Role of International Human Resource Management in No Name Company

This report discusses the role of International Human Resource Management in No Name Company. It covers various issues like cultural, diversity, international performance management, and training. It also suggests an implementation plan to improve the situation. The report is based on a case study of No Name Aircraft Company, which is facing issues in communication, diversity management, performance management, and training. The report recommends various solutions to improve the situation.

Running Head: No Name Company 1
Human Resource Management

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Contents
Introduction.................................................................................................................................................3
Issues in the ‘No Name’ Aircraft..................................................................................................................4
Cultural issues..........................................................................................................................................4
Diversity management issues..................................................................................................................4
International performance management issues......................................................................................4
Training and development issues............................................................................................................4
The role of HRM in dealing with the issues..................................................................................................4
Improvement in cultural issues................................................................................................................4
Improvement in diversity management issues........................................................................................4
Improvement in international performance management issues...........................................................4
Improvement in training and development issues..................................................................................4
Implementation plan...................................................................................................................................4
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7

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Introduction
The role of international human resource management in the company is huge as it covers
various aspects such as recruitment, appraisal, and dismissal at international level. The main aim
of this report is to elaborate the importance and the role of IHRM in an international organization
as the responsibilities of the organization is increased. The case study of “No Name” aircraft has
been taken to elaborate the role of human resource management in dealing number of issues. I
have been appointed as an IHRM consultant and it will be my accountability to find out the
concerns in the organization and offer the possible solution for getting better the condition of the
organization. IHRM can be considered as the set of activities that aim to handle the
organizational human resources at the level of international to achieve the objectives of the
organization. There are a number of issues within the organization that can decrease the
productivity level of the company. The report will define them in an effective manner so that
potential solutions can be determined with the help of them.

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Issues in the ‘No Name’ Aircraft
‘No Name’ Aircraft has become concerned about the profits of the company as they are facing
numerous issues. It is the organization which operates out of Australia and has subsidiaries in
three countries – China, Singapore, and Vietnam. The major business of this company is to build
and sell aircraft to 50 countries around the world. The major production of aircraft is being done
in the China and Vietnam and most of the design engineers manage out of Singapore. As an
International human resource management consultant, I have evaluated the entire process of the
company and found that culture, international management, training and development and
diversity management are the major issues of No Name Aircraft Company. O’Meara is the CEO
of the company and he wanted to expand the return on investment of shareholders and achieve a
high share price. There are some issues that have been evaluated by the case study are defined
below.
Cultural issues
It has been found that “No name” home country teams are not functioning efficiently and
communication has become the major concern for them as it is not done in a perfect manner
between integrated teams and across teams and management. It is essential for the company to
keep the focus on the communication channel to reduce the communication gap between the
employee and employer which would be helpful in increasing the productivity of them in an
efficient way (Alajlani & Clarke, 2013). Along with it has been noted that the employees of the
company are not able to accept the managerial changed due to lack of training programs. Hence,
they refuse to accept the managerial changes within the organization. It has been analyzed that
the quality is the major part of every company and the performance, as well as the good will of

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the company, will have affected due to lack of quality. It has been found through a case study
that the stakeholders of the company are already sent the warning letters to the company to
improve the quality of the products otherwise they will keep back partial payments.
Diversity management issues
It has been found that the company is facing major issues of diversity management issues as at
international level various people come from different places with different language and
lifestyles. The employees of the company are not co-operative and do not accept the rich value of
working with diverse people (Briscoe, Tarique & Schuler, 2012). Discrimination and inequality
lead to displeasure and it may control the level of contentment of the workers. The workers are
not getting equal pay and opportunity from the employer because of the gender issue (Bratton &
Gold, 2012). Along with that, the generation gap is entertained by the company at the global
level. I have analyzed that entire environment of the company and found that there is no proper
environment of handling the issues which raise the concerns of the company and this situation
may lead the company into an adverse situation (Brewster, Wood & Brookes, 2008).
International performance management issues
There are massive performance management issues are also being faced by the company while
employing the business activities and operations in China and Vietnam. It has been found that
the performance reviews have been conducted by the HR in Australia but there were no proper
unique performance reviews conducted in the China and Vietnam. It has been found that the
there is a lack of dynamic and unique performance process for the emigrant in the international
market (Baum, 2016). The employees of the company are not encouraged and motivated by
human resource department to perform well. Due to ineffective and bad performance

