Report on Human Resource Management Practices in the Aircraft Industry

This report provides a comprehensive analysis of the human resource management practices within "No-Name Aircraft," an Australian-based aircraft manufacturing company. The study explores critical aspects of HRM, including diversity management and organizational culture, assessing their impact on employee productivity and workplace dynamics. It examines the company's international performance management strategies, focusing on training and development programs, and identifies key issues such as the absence of effective training programs and the lack of cultural tolerance. The report delves into the importance of performance appraisals, explores the application of goal-setting and expectancy theories, and discusses both home-based and host-based approaches to performance management. The analysis highlights the four primary goals of HRM, emphasizing the need for alignment between human resource strategies and business objectives. Ultimately, the report offers recommendations for large-scale transformations within the company to achieve desired outcomes and improve overall human resource development, underscoring the need for cultural competency training and effective communication to foster a more inclusive and productive work environment. The report emphasizes the need for proper training programs to improve employee development and maintain a competitive advantage.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the student
Name of the university
Author Note:

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1. Introduction
The following essay is based on the human resource management practices of an Aircraft
making company named “No-Name Aircraft” headquartered in Australia. The case study on the
human resource managerial abilities of the following company has explored a lot of different
elements of the company. The problems and the issues that are currently prevalent in the
company have been shown in the case study. The essay has been prepared to throw light on the
different reasons behind such a problem and the factors related to the following issues (Tung
2016). Before providing a proper account on the case study the essay has provided a transparent
viewpoint on some related Human Resource Management characteristics like Diversity
management and culture followed in the organization, International performance of the
mentioned company and its relevance to the success of the organization. The essay has also
highlighted the managerial issues of the organization which is of great importance. The training
and development program that is an essential part of the human resource management program
has also been described and has also been linked to and provided with a number of
recommendations that can be helpful for the overall human resource development of the
organization. The essay is thus totally based on the different types of the human resource
contexts and the need for large scale transformations to attain the desired results.
2. Diversity Management and Culture
Cultural Diversity is one of the most important areas in the development of a sound
Human Resource Management of the company along with the assurance of a secure future for
the business organization. The maintenance of a sound diversity ensures the increase in the
productivity of the business along with the increase in the productivity of the employees in the

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organization. The more is the diversity in work culture, the more cultural competency training is
essential to provide the employees to avoid different kinds of problems. Cultural communication
can range from miscommunication to actual conflict that endangers effective productivity of the
employees and also affects their performance (Tung 2016). The absence of cultural tolerance
within “No-Name Aircrafts” has raised intolerance issues and there have also been issues where
senior level employees have raised their voices against working with apprentices. Thus such kind
of problems can generally be attributed to the lack of cultural values in the company. The
Cultural values in the workplace can be managed by means of a number of different ways. This
includes;
1. Communication- Communication is believed to be one of the most important and
effective means of managing cultural diversity in the companies and efficiently handle
the human resource operations of the business (Knies et al. 2015). Providing accurate and
precise information is important to perform as a team and ensure success.
2. Time- Time plays an equally important role in cultural diversity as because culture
changes every time with respect to time. Time differs in balance between workplace mix
and social behavior and thus it has a crucial and strategic role in the buildup to the human
resource goals of the organization.
3. Schedule- Work can be an impact by cultural and religious events affecting the
workplace (Knies et al. 2015). The business world has the tendency to run generally on
the western calender years. However there are instances when financial years are
considered to be the business years.
4. Team-Building- Team-Building especially an efficient and competent team is utmost
essential for the business to ensure a smooth Human Resource policy. The presence of

