Himalayan Air: HRM Strategies to Resolve Global Business Issues Report

This report provides a comprehensive analysis of the human resource management (HRM) challenges faced by Himalayan Air, an international airline operating in multiple countries. The report identifies key issues such as communication breakdowns, negative company culture, poor quality control, lack of team coordination, diversity and inclusion shortcomings, inadequate HR practices, insufficient performance management at subsidiaries, ineffective decision-making processes, and a lack of employee training and management development programs. The report then proposes a series of HRM strategies to address these issues, including implementing clear HR rules and regulations, establishing regular communication meetings, fostering cultural diversity, enhancing training and development programs, ensuring compliance with international laws, improving performance management at subsidiaries, and promoting effective decision-making. Finally, the report presents an implementation plan designed to guide the company in resolving these challenges and improving its overall performance. The primary focus of the proposed solutions revolves around enhancing communication to address the identified issues.

Running Head: Human Resource Management In Global Economy
Human Resource Management In Global Economy

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Contents
Introduction......................................................................................................................................2
Overview of the company................................................................................................................3
Issues in the Himalayan Air.............................................................................................................3
HRM Strategies to deal the issues of company...............................................................................6
HR rules and regulation...............................................................................................................6
Schedule of Communication meeting and session......................................................................6
Cultural diversity.........................................................................................................................7
Training and development...........................................................................................................7
Compliance with International Laws...........................................................................................8
Evaluation of the Performance management at subsidiary..........................................................8
Effective decision makings..........................................................................................................8
Plan for Himalayan Air....................................................................................................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

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Introduction
The report is based on the case study of the No Name Airline. It shows the issues and problems
faced by the company. Being an international Human Resource Management consultant, the
report shows the resolution how the human resource management deals with the issues so that
the issues will not occur in the airline company again. Being an international Human Resource
Management consultant, an implementation plan is suggested to the company. The
recommendation in context to the situation of the company is discussed in the report which needs
to be considered by the company to bring the improvement in the situation that company is
facing. The name that I have given to the airline is ‘HIMALAYAN AIR’.

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Overview of the company
The company is manufacturer and seller of the aircraft in approximately 50 countries. The CEO
Adam O’Meara said that they are willing to enhance the profit of the company. The company
decided to maximize the shareholder's return on investment. The company is operating the
subsidiaries in China, Singapore, and Vietnam. The headquarters of the company is situated in
Australia. The parts of the aircraft are produced in China and Vietnam along with this aircraft
assembling process will take place in Singapore and Australia.
Issues in the Himalayan Air
Each and every company in the 21st century is willing to expand the business globally but
nowadays company is facing issues related to the management which need to resolve by the
Himalayan Air to work efficiently (Brewster, and Hegewisch, 2017).
Lack of Communication- The breakdown of the communication is among the integrated teams
and the management is the most crucial issue which is faced by the company. Communication
among the teams is just to avoid the failure of the work. The communication problem is a
combination of the laterally and horizontally, the staff members said that they don’t receive any
adequate instructions (Shockley-Zalabak, 2014). The manager present at the headquarters is
responsible for the communication between the headquarters and its subsidiaries.
Culture- The culture of the company is very negative this is the workers adopted the slogan
“near enough is good enough”. The culture shows that the employees will resist to the changes
taking place in the company. This culture increases the gap between the subsidiaries and the
headquarters of the company.

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Poor quality- The quality is one of the major and crucial problems faced by the Himalayan Air.
The aircraft require some of the changes even after the delivery, the customers, governmental
and the non- government are complaining in regards to the quality delivered by the company
(Goetsch, and Davis, 2014). The shareholders of the company have given the warning to bring
the improvement in the quality of aircraft in next six months.
Lack of Team coordination- Lack of team coordination is the reason behind the difficult that
the company is facing in terms of quality. There is a different team who are responsible for
different work while assembling the aircraft the lack of coordination among these teams
enhances the difficulty level (Cardon, and Marshall, 2014). Each team is specialized in the work
they are doing, lack of working relationship makes the team suffer.
Diversity- Each and every company in the today’s world follow diversity management. In
Australia, the company did entertain the employees from the diverse generations. In China
subsidiary, the company avoided recruiting the people with disabilities. The managers were
ignoring the applicants of the employees with the disabilities doesn’t matter they were having
more required skills as compared to the others (Banks, 2015). CEO of the company found the
consequence of legal action by rejecting the candidate with a disability.
Lack of HR practice- The Company faced issue related to the HR practice because there were
no clear set of practices conducted by the human resources team of the Himalayan Air. The staff
members of the company are getting influenced by the perception of each other (Armstrong, and
Taylor, 2014). Over here, the HR has to show their role by making them understand the
importance of the perception.

