BUSM3310 | Human Resource Management ( No Name Aircraft )
Added on 2020-03-07
14 Pages3592 Words58 Views
Leadership ManagementProfessional DevelopmentLanguages and Culture
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Human Resource Management1
Table of ContentsIntroduction......................................................................................................................................2Diversity Management and Culture.................................................................................................2International Performance Management..........................................................................................7Training and Development..............................................................................................................9Conclusion and Recommendation.................................................................................................11References......................................................................................................................................122
IntroductionIn such a competitive world, it is essential for every organization to look over the profits and future scope of the company. The further discussion focuses on the organization ‘NoName Aircraft’; herethe discussion will highlight the factors which can affect the organization most. The concern of the CEO of No Name is genuine as running a company with higher goals of achievement and maintaining its reputation among the competitors is not an easy task. Here, the CEO of the company is worried that a company takeover is imminent and he must work on increasing the returns of the stakeholder on their investment and to retrieve a higher share price. The CEO of the company has to revise the organizational structure and human Resource management, and he must have to work on itto develop the management of the company in a beneficial direction. As per the (Mahadevan & Mayer, 2017), people who work together in an organization needs a defined structure through which they can associate with each other and so coordination of their efforts is possible. A better understanding of line and staff relationships assists in constructing a harmonious line-staff relationship. Human Resources management is a staff function and a line responsibility. Human Resource management is a method of selecting and recruiting the employees as well as providing accurate training and development to the staff, observing the performance and providing safety in the organization. Moreover, maintaining a better environment so that a good relationship can develop among the employees. Human resource management deals with the process of managing the employees in the organization and the CEO of the company has to look over it to develop their business and increase their share prices. However, the further discussion will help to understand the different factors that need to enhance into the organization (Tzabbar et al., 2017). Diversity Management and CultureThe diversity of the organization refers to the assortment of differences among the people in the workplace. Diversity not merely includes the process of individuals perceiving themselves, but the way they apprehend others. Such perceptions also influence their cooperation with others (Rees & Smith, 2017). It is important for Human resource professionals to handle the different issues like adaptability, change and communication effectively during an extensive selection of employees so that they can perform efficiently as an organization. The diversity of the organization encircles the ethnic group, race, gender, personality, age, organizational function, background and more.3
According to (Valeau & Paillé, 2017), growing globalization need more communication among the people from diverse cultures and beliefs than before. Now people are not working in an insular market instead now they are the part of a worldwide economy. Therefore, it is essential for every organization that the diversity of their management becomes more creative and flexible to change. Apart from this, capitalizing on workplace diversity has become a significant problem for management today. The main factors of efficient people management which can enhance the productivity of the place of working are the Managing and valuing diversity. In a multinational company, it is an apparent fact that there will be people belonging from different cast and culture(Oh et al., 2017). Not only this but also different perspective and tradition of working is also a factorbrings out due to the diversity in the working place. Even in this case ‘No Name’ is an Australian based company where teams are not working well, and there is a communication breakdown between integrated teams and across teams and management. Line managers in Australia are responsible for communications between Headquarters and the subsidiaries, and so the CEO is consistently receiving emails from China, Singapore and Vietnam seeking clarification on numerous aspects. Now it is very much essential for the CEO to understand the reasons behind the issues and the way of handling it. The management has to understand the subject Diversity Management and Culture with depth. Diversity is a subjective phenomenon and group of working people generate as per their different social identities categorize others as similar or dissimilar (Rice, 2015).4
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