Human Resource Management Analysis: No Name Aircraft Case Study Report

This report provides a comprehensive analysis of the human resource management (HRM) issues at No Name Aircraft, a global company facing significant challenges in its operations across multiple countries. The analysis focuses on key areas such as cultural issues, training and development deficiencies, performance management problems, and diversity management concerns. The report identifies communication breakdowns, negative work culture, and lack of employee integration as critical issues affecting the company's performance and profitability. It delves into the root causes of these problems, providing a detailed examination of the company's current HRM practices. Furthermore, the report offers specific, actionable recommendations to address the identified issues, including strategies for improving employee training, fostering a more positive and inclusive work environment, enhancing performance management systems, and promoting diversity within the workforce. The report concludes with an action plan outlining the steps needed to implement the proposed recommendations and achieve the desired improvements in HRM practices at No Name Aircraft. The report also provides the recommendations for training and development, cultural issue management, diversity issue management and performance management issues. The report also provides the action plan for the company.

Human Resource Management

Management 1
Executive Summary
The main aim of this paper is to understand the concept of “Human Resource Management”.
Human resource management is the process of managing the different activities of the company
such as recruiting, planning and organizing. In this paper, the case study of “No Name” Aircraft
has been studied to evaluate the issues and develop the recommendation on it. It has been found
that the company faces the issues such as performance management, cultural, diversity, and
training and development. It is recommended that the human resource department of the
company has to take initiative to maintain to eliminate the issues such as organizing events,
training and development program, and the others. It helps to reduce the issues and achieve the
high success in business.

Management 2
Contents
Introduction......................................................................................................................................3
Issues................................................................................................................................................3
HRM Responsibility to Deal with the Issue....................................................................................6
Recommendation.............................................................................................................................8
Recommendation for training and development issue.................................................................8
Recommendation for Cultural Issue management.......................................................................9
Recommendation for Diversity issue...........................................................................................9
Recommendation for Performance management issue................................................................9
Action Plan.................................................................................................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

Management 3
Introduction
Human Resource Management is the procedure of managing the employees. There are
numerous duties and responsibilities of Human Resource are selecting, recruiting, imparting
training and development, inducting employees, appraising the performance of employees,
motivating employees, providing orientation, setting compensation and providing benefits,
maintaining proper relations with employees and ensuring employees safety, welfare and
healthiness (Reiche, Harzing, & Tenzer, 2018). Human resource management contains various
functions such as controlling, directing, planning and organizing. It is a continuous process that
cannot stop and each department depend on human resource management department (Bratton,
& Gold, 2017). It is required for the company to implement the HR policy in order to favour the
employees for success. In this paper, the discussion is made on the topic of “human resource
management”. In order to evaluate the human resource management, the case study of “No
Name” Aircraft will be analysed. The main motive to examine the case study is to identify the
issues related to human resource management such as diversity management, performance
management, training and development. After evaluating the issues, recommendation will be
given to reduce the issues.
Issues
Cultural issue
According to the case study, it is observed that the communication is main reason of
decreasing the integration among teams. The employee of the company does not perform the
services effectively and smoothly. The conflict is the major issue of the company affects the

Management 4
performance of the employees. In the organization of “No Name” Aircraft, there are two sub-
design teams such as 9 people and 11 people. The conflict has been arises in both the team due to
lack of integration among them. It is difficult for the employees to perform perfectly without any
coordination. Lack of coordination or communication between the two teams affects the
performance of subsidiaries companies as well (Woodside, 2017).
Training and development
Training and development is the other issue in the “No Name” Aircraft organization as
the employees does not able to perform their responsibilities effectively. As per the case study
analysis, the company transfers their employees from one place to another in order to handle all
the activities. But it has been found that the company does not provide training to employees so
that they understand the activities of the different branch. One of the employees of the company
has been transferred from Australia to Singapore for work force but due to lack of training or
introducing with the new environment, everyone performing their work with the different style
and techniques which also raise the challenge for employees to perform their services effectively
and smoothly. Lack of quality and lack of systematic work are the main challenges that have
been arise due to improper training and development program (Stewart, & Brown, 2019).
Performance management
It has been analyzed that “NO Name” Aircraft headquarters is in Australia and the HR of
Australia always take care of employees. HR of Australia gives the feedback as per their
performance. It not only gives feedback but also gives the promotion on the basis of their
dedication and performance which encourage them to perform more responsibilities. But it is
also found that the subsidiaries company does not perform these activities means does not give