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management has a negative impact on the performance of the employee and revenue of the firm
(Lasserre, 2017).
Training and development issues
Training and development program is the key factor in the success of the company as it helps in
developing the skills of the employee in a significant manner. It has been evaluated through the
case study that there is a lack of training program that is the major cause of decreasing the
efficiency of the employees (Khan, Khan & Khan, 2011). The training schedule for the
employees is very short and the entire information is not covered in the process of training. It has
been evaluated that the tendency of dealing with employees of HR is same for every employee
that is the major concern of attrition. They think that every person has same desires and need to
survive in another country. There should be proper feedback procedure for the employees
regarding training so that the potential solution can be developed to reduce the negative impact
of improper training on the performance of the employees (Aguinis & Kraiger, 2009). Along
with that, there is no growth process and no endorsement which is being the reason of lack of
enthusiasm for employees
The role of HRM in dealing with the issues
It is the responsibility of the human resource management to handle the issues in an effective
manner. As a consultant, I would like to recommend that No Name Company should focus on a
variety of issues so that the image and the goodwill of the company could not get prejudiced. The
recommendation for above-stated issues is described below.

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Improvement in cultural issues
Communication is the foremost concern in the company between employee and the employer
that bring the situation of misunderstanding in the company. It is vital for the company to keep
the focus on the structure of the company so that the communication gap can be reducing in an
effective term. The human resource department of No Name Aircraft should make employee free
to share their views, ideas concepts regarding the change and existing policies which should be
reached to top authority. It has been recommended them to understand the behavior and the
nature of employee individual as it is not possible that everyone has the same potential to handle
the issues and perform the task. The quality issue is the major factor that decreases the image of
the company in the view of stakeholders. It is essential for the HRM to build the quality team by
evaluating the skills of them which should be capable to inspect the equipment of Aircraft. The
company should perform in a well efficient manner on those projects for them they can lose their
stakeholders (Elarabi & Johari, 2014).
Improvement in diversity management issues
Co-operation is a necessary part for the company to engage employees in the work in an
adequate manner. It has been recommended to the managers of the company to have patience
and listen to the concerns of all employees in a careful manner so that the employees could feel
that they are valuable assets for the company. It has been analyzed that there is a lack of
recruitment policy of people with disabilities in the country of China. It is required for the
company to keep the focus on skilled employees and start to give chance to them who are
disabled (Gilbert, Stocklmayer & Stocklmayer, 2013). It would be a great opportunity for them
that increase the reputation of the company as well as secure the future of a disabled person. The

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company should be safe and that is why the company should connect with the employees and
make them feel that they are working at the safe place. The company has a large team in
different countries so it is obvious to have the richness in the diversity and CEO should
communicate with the employee by using verbal and non-verbal communication. This would be
helpful in fetching new ideas and views from a new employee that can be taken in the
consideration of the improvement of the diversity management issues.
Improvement in international performance management issues
It is necessary for the company to have the system of performance appraisal for the organization
in order to improve the condition of the company. It has been recommended to the CEO of the
company to keep the focus on the number of department and differentiate the responsibility
according to the calibre of the employees. It would be facilitated in improving the productivity of
the employee by providing responsibility of their own interest (Süß & Kleiner, 2008). However,
Headquarter of the company is situated in Australia but the company should focus on their
branches significantly that are situated in Singapore, China, and Vietnam. Along with that, the
company should emphasize the flexibility of time, performance, and appraisal system so that the
employee of the company can perform in an efficient manner. The CEO of the company is
accountable for making sure that employees of the department are well managed on the part of
expertise. There should be proper decision-making process in the context of the growth of the
company that is why the decision of the company should be well planned so that this concern of
diversity management issues could not repeat in future.

