IBU5HRM Report: Analyzing HRM Issues at No-Name Airport

This report examines the Human Resource Management (HRM) challenges faced by 'No Name' Airport, an international aviation company. The analysis identifies key issues including a negative work culture, poor communication, diversity management failures, and ineffective performance reviews. The report delves into the impact of these issues on quality, customer satisfaction, and employee morale. It explores strategies for the HRM department to address these problems, considering the international context. The report suggests implementing feedback systems, rewards programs, and improved recruitment processes to enhance corporate culture and foster diversity. Furthermore, the report recommends intercultural communication training and systematic planning to improve work structure and supervision. The report concludes with a plan to present to the organization, offering a roadmap for eliminating the identified issues and improving overall organizational performance, ensuring better shareholder returns and mitigating the risk of a company takeover.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Topic: The Case of ‘No-Name Airport’
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction................................................................................................................................2
Identification of the issues as per the chosen case study.......................................................2
How should the Human Resource Department deal with the issues regarding the case,
considering the issues might not be repeated and the given international environment?......5
Methods to improve the corporate culture of the organization..........................................6
A solid recommendation to present to the organization for making the company eliminate
the issues................................................................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................11

2HUMAN RESOURCE MANAGEMENT
Introduction
It is extremely important for an organization to have a proper establishment of a work
environment that is cordial and effortless in nature. It is assumed that the work culture is
extremely important for the development of a feasible work culture as it ensures high
productivity and the enhancement of work culture also ensures that the employees working
within an organization has a much better and improved morale which is one of the primary
reasons of their productivity (Guerci et al., 2015). Therefore, following would be an analysis
done for a case study to analyse the work culture of a given organization and at the same time
enable the analysis to deliver the possibility of enhancing the Human Resource Management
problems within the organization. Thus, the case study delivers the background of ‘No Name’
aircraft, which is an Australian aviation industry. The aviation industry is facing several
issues regarding the work culture and work environment. The organization is facing severe
consequences to produce quality product to meet the customer satisfaction. The staffs within
the company creating communication gaps and they are resisting the changes which should
be implemented to make the work process much easier (Kalysh, Kulik & Perera, 2016).
Moreover, the hiring process in not practice in a proper way, the company lacks to recruit the
candidate with physical disabilities even if their skills are better than that of many other
employees. This report discusses about the issues evolving in the organization which
destroying the reputation of the organization, the practices and training programs should be
implemented to prevent the causes of such problems and the proper plans and
countermeasures to eliminate the issues.

3HUMAN RESOURCE MANAGEMENT
Identification of the issues as per the chosen case study
The issues in the ‘No Name’ aviation industry is based on the work culture related to
quality of the aircraft, diversity management and performance management. The issues
regarding the work culture are that the ‘No Name’ has developed a negative work
environment and the workers have adopted the pledge ‘near enough is good enough’
(Driskill, 2018). The staffs of the industry make such impression like they are ready to resist
any kind of changes in the company. These lead to the poor communication between the
headquarters and subsidiaries. The practice of such culture reflects on the quality of the
aircraft. The quality is not maintained as it is directly related to the parts from Vietnam and
China. The aircrafts need several modifications based on some small to huge changes, even
though the aircrafts have been delivered to the customers. Such practices of the modification
made in the aircraft after its final delivery to the customers, turning the customers against the
aviation industry with a negative feedback (Wilton, 2016). The customers from both
Government and non-government organizations have complaint against the quality of the
aircraft. The stakeholders have even sent letters regarding the poor quality of the product and
given warning to the CEO of the ‘No Name’ aircraft regarding the withhold of the payment
until the quality of the aircraft is improved within the next six months. Many stake holders
have even given the warning to with the payment from partial to full.
The conflicts are also arising among the different teams among the organizations. The
communication within the organization lacks and the staff members within the organization
complaining for not receiving adequate instruction to maintain the workflow, which resulting
in the inter workforce clash within the assembly line. The line manager in Australia is
responsible for making adequate communication within the organization. However, the CEO

