HRM Report: Analysis of Barriers and Problems in a Company

This report examines the barriers and problems encountered by a company, specifically focusing on Human Resource Management (HRM). The analysis highlights key issues such as the impact of cultural differences, generation gaps, and lack of employee training on overall performance and quality. The company's financial challenges are also discussed, emphasizing the need for skilled employees and the importance of addressing these issues to ensure the company's success. The report draws upon the case study of the company "no name" aircraft, exploring the issues and the impact on the company's performance. It concludes by emphasizing the need for strategic HRM practices to overcome the barriers and improve quality, and also mentions the significance of providing training to employees. The report also includes references to relevant literature, such as Cohen (2017) and Hanaysha (2016).

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Barriers and Problems
Barriers
As per the case study, the CEO of the company “no name” Aircraft has the concern about the
organisation profits due to which they send its employees from Australia to China for
handling the work. The employees of the company faces the challenges those are become the
barrier for the company in order to improve the quality of services and their performances.
These are the barriers are as follows:
Lack of Facilities
It is observed that the organisation does not organise any training and development program
to help the employees. It has been seen that the training is beneficial for the employees in
order to integrate into the new surroundings (Cohen, 2017). As there is no training program
organised by the organisation, the quality of products is getting worse because everyone done
the things as per their own way. Without training programs, the employees take more time to
understand the work and the environment.
Generation Gap
As per the diversity management policy, the organisation needs to be respectful of race, age,
ethnicity, gender, physical abilities and the other philosophies. But in this case, the senior of
the company does not tolerate the work of junior staff. They does not provide the
responsibility to the junior staff due to which their efficiency and capacity of doing the works
is reduces.
Cross-Culture

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As the employees send from Australia to China due to which they face the culture issues.
Different country has the different aspects to do the work as per their own culture and
tradition. The employees face the cultural issues in China due to different languages, different
way to do the work and many others. It is also a barrier for the company because there are
many issues arises due to which the performance of employees is a decrease that directly
affects the assignment qualities.
Problems
Lack of quality
Lack of quality is a biggest problem for the company which is arises just because of barriers.
The culture issues and lack of training and development programs are the main problems for
the company because its affects the employee performances. Decreasing performances
directly affects the quality of services (Hanaysha, 2016).
Financial crisis
Financial crisis is also a problem for the company that’s why; it is difficult for it to manage
the cost. The lack of quality is a biggest problem because the customer’s complaints about it
due to the shareholders of the company withhold their partial payment and some of customer
withholds the 100% of payment. The whole scenario defines that the financial position of the
company is not good and the high capital is requires in the aviation industry. Thus, it can be
said the company is not able to provide the training to employees and the percentage of
getting insolvent is increases.
Conclusion
From the above analysis, it is concluded that the company “no name” aircraft faces the
various problems due to the barriers. The main problem of the company is lack of quality and

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it is raise due to the number of barriers such as generation gap, culture issues and many
others. The company faces the financial crisis due to which it is not able to provide the
training facilities to their employees. At the end, it can be said that the company has to hire
the highly skilled employees so, that it is not necessary for it to provide training to improve
the quality.

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References
Cohen, E. (2017) Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Hanaysha, J. (2016) Examining the effects of employee empowerment, teamwork, and
employee training on organizational commitment. Procedia-Social and Behavioral Sciences,
229, pp.298-306.