An Evaluation of Key HRM Aspects at No Name Aircraft - IHRM Course

This essay critically evaluates the human resource management (HRM) system at No Name Aircraft, focusing on four key areas: diversity management and culture, international performance management, training and development. The essay begins by identifying internal challenges within the company, such as communication issues, product quality concerns, and recruitment problems, particularly regarding discrimination and lack of diversity. It then delves into the theoretical underpinnings of each HRM area, mapping them onto the specific issues faced by No Name Aircraft. The discussion on diversity emphasizes the importance of a diverse workforce for innovation and conflict mitigation, highlighting the company's shortcomings in this regard. The analysis of international performance management addresses communication breakdowns and performance appraisal inconsistencies across the company's global branches. The essay also explores the significance of effective training and development programs, noting the limitations in No Name Aircraft's approach. The conclusion synthesizes the findings, and recommendations are provided to improve the overall HR system and address the company's challenges. The essay aims to provide a comprehensive understanding of the key HRM aspects and propose solutions for improving the organization's performance.

Running head: KEY ASPECTS OF HUMAN RESOURCE MANAGEMENT
Key aspects of human resource management
Name of the Student:
Name of the University:
Author Note:

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KEY ASPECTS OF HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................3
Diversity Management and culture:.......................................................................................3
Justification of maintaining the diversity:..............................................................................4
International Performance Management:...............................................................................5
Training and development:....................................................................................................7
Conclusion..................................................................................................................................8
Recommendations......................................................................................................................9
References................................................................................................................................11

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Introduction
No Name aircraft manufacturing company is suffering from different internal
problems like lack of communication between different teams working. Apart from that the
clients of the organization are fearing that the quality of the products are degrading.
Regarding this they have also warned the CEO of the company. The main challenge for the
CEO of No Name aircraft is to improve the quality of the products and provides better
customer services. Apart from that return to the shareholders is needed to be maximized in a
proper way (DeCenzo, Robbins & Verhulst, 2016). Moreover the organization is facing
serious problem regarding the recruitment of the candidates. It has been seen that the seniors
are not cooperative with the juniors while working in the project. The recruitment process in
China has raised certain amount of discrimination in the process. The candidates with
disabilities are not allowed to apply for the job in this organization which is not desirable.
Apart from that there is a problem regarding maintenance of diversity in the workforce
(Espino-Rodríguez & Ramírez-Fierro, 2018). In this situation the improvisation and the
evaluation of the current human resource system at No Name aircraft are needed to be done.
The context of the paper is to evaluate the different aspects of the existing HR system
in the organization through the four HR key areas- culture, diversity management,
International performance management, training and development.
The main objective of this paper is to understand the different aspects of existing HR
in the organization. In order to do this theories regarding the HR management has been
discussed (Allen et al., 2017). The mapping of those theories are done on the existing HR
system in No Name aircraft. On the basis of this mapping the key aspects of HR for No Name
has discussed. The conclusion is drawn from the facts discussed in the paper.

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However, there are some limitations in the discussion. The main focus of this paper is
on the HR system of No Name organization and the improvement of the overall situation of
the organization through the improvisation of the HR system (Johnson, Lukaszewski &
Stone, 2016). However, there are other aspects of the organization such as logistics and the
improvisation of the quality of the products those can be responsible for improving the
business situation for No Name organization.
The discussion has started with the introduction part where the brief description of the
background information are provided (Kühn et al., 2016). In the discussion part the key
aspects of HR in the No Name organization will be mentioned. After that the conclusion and
the recommendations can be drawn from the discussion.
Discussion
The main objective of the paper is to evaluate the four HR key aspects on the existing
HR system at No Name aircraft.
Diversity Management and culture:
In the era of globalization different people from different parts of the world come to
work at one place. It has been seen maintaining diversity is important for the enhancing the
quality of the product development.
The definition of diversity has been mentioned in different ways. It can be mentioned
that the concept of the diversity is complex and multi-dimensional. However, in general, it
can be defined that the diversity is the attribute that differentiate one person from another.
The diversity is the work place is important for the managing the work culture as the
people from different cultural background can have different moral values (Soosay et al.,
2016). On the basis of this cultural differences, employees in the workforce can deliver
different ideas for the production of the work. It has been seen that the diversity is related to

