IBU5HRM: Analyzing HRM Issues and Solutions for No Name Aircraft

This report analyzes the human resource management issues faced by No Name Aircraft, focusing on cultural diversity, lack of training and development for expatriate employees, and communication breakdowns. The analysis identifies problems such as resistance to change, declining product quality in subsidiaries, and discrimination in recruitment. Strategies for addressing these issues include implementing diversity management programs, providing comprehensive training and development sessions, and incorporating global performance management practices. The report recommends fostering a diversified workplace, improving communication, and ensuring fair recruitment practices to enhance organizational efficiency and profitability. Desklib provides a platform for students to access similar solved assignments and past papers.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Executive Summary
The report has helped in the analysis of the human resource management related issues which
have been faced by No Name Aircraft. The main issue was related to the cultural diversity
and no proper training and development related issues which have been faced by the
expatriate employees working in No Name aircraft. Furthermore, with the help of the
different kinds of training and development programs along with diversity training, it has
been helpful in improving the overall efficiency of the employees in a positive manner.

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Table of Contents
Introduction................................................................................................................................3
Analysis of Different Issues in Human Resource Management of No Name Aircraft..............3
Analysis of Strategies Used to Deal with Respective Issues.....................................................7
Analysis of Diversity Management and Training and Development.....................................7
Analysis of Hofstede’s Model................................................................................................8
Recommendations......................................................................................................................9
Conclusion................................................................................................................................10
References................................................................................................................................11

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Introduction
The report has helped in the analysis of the different issues faced by the company No
Name Aircraft that has affected the overall efficiency of the company in a negative manner.
As commented by Strohmeier and Piazza (2013), the different individuals are the most valued
assets of the company who are employed at work and it will be helpful in achieving the
different goals and objectives in a positive manner. As the consultant of International Human
Resource Management, the different issues in the overall management of the company No
Name Aircraft wherein there are different kinds of concerns of the individuals in the
organization which affected their morale in performing the different activities.
The main problem which has been analyzed is relating to the expatriate employees as
they faced cultural issues and it affected their morale in performing the different activities.
Lastly, the recommendations are required to be provided wherein proper and efficient
training of the expatriate employees to provide them with the scope of the work in the
subsidiaries of the company such as China, Vietnam and Singapore.
Analysis of Different Issues in Human Resource Management of No Name Aircraft
From the analysis of the case study, it can be identified that there are different kinds
of issues which are creating direct implications on the organizational profitability and
profitability. Moreover, if the problems are not addressed, it will lead to the takeover of the
company if they are not addressed properly. The prime problems which are faced by No
Name Aircraft is within the human resource management activities which included the
problems related to the cultural issues and there was no such diversity in the workplace.
Moreover, it was being found that there was no such proper training and development of the
employees who are the expatriate which created huge issues in the organization culture. As

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per the culture is concerned, there was huge communication gap which created breakdown
among the teams and it affected the entire management of the company in a negative manner.
The different employees working in the organization has explained that achieving
some level of efficiency in the work environment will be equal to achieving the overall
efficiency. The main focus of the different employees in the company was relating to the
direction towards the resistance to change and they were not ready to adopt the different
changes which are new as well as innovative. In addition, the breakdown in the process of
communication is the other aspect in the No Name Aircraft has been influencing the
headquarter along with subsidiaries negatively. In the past, No Name Aircraft was known for
the different sale of the high-quality products, however presently, there has been decline in
the quality of the products which are sold by them and the main reason was due to the
communication barrier in the entire company.
The huge reduction in the quality of the products were related to the subsidiaries of
the company such as in Vietnam, China and Singapore. However, on the contrary, the spare
parts of the different aircraft related products were sold and manufactured in China as well as
Vietnam and it was done properly, but they required post modifications after the delivery of
the same in clients. As the organization previously used to deliver the most superior quality
of the products, therefore they have been able to gain high range of customers from both non-
governmental as well as governmental companies. The organization has been facing different
complaints due to the degraded quality of the products and the organization is facing various
warnings for not receiving partial payments along with quotations that is becoming the
liability of the company.
In addition, the communication gap between the different individuals in the
organization has been the other major factor which led to the negative rate of production in

