Human Resource Management Report: Issues in No Name Aircraft Company

This report examines the human resource management (HRM) challenges faced by "No Name" Aircraft, an international company operating in multiple countries. The report begins with an executive summary highlighting the key issues of cultural conflicts, training and development deficiencies, performance management problems, and diversity issues. The introduction defines HRM and its strategic importance. The case study analysis reveals specific problems within the company, including communication breakdowns, negative work culture, and a lack of training programs. The main body of the report addresses these issues, outlining the HRM department's responsibilities in resolving them. Recommendations are provided for improving training and development, managing cultural issues, addressing diversity concerns (including the hiring of disabled people), and dealing with performance management challenges. The report emphasizes the importance of HRM in enhancing employee performance, expanding the business, and improving the overall capabilities of the organization. The report concludes by summarizing the key findings and offering actionable solutions to the identified HRM problems.

Human Resource Management

Human Resource Management 1
Executive Summary
The main purpose of this report is to understand the responsibilities and duties of
human resource management. In this report, the case study of “No Name” Aircraft is taken to
analyse the issues related to the human resource management. The company faces the issue
related to diversity, cultural, international performance management and training and
development. The company has to organise the programs for the training and interaction for
the effective result. At the end, it is recommended that the company has to recruit the disable
people, organising the program and many others for expanding the business and enhancing
the capabilities.

Human Resource Management 2
Contents
Introduction...........................................................................................................................................4
Overview of the case.............................................................................................................................4
Issues.....................................................................................................................................................5
HRM Responsibility to Deal with the Issues.........................................................................................7
Recommendation.................................................................................................................................10
Recommendation for training and development issue.....................................................................10
Recommendation for Cultural Issue management...........................................................................10
Recommendation for Diversity issue...............................................................................................11
Dealing with the Performance management issue...........................................................................11
Conclusion...........................................................................................................................................12
References...........................................................................................................................................13

Human Resource Management 3

Human Resource Management 4
Introduction
Human Resource Management is the strategic approach to the effective management
of people in the organisation so that the organisation can gain the competitive advantage. The
approach is designed to maximise the performance of an employee in the services. HR
department is the only department that is responsible for overseeing the employee benefits. It
is require for the organisation to develop the HR policies in the favour of employee so that
they fills satisfied with their job and perform their services appropriately such as employee
recruitment, training and development, performance management, and reward system (Noe,
Hollenbeck, Gerhart, & Wright, 2017). In this report, the discussion is made on the topic of
human resource management. The case study of “No Name” Aircraft will be analysed in this
report in order to identify the issues of the organisation related to human resource
management.
The report is classified in three parts for the analysis. In the first part, the issues will
be identified. After that, the discussion is made on the strategies and methods that HRM
should adopt to resolve the issues. In the third part, recommendation will be given to
eliminate the issue from the organisation.
Overview of the case
No Name” Aircraft is the organisation of manufacturing the aircraft. The CEO of the
organisation is worried about the company profit. He thinks that the company requires the
shareholders to purchase the share and raise the capital. The company currently operates in
three countries such as China, Singapore and Vietnam. The company sell the aircrafts in the
50 countries around the world. There are numerous parts of aircraft that are produced in
China and Vietnam and design in Singapore. The company sent his employees to the other

Human Resource Management 5
countries for expanding the business. The issues are arises due to which the quality of
aircrafts are reduces. The government and the other companies are complaining the company
for the lack of quality of product. The various reasons are founded due to which the quality of
product is reduces such as cultural and diversity issue, training and development issue and
international human resource management issue. The issue among the employee affects the
employee and they did not perform well in their responsibilities. In the next section, the
issues will be discussed in detail.
Issues
Cultural issue
As per the case study, it has been seen that the organisation face the cultural issue as
the employees does not perform their services appropriately. It has been observed that the
employees that there are two departments in the organisation that design the aircrafts. The
quality issue is arises due to sub-design team. The No Name Aircraft is responsible for sub-
designed team of 9 people and another is responsible for 11 people. The conflict has been
arises due to lack of integration among the team. Integration is required among the members
in order to gain the success in the organisation. It is difficult for the team to complete the job
without the coordination among the employees. The both teams are not performing their
responsibilities as there is culture conflict among them. Lack of communication is also an
issue which is face by the employee while manufacturing the product (Bratton, & Gold,
2017).
Training and development
Training and development is the another issue which is face by the employee of the
organisation as they does not able to perform their responsibilities. It is required to organise

