Workplace HRM Issues & Solutions: A Report on Nura Headphones

This report examines the HRM-related issues within Nura Headphones, an Australian consumer electronics company. The analysis reveals that the company faces challenges due to inadequate employee training, leading to an unsafe workplace, unhappy employees, reduced productivity, and a lack of employee development. The report proposes solutions such as personalized training programs, micro-learning formats, and enhanced employee engagement strategies. It also emphasizes the crucial role of managers in monitoring training effectiveness, providing feedback, and fostering employee growth. By implementing these recommendations, Nura Headphones can address its current challenges, improve employee performance, increase sales, and enhance overall employee satisfaction. This document is available on Desklib, where students can find a variety of solved assignments and past papers.

Running head: BUSINESS MANAGEMENT
BUSINESS MANAGEMENT
Name of the student
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Executive summary
This paper sheds a light on the company, Nura headphones that have been recently facing
problems in the workforce because of the poor performance of the employees. This paper
provides the reason that has led to this grave problem in the organization and will provide the
effects on the employees due to the issue. The paper will provide probable recommendations that
will help in curbing and improving the situation in order to make the employees skilled that will
eventually develop the organization.

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Table of Contents
Background to Nura headphones.....................................................................................................3
Workplace situation of Nura headphones........................................................................................3
Issues that are faced by the employees in the Nura headphones.....................................................4
Unsafe workplace........................................................................................................................4
Unhappy employees.....................................................................................................................4
Reduced productivity...................................................................................................................5
Lack of development of the employees.......................................................................................5
Solutions to the issues and the role of the managers on the same...................................................6
Conclusion.......................................................................................................................................7

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Background to Nura headphones
The concerned organization, Nura, is a consumer electronics organization which is based
in Melbourne, Australia. The organization was established in the year 2017 with the objective of
developing personalized headphones with the objective of utilizing patented technologies that
measures the hearing sensitivities of the different users by monitoring autoacoustic emissions
(Campbell & Slater, 2018). The implementation of innovative technologies in the processes has
assisted the venture in developing the potentials of the same while operating in the different
markets. According to a report that was published in the year 2018, Nura was the only company
that added a software update with the objective of cancelling active noise (Shen e al, 2018). The
technological innovations that are commenced by the organization supported the same in
continuing with the efficiency of the operations in adherence to the demand of the customers.
However, there are certain issues that are being faced by the organization related to the people
management. Therefore, the following research will evaluate the issues that are being
encountered by the organization and thereby suggest recommended operations with the objective
of encouraging the involvement of the employees in the different practices.
Workplace situation of Nura headphones
The concerned organization, Nura Headphones encouraged innovative culture in the
workforce. The workforce of the company is positive and there is bond among the team members
that ensure positive team work that paves way for fruitful performance. However according, to
most of the staff members, the company conducted limited training activities for the employees,
which affected their skills of coping with the different changes that are being planned by the
venture for the different markets. Gomes & Wojahn, (2017) stated that the innovative culture and

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the type of governance of an organization assist the same in upholding the effectiveness of the
innovations. In this relation, the concerned organization developed a charismatic leadership style
for influencing the operations of the employees.
Issues that are faced by the employees in the Nura headphones
Nura headphones is a successful company however the company faces internal issues in
the workforce where it can be seen that the employees are facing issues due to the lack of proper
training which has a negative impact on the company as well. The problems that are faced by
the employees in the company are the following:
Unsafe workplace
It is an important and a legal obligation for organizations to provide the necessary safety
and health training to the employees of organization in the workplace. Nura headphones is a
headphone manufacturing company and there may be many problems in the factory and many
untoward situation may occur due to certain mistakes while manufacturing. Ignoring this may
lead the organization facing legal repercussions. This however impacts the employees more as
they are the ones who are at risk because of the uncertain accidents that may come up anytime.
Unsafe environments often decrease the morale of the employees which negatively impacts the
company as well as the employees (Raziq & Maulabakhsh, 2015).
Unhappy employees
Lack of efficient training often has a negative impact on the performance of the
employees. According to scholars, employees who are inadequately trained are most likely to
experience stress due to the work and also poor performance in the workplace (Smollan, 2015).
Due to the lack of proper training the performance level of the employees decrease and this often

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arises the feeling of undervalue and unhappiness among the employees of Nura headphones. In
order to be productive in the workplace the employees need to be positive rather than be filled
with negative feelings in the company.
Reduced productivity
In the age of digitalization and globalization the competition of brands and companies are
growing which has led the companies to resort to making innovations every day in order to
create a unique aspect that will help them gain a competitive advantage in the market (Vasiltsova
et al, 2015). This shows the importance of training programs in organizations that develop
employees with proper education and skills that helps in the productivity of the employees.
According to scholars efficient training programs for the employees facilitates the performance
of the employees and ensures enhanced skills and knowledge are developed in order to bring
positive changes in the way they work and also in the organization (Cohen, 2017). However in
Nura headphones, due to the lack of training the employees are unable to perform efficiently and
contribute to the organization that has led to the reduced productivity. It has been seen that the
most of the employees in the company are making the same mistakes and it has become difficult
for them to rectify their mistakes as they are unable to function properly. Repetitive mistakes in
the organization have become a problem for the employees as this has led to self doubt and has
led to the demotivation of the employees (Salleh et al, 2016).
Lack of development of the employees
Training programs have become a necessary aspect in an organization in order to develop
the skills of an employee which benefit the organization as well as the employees (Dhar, 2015).
Hiring of new employees constantly becomes a problem for the organizations in terms of their
budget as well as their time. It becomes important for companies to train employees in such a