Management 5
any feedback and also not review their performance due to which the quality of work has been
reduces. Apart from it, it is observed that the headquarters take the decision regarding all the
activities of organization and also take decision for subsidiaries as well. It is the responsibility of
the subsidiaries companies to follow their decision but it is noticed that the conflict has been
arises among them due to which the performance of employees has been decreases (Van Dooren,
Bouckaert, & Halligan, 2015).
Diversity management
Diversity management is also an issue in the organization due to which the performance
and quality of services has been decreases. There are several issues that the company faces due
to improper policies and regulations. It has been found that he people came from different places
with the backgrounds in order to do work together but due to generation gap, gender inequality
the employees face the challenges. It is observed that the senior employees of the company are
not interested in performing their responsibilities with the interns and juniors due to generation
gap. The conflict and communication gap are the issues those are arises among the members of
the organization just because of their behavior. People also have different opinion and perception
regarding the roles and responsibilities which also raise the lower quality issue. It is also very
difficult for management to take the decision regarding the employees as they do not reach at a
single conclusion (Sparrow, Brewster, & Chung, 2016).
Apart from it, hiring process of the company are also becomes the barriers in order to
attain the high brand image in the market or to achieve the high objective. The company does not
hire the disable people in China but they are highly talented and dedicated for their work as
compare to the other workers. The discrimination among employees related to physical abilities

Management 6
may not only decrease the brand image of the company but due to not hiring the high skilled
employee, the quality issue has been arises (Bailey, Mankin, Kelliher, & Garavan, 2018).
HRM Responsibility to Deal with the Issue
There are various issues that has been arises in the company such as cultural, diversity,
performance management and training and development. It is essential for the human resource
department of the company to reduce these issues in order to maintain the balance among them.
There are various techniques and method that human resource department has to adopt to
develop the healthy environment of the organization by eliminating the issues (Noe, Hollenbeck,
Gerhart, & Wright, 2017). The issues can be deals by the human resource department of the
company are discussed below:
Dealing with the Cultural Issues
According to the case study of the company, it has been seen that the company also face
the cultural issues as the conflict has been arises among the team members or in team. There is
lack of coordination and communication among the team members due to which the chances of
facing the conflict challenges has been arises. The human resource department of the company
can implements the new rules and regulation for employees so that the conflict has been reduces.
It has to assigned the different duties to teams so that the decision taken by both the team are not
relies on each other and the issue of conflict has been reduces in the organization. The human
resource department can also organize the programs for interaction of employees with each other
due to which the healthy environment has been developed. The events and parties are the best
technique to reduce the issue for the company (Shepherd, et. al, 2019).
Dealing with Training and Development issues

Management 7
As per the above discussion, it has been found that there is lack of training and
development program facilities in the organization that are required to provide for high quality of
services. It is required for the company to provide the training to employees while transferring
from one place to another in order to make the comfortable in new environment. The human
resource department of the company has the responsibilities to aware the employees related to
the environment, policies, operations and the others in order to introduce with new environment.
Apart from this, HR department has to train the new employees according to their jobs and
responsibilities so that they perform their duties and responsibilities effectively and smoothly
(Lim, & Lee, 2019).
Dealing with the International Performance Management issues
According to the above discussion of the case study, it has been found that the company
also faces the challenges related to performance management. It is observed that the human
resource department of the subsidiaries companies does not provide or evaluate the performance
of employees. It is the duty of human resource department to review the employee’s performance
and appreciate them accordingly so that they encourage performing their responsibilities
effectively. By motivating the employees in order to perform their responsibilities helps to
enhance the performance of employees that improves the quality of services.
Dealing with the Diversity Issues
According to above discussion, it has been seen that the company also face the issue
related to diversity management. It is observed that the senior managers of the company do not
work with their junior members just because of different opinion towards the work. People have
different lifestyle due to different nation and culture but they came to do their work together. In