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Lack of Performance management at subsidiary- The Himalayan Air Company only performs
the international performance management at headquarters. The HR of remaining subsidiary
does not conduct any performance review at other subsidiaries. The evaluation of the
performance of the employees is must at the subsidiary, considering the performance the
employees the company should give appraisal to the employees (Kawai, and Strange, 2014).
Though, at Himalayan Air, there is no appraisal given to the employees for their work.
Lack of decision making- The decision of the company took place in Australia because they
have to face the high cost and high expectations. Australian company does not consider the
factors that affect the working of the company. These decisions create an impact on the
subsidiaries working and they feel overburden this is the reason they are not able to bring the
improvement in the work they are delivering.
Lack of training- The employees working in the company faced lack of training facility which
is becoming a huddle to achieve the goals and meet the expectations of the company. The
company should facilitate the expatriate training to the employees leaving Australia to work in
China, Vietnam or Singapore. The HR of the company refer to take the online training if they
want, there is no feedback given to the employees. For instance, a mechanical engineer Alice
Morgan, told about the shifting of the place to Singapore, she was expecting training form the
company side but no training was provided to her about the surroundings. It took a long time to
her to get familiar with the place where she has to work.
Lack of management development programs- Management development plans work to
identify and to recruit the potential managers and to develop their skills and knowledge which
helps in achieving the goals of the company. This lack of management development programs

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has meant that the employees reserved by a company for the promotion have been poached by
the other companies.
HRM Strategies to deal the issues of company
The Human resource management plays a vital role in working for the company. The issues
discussed in the case study shows that the HR need to make strategies and need to deal with the
issues to improve the working of the company. The CEO of the company has to understand the
issues that the company is facing and then they have to make the HR team who can actually take
care of the issues and follow the strategies that help in resolving the issues of the company
(Morden, 2016). The implementation of the strategies will help the Human resource management
team to deal with the issues.
HR rules and regulation: - The HR of the company should follow the proper rules and
regulation so that they can treat employees equally. The employees of the company are
influencing the other employees for making the negative perception. This will help the HR to
take the right step to overcome the issues faced by the company (Gabriel, Cheshin, Moran, and
van Kleef, 2016).
Schedule of Communication meeting and session: - The HR of the company should
schedule the meeting and session which help the employees to perform the act of
communication. The need for the effective communication is laterally and horizontally. The lack
of communication is not from the employees but also from the management side. The HR of the
Headquarters has to enhance the communication between the headquarters and its subsidiaries.
The HR should use the digital communication such as e-mail, video conferencing, and Skype;
this helps the company in enhancing the communication among the teams. The meetings and

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sessions with the manager on the scheduled time will resolve the problem of the lack of
communication with the managers (Garvey, 2014). This communication will lead to the staff
engagement which is helpful or the coordination among the team. The understanding among the
team members will lead to the better coordination. Effective communication can easily resolve
most of the problems faced by the company.
Cultural diversity: - The HR of the Himalayan Air need to understand the changes required
in the culture of the company. Considering the international environment the HR need to
maintain the diversity culture. The subsidiaries of the company are at different places so a
company can get to know about the cultures of the different places (Hays, 2016). The HR of the
company needs to improve the culture of the company and have to bring diversity into the
culture.
Training and development: - The case study clearly shows that there is lack of training and
development of the employees. The training programs need to be conducted by the HR of the
company which helps the employees in developing the skills and capabilities to bring the
improvement in the work. The absence of the training and development sessions will create the
problems of the employees as they will not be able to perform the task effectively and efficiently
this how they will not be able to achieve the goals of the company. The customers of the
company are facing the problem related to the quality. Once the employees will be trained they
will be able to enhance the quality in their work (Ford, 2014). The improved quality will
facilitate the customer satisfaction which will reduce the complaints regarding the quality. The
HR should facilitate the training to the employees who are shifting to the different branch so that
they can easily settle at a new place.

