Case Study: Improving HRM in 'No Name' Aircraft - Recommendations

This report analyzes the human resource management practices within "No Name" Aircraft, an Australian company operating in multiple countries including China, Vietnam, and Singapore. It identifies issues related to diversity and culture management, international performance management, and training and development. The report highlights the company's shortcomings in areas such as tolerance between employees of different generations, recruitment of disabled individuals, and effective communication. Furthermore, the analysis delves into the inadequacies in performance appraisal processes, lack of specific goals, and insufficient training provided to expatriates. The report concludes with recommendations to address these issues, emphasizing the importance of diversity training programs and improved communication strategies to foster a more inclusive and effective work environment.

Running Head: HUMAN RESOURCE MANAGEMENT
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HUMAN RESOURCE MANAGEMENT

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Introduction
“No Name” Aircraft is a company from Australia. Besides Australia, it operates in
China, Vietnam and Singapore. It is understood that when companies operate internationally,
it have to manage the performance of all the countries. In recent times, it founded that
company is only concerned about organizational profits these days. In the given case study,
various concepts of human resource management is discussed. Taking those concepts into the
business, company faces various issues. Culture and diversity management is important
aspect of companies operating internationally. There are several issues that companies face
when operating across different culture. However, it is important criteria that HR team is
required to kept in mind. The first section of the essay begins with diversity and culture
management. When companies operating in different countries, it is required to set some
standards based on which performance is measured. Further, discussion is carried on the
international performance management. When employees move to other country, it is
essential for company to provide training but the organization fails to address this issue that is
being discussed in the essay. At the end of the essay, recommendations are p[rovided to
address these issues.
Diversity and culture management
In today business environment, organizations are operating globally. It is required by
the organization to carefully plan and manage the people from different cultural breakdown.
Diversity can help the organization in creating competitive advantage by adding numerous
benefits in organization operating in several countries. In this regard, (Sonnenstuhl & Trice,
2018) states that it is essential to manage the employees of diversified people in the
organization. It is true that effective communication is necessary for those organizations
especially who are operating internationally. There is need of time-to-time communication so
that any change occurred in the organization come to the notice of the management instantly.
It is seen that some organization faces many problems due to lack of communication.
However, sometimes employees are not able to work properly due to the lack of instruction
provided to them. It is seen in the case study there was no tolerance level between employees
of different generation.

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It is important for companies to recruit disable person also so that organization can
become effective diversified organization. In aircraft industry case study, it is founded that
they do not recruit people who are disabled. Managers in the organization are not concerned
about the job application of disabled persons even though their skills are valuable for the
organization. In this regard, (Rijamampianina & Carmichael, 2018) states that there should
be no discrimination for the disabled person in the organization. in today’s time, various big
companies are giving employment to disabled person in the organization that are in the top
list for providing better employment opportunities.
Human resource department in the organization is responsible for making effective set
of policies that helps employees to know each other well (Sabharwal, 2014). In this regard,
Elton Mayo theory of human relations states that it is necessary to maintain positive
relationships among the staff members in the organization (Bruce & Nyland, 2011). It is
rightly said because no organization can succeed when its employees are not happy and
collaborative at the workplace (Tjosvold, 2017). Employees in the organization are required
to understand each other better and value the diversified people that work throughout the
company. It is necessary because interaction of diversified people leads the members to know
various members perspective. Diversity is a form of practice that provides a way to know
various cultural background people within each subsidiary, headquarters and across the
subsidiaries. If organisation adopts those practices that do discrimination between people,
who are working together leads to harmony among the members. Therefore, organization
should know the value of diversified people in the organization that can add several benefits
(Armstrong & Taylor, 2014).
International performance management
Performance management is a core attribute of the organization by evaluating the
performance of employees. It is a process of identification, measurement, and development of
performance of employees by aligning the performance with strategic goals of the
organization. When organization is operating in different countries then it is necessary to
appraise the performance of the employee’s time-to-time. In order to understand the
performance gap in employees, it is necessary to follow certain procedure for appraising the
performance. While appraising the performance of employees, it is essential to take all the
factors in consideration. However, in given case study, aircraft industry economic factors
were not considered that puts impact on the target of the business. Due to this, the company