Management 8
this scenario, human resource department has to develop the policies for communication between
the members and also make sure that there is not violation of the policy to disrespect any
employee of the organization. Each and every member of the organization should be equal so
that the senior and junior work together instead of separately (Harvey, & Allard, 2015).
It has been seen that the disable people face the challenges as the hiring process of the
company as they does not hire the disable people. The human resource department has to take
initiative in order to hire the talented employee’s weather he/ she is physical disable. It has to
appreciate the talent instead of physical appearance due to which the brand image of the
company has been improved in the market as the employment has been increases and also the
quality of services is also improved due to highly talented employee hire by the company. These
initiatives taken by the company may reduce the issues of the organization which may help to
attain the success in business (Joshua-Gojer, Allen, & Huang, 2019).
Recommendation
Recommendation for training and development issue
Training and Development programs
Training and development programs of the company have to set targets so that the
employee will achieve the goals with the high quality of services. HR also has to take care of the
issue and organize the training and interaction events in order to understand the roles and
responsibilities of an employee which he/she has to be performed in new environment while
he/she transferred from one place to another (Arnaboldi, Lapsley, & Steccolini, 2015).

Management 9
Recommendation for Cultural Issue management
Entertainment Activities
As discussed above, the HR department of the company has to organize the entertainment
events in order to enhance the interaction in the society such as parties, family events, and the
others. These events help to enhance the interaction among the companies so that the conflict
among them has been decreases (Woodside, 2017).
Recommendation for Diversity issue
Recruitment process
It is recommended that the company has to improve its recruitment process as it has to
implement the talented approach instead of physical appearance (Cascio, 2015).
Events and Parties
The company also has to organize the events and parties in order to build the relations
among members. These events and parties build strong relation among employees due to which
the perception of senior to perform their duties differently will change to perform their
performances together (Manoharan, & Singal, 2017).
Recommendation for Performance management issue
Self-evaluation Method
Self-evaluation method is the other method that helps to measure the performance of an
employee. It is observed that HR fails to evaluate the performance of employees that is why; it is
suggested that the self-evaluation is the best technique to measure their own performance
(Audenaert, Decramer, George, Verschuere, & Van Waeyenberg, 2019).

Management 10
Action Plan
Activity Time period (in
months)
Authority Objective of Growth Concerned
Department
Recruitment
process
3 month Manager of
Human
Resources
Hire talented
employees
HR Department
Performance
Management
Every month Finance team Self-evaluation is the
best source to evaluate
the performance in
order to improve it.
HR Department
Entertainment
Activities
Once in a month
or in quarter
Human Resource
Manager
The main aim is to
build strong relation
among the members
Human
Resource
Manager
Department
Develop the
confidence of
investors
1 month All the managers
and directors
All Departments
of the companies

Management 11
Initiation of
training and
development
3 month Human Resource
manager or
trainers
The main objective of
this to tell all
methods and
techniques to perform
their services.
Human Resource
Department
Conclusion
At the end, it is concluded that “No Name” Aircraft will grow in the market if it eliminate the
issues from the organization. The case study has been analyzed in this paper and it is found that
the company faces the challenges related to diversity management, performance management,
cultural and training and development. By evaluating these issues, the recommendations will be
given that the human resource department has to implement to eliminate these issues from the
organization.