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way so that they can grow in the organization itself in order to avoid hiring new employees that
becomes difficult for both the organization as well as the employees (Asfaw, Argaw & Bayissa,
2015). Lack of proper training programs affects the growth of the employees because of the lack
of efficiency and skills of the employees (Robertson et al, 2015). This has become a major
problem in Nura headphones as the employees are not well trained and do not possess the
enhanced qualities that are required for them to grow and acquire managerial or important
positions which has hindered the growth and the development of the employees within the
organization and personally as well. This leads to other problems like lack of promotion that
have demotivated the employees in the organization.
Solutions to the issues and the role of the managers on the same
In order to resolve the issues that are currently existing in Nura headphones, the company
needs to add a training program in their operations in order to develop and help the employees
grow in the organization. Employees are one of the most important resources and for the success
of an organization it is important to cater to the needs of the employees that ensure their
development and their well-being. The solutions to the issues of the organization are the
following:
 Introduction to personalized training programs- Every department has a different role to
play thus Nura headphones needs to introduce personalized training programs that will
employees to learn the skills that are necessary for their job role which will help in
enhancing their skill for better productivity.
 Micro learning formats- Use of micro learning formats like infographics, check lists and
short videos will help in engaging the employees and will help them in learning the skills
and gain knowledge faster.

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 Engage the employees- It is important to engage the employees on three main levels:
behavioral, cognitive and emotional. This will enhance their commitment and help in
retaining the knowledge. Discussion forums should be incorporated in the training
programs to engage the employees that will later help them in working in a team and
develop their interpersonal communication skills as well.
 Maintaining schedules- Nura headphones should consider a day in a week where the
training program will be conducted. The organization should not provide training after
work or during the work schedule which may demotivate the employees to learn
something. Maintaining a proper schedule and providing training on a separate week day
will motivate the employees to learn better for their development and make them attend
regular training programs.
 Role of managers- The managers need to make sure that the employees are attending the
training programs and need to make sure that the training programs are being conducted
in the given schedule. The managers have to monitor their learning and conduct a
feedback process in order to understand the issues that the employees are facing while
attending the training programs. The mangers need to monitor the performance of the
employees in order to understand and get an insight of the change in the performance of
the employees and the productivity of the employees. The managers needs to ensure the
development and the growth of the employees in the organization in order to motivate the
employees to learn and gain as much as knowledge and skill to grow and develop.
Conclusion
Nura headphones have been facing challenges in the workplace because of the poor
performance of the employees that has been negatively impacting the organization that has led to

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the poor sales of the organization. The reason assessed is the lack of training programs thus
incorporation of training programs in the organization will help the employees in developing
their skills and knowledge that will help the company resolve the issue that they are currently
facing. This will help the employees in improving their performance, help increasing the sales of
the company and will pave way for employee satisfaction. Adequate and sufficient training will
not only develop the employees for the organization but also help them immensely in their future
endeavors.

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References
Asfaw, A. M., Argaw, M. D., & Bayissa, L. (2015). The impact of training and development on
employee performance and effectiveness: A case study of District Five Administration
Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and
Sustainability Studies, 3(04), 188.
Campbell, L. J., & Slater, K. D. (2018). U.S. Patent Application No. 16/031,305.
Cohen, E. (2017). Employee training and development. In CSR for HR (pp. 153-162). Routledge.
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management, 46, 419-430.
Gomes, G., & Wojahn, R. M. (2017). Organizational learning capability, innovation and
performance: study in small and medium-sized enterprises (SMES). Revista de
Administração (São Paulo), 52(2), 163-175.
Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction.
Procedia Economics and Finance, 23, 717-725.
Robertson, I. T., Cooper, C. L., Sarkar, M., & Curran, T. (2015). Resilience training in the
workplace from 2003 to 2014: A systematic review. Journal of Occupational and
Organizational Psychology, 88(3), 533-562.
Salleh, N. S. N. M., Amin, W. A. A. W. M., Mamat, I., Jusoh, M. S., Kelantan, U. T. M., &
Abidin, P. S. M. Z. (2016). How Do Employee Readiness, Training Design and Work
Environment Relate to Transfer of Training in Public Sector? a Conceptual Framework.
In AND TOURISM RESEARCH CONFERENCE 20-22 APRIL 2016 (p. 108).

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Shen, S., Roy, N., Guan, J., Hassanieh, H., & Choudhury, R. R. (2018, August). MUTE: bringing
IoT to noise cancellation. In Proceedings of the 2018 Conference of the ACM Special
Interest Group on Data Communication (pp. 282-296). ACM.
Smollan, R. K. (2015). Causes of stress before, during and after organizational change: a
qualitative study. Journal of Organizational Change Management, 28(2), 301-314.
Vasiltsova, V. M., Dyatlov, S. A., Vasiltsov, V. S., Bezrukova, T. L., & Bezrukov, B. A. (2015).
Methodology of management innovation hypercompetition. Asian Social Science, 11(20),
165.

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Appendix
Interview Questionnaire
1. Do you think that your organisation has implemented effective human resource management
policies? Explain.
2. What are the strategies implemented by the organisation in effective engagement of
employees?
3. Do you think that organisation has developed effective training and development policies? If
yes, why?
4. Do you feel that the management develops customized training program based on the
individual needs of the employees?
5. What are the growth prospect for the employees in the current work setting? Do you think that
you can grow significantly as an individual in this organisational setting? Explain
6. Do you see yourself working here in the next five years? If not, why?