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Improvement in training and development issues
Training and development are crucial components of the organization that is why it is required
for the No Name aircraft to provide the training of the employees in a sufficient manner. The
process of learning in the program should be cleared and concise so that the employee can
understand in an easy way (Hameed & Waheed, 2011). It should entail the various important
aspect of the company such as terms and policies, a way of working, short techniques to attain
the objectives and time punctuality. When the employees get these all aspects in the training
program, they will be grown in the more efficient manner in the business which would be helpful
in increasing the revenues and the cooperation among the employees (Guest, 2012). Quality is
the major aspect to retain the stakeholders and without having knowledge about how to perform
or making better products, it could not be possible to deliver high quality products to the
stakeholders.
Implementation plan
Steps Objective Time frame Description

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Taking consideration
in eliminating the
barrier of
transparency
To perform modern
communication and
teamwork tools to
make the effectual
environment
2 months The communication
process of the
company can be
increased in a
sophisticated manner
by implementing this
strategy within the
management of the
company.
HRM Software To evaluate the
presentation of
employee around the
different countries
1 month The issues of human
resource management
can be reduced by
implementing this
software in the
company.
Employ the 360-
degree performance
appraisal
To assess the
performance of the
employees
Continuous process It will be helpful in
increasing the self-
awareness of the
employee.

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Training and
development program
To amplify the
knowledge of an
exacting employee
towards performing
the job in a well-
organized way
2 months It will be obliged to
get intensity
information about the
procedure so that
employee can get
enough knowledge
and effectual planning
concerning the task
which would be
accountable to
increase the capability
of them.
The implementation plan is made for the reason of making enhancement in the situation of the
organization so that the issues concerning management could not get occurred again in the
organization. There are various issues within the organization that require proper improvement to
develop the good image of the company in the view of stakeholders (Harzing & Pinnington,
2010). According to the case study of No Name Aircraft, it is essential for the company to
implement the modern communication and collaboration tool so that the employee of the
organization can do communicate with each other without any interruptions. The chief obstacle
of transparency is an outdated communication tool that is why it is indispensable for the
company to have an efficient communication tool to link with one another and to share essential
information (Bratton & Gold, 2017).

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In regards of international Improvement International performance management issues, the
company should implement the 360-degree performance appraisal as it amplifies the
responsibilities of the employee to their customers (Espinilla, de Andrés, Martínez & Martínez,
2013). It provides a more comprehensive view towards the performance of the employee. On the
other hand, HRM Software would be helpful to make the effective human source department of
the company that increases the efficiency of them in a significant manner (Vance & Paik, 2014).
There are various advantages of HRM Software as it facilitates in managing employee
information and allows access to information through the dashboard. Training and development
program should be implemented by the company in a more efficient manner as it increases the
knowledge of the employee in more significant manner. This training program should be
implemented for all branch of the company so that the employees of all branches can link with
each other so that communication between them could get advanced (Olsen & Martins, 2012).

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Conclusion
It has been concluded from the above discussion that human resource management has a
significant impact on the organization as it manages the entire structure of the company in an
appropriate manner. The case study of No Name Aircraft has been taken to evaluate the various
issues regarding human resource management. It has been cleared of the issues that the role of
diversity management, performance appraisal, training, and development program and cultural
management has kept huge importance within the organization. It is essential for the company to
set the activities for implementing best practices within the organization with the help of human
resource management, this kind of activities would be helpful in increasing the growth of the
company in a significant manner. The function of HR has a noteworthy role in increasing the
productivity of the employees that is why it has been recommended by me to execute the
effective policy for HR practices. The implementation plan has been done which show the step
by step activity to eliminate the issues within the company. It would be helpful in bringing
quality in the products to make satisfy stakeholders from the services.

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References
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Macmillan.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
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Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management:
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Espinilla, M., de Andrés, R., Martínez, F. J., & Martínez, L. (2013). A 360-degree performance
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criteria. Information Sciences, 2(22), 459-471.

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Gilbert, J.K., Stocklmayer, S. & Stocklmayer, S.M. eds., (2013). Communication and
engagement with science and technology: Issues and dilemmas: A reader in science
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Guest, D.E., (2012). Human resource management and performance: a review and research
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organizational performance. Global Journal of Management and Business
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Lasserre, P. (2017). Global strategic management. Macmillan International Higher Education.
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international human resource management. Routledge.

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