Human Resource Management Challenges: No Name Case Study Report

This case study analyzes the HRM challenges faced by 'No Name,' a company operating in multiple countries. The report identifies key issues, including maximizing shareholder returns, quality concerns, communication breakdowns, lack of clear HRM practices, and inadequate workforce planning. The company's internal recruitment, lack of diversity, and absence of performance appraisal systems contribute to a negative work environment and impact employee morale. The case study offers recommendations for improving communication, product quality, team size, and performance appraisal systems, along with implementing effective training and development programs. Furthermore, the report emphasizes the need for a diverse management system and the importance of addressing shareholder concerns to ensure the company's long-term success. The analysis highlights the significance of HRM practices in fostering a positive work environment, enhancing employee performance, and achieving organizational goals.

Case study

Table of Contents
INTRODUCTION...........................................................................................................................1
Describing the issues related to case study..................................................................................1
CONCLUSION ...............................................................................................................................4
RECOMMENDATIONS.................................................................................................................5
IMPLEMENTATION......................................................................................................................5
REFRENCES ..................................................................................................................................7

INTRODUCTION
Human resource Management is the strategic approach which is used by the management
of a people so that the firm will gain highly competitive advantages as well. In this competitive
era, every company develop or implement the strategies that leads a business towards further
level of success but at the same time, there are some major issues that affect the growth and
success as well. The current report is also based upon the case study in which Human Resource
Management Consultant faces different issues. Therefore, the study will provide the range of
issues that affect the overall business and then describe how the HRM deal with the issues in the
case which further make sure that issues are not repeated. Lastly, report will describe the plan in
order to overcome the problem and then provide recommendations as well in order to implement
the plan and to eliminate the issues.
Question1-Describing the issues related organisation
As per the case study, there are different issues which No Name is faces. One of the
biggest risk is such that there is a need to maximize the shareholder's returns on the investment
and thus it also obtain high share price which is consider as a risk because the firm is operated in
different countries such that China, Singapore and Vietnam. Further, the company also got a
warning related to its quality because it did not provide best variety of products to their
customers and as result, it has only six month to improve the quality. In addition to this, when
the company got a project to build, it has small team of only 50 members and as a result, they
also faces issue about not receiving adequate instruction and it is also because of having error In
the communication. Therefore, this also leads people to wrong direction. On the other side, the
company have a diverse management system but HR did not have a clear set of practices that
helps employees to understand each other with clear way(Rose, Ussher & Perz, (2018)).
As a result, it leads to creates negative working environment and also influence the entire
team in opposite way as well. Therefore, due to not having clear understanding among
employees and the interaction among the staff are also influenced by the perceptions of each
other. Still HR of the company did not take any strict action and this affect the entire working
culture in negative way. As due to having low communication, the employees did not support to
attain the aim and objectives. Moreover, the employees performance is also closely connected
with international performance appraisal which is one of the HRM practices. But still the HR of
No Name did not consider under their key performance. In addition to this many business
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consider adhoc approach which is specially designed to answer each and every single operation,
but they did not take into consideration related to economic factors and as a result, it directly
creates impact upon the business sales and its brand reputation too. Therefore, it is quite essential
for every business to consider all the external factors into the business in order to make any
expansion(Seidle, Fernandez & Perry, (2016)).
Question2- Solution related Issues faced
Beside, providing effective training and development programs is the key concern of
every HR but still the company did not uses any training session and it directly creates negative
impact upon the business overall performance. As through effective training and development
session, company enhance their employee's performance so that they keep contributing to attain
the defined aim and objectives. From the case study, it is also cleared that there is no systematic
workforce planning as well as management development program within the firm. Further, the
company also adopt only internal recruitment methods and as a result, the chances of bring new
ideas and thoughts are also minimized, because, the No Name did not use external recruitment
strategy. In addition to this, the company did not have diverse management system which clearly
reflect that the business discriminate the people on the basis of the caste, gender and that is why,
it affect the entire working culture as well.