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the cultural background and the managing of the diversity of the workforce is one of the
aspect of HR system.
Justification of maintaining the diversity:
From the example of no Name aircraft, it has been seen that there is a lack of diversity
in the workforce. Apart from the cultural background, the difference in age can also be
counted in the diversity of the employees in the organization. It has been seen that the
employees in the No Name aircraft are not cooperative to each other (Budhwar et al., 2017).
The seniors are not willing to work properly with the junior employees. So, it can be said that
there is a lack of diversity in the organization. However, regarding the cultural diversity the
organization is currently not facing any problems. No Name has the simple policy of
respecting other employees of different ethnicity, gender, sexual orientation, physical abilities
and religious beliefs.
It can be said that the problem regarding the recruitment process for the organization
at China has faced problems as the recruiter there are not accepting the people with physical
disabilities for the work (Cummings et al., 2017). This has raised the issues. From this
incident it can be said that the diversity issues has not been maintained in a proper way. The
type of discriminations organization is following can lead to the legal issues in near future.
According to Nankervis, Baird & Shields., (2016) creativity and innovation can be
achieved through the diversity in the organization if the management of the diversity is done
in a proper way. On the other hand, the mismanagement of the diversity can cause different
issues like misunderstanding in the communication between different employees in the
organization. Conflict at workplace can happen if the diversity is not managed in a proper
way. The practice of diversity can be achieved through working together in harmony.

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The cultural diversity adds up values and quality in the products manufactured by the
organization. Apart from that proper management of the diversity will help to mitigate the
conflicts in the organization. In case, if the diversity is not managed in a diverse work force,
it can be seen that the misunderstanding between the employees may develop (Rastgoo,
2016). From this misunderstanding the lack of cooperation can occur like No Name aircraft.
It has been seen that the work force in the organization is facing problems regarding gender
gap and seniors are not cooperating with the juniors, there are discriminates during the
recruitment process in China. These are not considered as a good practice for maintaining the
diversity in the organization.
International Performance Management:
Managing performance is the process that indicates the scope for the continuous
improvement of the employees (Brocklesby, 2016). The evaluation of the performance is
based on the individual and corporate performance. This evaluation is done against pre-set
goals and organization targets. The global organizations which are popularly known as multi-
national organizations are operate all over the world (Haider et al.,2015). In this case, it is
important to evaluate the performance of the employees working at different branches around
the world. In case of No Name aircraft, the organization has beaches at Singapore, China, and
Vietnam. The main office of this organization is in Australia. Different parts of the aircraft is
manufactured at the offices of China and Vietnam. On the other hand, assembling of the
aircraft is done in Singapore and Australia.
In order to evaluate the performance of the international employees, maintaining the
communication is important. The issues regarding managing of the international employees
can be long term issues or short term issues.

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Both long and short term issues are present for the organization No Name aircraft.
One of the long term issue is that the Australian branch of the organization is not maintaining
the proper communication with other branches of the organization across the world and in the
office (Billings, 2018). Apart from that the employees at this branch are not motivated
enough and they think “near enough is good enough” which degrades the quality of the
products manufactured by this organization.
The short term problem are the problems those can be mitigated through taking the
proper measures (Rodriguez, 2019). It has been seen that the quality of the product parts
which are manufactured at China and Vietnam branches are degrading. Major clients of the
organization are complaining about the quality of the parts after the delivery of the final
products (Tariq, Jan & Ahmad, 2016). This can indicate that the employees from the China
and Vietnam branches are lacking the efficiency of performing well in the organization.
In order to improve the international performance of the business different positive
disruptions along with the improvement of the communications are needed to be done.
However, it has been seen that most of the employees in the organization resisting the change
in the management. Apart from that it has been seen that there is no integration between the
team so the flow of communication cannot be achieved in a proper way (Corin & Björk,
2016). Apart from that there is an issue regarding the performance appraisal. Review of the
performance is done by the office in Australia. However, the review in the subsidiaries are
not done in a proper way. Apart from that “No Name” is suffering from the performance
measures. It has been seen that surplus of the parts at different office of No Name is
affecting the
It can be said from the discussion that the international performance management is
important for managing the business which is operated globally. With the lack of proper