Human Resource Management 6
the training and development program in order to provide the training to employee for
effective services (Brewste, Vernon, Sparrow, & Houldsworth, 2016). As per the case study,
it has been observed that the organisation face the issue of lack of training program. The
employees who move from Australia to Singapore and China for work faces the training
issue. It is a difficult step for them to enter another place and do the work. There is no
training is provided to them to help to adjust into the new environment due to which the
people perform the work as per their own choices differently. The issue which is arises due to
lack of training faces by the organisation is lack of quality, lack of systematic work.
Performance management
There are numerous performance management issue faces by the company. The
performance appraisal is closely connected with the “No Name” Aircraft. It has been
evaluated that the HR in Australia gives the feedback and promotions to employees. But the
employee of the subsidiary companies does not provide the performance reviews to the
people. It is estimated that the performance of employees of subsidiaries companies is less as
compare to headquarters. The headquarters take the all decision regarding the organisation
and also gives the order to the subsidiaries companies that they follow it. The conflict arises
in the company as the subsidiaries implement the decision taken by the headquarters. It is
essential to measure the performances of the employees of subsidiaries companies in order to
evaluate their efficiency and capability to do the work (Arnaboldi, Lapsley, & Steccolini,
2015).
Diversity
There are various diversity issues which is face by the organisation due to lack of
proper policies and regulations. It has been seen that the people came in an organisation from
the different places and religion to work together. Diversity at the workplace is a beneficial

Human Resource Management 7
factor for the organisation to grow at the international market. In the case study, it has been
seen that the senior staff does not work with the interns and juniors due to generation gap.
The conflict and communication gap issues are arises among the employee that affects their
performances. The lack of interaction among the employees reflects that there is different
perception of employees towards the particular matter (Cascio, 2015). . It is difficult for the
management to take the decision as the employees did not conclude at a single decision.
The second issue at the workplace of No Name Aircraft is lack of recruitment of
disable people in China. It has been seen that the disable people does not hire by the company
even though their skills are above and beyond the other candidate. The discrimination among
the people in terms of physically is not the right decision for the company to grow in the
market. It has to hire the disable person as they have the above skills as compare to the other
candidates.
HRM Responsibility to Deal with the Issues
There are several issues which arise in any organization from which human resource
department has to deal. Some of the issues are studied they are described below and the
methods which can be used by the department in order to eliminate the concern as because
these concerns may affect the organization in its growth and productivity. The issues are
described below:
Dealing with Training and Development issues
According to the case study when an employee switches to a new organization from a
different location or organization he/she had to face many issues in which environmental
related, policy related, operations related etc. are included. The individual is not aware about
the environment of the company, he/she do not have any knowledge or experience about the

Human Resource Management 8
policies of companies than the person will face issues at work place and will not be able to
perform the tasks, that individual will not able to set the goals and cannot achieve any goals.
For this it is the key responsibility of the Human resource department to conduct the training
for those employees in which training is provide to such employees regarding the workplace,
policies of company, all the information which are connected with the compliance. Once the
employee transferred to operational tasks managers or supervisors not preferred to spend their
time to teach all these things to time as because they already have a lot of work pressure of
operations, hence human resource department plays a key role in training and development
program of any organization.
Dealing with the Cultural Issues
According to the given case study in which the discussion is about the culture
confliction between two teams due to which the production of the parts was affected, the
airlines companies ;both government and non–government organization they made complaint
about the quality of products. This issue was arise when the employees of different culture
get merged in the teams and conflicts begin in them, the coordination between them was
completely finished and that leads to the manufacturing of poor quality parts, the supervisors
were not able to resolve the concern. This issue can only be minimized by the department of
human resources. It is their duty to arrange the discussion session between the people of
different culture and also to manage the bonding between them so that there are no any
chance of clash between them which might affect the production of company and growth of
company (Hughes, 2019).
Dealing with the Diversity Issues
In the given case study when the people of different race, age, genders, physical
abilities are present in an organization and most of the times there are chances of clash

