International Human Resource Management Case Study Analysis

This case study analyzes the international human resource management (IHRM) challenges faced by the 'No Name' Aircraft company, which operates globally with subsidiaries in Australia, China, Singapore, and Vietnam. The report, written by an IHRM consultant, identifies critical issues including cultural misunderstandings, diversity management problems, ineffective international performance management, and inadequate training and development programs. The consultant recommends improvements such as enhanced communication strategies, quality control measures, diversity training, performance appraisal systems, and comprehensive training programs. The analysis emphasizes the importance of addressing these IHRM issues to improve employee cooperation, enhance product quality, and increase shareholder value. The report concludes with an implementation plan to guide the organization in adopting the recommended solutions. The document highlights key areas for improvement within the company's IHRM practices to ensure better performance and employee satisfaction across its international operations.

Running head: case study on international human resource management 1
International Human Resource Management
Based on case study

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Contents
Introduction.................................................................................................................................................3
Issues in the ‘No Name’ Aircraft.................................................................................................................4
Culture Issues..........................................................................................................................................4
Diversity management issues..................................................................................................................5
International performance management issues........................................................................................5
Training and development issues.............................................................................................................6
Deal with issues...........................................................................................................................................7
Improvement in culture issues.................................................................................................................7
Improvement in diversity management issues.........................................................................................7
Improvement International performance management issues..................................................................8
Improvement in training and development issues....................................................................................9
Implementation plan..................................................................................................................................10
Conclusion.................................................................................................................................................12
References.................................................................................................................................................13

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Introduction
The role of international human resource management is crucial in every organization
and it performs various activities such as selection, recruitment, training, dismissal and appraisal
at international level. The additional activities such as expatriate management and skill
management are also handled by international human resource management. It is the report
which will focus on the various activities of the IHRM in the favor of given case study. The “No
Name” aircraft has been given in the case study in which this report will be helpful to determine
various aspects to improve the organization with furnishing the functions of IHRM. I have been
appointed as an IHRM consultant and it will be my responsibility to find out the issues in the
organization and provide the possible solution for improving the condition of the organization.
IHRM can be determined as set of activities which has aim to managing organizational human
resources at the level of international to attain the objectives of organization and attain
competitive advantages over competitors at national as well as international level. The report will
describe the issues in the organization who deal with international level as well as national level.

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Issues in the ‘No Name’ Aircraft
‘No Name’ Aircraft is the organization which operates out of Australia and has
subsidiaries in three countries – China, Singapore and Vietnam. The business of No Name is to
build and sell aircrafts to 50 countries around the world. There are various parts of aircrafts have
been produced in China and Vietnam and most of the design engineers operate out of Singapore.
Aircraft are assembled in Singapore and also Australia. As an International human resource
management consultant I have found issues in the organization of No Name. Adam O’Meara is
CEO of the organization and become enhancing concerned about the profits of the organization.
CEO wanted to enlarge the shareholder’s return on investment and attain a high share prices. The
issues have been found with the help of case study are described below.
Culture Issues
The main issue has been found in the No Name Aircraft is lack of effective communication
between integrated teams and across teams and management. I would like to recommend to the
CEO of the company to keep focus on the communication channel and make proper structure to
communicate with others as well as managers in regarding company issues. Apart from that
quality issue is major in the No Name company and it is directly related to the manufactured
parts of the China and Vietnam. As per my observation it has been done due to lack of concern
about the product (Harzing and Pinnington, 2010). CEO need to concern about the quality and
should hire team of quality that checks every step of making aircrafts elements. Quality is the
essential ingredient of every company and due to lack of quality the progress and the goodwill of
the company will have affected. While studying the case study it has been searched out that a
number of stakeholders of the company have already sent warning letters to the company that

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unless quality should be improved within six months, they will withhold partial payments and on
other hand some stakeholders quoted in the mail that they will withhold 100 per cent.
Diversity management issues
The No Name company is rich with diverse people but the issues I have found in the
diverse management at that the employee of the company are no cooperative and embracing the
rich value of working with diverse people. It is required for the senior staff to adapt the calm
nature and have patience while communicating with co-employees (Baum, 2016). The working
relationship between employee and employer are strained which is very big issues. There is no
proper human resource practices available in the No Name Aircraft which raises the issues in the
organization and people start to behave wrong manner.
International performance management issues
I have been analyzed and found that there is a lack of performance appraisal process. Ad
Hoc approach is being accepted by headquarter which is very old approach. The organization
does not take into consideration the economic factors that impact on business targets. Due to lack
of performance management issues the worker of there are facing lot of pressure in Australia.
The decision of headquarter impact the other subsidiary effectively. Headquarter of company
will issue a decision and make an order only for Singapore to produce certain parts only for the
purpose of search out the surplus of the same parts in Australia. The structure of decisions not
planned by the head of the company brings conflicts in performance which has become the
reason of lack of international performance (Cavico, Muffler & Mujtaba, 2012).