4HUMAN RESOURCE MANAGEMENT
of the organization constantly receiving messages from different parts of the organization like
from China and Vietnam regarding the clarification and proper information.
The company has a confined and simple policy which portraits that everyone in the
organization need to be respectful towards the other co-workers regarding the race, age,
ethnicity, gender, sexual orientation, physical abilities, religious beliefs and other aspects of
philosophies. The issues of diversity management arising within the organization due to the
action relating to embracing the rich values of working with diverse people (Wrench, 2016).
The age gap is creating an intolerance behaviour towards the new interns. The senior staffs of
the organization are intolerant towards the new interns. However, the company lacks to
recruit the people with disabilities in China. The managers are actively rejecting the job
application of the physically disable candidates even if their skills are above and beyond
many other candidates which is against the norm of the company. The Human Resource are
not making any clear set of communication to make an interaction practice among the staffs
of the organization.
The issues regarding performance management can be clearly observed as the
performance reviews are only conducted by the HR in Australia but there no performance
reviews are conducted by any other subsidiaries (Cascio, 2015). Hence, the performance is
lacking in ‘No Name’ aviation on the international performance platform.
To overcome these issues the HRM must conduct certain training programs to train
the staffs to accustom with the working environment in China and Vietnam. The staffs should
undergo with the training program regarding intercultural communication. The intercultural
communication helps to adopt an individual the cultural practice of different background.
This prevents the staffs from thinking that their culture is superior to others. Such practice
will improve the inter office relationship and bonding much stronger (DeCenzo, Robbins &

5HUMAN RESOURCE MANAGEMENT
Verhulst, 2016). The HRM must implement certain systematic planning to develop the work
structure and supervision under strict policies, so that the workers do not able to perform any
unfair practice in the work field or creating any situation lean situation which would avoid
the communication factor within the organization.
How should the Human Resource Department deal with the issues regarding the
case, considering the issues might not be repeated and the given international
environment?
The organization in the case study, the No Name Aircraft is an organization that has
become extremely worried about its overall profits which has made sure that the organization
is being at a potential of being taken over by other organizations (Downeyet al., 2015). The
company has been failing to make its shareholders happy since their return on their
investments are not being as per the estimated return on investments. The reasons behind
such situation is found to be the complicated case of negative work culture. Again, the
organization has been found to be extremely hostile to having a healthy work relationship and
it is also noticed that the organization does not agree to the international working culture of
accepting diversity. Although the organization has been thinking about the involvement of
the diverse work culture, it is still not maintained within the organization and it has been
found that the organization has been found to be creating an issue on the maintenance of a
diversified work culture (Bratton & Gold, 2017). It has also been found that the organization
also wanted to implement the performance management as the organization wants to
implement the same for the other locations at which the organization is situated at. Therefore,
the Human resource Department has the responsibility of making a positive work culture for
the people in the organization. It would also be the responsibility of the organization to
maintain the diversity acceptance within the organization and also would like to maintain the

6HUMAN RESOURCE MANAGEMENT
international performance management within the organization (Peretz, Levi & Fried, 2015).
Therefore, the following would be the ways by which the Human Resource Management
should look forward to for implementing the best ways in handling the above cases:
Methods to improve the corporate culture of the organization
Feedback Generation
The corporate culture has been playing a huge factor in the determination of the
successful work culture within an organization. This affects a huge deal to the performances
of a person and the Human Resource executive can ensure the cultural cultivation within an
organization in many ways. Suggested ways are that they can make sure that they facilitate
the implementation of feedback systems (Junni et al., 2015). They can inspire the employees
to share their feedback about the company and its policies so that it could be cleared out what
changes do the people expect from the organization to bring about the changes in the
organization according to them. Feedbacks would help the people within the organization
gather the information about the employees and what the employees expect from the
organization. The employees would get all the help they need from the organization for
making their feedbacks reach the executives in the organization. It would be the collective
effort of the Human Department Team to make sure that they collect every information about
the employees and their feedbacks that they share.
The positive feedback that they would share would naturally acts as a boost to the
organization but the negative feedback should not be taken in a negative way but should be
regarded as constructive criticism (Haider et al., 2015). This would be utilized more as the
way that the inputs that the organization should consider to make sufficient utilization of the
feedbacks and should be made sure that the constructive criticism are to be taken into