Human Resource Management 9
between them on certain issues which affects the production of company and also the person
who face the issue has to suffer from mental stress and also demotivation towards the work
place and job role (Hughes, 2019). The person with the physical disability has to face a lot of
concern at their work place they always get neglected by their supervisors and colleagues as
well. For this HR has to work without any partiality. They have to develop the
communication between them also he/she should make sure that there is no any violation of
the policy to disrespect any employee or candidate due to any of its factor related with the
personal life. It is the responsibility of HR department to maintain a professional decorum in
organization so that no any employee suffer with any issue which makes him/her
uncomfortable towards the work place, this factor also affect the status and value of the
company in market (Joshua-Gojer, Allen, & Huang, 2019).
Dealing with the International Performance Management issues
In this case study it was examined that performance of employee were measured in
headquarter of any organization and according to that decisions were made which should be
followed by all the subsidiaries of that organization, it was observed that performance of the
employee who works in the subsidiaries of any organization there performance were never
examined or measure which leads to lack in the motivation in employee and rise of clash
between the headquarters and subsidiaries employee with their work. So for this HR of the
company should decide that performance of every subsidiary should be considered and the
decision should be taken according to them and culture of that particular subsidiary which
will not affect any employee regarding the working profile and also the chance of clash
between employees will be minimized (Audenaert, Decramer, George, Verschuere, & Van
Waeyenberg, 2019).

Human Resource Management 10
Recommendation
Recommendation for training and development issue
Training and Development programs
HR should support the employee who is new to environment of the company by
providing the training related with the compliance, by providing them knowledge about the
mission and vision of the company on which they have to perform their task. HR should take
care of the issues and concerns of the employee related with the communication with other
employees or local workers by providing training on linguistics. The HR team should set
some goals to employee related with the work and make them understand about the working
techniques of the organization so employees may have a clear vision for job role and about
operation (Toole, Bull, Keegan, Goralewski, Griffiths, Hill, & Reinhard, 2019).
Recommendation for Cultural Issue management
Entertainment Activities
HR team should have to take care about the conflicts which might arises due to
difference in culture of employees as in any organization people belongs to different cultures
and sometimes due to any concern the clash between them may raise which affect the
productivity of organization. There should be some activity must arrange which allows
employee to understand each other, they may communicate with each other so no any
concern related with the culture can arise which affect the company in any way (Shepherd,
Willis-Esqueda, Newton, Sivasubramaniam, & Paradies, 2019).

Human Resource Management 11
Recommendation for Diversity issue
Recruitment process
The company has to change the recruitment process and should hire the disable
people. As per the case study, the company does not hire the disable people even they have
above skills as compare to the other candidates. It is suggested that the company has to hire
the disable people and allocate them task as per their capabilities and skills so that the no
problem will arise related to their health. They also help to reduce the challenges by
introducing the new ideas and perform their responsibilities appropriately (Harvey, & Allard,
2015).
Events and Parties
The company “No Name” Aircraft has to organise the events and parties so that the
employees interact with each other. The employee who moves from one place to another face
the challenge of generation gap at the workplace that is why; it has to organise the parties in
which they interact with each other for enhancing the team spirit (Manoharan, & Singal,
2017).
Dealing with the Performance management issue
Self-evaluation Method
The company has to adopt the self-evaluation method so that the every employee
measures their own performance and improve it. It is a fact that the performance of employee
enhance more effectively as compare to the other candidate because they improve themselves
as per their own weakness in performances (Van Dooren, Bouckaert, & Halligan, 2015).