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Compliance with International Laws: - Company is expanding the business
internationally so this is the duty of the HR to make sure each legal law is fulfilled. The company
is avoiding the application of the disable people which should not be done by the company. The
HR plays an important role in hiring the employees having skills they should not consider the
disability of any person (Paust, 2017). This issue will lead to the emergence of the legal issues
that can create an impact on the company.
Evaluation of the Performance management at subsidiary: - The subsidiaries of the
company are facing the issue related to the performance management. The HR of the company
should make sure that they conduct the performance management review as it is important for
the employees as well as for the company. Evaluation will help the company to identify the
amount for the appraisals (Chen, and Fong, 2015). The employees of the company will get to
know about the skills they are lacking to achieve the promotion, through management
development programs employees will be able to develop the skills.
Effective decision makings: - The managers of the company have to take the proper
decision considering the environment creating an impact on the business. The HR of the
company should make the manager understand whatever decisions they will make at the
headquarters will affect the subsidiaries working as well (Pettigrew, 2014).
These HRM should ensure that with the implementation of these strategies will reduce the
problems in the organization. The action of the HRM shows that with the implementation of the
strategies the problems are not going to be repeated in the organization. The main focus of the
HR is on Communication which resolves most of the issues faced by the company.

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Plan for Himalayan Air
The implementation plan is shown below which helps the company in eliminating the issues.
The implementation plan plays a vital role, it guides being a consultant how issues can be
resolved.
The implementation plan starts with the identification of the root causes that create an impact on
the working of the company. Once the issues will be identified by the company then the
company need to evaluate the major issues. After the evaluation of the major issues, a company
makes the planning for the strategies that the company should implement to resolve the issues
faced by the company. The strategies discussed which show how the HR deals with the issues
are those strategies which can be implemented by the consultant to resolve the issues faced by
the Himalayan Air. Once the planning of the strategies and the selection of the strategies will be
completed then there is need to implement the strategies (Woodrow, and Guest, 2014). After the
implementation of the strategies, the consultant checks that the strategies are effective for
resolving the problems or not. The manager should identify the loopholes in the strategies if they
Identifictaion of
the root cause
Evaluation of
major issues
Planning for the
Strategies to
resolve the issues
Implementation
of the Strategies
Evaluation of
effectiveness of
the Strategies
Identifying the
loop holes in the
strategies
Removal of the
loop holes
Taking feedback
from the
employees
Implemneting
the feedback

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are not able to see the effectiveness of the strategies, removal of the loopholes will help in
resolving the problems. The company should take the feedback from the employees in regards to
the changes in the organization and the removal of the issues from the organization (Pettigrew,
2014). The company can implement the changes suggested by the employees of the company.
It is recommended to the company to seriously follow the plan which helps the company in
eliminating the issues from the company. Being a consultant, it is recommended to the company
to implement the plan not only in headquarters but also in subsidiaries of the company. The
involvement of the HR and the employees of the company is a must while implementing the
plan. It is suggested to check the benefits of implementing the plan in the organization. Before
implementing the plan the company should form an effective communication in the organization.
The lack of communication in the organization might create a problem for the Consultant in
analyzing the situation of the company.

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Conclusion
The report throws light on the issues highlighted in the case study of the No Name Airline. The
company is having subsidiaries internationally. The company is dealing with many problems not
only in headquarters but also in subsidiaries. Considering the international environment the
human resource management implemented few strategies to deal with the issues faced by the
company. Being a consultant it is suggested to the airline company to implement the plan to
resolve or to eliminate the issues faced by the company. The implementation plan needs the
involvement of the HR so that the company will be able to satisfy the employees and will be able
to retain them in the organization.

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Banks, J.A., 2015. Cultural diversity and education. Routledge.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human
Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cardon, P.W. and Marshall, B., 2014. The Impacts of Team Listening and Unscheduled
Meetings on Team Coordination. Studies in Media and Communication, 2(2), pp.107-117.
Chen, L. and Fong, P.S., 2015. Evaluation of knowledge management performance: An
organic approach. Information & Management, 52(4), pp.431-453.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
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performance and customer service through human resources practices: A systems
perspective. Human Resource Management Review, 26(1), pp.14-24.
Garvey, W.D., 2014. Communication: the essence of science: facilitating information
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Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence.
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Shockley-Zalabak, P., 2014. Fundamentals of organizational communication. Pearson.
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