7HUMAN RESOURCE MANAGEMENT
consideration as the changes that they should make and the improvement of the corporate
culture of the company.
Payment, Rewards, Recognition and Monetary Compensation
Payment of the employees can also serve as a strategy implemented by the Human
Resource management department to make sure that the company utilizes the shaping of a
corporate culture within the organization (Ahmad, 2015). Other than the basic payment, the
company should also employ the strategies like the cash prizes, salary increments, the
bonuses and other forms of monetary compensation to make sure that the people within the
organization are being respectful to the corporate culture. If the people start to receive
positive feedback, rewards and recognition against their behaviour within the organization,
there are various ways by which the people would try to involve positive changes in their
own behaviour for making sure that their behaviour are abiding the corporate culture defined
by the organization (Bailey, 2015). These will also suffice the No Name aircraft organization
and its strategy to implement generic corporate culture in the organization that they are keen
on establishing.
The recruitment processes
This is the expertise domain of the Human Resource Department and keeping in mind
about the requirement of the organization in establishing the diversified work culture. This is
to ensure that the organization has been developed to facilitate the recruitment and tenure of
people from all the cultural and regional background within the organization (Lumby &
Foskett, 2016). This would ensure that the organization is developing the strategies to make
the diversified work culture fall into place and accept people by feasibly working with them
in a cordial and harmonious way together. For this, they need to ensure that strategies are
developed to recruit people depending on their skills and knowledge and not just on their

8HUMAN RESOURCE MANAGEMENT
respective cultures or religions. This is a process that is to be developed over a considerable
amount of time (Taylor, Doherty & McGraw, 2015). Every person who needs to be recruited
based on their respective knowledge and skills should also have the idea about the company
and its working culture so that they would be assured about the working environment. The
recruitment panel, on the other hand can also have a diversified set of people so the aspiring
candidates can look forward to a similar working culture in the organization.
A solid recommendation to present to the organization for making the company
eliminate the issues
The organization of ‘No Name’ Aircraft have been suffering from the poor work
culture and unacceptance of a diversified work culture, inability of having a feasible
international performance management and insufficient Human Resource training and
developmental features to accept all of the above (Mackelprang, Salsgiver & Salsgiver,
2016). Therefore, this section would find out the solid recommendations by which ‘No
Name’ Aircraft can make sure that all the negative aspects in the organizations that are
forming an obstacle for the organization to return the money for the shareholders more than
their investment and making the company go through a negative working environment are all
eliminated. Following would be the representation of a detailed discussion about the
elimination of these negative impacts from the organization:
Establishing a harmonious Work Culture
A harmonious work culture within an organization can only be established when the
people within the organization would regard themselves to come to terms about the varied
nature of the different people. They would be allowed to be share the knowledge about the
organizations vision of establishing this diversified work culture and this should make sure