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was facing pressure in terms of high cost and higher expectations in Australia. Therefore, in
order to make the performance appraisal effective, it should follow certain procedure
(Luthans & Doh, 2018). Aircraft industry has no certain measures on which the performance
is measured. In order to manage the performance of different employees, it is required by the
organizations to set some goals so that it becomes easy to check the result after completion of
projects. In this regard, goal theory suggests that employees should be provided specific goals
so that they work hard to achieve that goal (Marchington, Wilkinson, Donnelly, & Kynighou,
2016). After completion of the project, it is required by the companies to measure the
performance and find the gaps in the performance. If companies are working internationally,
it is essential for companies to set some standard so that performance can be measured based
on that.
When employees are transferred to any other location, it is necessary for some
appraising their process. It is understood that employees are sent to some other location so
that they can learn the new concepts and cultural backgrounds of various people working in
the organization. Based on this, it is required to follow certain performance appraisal for that
employee (Deresky, 2017). However, “No Name” Aircraft do not follow any such procedure
for the expatriates. Company faces various issues in managing the performance of
international companies. It is better to appoint an expert who can handle the performance
management issues.
X and Y theory of human resource management states the two type of employees in
the organization. “X” employees are those who need supervision at work on the other hand Y
employee are those who motivate internally to work (Bratton & Gold, 2017). It is required by
the organisation to motivate both types of employees by provided certain incentives. When
employees are working internationally, they sometimes become lazy due to lack of
supervision. These employees require some sort of supervision so that they get motivated and
improve their skills. Employees who are working internationally specially require time-to-
time motivation to increase the productivity at work. These employees are not motivated at
work due to the dislike of work or they avoid their responsibility. Therefore, these employees
need to be motivated by making the work interesting. On the other hand, Y employees are
those who have positive mind-set for work. These employees take the responsibility and
complete the work allocated to them (Brewster, Houldsworth, Sparrow & Vernon, 2016). The
appraisal of these employees is needed to be regular so that their motivation level do not

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disturb. For these employees, appreciation can play an important role, as these already like
the work.
Training and development
Training and development is the most important aspect of Human resource
department in an organization. Training helps the employees to learn various new aspects that
affect the organization. Training keeps the employees updates regarding changes going on in
the outside environment as well as internally. In today’s fast changing environment, there are
significant changes that occur in environment. These changes require the organization to train
its employees regarding those aspects. Training helps the employees get the desired skills that
are needed for particular task (Freeman, Herriges & Kling, 2014). By providing training to
employees, the weakness of the employees turned to their strength. Due to this reason,
organizations having better training opportunities help its employees to execute their idea in a
better way. Sometimes, it also happen that due to the frequent requirement of training, cost of
the company increases and it is not able to generate profit from that. Organization having
branch in various countries are more required to provide various training sessions for
employees.
Training helps the employees and organization in various ways. When proper training
is provided to employees to learn new concepts, they take it with interest. This in turn boosts
the morale of employees in the organization. As soon the morale of employee’s increases,
they work by putting more efforts in the next project. Whenever employee joins the
organization, it is necessary to provide orientation training in order to familiar with the
organization policies and various people (Shields et al, 2015). This training plays a major role
in international organization so that they can know the different cultural background people.
In the “No Name” aircraft, employees are not aware of the opportunities that are available for
their future as well as senior manager is not concerned about the junior members. They do
not develop them because of the fear of their post. This is not the right thing that organization
senior manger is taking. In spite of this, senior manager should be supportive enough to
provide the opportunities to junior level to move in the higher position (Petryni, 2018).
Learning theories describes a particular manner in which the information has to be
absorbed, processed and retained at the time of learning. Training is provided to the
employees based on their behaviour. Organizations provide training to the employees in order

