclusion This paper concludes that the human resource management which is the strategic approach to achieve effective management of people in the workplace can easily be managed eliminating the problems faced by these functions of human resource. It helps to improve employees’performancebydevelopingeffectivestrategiesinanorganisation.The organisationalcultureisimportanttounderstandbytheindividualsworkinginthe organisation so as to give equal importance to each other irrespective of caste, race, value, gender and religious beliefs. It also identifies the problems faced by the organisation in different levels and are solved by managing the training and development program for employees and managers. The culture portrays the needs and beliefs of an organisation which is required to be maintained. The performance of the employee which is appraised by immediate supervisor should be skilled officer. The performance management of employees boosts them to be more motivated and enthusiastic so as to monitor the performance level of the employee. The performance management is focused on improving the skills and less focused on employee redundancy. The feedback system helps to get the track of performance
9HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY intermsofqualitysoastoimproveaccordingly.Theperformanceappraisalofan organisation should not be like local performance appraisal rather should meet the global performance appraisal. The performance appraisal system provides the opportunity to get higher posts, with high motivation to sustain in the company for long term. The objective of theorganisationisachievedbymaintainingallthefunctionsofthehumanresource departmentwitheffectiveworkenvironment.Increaseinperformanceincreasesthe productivityand introducesinnovationto achieve organisationgoal. The trainingand development program deals with the employee to train potential employees result positive approach. Training the employees and managers formally or informally helps them to understand the concepts of training. Development is monitored for further training if required by the particular individual. Training creates confidence and the ability to do the job is gained more easily. The diversity management of the organisation controls the discrimination practiced in the organisation and helps to make them understand to establish a healthy workplace environment. This also maintains unity so as to achieve the goal prominently within short period of time. Recommendation The organisation practices all types of training and development programs which can result in profit making. If the training is practiced for specific period as per the job then the result of training can be positive. The development of an individual needs to be transparent so as to meet competitive advantage. The performance of an individual can be increased only by providing effective training programs and communication between all levels is maintained.
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10HUMAN RESOURCE MANAGEMENT IN A GLOBAL ECONOMY The diversity management can be improvised when the organisational recruitment process is broaden so as to encounter more number of candidates with more potential. The organisational culture is improved by improving the quality of workplace, fulfilling individual’s interest, with job satisfaction. An effective strategic plan is to be created which can solve all the problems and reduce cost of the company. By effective use of human resource to hire new potential employees into the company, the productivity can be rapidly increased. To focus more on education and growth so as to be up-to-date in the global context. Understanding the needs and wants of customer and read their mind set. To maintain work quality also balances the work environment. Use efficient and latest technology. References Altman, J. C. (2009).Beyond closing the gap: Valuing diversity in Indigenous Australia(Vol. 54). Canberra: Centre for Aboriginal Economic Policy Research. Barreto, M. E., Ryan, M. K., & Schmitt, M. T. (2009).The glass ceiling in the 21st century: Understanding barriers to gender equality. American Psychological Association. Bieling, G., Stock, R. M., & Dorozalla, F. (2015). Coping with demographic change in job markets:Howagediversitymanagementcontributestoorganisational performance.German Journal of Human Resource Management,29(1), 5-30.
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