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the organization. It was being seen that due to lack of coordination, the performance of
employees and the manufacturing of the products have been affecting in a negative manner.
Moreover, it was being seen that due to blockage in the process of communication, the
products were not being delivered to clients on time and it led to the complaints from the
different clients. In the other subsidiaries such as in China, Vietnam and Singapore, similar
issues were being faced by the company which was relating to the culture.
On the contrary, the other issues which were faced by the company was related to the
managing diversity in the workplace. In the workplace, the main aspect which should be
incorporated in the company is to treat the different employees equally as it is necessary in
avoiding the different kinds of age, gender along with race. However, in case of No Name
Aircraft, there was lack of diversity and it was not found in the company. As commented by
Storey (2014), the workplace was becoming intolerant in nature and there was biasness along
with differentiation within the team members that led to resentment of the different
employees.
As analyzed from the case study, it can be identified that the different senior level
employees were resentment towards the junior subordinates and employees as they had the
misconception that if the latter will be receiving more knowledge than the superiors, it will be
becoming the hindrance of the different senior employees working in the company.
Therefore, from the above, it can be identified and analyzed that due to the same, it affected
the overall relationship between the employers and employees working in the organization
and it created direct implications on the quality of the different products which were
manufactured by them in different subsidiaries. Additionally, it was being observed that in
the different subsidiaries of No Name Aircraft, there was no proper recruitment of the
different individuals who were eligible, however they were disabled in nature (Snell,
Bohlander & Morris, 2015).

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The discrimination in the process of recruitment which was done by the different
managers was restricting the overall improvement in quality of the workforce pool of the
respective organization. There was huge discrimination on basis of disability by the different
managers in China has overall probability of the different legal actions by the rejected
disabled candidate. As stated by Shaw, Park and Kim (2013), the human resource managers
of the company were not at all efficient in making different operations due to which there was
no such connection between the team members and the entire implication was on the
productivity of the company. Moreover, it was being found that the importance of diversity
was not being realized as well as appreciated by the company as well as human resource
manager. Due to the cultural aspects, there was discrimination between one another that
resulted in the drastic type of reduction of coordination between team members in the
particular job.
Furthermore, as commented by Renwick, Redman and Maguire (2013), there were
different issues which were arising in relation to the appraisal of the different employees. The
review relating to performance was the main aspect which should be considered as the critical
factor in making employees understand relating to the tasks performed by them and guiding
them to perform in a better manner. However, the performance reviews were maintained in
headquarters situated at Australia and it was not being maintained in other subsidiaries. As
mentioned in the case study, it can be noticed that the different employees who were shifting
from one subsidiary to the other, they faced various cultural issues and there was lack of
formal performance appraisal as well (Al Ariss, Cascio and Paauwe, 2014). Moreover, it was
being noticed that the decision which was being maintained in the head office was not being
followed in subsidiaries and it led to issues in productivity.
As commented by Purce (2014), relating to the training as well as development, there
was no such adequate training provided to the employees in the organization who were

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expatriates and the HR department was not at all concerned relating to the provision relating
to the specific kind of training which should be provided to the employees. Lastly, from the
overall analysis of the entire case study, it was being noticed that the work force planning as
well as management were not at all systematic in nature and the employees did not have any
kind of knowledge relating to their career paths and growth in the company. The skills of the
employees were not being applied to the great extent and due to lack of professional level of
development, it created lack of profitability and productivity in the company (Nickson,
2013).
Analysis of Strategies Used to Deal with Respective Issues
From the analysis of the different issues which was being found from the case study,
it has been noticed that No Name Aircraft requires to accept as well as analyze the merits of
creating a workplace e which is diversified. As commented by Morgeson, Brannick and
Levine (2019), the subsidiaries as well as headquarter of the company needs to analyze the
benefits of the diversified workplace as it will be beneficial for the growth of the company.
Therefore, in such scenario, the diversity management is the first and foremost aspect which
should be followed by No Name Aircraft to appreciate one another along with respecting all
the individuals without any kind of discrimination.
Analysis of Diversity Management and Training and Development
Moreover, in order to incorporate diversity management, there can be inclusion of
different training and development sessions which can be conducted wherein the different
employees will be trained and it will be helpful in making them realize the importance of
cooperation in the workplace. In order to gain the productivity in the workplace, there can be
inclusion of various on the job and off the job sessions which will encourage employees to
have better as well as effective communication and it will be reducing the misconceptions