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to make necessary changes. Behaviour learning focuses on a particular behavioural pattern in
repetitive form until the employees gain it. The changes in learner totally depend on the
instructor. Therefore, instructor should use such innovative tools so that the learner easy
grasps the changes. Other than, behaviour changes there are two changes required to address
through providing training. Cognitivism approach depends on the changes in behaviour by
developing the cognitive abilities of individual. It basically indicates the thought process
doing on in mind of learner. At last, constructivism describes the method in which knowledge
is built. Employees require all these three approaches when they are working internationally.
Various organizations have operations in different countries. Many times, employees
are required to go to other country for work. It is obvious that many times employees are not
familiar with the working of other countries. Therefore, it is required to provide training to
employees before moving to other country. The employees need expatriate training when
moving to other location (Kostal et al, 2017). In the given case study, although training was
provided to employees but it was only limited for half day. In this less time, employees even
grasp the method of other countries better. In this way, training plays an important role in the
performance of employees. If employees are given better opportunities for training, they will
be in better position to work under any circumstance. In today’s time, organizational changes
are occurring frequently; therefore, there is no expert to provide training to employees in an
efficient way. Besides this, when companies are operating internationally, then there should
be one expert who knows the working criteria of every country. if employees are provided
better training, employees of aircraft industry not faced problem while moving to Singapore.
In the case study, when employees were moved to Singapore, there was no training available.
It is understood that employees in lack of training not able to perform better with efficiency.

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Recommendations
It is seen that “No Name” aircraft is facing various issues related to management of
culture diversity, international performance. Besides this, training and development is also a
field in which No Name aircraft is not successful. In order to remove the communication
breakdown between various management and team, it should start arranging diversity-
training program online for employees. Through this online training programme, employees
can learn the various aspects about different culture. Besides this, in order to address the issue
of communication among team members, it should discuss the importance of working in
team, the benefits that they can derive from the team member (Jean, 2016). Leader in the
organization should adopt effective leadership styles so to effective lead the employees.
Before working on any project, there is need to make the employees understand about the
outcomes that are expected from that. In order to ensure this, organization should devise clear
set of policies so that employees can understand each other. Human relation theory also states
the same that better relationship among employees is an important factor that directly related
to the productivity (Albrecht, Bakker, Gruman, Macey & Saks, 2015).
Regarding performance management of employees working internationally, it should
start following criteria for appraisal of employee’s performance. It should clearly set the same
standard for every country. By doing this, it will be easy for company to evaluate the
performance of employees working internationally. In order to generate the productivity of
employees, it can see the performance of employees on regular basis. The performance
reviews should be taken at every subsidiary rather than following it in only one country.
From the case study analysis, it is founded that No Name Aircraft has not considered all
factors. Due to this, the cost of the company was increased. Addressing these issues, it is
essential for the company to consider all the factors so that it does not face any pressure.
Training and development of employees is an important area in every company. Employees
of “No Name” aircraft are facing various issues when they move to another country. In this
regard, company should provide training when they move to another branch. This will
minimise the problems that employees faces when they move to another branch. Besides this,
organization should recruit the potential manager who can develop their skills and knowledge
that helps in development of employees and the organization.

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Conclusion
In the limelight of above discussion, it can be concluded that “No Name” aircraft is
facing various issues and challenges related to culture and diversity management, training
and development, international performance management. It is not able to management
various cultural background due to communication breakdown. Quality was the one such
issue that is faced by the aircraft industry. In order to address this issue, there is need to adopt
several new strategies that helps the employees of “No Name” aircraft to know the
importance of working in team. Diversity training program can also prove to be beneficial for
the employees to know various cultural backgrounds. Besides this, it also faces issues
regarding management of international performance. There are no specific criteria for
measuring the performance of employees. Therefore, establishment of certain criteria for
performance appraisal can be helpful in improving the productivity from the employees side.
Decisions are required to be made at each subsidiary so that performance gap can be easily
analysed. Training is also one such importance practice of human resource management.
Whenever any employees are shifted to another subsidiary, there is no training facility for
that employee. Due this, employees faces issues in handling machines as well as in
interaction with other cultural background employees. In order to address this issue, it is
required by the company to provide expatriate training to employees before leaving Australia
or any other subsidiary.

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