9HUMAN RESOURCE MANAGEMENT
that the employees also understand the same (Berman et al., 2019). This is to justify that the
people in the organization are only based on their skills and knowledge and is not dependent
on their regional or cultural background.
Management of the employee diversity and managing the international performances
In many HRM theories, the organizations are regarded as the microcosms of
humanity. Therefore, the HRM department need to share the knowledge that the organization
has its vision of looking forward to the work environment as a mixture of the different kinds
of people, just not from different cultural backgrounds, but with also include the people from
diversified personalities, set goals, challenging behavioural traits and varied mindsets (Young
et al., 2015). The clash of the different personalities would be handled by simple practises of
saying thank you, noticing little things about the colleagues, avoid the idle gossips, maintain
all the open door policies, create an environment that the employees will function as a team
and offer to help or even would be able to socialize outside their regular work.
Effective training and development
This stage is effectively required and it not would be just be training the existing
people or employees within the organization but would also ensure that the batches of new
joiners are also trained for having a harmonious workforce throughout the tenure of the
employee (Guillaume et al., 2017).
Conclusion
Therefore, in conclusion, it could be said that the ‘No Name’ Aircraft and associated
organization had to deal with many issues regarding the problems associated with the
working environment and the work culture of the organization. The company has been
dealing with numerous Human Resource related problems including the negative work

10HUMAN RESOURCE MANAGEMENT
culture, the unacceptance of a diversified work culture, the poor training and development of
the people working currently within the organization and the problems associated with the
acceptance of an international work culture. This is the ways by which the problems have
been increasing everyday within the organization and it is the responsibility of the Human
Resource Department to ensure that every working structure in the work environment is
maintained and all the associated things are taken care of. Without the proper implementation
of the required strategies, it would be extremely problematic for the organization to return the
money of the shareholders on their investments and this is why it should be justified as the
above suggestions to make sure that all the problems are taken care of. The above report also
specifies how the HR department can apply different strategies to train the employees within
the organization, the existing ones and the new joiners, to comply to the vision of the
organization, behave accordingly and get rewarded for adhering to the policy of the
organization as well.

11HUMAN RESOURCE MANAGEMENT
References
Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent
business & management, 2(1), 1030817.
Bailey, M. L. (2015). Cultural competency and the practice of public administration.
In Diversity and Public Administration(pp. 179-196). Routledge.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Downey, S. N., van der Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of
diversity practices and inclusion in promoting trust and employee
engagement. Journal of Applied Social Psychology, 45(1), 35-44.
Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook.
Routledge.
Guerci, M., Radaelli, G., Siletti, E., Cirella, S., & Shani, A. R. (2015). The impact of human
resource management practices and corporate sustainability on organizational ethical
climates: An employee perspective. Journal of Business Ethics, 126(2), 325-342.

12HUMAN RESOURCE MANAGEMENT
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Haider, M., Rasli, A., Akhtar, C. S., Yusoff, R. B. M., Malik, O. M., Aamir, A., ... & Tariq,
F. (2015). The impact of human resource practices on employee retention in the
telecom sector. International Journal of Economics and Financial Issues, 5(1S), 63-
69.
Junni, P., Sarala, R. M., Tarba, S. Y., Liu, Y., & Cooper, C. L. (2015). Guest editors’
introduction: The role of human resources and organizational factors in
ambidexterity. Human Resource Management, 54(S1), s1-s28.
Kalysh, K., Kulik, C. T., & Perera, S. (2016). Help or hindrance? Work–life practices and
women in management. The Leadership Quarterly, 27(3), 504-518.
Lumby, J., & Foskett, N. (2016). Internationalization and culture in higher
education. Educational Management Administration & Leadership, 44(1), 95-111.
Mackelprang, R. W., Salsgiver, R. O., & Salsgiver, R. (2016). Disability: A diversity model
approach in human service practice. Oxford University Press.
Peretz, H., Levi, A., & Fried, Y. (2015). Organizational diversity programs across cultures:
effects on absenteeism, turnover, performance and innovation. The International
Journal of Human Resource Management, 26(6), 875-903.
Taylor, T., Doherty, A., & McGraw, P. (2015). Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Wilton, N. (2016). An introduction to human resource management. Sage.

13HUMAN RESOURCE MANAGEMENT
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic
minorities in the EU. Routledge.
Young, W., Davis, M., McNeill, I. M., Malhotra, B., Russell, S., Unsworth, K., & Clegg, C.
W. (2015). Changing behaviour: successful environmental programmes in the
workplace. Business Strategy and the Environment, 24(8), 689-703.