Human Resource Management Case Study: No Name Aircraft

This case study reports on the HRM issues in No Name Aircraft and provides solutions to overcome them. It discusses the issues of culture, diversity management, international performance, and training and development.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Executive summary
This paper is a case study reports on the company No Name Aircraft. This paper will provide
the current issues within the organization of the company that has negatively impacted the
company. This paper will provide probable solutions that will help curb the situation that
currently exists in the company and provide a plan in order to implement the solution
discussed that will help the company make changes in the company that will ensure the
company overcomes all the problems successfully.

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Brief overview of the case study............................................................................................3
Issues in No Name Aircraft....................................................................................................4
HRM solutions to the issues...................................................................................................6
Recommendation....................................................................................................................9
Conclusion................................................................................................................................10

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Introduction
Human Resources (HR) is one of the vital and important elements that helps in a
business or in an organization (Noe et al. 2015). Human Resources are essential in order to
build an efficient team consisting of working professionals. The main functions of Human
Resources Management (HRM) includes training, recruitment, appraisals for the performance
of the employees, encouraging and motivating employees and also ensuring communication
in the workplace, safety in the workplace and many more (Mišetić 2017). This ensures a
positive environment for the working professionals to provide fruitful results to the company.
This paper is a case study of No Name Aircraft and discusses the HRM issues that is
currently prevailing in the company and provide recommendations in order to overcome
those issues in order to grow in the market.
Discussion
Brief overview of the case study
The CEO of the No Name Aircraft, Adam O’Meara is worried and anxious about the
organizational profits. He is extremely worried because of the possibility of a takeover of the
company because of the poor performance of the company. The CEO is concerned and
realizes the need of maximizing their shareholders return on the investment in order to obtain
a good share price. The company currently operates in Australia with subsidiaries in
Singapore, Vietnam and China. The company builds and sells aircraft to about 50 countries.
There are certain issues within the organization in terms of their culture, diversity
management, training and development and in the international performance of No Name
Aircraft that have led to the decline of the company.

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Issues in No Name Aircraft
No Name Aircraft has been running in losses and the company is coming to an end
because of several issues within the organization that has led to this state. The issues that the
company is currently facing are the following:
Culture- The culture of the No Name Aircraft is becoming negative day by day mainly in the
home country of the company, Australia. They have been inefficient in communicating with
the teams and management that are present in other countries that is Vietnam, China and
Singapore. The quality of the parts and the aircrafts has been deteriorating which is becoming
a major problem for the company. The products need modification even after its delivery to
the customers. This issue has had negative impacts on the company as the CEO has received
many letters that warn the CEO to change and enhance the quality or the customers will
withhold the payments and some demanding percentages. The lack of communication in the
workforce has led to the suffering of the company. There is lack of integration across the
teams and many employees have complained about not receiving necessary and adequate
information and instructions. This has resulted in the CEO receiving calls seeking
clarification on various points from Vietnam, China and Singapore.
Diversity management- The company aims on achieving equality in the workforce and No
Name has laid down simple policies for everyone in the company to respect everyone in the
workforce irrespective of gender, sexual orientation, ethnicity, age, physical abilities,
ethnicities, religious beliefs and on different other philosophies. However in reality the
employees of the company do not practice this and have issues in embracing the diversity in
the workforce of the company. The senior staffs have been intolerant towards working with
young staffs in the company thus making the relationship between the colleagues strained.
Disabled people are not considered for jobs despite of having the qualification and the talent