There is no specific performance appraisal system within the firm and they did not easily
evaluate the overall performance of the company too. As a result, it decreases the morale of the
employees and they did not even easily handle the complex issues as well. Though many of the
top companies uses the same in order to make their employee's productivity high but as per the
case study, there is no formal performance appraisal process is used in order to determine the
actual performance. As a result, it clearly reflect that the business al;so did not provide any
reward system as well(Kim & Holzer, (2016)). These are the motivation technique that must be
used by the company in order to make their employees feel that they are also an integral part of
the company. Even most of the employees are not even aware that the business have any training
and development system because the recruitment system is done internally only. Bit in the same
time, by providing the best training session will help to increase the employee performance as
well as knowledge, skills, competencies so that they all will support to attain the defined aim and
objectives.
Overall, from the case study, it is analysed that there are different issues from which the
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company is suffering and if they are not solved then it will creates negative impact upon the
business performance. Further, it is also quite necessary for the firm to improve the
communication so that the employees will get proper direction and they will also help the
management in order to leads a business towards further level of success. In addition to this,
there is a need to improve the quality of the offered products because it is the major concern of
the customers and that is why, top companies mostly focus only in quality and low offered
pricing strategy. Therefore the same must be done with No Name as well(Hall, Covarrubias &
Kirschbaum, (2017)).
Question3- Recommendation plan
If proper quality is not provided in the service then it can lead to poor retention of the
customers which can spoil the image of the company in the market. Quality plays a important
role in the customer retention and building the image of the company.
It is must for the HRM to conduct effective communication among the employees and the
employer because if there is ineffective communication then the employer will not be able to
deliver transparency in the message and also the employee will not be able to convey the
message effectively. There must be proper communication among the employers and the
employees will lead to poor relation among the employees and this will lead to bring less
productive results for the company which will bring company into losses(Gallois & Giles, 2015).
The company is not having diverse management in which all the employees of different
culture must be managed in order to achieve maximum results. HRM must take action against it
by understanding different employees culture and making the other employees of the
organization. Diverse management also include all skills must be known by all the employees.
For example if the employee who deals in customer handling and the same is absent then the
other employee must take the position of that employee which will lead to smooth conduct of the
operation without delay in work. After viewing the case it is very much necessary for the
organization to adopt the diversity of the culture.
After having a look to the case it is also found that the team is small and are unable deal
with the large projects which are assigned to them. It is must for the HRM to build a team which
is large and the same will help the company by taking big orders and proper management of
those order and the same will lead to accomplishment of the task on time. Team plays a major
role and what must be the size of the team as per the requirement must be met. HRM must also
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manage the skill by meeting the requirement of the team, in which there must be a separate
person for planning of the work, execution of the work, designing of the work, co-operator of the
work(Elliott, 2015).
The performance appraisal system is also poor of the company in which the appraisal
system is very slow. As per the case it is found that the employees are not satisfied by the salary
provided to them. Even the employees who were working over there since many years are having
the same salary which is not fair for them. This will lead to forcing the employees to leave the
job. HRM must manage the salary and the appraisal part by increasing the salary of experienced
employees and not hiring the employees new employees paying high packages(Dipboye &
Dipboye, 2018). The salary must raised of the employees yearly or in every six months because
this will give the employees to continue the work and the same will result in good retention level
of the employees. If then employees are satisfied then this will lead to more focus of the
employees towards the work. The proper training and development is also not provided to the
employees, so they are not able to have a proper understanding on the task and projects which
are given to them. Thus, they can not be able to attend the task properly and achieve the targets
given to them properly. HRM must provide proper training and development to their employees
so that they can get through proper understanding to the task and perform their task properly and
complete the task on time. The internal recruitment method is used by company which bound the
company to have a new talent in their organization. It is very important for company to allow
fresh talent to their place so that they could have more innovative and fresh ideas for their
company which can be further fruitful for the company in their goal achieving. They think that
they will increase their shareholder which will be beneficial for their company but it is not
beneficial for their company and thus the company is facing the loss due to this. They should
reduce their shareholder for making the company to avail through profit and achieve the targeted
objective of the company(Bournois, Chauchat & Roussillon ,(2017)).