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international performance management, there can be misunderstanding and the flow of
communication cannot be achieved in a proper way. The example of the consequences for
not maintaining the international performance management can be seen at No Name aircraft.
The communication between headquarter at Australia and other branches at China and
Vietnam is not maintained in a proper way. Apart from that the intercommunication in the
organization is not implemented properly. This indicates the failure of the international
performance management (Pape, 2016). The consequences of this failure affects the quality
of the products manufactured by the organization.
Training and development:
Training and development of the organization is making the employees in the
organization familiar about handling the daily functionality of the organization (Schultz &
Van der Walt, 2015). In this case, it can be said proper training to the employees in the
organization will improve the overall performance and quality of the products manufactured
by the organization.
While providing the training and development, the organization should be concerned
about the need of the employees in the organization. Apart from that the organization should
be aware that each of the employees round the world is getting the same benefits as required.
It has been seen that at No Name expatriate leaving Australia to work at Singapore or China
is limited to half day. The training can be provided through the online resources. It has been
seen that the surroundings of the employees plays an important. According to some of the
employees at No Name, the new surrounding at new office at different part of the world is a
constraint for them. Apart from that there is a difference in the way of working at different
branches of No Name. This difference is becoming difficult for most of the employees who
are coming to take the training from the other branch. The organization is focused on the
training and development (Denhardt et al., 2018). However, the organization is not aware

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about the perspective of the employees regarding the training and development program.
Apart from that there is lack of organized and systematic workforce planning in the
organization.
According to Kavanagh et al., (2017), the training and development is needed to be
done in the basis of the requirement s of the organization. In this case, No Name does not
have organized and systematic approach towards giving the training to the employees.
For the implementation of the proper and successful training and development
program, the organization should motivate employees to do better. This motivation will
inspire the employees in the organizations to do better in the work. For that they will be
motivated to take the training in order to enhance the skills. In case, if the employees are
unaware about their career prospects and their ability, the training and development program
may not be successful (Dugguh, 2017). It has been seen that the employees at No Name are
not aware about their ability and career prospects. This is because there is no existing career
development plan exists in the organization (Kumar, Lahiri & Dogan, 2018). This is making
the junior employees in the organization not to take the responsible roles. The lack of
professional development and the opportunities of the career growth is increasing the
employee turnover for No Name.
Conclusion
The discussion is regarding the different keys aspects of HR in No Name. The four
key aspects have been in identified in this course- diversity management and culture,
international performance management and training and development of the employees. It
has been seen all these three aspects of the HR plays an important role in the management of
the communication and the organizational development. The consequences of maintaining all
these three aspects are inter-related to each other. For example maintain the proper diversity

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and culture in the workforce will improve the communication between the employees which
will help to find the easy solution for the problems raised in the organization. It has been seen
that the work culture and maintaining diversity is done in a proper way for No Name aircraft.
However, there are some problems regarding the working co-ordination among the seniors
and the junior employees in the organization.
The point of the discussion is that maintain the three aspects of the HR aspects for No
Name aircraft. It has been seen that organization has some issues regarding the HR strategy.
The aspects of the HR mentioned in the paper are not followed in a proper way thus causing
problems for the organization. The main problem is the communication between the different
branches in the organization. This causes misunderstanding during the development and
assembling of the aircrafts. Another problem in the organization is that expect the Australian
branch of the organization, the other two branches does not review the performance of the
employees. Moreover, the employees are not motivated enough to take the training for the
enhancement of the skills. This leads to the degradation of the quality of the products.
The significance of the findings is that it denotes the shortcomings of the HR policies
at No Name aircraft. The communication is not done in the proper way. Apart from that the
employees are not motivated. These shortcomings are affecting the quality of the products in
a negative way. The clients of this organization are complaining about the quality and the
parts of the products which is not desirable for the organization. The paper has identified the
shortcomings in HR filed. However, there can be issues at the other departments of the
organization like operations and logistics management. These scopes are not mentioned in
this paper.

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Recommendations
 Certain recommendations can be made in order to implement the proper HR
policy for the improvisation of the business functionalities and the quality of
the products. The communication process is needed to be improved. In this
case, the line managers are needed to take the responsibility for the
improvement.
 Apart from that, the employees are needed to be motivated through providing
of the proper work culture in the organization. Along with that they should be
aware about their career opportunities at No Name.
 It can be said that taking these step can mitigate the rate of employee turnover.
It can be concluded from the above discussion that following certain steps can
solve the HR related problems at No Name and the quality of the products can
be improved.

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