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in China which shows there is no equality in the company and contradicts their aim on
recruiting people with talent irrespective of any discrimination. The Human Resources in this
company lack the practices to encourage employees to understand and communicate with
each other.
International performance management- No Name has tons of management issues in terms of
their performance. There is a lack of international performance appraisal in the company. The
HR reviews the performance of the employees in Australia in their headquarters however in
the other subsidiaries the performance is not measured and there is no formal appraisal policy
for the people who come from other countries to work in the company. There is no effective
decision making process and the decisions taken by the company all affect each other in a
negative way. The decisions taken by the company and the implementation of these decisions
pave way for conflicting performance outcomes. There are no proper systems in order to
measure the performance of the employees which becomes a huge problem for the company.
Training and Development- There is no proper training and development in the company
especially for the people who are about to leave the country and serve their subsidiaries. This
becomes a problem as people have different methods of working in different countries and
there is no proper training for people for that. The company does not consider any feedback
system and there are no proper channels for the employees to communicate and give proper
feedback on the issues with the training structure.
There is lack of systematic and structured workforce management and planning programs in
the company. Due to the lack of a proper structure in the organization there is no clear
succession plan in the company. The employees are confused and are unaware about the
growth in the company as there are no proper plans in terms of career development. The
senior employees do not help junior employees to grow and develop because of their

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insecurities of losing the job or being sidelined when it comes to promotion. This lack of
career development in the organization has become a major issue in the company.
HRM solutions to the issues
The issues in the company No Name has mostly arised because of the issues that are
within the organization and not because of any external factors. The HR should take certain
steps and make certain changes in the organization that will help in saving the company from
a possible turnover.
Cultural diversity in a workplace has many advantages and for a company who
operates in foreign businesses it is all the more important for the company to ensure diversity.
No Name has many issues in the workforce in terms of cultural diversity that has negatively
impacted the company. The HR needs to come up with diversity training programs that will
help in making employees understand about the importance and benefits of a diverse
workforce for the organization and for their growth. Diversity training programs help the
employees to understand the various different cultures and help in enhancing the work
atmosphere positively (Fujimoto and Hartel). The HR needs to come up with certain laws that
ensure diversity in the workplace and make sure there is no discrimination in the workplace
because of the difference in language, religion, caste, skin color and many more. The HR
needs to make sure and monitor that there is communication between the employees of the
headquarters and the subsidiaries in order to ensure the effective work within the
organization. According to scholar communication is one of the effective and important
aspect that ensure the positivity and effective operations in the organization (Trittin and
Schoeneborn).The company should introduce laws of equality and consider recruiting people
solely on the basis of their talent and their skills thus the company needs to be open about
recruiting disabled people as well. These days’ organizations are ensuring equality within the

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organization by recruiting people irrespective of their disability, religion, sexual orientation
and many more that has helped the company grow in a positive manner (Procknow and
Rocco 2016).
International performance management is an important aspect in an organization and
important for companies that operate in different countries as well. The issues in No Name in
terms of international performance management are high as the organization and the system
is not well structured and concrete. The HR needs keep a check on the performance of the
employees for the appraisal of the employees in the workforce. The company needs to hire
different HR for the subsidiaries of the company and need to keep a check on the
performances in all the branches. Appraisal motivates and enhances the performance of the
employees that result in the positive outcomes that are important for the company
(Kamphorst and Swank 2018). The HR needs to build an appraisal policy and provide
employees with the hike in their salary to keep motivating them to do the job. The HR needs
to report the problems that are arising in the workforce to the higher management and deal
with the complaints of the employees as well as the customers. Reporting the problems to the
higher management will help the management to make effective changes in order to ensure
systematic workflow in the company. It is important for the subsidiaries to communicate with
each other in terms of their work so that they work efficiently and work as a team to ensure
utmost productivity that will help the company in enhancing their performance and garner
positive reputation.
Training programs are necessary in order to help employees understand the work the
organization needs and to help the employees to get accustomed to the work that the
company needs easily (Dhar 2015). The HR needs to come up with effective training
programs that will help the employees learn about the work culture and also enhance their
skills in order to contribute to the success of the organization. In context to the case study No

