Report: HRM Challenges and Recommendations for 'No Name' Aircraft

This report addresses critical human resource management issues within the international aircraft company 'No Name,' identified by consultant Adam O'Meara. The primary issues include a lack of quality standards, challenges in managing cultural diversity, insufficient training and development policies, inadequate performance management programs, and communication gaps among employees. To counter these problems, the report suggests actions such as embracing cultural diversity, establishing quality standards, enhancing employee productivity, and improving interpersonal communication. Recommendations include developing robust hiring and training processes, revising performance evaluation methods to ensure fairness across different locations, and fostering effective internal communication. The implementation of these recommendations aims to create a more productive, equitable, and well-managed workforce, ultimately improving the company's performance and stakeholder satisfaction. Desklib provides this and other solved assignments to aid students in their studies.

Running head: HUMAN RESOURCE MANAGEMENT
human resource management

HUMAN RESOURCE MANAGEMENT 1
Executive Summary:
The role of human resources in the attainment of the organizational objectives is not
unknown in the present scenario. Therefore, effective management of human resources
becomes necessary so that they can work in the desired manner can the organizational
objectives can be fulfilled. This report highlights the issues that can occur in human resources
practices in an organization working on the international level. Further, it highlights the main
steps that can be considered to eliminate and prevent the identified issues. Some
recommendations have been provided and their implementation process is also explained that
can be used by the management of the considered organization to manage its human
resources in an effective manner. At the end of the report, a conclusion has been drawn on the
basis of the whole study to provide an overview of the report.

HUMAN RESOURCE MANAGEMENT 2
Table of Contents
Introduction:...............................................................................................................................3
Issues:.........................................................................................................................................3
Lack of quality standards:......................................................................................................3
Cultural diversity:...................................................................................................................3
Lack of training and development policies:...........................................................................4
Lack of performance management programmes:...................................................................4
Communication gap:..............................................................................................................5
Required actions by HRM:.........................................................................................................5
Acceptance of cultural diversity:............................................................................................5
Introduction of quality standards:...........................................................................................5
Ensuring productivity of the employees to maximize profits:...............................................5
Emphasis on interpersonal communication:...........................................................................6
Recommendations:.....................................................................................................................6
Development of a sound process of hiring and training practices:........................................6
Revise the process of performance evaluation:......................................................................8
Internal Communication:........................................................................................................9
Conclusion:..............................................................................................................................10
References:...............................................................................................................................12

HUMAN RESOURCE MANAGEMENT 3
Introduction:
In the scenario of globalization, every company is facing a greater challenge in
developing its human resources for the future globalized society. The changing factors of
globalization are influencing almost all aspects of human's life all over the world, and
framing the nature of upcoming future as "global workforce". In the present competitive
environment, the companies working on global level needs to prepare their workforce to deal
with the upcoming changes. If a company fails to do the same, then it may have to face
critical situation related to its human resource management as well as on its operational
management (Budhwar & Debrah, 2009). This report describes the problems faced by Adam
O Meara, who is an International Human resource management consultant. Meara has been
given a contract to identify the issues related to human resource management of the company
‘No Name’ Aircraft. He analyses the issues prevailing in the environment as the performance
of the company is getting very low day by day. Meara identifies some issues and suggests
some steps that should be taken into consideration by HR department of ‘No Name' Aircraft
to eliminate these issues. He also recommends some key changes to the implementation plan
that can be useful to manage human resources in an effective manner to improve the
performance of the organization (Butt & Katuse, 2017). This report describes the issue,
suggestions, and recommendations for the plan as suggested by Adam O Meara.
Issues:
After analyzing the environment of the company and going through its management
policies, Meara identifies some major issues related to the human resource management of
the company. The issues can be summarized as follows:
Lack of quality standards:
The first issue that come in front of Meara is related to the poor quality of products.
The stakeholders are not happy with the quality of output provided by us. It is the result of
lack of determination of quality standards in the organization. There are no guidelines related
to the efforts of employees in the situation of poor quality. It is making the financial
condition of the company is weak and the goodwill of the firm is also being affected by the
stakeholder’s opinion (Cascio & Boudreau, 2016).
Cultural diversity:
At ‘No Name’ Aircraft, the main issue related to managing human resources is
maintaining and understanding cultural diversity. The senior staff in the head office does