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regarding the cultural incompetence in relation to work (Kramar, 2014). There can be
different sessions which will be helpful in making employees understand relating to the
importance of innovation in organization and the different ways through which the changes
can be helpful in bringing out the best output from the individuals in the work performed by
them.
Furthermore, there can be incorporation of the different recreational as well as leisure
related activities wherein the employees will be taking part. The regular training and
development of the employees will be appropriate for providing them with knowledge on
cultural diversity aspect and it will help them in bonding with one another. There can be
introduction of global performance management related practices that is crucial in fulfilling
regulatory as well as legislative standards of the different countries in which the company is
operating (Kehoe & Wright, 2013). The experimental methods related to training will be
helpful for the expatriate employees to become functional. The different workshops as well as
practical experiences will be appropriate in reducing the different chances of occurrence of
previous issues and it will be helpful for them in becoming successful.
Analysis of Hofstede’s Model
In addition, the management of the company requires to analyze the different cultural
aspects of the company which will be helpful in creating a proper framework that will not be
having organizational hierarchy. The company can engage the different systems related to
reward which will be based on performance of the employees as it will be encouraging the
employee’s performance both collectively along with individually as well (Albrecht et al.,
2015). Due to the same, there can be creation of the healthy level of competition and
cooperation among the team members in the teams of No Name Aircraft. The management of
the company No Name Aircraft requires to incorporate various patterns that are appropriate

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for providing incentives to the members in company belonging to the different kinds of
generations (Griffin, 2013).
The gap in the process of communication can be bridged well through the different
incorporation of the strategies such as the diversity management training that will be helpful
in managing the different cultural parameters such as greeting style of the individuals and it
would be helpful for the expatriates which will be helpful for improving the overall efficiency
of the company and the members can be motivated as well (Gatewood, Field and Barrick,
2015). The diversity related management training and development can be helpful and play a
beneficial role in appreciating and motivating the employees who are expatriates as it will be
helping them in achieving the organizational goals and they will be feeling that the company
is valuing them and their efforts. The bridge in the communication gap can be effective in
improving the quality of the products which are being manufactured by the company and it
will be enhancing their morale in performing the activities appropriately and in a positive
manner (Alfes et al., 2013).
Recommendations
There are different kinds of recommendations which can be provided to the company
as it will be appropriate for handling the issues and it will be apt in managing the positive
workplace culture as well. No Name Aircraft Company requires to design the performance
appraisal system in such a manner which will be considering the different dimensions of the
culture which will be enhancing the vision and objectives of the company appropriately
(Anderson, 2013). The adequate amount of training is the most effective technique for the
expatriate employees for making them understand the importance of cultural diversity and its
importance in achieving the goals (Dries, 2013).

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There can be incorporation of the performance appraisal related programs which will
be helpful in evaluating the performance on the regular basis of the employees. Furthermore,
the generation of effective system related to feedback from the appraisers of the company can
be incorporated as it will be enhancing the productivity of organization at global level
(Cascio, 2013). The effective tools of communication can be incorporated as it will be helpful
in gaining effective and sustainable level of communication between expatriates and
employees to have effective communication among employees (Cascio, 2015).
Conclusion
From the overall analysis of the case study, it can be concluded and inferred that the
company No Name Aircraft have faced several issues related to the international HRM which
was caused due to the different kinds of perceptions of the employees in the various
subsidiaries. The proper analysis of the issues relating to HRM helps in reflecting that the
entire management of the company could have formulated efficient as well as better
strategies for mitigating the different cultural issues among the different employees which
will be helpful in bridging the communication gap between the employers and employees
present in the market.
The mitigation of the different cultural issues of the different employees can be
improved through incorporation of the proper trainings and diversity management
development that helped in solving the different problems in a proper manner. Furthermore,
the analysis of the case study has been able to analyze the importance of the performance
appraisal system along with cultural diversity which could have been designed by No Name
Aircraft can be reflected. In order to sustain the global market, the organization requires to
analyze the importance of human resource management aspects.

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References
Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and
future research directions. Journal of World Business, 49(2), 173-179.
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015).
Employee engagement, human resource management practices and competitive
advantage: An integrated approach. Journal of Organizational Effectiveness: People
and Performance, 2(1), 7-35.
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived
human resource management practices, engagement and employee behaviour: a
moderated mediation model. The international journal of human resource
management, 24(2), 330-351.
Anderson, V. (2013). Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill
Education.
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.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Dries, N. (2013). The psychology of talent management: A review and research
agenda. Human Resource Management Review, 23(4), 272-285.