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Name does not provide proper training for the people who are about to go to the other
subsidiaries and work. Every work is different and every individual needs different training
thus training program in terms of the different departments must be introduced for the
employees. The HR needs to come up with a medium like a form or communicate
individually with the employees after training programs to get the necessary feedback and
inform the management so that they understand the issues that the employees are facing and
the issues in the training program that will help the organization to make changes in the
training program so that the employees get more enhanced training that will help in
developing them for the betterment of the company. Feedbacks are necessary for
organizations to understand the current problems in the organization and other problems that
are negatively affecting the companies (Rasheed et al. 2015).
Motivation of employees is important for the performance of the organization and the
company (Cloutier 2015). No Name lacks the proper organizational structure that has resulted
in making the employees less motivated to work as they are clueless about their development
in the organization. The HR needs to make a proper organizational structure that will help in
the career development of the employees and the organization. Certain steps need to be made
in order to satisfy the needs of the employees that will help in motivating them and the HR
may consider the Maslow’s hierarchy of needs. The HR needs to implement and use this
theory to help retaining and motivating employees. The primary need according to the law is
to satisfy the psychological needs of the employees thus the HR should make sure that the
employees get comfortable and proper working conditions, flexible working hours and they
are provided with the necessary breaks they need like for lunch and use the washroom. The
next factors is to see to the safety needs and the HR needs to ensure safety by providing
employees with safe working conditions, in context to No Name as it manufactures airplanes
must protect the employees from any kind of accidents and mishaps by making changes in

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the organization, secure compensation, provide personal and financial security and most
importantly job security (Raziq and Maualabakhsh 2015). These aspects will help in
motivating employees and do better at their job in order to keep the job. The law suggests that
another important need of people are social needs and aligning this with motivating
employees, the HR needs to ensure good and positive work-ife balance and also needs to
encourage cooperative team work in the organization. The HR needs to make sure and create
a sense of belonging that will make the employees feel they are an integral part of the
company. According to the law, there is a need of self esteem in people and want admiration
from people to make themselves feel good and satisfy their psychological needs as well. The
HR needs to make employees feel that they are valued employee of the company and needs to
get recognition for the good work that contributes to the success of the company (Ramdhani,
Ramdhani and Ainissyifa 2017). The last need according to the hierarchy of needs is self-
actualization. This is the need of an individual to reach their full potential. It is important for
the HR to explore and assess the performance of the employee and give work accordingly to
them so that they feel they are important to the organization and they are worthy of doing the
job properly. These factors help the HR to make effective changes that help to motivate
employees as it is important to motivate employees in order to help them retain the work and
provide fruitful results that will be beneficial for the company.
Implementation plan
Recommendation
No Name Aircraft is currently facing challenges due to the issues within the
organization. There are certain changes the company needs to make in order to help the
company bounce back and operate efficiently.

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Hire more employees- The first thing the company should do is to hire more employees for
the supervisor position in their different subsidiaries that will communicate and ensure the
work is done properly.
Introduction of new laws- The company needs to introduce certain ethical laws in terms of
recruiting and discrimination, employees need to be penalized for the violation of these laws
that will help them follow and maintain the rules. The HR should come with a proper
structure and make the employees understand their growth in the organization and provide
annual appraisal.
Training programs- Proper training program should be implemented and feedback from the
employees should be mandatory in order to understand how much the employees are leaning
and the issues they are facing.
Monitoring, rewards and recognition- Regular performance monitoring and recognition of the
employees should be done by providing them with perks. Certain perks like job security,
financial and personal safety should be ensured so that the employees are motivated and they
provide fruitful results.
Support and communication amongst employees- The HR needs to ensure that the senior
managers help the juniors when they need help and encourage communication within the
workforce by conducting leisure time where they get an opportunity to communicate and get
to know each other.
This will bring positive changes in the company and encourage communication that will help
in the operations of the company in order to help No Name Aircraft overcome the current
problems.

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Conclusion
No Name Aircraft has been suffering and has been facing challenges in the workforce
that has led to the company almost collapsing. Proper human resources management will help
the company in making effective changes in the organization and enhance their work culture
that will help the company in overcoming the issues will help the employees and help to
achieve success in the market to acquire good revenue in the market.
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No Name Aircraft

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