CONCLUSION
In the above report it is showed that major issues which are faced the company does not
provide training and development programs which are rendered by the company to their
employees. The company uses internal recruitment process for recruiting the employees to their
company which is bounds them to invite fresh and new talent to their companies. They are
raising their shareholder day by day which somehow have an adverse effect on the company in
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achieving the targets that to be achieved by the company within the given time period. The
products and services which are rendered by the company should not maintain their quality
which have an adverse effect on their employees. There is lack of communication within the
organization as the manager and the leaders of company dose not communicate and connect with
their employees. By communicating with their employees they could go through the problems
which are faced by them and gave a better understanding to their employees on the task which is
assigned to them. They have a small team which bounds them in performing the multiple task
and thus tasks are not completely performed by the employees effectively. They do not have any
performance appraisal tool so that the performance of the employees are not measured by HRM
and the employees are not rewarded for their job well done and thus no motivation is given to the
employees which lacks the employees to work with the positive vibes and effectively attains the
objective of the company. Company does not have diverse management so that employees are
not flexible to work and thus this will led to have an employee retention in the company and
economy will not be able to get through various objectives which should be earned by the
company and achieve the high revenue for the company.
RECOMMENDATIONS
From the above study it is recommended that company should have better
communication system within the management and their employees so that employees could get
connected with their leaders and managers and thus could guidelines for the task given to them
and any issues and conflicts easily solved by the HRM. The company should have performance
appraisal system which is helpful for them in motivating employees for their job well done and
provide incentive and rewards for such so that they will be more motivated and thus they
objective of the organization can be effectively achieved and thus company can get through a
huge success within the minimum time period(Brito, 2016). Diverse culture must be maintained
by them which will help their employees to feel equal and diverse among the workplace. Proper
training and development must be provided to the employees which is necessary for employees
to go through trainings and program for better understanding the task and training process and
effectively implement such learning in performing the task(DeNisi & Murphy, (2017)). The
development program are helpful for employees to develop the new skills and ability in them and
which is helpful in raising their confidence as well.
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IMPLEMENTATION
To,
The Manager,
No Name Company
Subject: To implement the mitigation plan to address issues.
As company is facing many issues within the workplace which is vital for the company
to minimize these issues. In order to improve communication, company should use two-way
communication must be used and implemented by the company which is helpful in good
communication within the organization and by these employees, managers, leaders can easily
communicate with each other. For measuring performance appraisal they can use HR software
for measuring the performance of their each and every employee. Thus, they can easily measure
the performance of their employees, and they can reward and provide appraisal to their
employees for their job well done which can be done effectively by this software. This will be
helpful for company to motivate their employees and thus motivated employee will be the
productive resource for the company. For effective training and development program the HRM
should render through effective planning that what type of training must be renders to the
employees for the completion of the task. They could also provide development according to
the skill audit which is necessarily required by employees for effective completion of task and
thus target of the company can achieved.
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REFRENCES
Books and Journals
Bournois, F., Chauchat, J. H., & Roussillon, S. (2017). Training and management development
in Europe. In Policy and practice in European human resource management (pp. 122-
138). Routledge.
Brito, M. (2016). Investigation into the lack of communication from the timed release data pods
from the MYRTLE-X Lander deployed at EBHi in 2015: Decision Tree Analysis.
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology. 102(3). 421.
Dipboye, R. L., & Dipboye, R. L. (2018). Criterion Development, Performance Appraisal, and
Feedback'. In The Emerald Review of Industrial and Organizational Psychology(pp. 535-
579). Emerald Publishing Limited.
Elliott, K. (2015). Teacher Performance Appraisal: More about Performance or
Development?. Australian Journal of teacher education. 40(9). n9.
Gallois, C., & Giles, H. (2015). Communication accommodation theory. The international
encyclopedia of language and social interaction, 1-18.
Hall, B. J., Covarrubias, P. O., & Kirschbaum, K. A. (2017). Among cultures: The challenge of
communication. Routledge.
Kim, T., & Holzer, M. (2016). Public employees and performance appraisal: A study of
antecedents to employees’ perception of the process. Review of Public Personnel
Administration. 36(1). 31-56.
Rose, D., Ussher, J. M., & Perz, J. M. (2018). Lack of information and unmet needs: gay and
bisexual men's sexual communication with healthcare professionals about sex after
prostate cancer. Gay and Bisexual Men Living with Prostate Cancer: From Diagnosis to
Recovery. 132-149.
Seidle, B., Fernandez, S., & Perry, J. L. (2016). Do leadership training and development make a
difference in the public sector? A panel study. Public Administration Review. 76(4). 603-
613.
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