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different people in the team with varied cultures will further enhance the bonding of the
team and will also help to spread a cultural awareness to the other departments in the
organization.
Using the potential of each and every employee of the organization as a result of workforce
diversity, conditions will be to create an environment that enables all the employees to contribute
for the organization individually (Albrecht et al. 2015). The integration of the group specific
activities along with the integration of the activities of the individual and group specific diversity
in the corporate culture has to be created in order to term a company as a fully multicultural
based organization. The main factors of such an organization are as follows;
a. Pluralism- According to, Cooke Saini and Wang (2014) there is an equal influence of the
dominant groups and the minorities in the company with regard to the values and norms
of the behavior. There is a high degree of tolerance and acceptance regarding different
views and the different ways of acting.
b. Complete Structural Integration and Employees- The structural integration must be
maintained in the organization to ensure the success of the business (Knies et al. 2015).
The structural integration depends on the hierarchy and job status of the employees.
c. Absence of Prejudice- The absence of prejudice, discrimination and stereotypes are
perceived and consistently dismantled (Cooke Saini and Wang 2014).
d. Barely intergroup Conflicts- The presence of different employees in the company can
lead to problems, issues and conflicts among them. The presence of an effective human
resource strategy has helped the organization to avoid such conflicts in the workplace and
ensure the increase in the productivity easily.

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e. Identification of all the members- The identification of all the employees of the
organization is important to ensure productivity as because the identification will help the
organization to recognize all the people with different cultures and providing them
confidence to work freely.
f. Integration into different informant- The Company provides all the information to every
members of a team irrespective of the ethics, culture and values of the organization.
3. International Performance Management, Training and Development
Performance Management is a very important process in Human Resource management.
It directly implies an assessment of the current and the previous results or performance of the
different employees, team or the whole organization (Brewster 2017). Performance management
generally serves as an important base for staff training, career development and rewarding the
employees of the organization. The task of the performance appraisals are generally considered
to be the key set of goals and targets that are required for the development of an effective human
resource management within the company (Brewster 2017). The performance of appraisals can
be regarded as the most important in terms of performance management.
International Performance management is directly related to the concept of Performance
management in the different companies. The strategies undertaken to ensure a sound
performance management of the business will be to ensure the implementation of the perfect
strategies that will be helpful for the development of the business organization (Boxall Guthrie
and Paauwe 2016). On the other hand, Cooke Saini and Wang (2014) has described the different
kinds of business strategies adopted by the management of the organization along with the
dynamic global environment create the need for strategic Human Resource management. The
operation of the large scale organizations like that provided in the case study generally consists

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of two different dimensions namely multiculturalism and geographic dispersion. The mentioned
approaches are balanced by means of adopting the mix of the different types of centralized and
decentralized approach since each of them has their own different uses. Strategically it is
believed to be one of the most important to ensure that the Human resource management of the
company is formulated in such a way that it is easy to implement and also easy for the employees
to adapt. The more the chance of a proper and efficient business effective strategy, the more is
the chance of ensuring a sound international performance management. Performance
Management of an expert is generally seen to be much crucial in nature, with a possible chance
of typical conflict either between the employees and the supervisors or the managers and the
supervisors (Boxall Guthrie and Paauwe 2016). As a result of such the performance management
performed by the experts are much more difficult than that of the performance management
performed by the managers and the supervisors of the organization.
According to, Nkomo and Hoobler (2014) there are mainly two theories that underlie the
concept of Performance management. They are The Goal Setting Theory and the Expectancy
Theory. The Goal Setting theory describes the solo goals that are generally established by an
employee and thus plays an important role in motivating them for their super performance. This
generally happens because all the employees follow their specific set of goals and modification
of such goals are essential for the people to improve their performance easily. On the other hand
the Expectatncy Theory is generally based on the hypothesis to which the employees in an
organization adjust their behavior in the workplace on the basis of the goals set out for them by
the management of the company. The following theory underlies the concept of performance
management as performance is believed to be influenced by virtue of future events.