HUMAN RESOURCE MANAGEMENT 4
work and behave in the same manner with the newly appointed staff. The members of senior
staff do not tolerate any minor mistake from the trainees' side and it often results in
generating conflicts (Taylor, 2006). There is no any set of guidelines is provided by human
resource department that may help in communicating employees with each other. It is also
noticeable that the recruitment team of China is ignoring the applicants with disabilities.
Meara personally went through some job applications and found that the capability of
disabled persons was more than the persons appointed. This is resulting in the bad
productivity form China plant (Eroglu, 2014).
Lack of training and development policies:
Meara believes that training and development practices are required to be followed by
all the organization working on the international level. It improves the capacity of working
and flourish the skills of employees. In ‘No Name' Aircraft, he found that there is no any type
of training and development practices to provide information about any new technology and
business activities. In case of transfer of employees from one country to another, the
company does not provide any assistance and training about the culture, working
environment, employee's behavior (Tarique et al., 2015). The lack of training causes in facing
a lot of challenges by the employees. Training programmes related to the professional
development are the major factor that helps in identification and recruitment of potential
professionals. There is lack of professional development programmes for employees working
in the organization to assist them in identifying their flourishing professional skills (Fenton-
O'Creevy et al., 2008).
Lack of performance management programmes:
Miera also noticed that for the measurement of performance, there are no proper
guidelines and frameworks provided by HRM that can be used to measure the performance of
employees. Also, the employees of the branch of Australia are appraised and promoted. The
employees working in China and Singapore are not even considered for the purpose of
promotion. This created a sense of negligence among the employees of other two countries.
They may think that their current organization does not recognize their capability. It also may
also result in leaving the jobs by the employees in China and Singapore because every
professional wants to grow in his carrier either in his current working organization or in
another one if there are sufficient opportunities (Furusawa & Brewster, 2016).

HUMAN RESOURCE MANAGEMENT 5
Communication gap:
The relations of the employees depends on their communications skills. A healthy
environment having good communication among its employees can result in increased
productivity and achieve organizational goals in an easy manner. As per my observation, the
communication gap among the employees is very vast due to improper policies of human
resource department. The employees of the company are not comfortable to share their work
related problems with one another. It creates an unhealthy environment and does not support
the effective human resource management practices in the company (Haak-Saheem et al.,
2017).
Required actions by HRM:
In order to overcome all these issues, the human resource management of the
company is required to take following improvement measures:
Acceptance of cultural diversity:
The HR department of the company should encourage the appointment of diversified
force in all three branches of the company. There should be no discrimination on the basis of
sex, religion, race, value, and beliefs of the employees. Also there the problem of intolerance
by senior employees in the presence of junior employees is required to eliminate by the HR
department as this results in developing equality among the employees (Vance & Paik, 2014).
The recruitment and selection processes of all three branches should be performed on the
basis of equality and the candidates with disabilities should be given equal opportunity to
work with the company. It will result in increasing the productivity of the organization, which
may result in increasing the quality of the products (Harzing & Pinnington, 2010).
Introduction of quality standards:
The HRM policy and operations management policy is required to introduces some
standards and measurements to ensure the improvement in the quality of the products. Their
standards should be communicated to employees during training and development
programmes.
Ensuring productivity of the employees to maximize profits:
Minimizing cost and maximizing profits is the core objective of all businesses. So,
‘No Name’ Aircraft should ensure the productivity level of its employees and try to make it
as higher as possible. For this purpose, the HRM is required to introduce training
programmes to the existing employees to update them about the trending business practices.

HUMAN RESOURCE MANAGEMENT 6
Similarly, training programmes should also be run by the management to train new
employees about the culture of the organization and the working conditions within the
organization. This training includes off-site as well as on-site job training for the employees
of the organization. Providing support and training to employees not only benefits the
organization but also helps the employees in improving their professional skills. This makes
feel the employees as they are most important and vital part of the organization (Jackson &
Deeg, 2008).
Emphasis on interpersonal communication:
The communication gap among employees can be decreased by introducing effective
interpersonal communication environment in the organization. For this purpose, short games
and activities can be carried out at the workplace during small breaks and intervals. It is the
responsibility of HR department to ensure that whether all the employees are able to talk to
each other without any hesitation or not (Sheehan & Sparrow, 2010).
Recommendations:
On the basis of above issue, there are some recommendations for implementation
plans that can be followed by the management to eliminate above-mentioned Issues:
Development of a sound process of hiring and training practices:
Hiring to talented employees may result in increases in product quality and therefore,
stakeholders would also like to keep their investment with ‘No Name’ Aircraft. The hiring of
talented employees is not sufficient unless training programme is no arranged for them to
make them understand the work procedure and culture of the company (Mwema &
Gachunga, 2014). The below-mentioned plan can be implemented to apply this
recommendation in an effective manner:

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Hiring and Training process for the development of employees can be developed by
implementing the process. In the flowchart, it has been clearly shown that how one activity is
connected to another and thus frames a complete and effective process for hiring and training
of employees.
Access current
Human
Resource Policy
Forecast HR
Requirements
Develop Talent
Strategies
Revaluation
and Evaluation
of HR Plan
Demand
Forecasting
Supply
Forecasting
Recruitment
Selection
Hiring
Training and
Development
Remuneration
and Benefits
Performance
Benefits
Employee
Relations

HUMAN RESOURCE MANAGEMENT 8
Revise the process of performance evaluation:
An effective process for evaluation of employee's performance may result in creating
a win-win situation for the employee and the company. All employees and staff members of
‘No Name' Aircraft should receive feedback on the basis of their performance whether it is
constructive feedback or positive feedback (McGraw, 2004). The performance evaluation
process can be implemented by considering below-mentioned process:

HUMAN RESOURCE MANAGEMENT 9
Above flowchart shows the plan in which process evaluation process can be
implemented in the environment of ‘No Name’ Aircraft. It starts with the self-evaluation of
by employees which further may help the supervisors in collecting data and evaluating
performance while considering different measurements of performance evaluation.
Internal Communication:
Internal communication (vertical and horizontal, downward and upward) is a
requirement for civilizing the working environment, encourage engagement of employees,
provide coordination and leadership among all the employees in the organization irrespective
of their designations. Internal communication should not be considered lightly and must plan,
implement and verify in such a manner that can ensure that form whom, who, How, and
when to contact (Lazarova et al., 2014).
Supervisor and employee
each get a copy and file
original with Human
Resources
Final comments or
revisions by employee and
supervisor
Performance Evaluation
Meeting between employee
and supervisor
Begin Planning for Next
Years’ Performance
Evaluation
Start employee will
self-evaluate
The supervisor will review
employee self-evaluation
The supervisor will gather
employee performance data and
complete evaluation

HUMAN RESOURCE MANAGEMENT 10
Above flowchart shows the methods and processes that can be implemented for
effective communication among employees of ‘No Name' Aircraft. According to the
flowchart, employees should be updated about the strategies of the company. The
opportunities should also be provided to them to communicate with each other on different
matters. Employee's incentives and earnings should be disclosed time to time to encourage
them. Groups should be framed of the members having different qualities so that they can
assist each other and communicate each other in a desired manner (Kshetri, 2017).
Conclusion:
On the basis of above study, it can be concluded that effective management of human
resource management is an essential tool for the development of the organization as well as
for its employees. HRM includes a line of steps and policies that should be considered by
human resource department in order to implement effective human resource management.
The issue highlighted in the case study of ‘No Name’ aircraft can be solved on the basis of
suggested actions that should be taken into consideration by the company. The
recommendations provided at the end of the report does not only include the elimination and
Company Updates
Team Collaboration
My Benefits
Guidelines and
Policies
Provides information to stay informed
about the organization, market and
indirectly to their role
Provides insights into opportunities to
connect with peers, collaborate on ideas,
and discover useful information.
Provides Information about benefits,
updates, additional perks etc.
Provides updates and reminders of policies
and guidelines that affect the receiver.
Quarterly
announcement of
earnings
Creating employees
infinity groups- help
choose
Announcement of
wearable programs
Update to the Travel
and Expense Policy

HUMAN RESOURCE MANAGEMENT 11
prevention of issue but these would also facilitate the organization to work with fast-changing
global environment and strategies. The conclusion can be drawn that HRM management is
base of all type of processes in an organization and if an organization is weak in managing its
human resources than it will have a negative impact on its productivity, profitability,
employee satisfaction, stakeholder's satisfaction and last but not the least communication
among employees. In order to get success in the long run with minimum conflicts and high
employee satisfaction, an organization should focus on the management of its human
resources on the priority basis.