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According to, Boxall Guthrie and Paauwe (2016) the performance appraisal of experts
can generally involve a lot of different complicated and problematic issues. The information that
will be assessed to carry out the appraisal might be unreliable in nature whereas the international
environment can be complex or dynamic which is a major problem for the organization to
establish a healthy and effective human resource management policy. Both the home based and
the house based approach can be used to ensure the success of the business in the organization.
The expatriate appraisals may be carried out for the business in order to ensure a better
performance and management. On the other hand, Ali Metz and Kulik (2015) has said that the
Performance management in different types of large scale companies can also involve the
assessment of the strategies involved in the human resource by means of the immediate manager.
A report regarding the quality, efficiency and the measurements of the different specifications of
the work is generally prepared in such a case. Thus it can be said the maintenance of an effective
corporate strategy will be essential for the business to ensure its success in the market. At one
hand the performance management tool is considered to be a critical management tool that
enhances communication, development and implementation of the different strategies of the
company. However there are also different problems created by such an approach and leads to
employee de-motivation.
According to, Ali Metz and Kulik (2015) Human Resource Management generally has
four different goals. This includes the fulfillment the requirements of the business and
management and also helps the business to obtain the loyalty of the employees to its morals,
goals and objectives. However, Brewster (2017) in his studies has also included some more goals
which he believes is also equally important. First is the adding of value to the organization and
second is the linking of the Human Resource Strategies with the policies of business objectives.

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The mentioned objectives of the business have to be attained through a proper training
program. The proper training program is utmost necessary for the business to maintain a
competitive advantage of the business. The case study provided has shown the absence of a
proper training program in “No-Name Aircraft Limited” that has led to the occurrence of
different problems in the organization. Training program is seen to be a source of knowledge
capital and the organizations generally are involved in the race to achieve it faster than each
other to ensure quick success (Ali Metz and Kulik 2015).
Training is basically carried out to ensure employee development by preparing them for
future responsibilities of the business. Training generally focuses on the learning and necessary
skills and also acquiring knowledge required to perform the job. Thus training helps to develop
and employee and also help them to learn new skills.
4. Conclusion and Recommendation
Conclusion
The following essay on the development of Human Resource management in the
company has provided a clear and transparent view of the different types of elements and factors
that needs to be considered to establish a successful line of Human Resource Development in the
organization. The human resource issue will make the organization substantially easier for the
organization to achieve different kinds of strategic and operational goals of the organization.
Additionally the HR strategy can also add value by ensuring that in all the other kind of plans the
organization takes into account of the different plans that change the environment and have a
major impact on the effective functioning of the organization. The explanation of all the different
elements of the following topic will be essential for the readers to have a clear understanding on

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the main kinds of management practices that are required for the smooth functioning of the
business. Apart from this the providence of the different kinds of training and development
methods has been an additional source of crucial information. This information has helped to
increase the scope of this particular report. The conclusion part of the essay is followed by the
recommendation part where necessary recommendations regarding the transformation and up
gradation of the management system has been provided which will be beneficial for the
companies in the future.
Recommendation
Firstly the proper planning of different types of workforce will involve the selection of
the most efficient people in the team who have the skills, ability and most importantly a proper
social behavior. Secondly the management of the organization must ensure the presence of a
strong and effective training method will be beneficial for the success of the business in the long
run. The training method must be both at the start of the job and also on job trainings. The
company must also ensure the presence of a proper communication between the employees of
the company and the senior management to avoid any miscommunication in the future whereas
the employees of the company must be well aware of all the information and decisions and the
management has the responsibility to share all such issues.
On the other hand it must act as a career development framework which will help to
strengthen and ensure the strong performance of the business in the market. The management of
the company must also maintain a strong and strict regulation regarding culture in the
organization. Cultural diversity must be provided the highest priority for the maintenance of a
healthy cultural value in the workplaces. The development of different policies and frameworks

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to ensure that the people development issues of the organization must also be addressed
effectively and systematically. This will help to ensure self learning and increase competency
and also bring changes in the employee relationship climate. The changes in the workplace
climate will also help the company to arrange friendly interaction sessions with the employees of
the organization. Last but not the least the arrangement of changes in the cultural and
strategically policies of the company to ensure flexibility and will help ensure strict coordination
with the employees to avoid any forms of discrimination. The following recommendations are
some of the few examples of the possible ways and solutions that will help to maintain a sound
Human Resource policy and ensure the success of the business in the long run.

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5. References
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Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Ali, M., Metz, I. and Kulik, C.T., 2015. Retaining a diverse workforce: the impact of gender‐
focused human resource management. Human Resource Management Journal, 25(4), pp.580-
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Boxall, P., 2014. The future of employment relations from the perspective of human resource
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Brewster, C., 2017. The integration of human resource management and corporate strategy.
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Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A
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