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Training and development issues
Training and development is the program which is helpful to improve the productivity
and performance of the employees efficiently within organization. Training is the program which
conducts to improving the skills of the employees so that they can perform their current role in
the organization efficiently. Development is considered as the wide process which focuses on the
progress of the employee and further performance instead of focusing on immediate role (Chen,
Ma, Jin & Fosh, 2013). I have found that expatriate training available only for those who are
posted in China, Vietnam or Singapore from Australia. The training schedule is very short and
they are getting training only for half day. The thinking of HR for every employee is same and
they think that every person has same need when they agree to work in another country. No
facility of feedback is available for employee regarding expatriate training. There are no
systematic workforce planning and management development programs at ‘No Name’.
Employees of the organization are not aware about the responsibilities and duties within the
organization. Along with that the major issue in the organization in the context of training and
development is that there is not development process and no promotion which is being the reason
of lack of motivation for employees (Bratton & Gold, 2012).

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Deal with issues
Human resource management is responsible to tackle with issues in better way. As a
consultant I would like to recommend that No Name Company should focus on the various
issues so that the image and the good will of the company could not get influenced. The
recommendation for above mentioned issues is described below.
Improvement in culture issues
Communication is the major issues in the company between employee and the employer
which is the reason of lack of understanding. It has been recommended by me to the HRM for
making better communication between employee and the employer to develop the program and
free employee to share their views, ideas and issues to the higher authority. There is some
workplace communication best practices will facilitate to improve the communication in the
company. Employee of the company should be cared as people (Heckhausen, Wrosch & Schulz,
2010). In the age of globalization, there is a variety of culture available in the workplace and it is
required for the manager of the company to understand the different need s of the people who
belong to different culture. Quality issue is main concern of the company. It is required for HRM
to develop the quality team which should be able to check the part of aircraft. It is mentioned in
the section of issues that the shareholders are annoyed with the quality of the company and made
complaint about the manufactured parts. It is required for the company to work again on the
project of them so that company can protect themselves from losing stakeholders.
Improvement in diversity management issues
Employees of the company need to cooperate with other people in an adequate manner. It
is required fro the manager of the company to have patience and listen all employees carefully so

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that concern of everyone could be focused. I would like to recommend to the No Name company
to develop the hiring strategy and provide diversity training at workplace. Company need to hire
skilled employees and offer benefits such as flexible schedules, incentives, short leaves and
onsite day care (Renwick, Redman and Maguire, 2013). Company should engage with the
employees familiarize and make them feel that they are working at safe place and raise the
reason of staying in the company for a long period. It has a big team in different countries so it is
natural to have the richness in diversity if the CEO communicate with every employee in
perfecta manner and focus on improving the coordination, the new ideas and views can be
generated in effective form because of various people from different culture (Hameed &
Waheed, 2011).
Improvement International performance management issues
Performance appraisal should be necessary for the organization to improve the condition
of the company and it is required for the CEO of the company to keep focusing on the various
departments and distinguish the responsibility as per the capability of the employee. It will be
helpful to the organization to enhance the productivity of the employee by giving responsibility
of their own interest. The main headquarter of the company is in Australia and company should
improve the structure of planning for improving the performance of the branch that is situated in
Singapore, China and Vietnam. Company should focus on the appraisal, performance and time
flexibility so that employee of the company can work with full of productivity. Human resource
practice should be developed in proper manner (Schuler, Dowling and Cieri, 2013). The CEO of
the human resource department is responsible for make ensure that employees of the department
are well managed in the area of expertise. There are several disciplines of HR need expertise in

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compensation, payroll, safety and training. The decision of the company should be well managed
and proper planned so that issue of different team of different country cannot be repeated.
Improvement in training and development issues
Training and development are integral part for the organization so it is necessary for the
No Name aircraft to provide the training of the employees in an adequate manner. If the
employees of the company are not aware about the terms and condition of the company they
would not be able to perform in efficient manner. Employee of the company without having
sufficient knowledge and proper planning about the task cannot be able to improve the quality in
the parts of aircraft (Alajlani and Clarke, 2013). It is the main reason of improper quality and
complaint within the organization. Training and development would be influenced to the
structure of No Name Aircraft and the staff of company will be confident towards performing the
task which amplifies the profits or margin of the organization. It has been analyzed through case
study that training is provided only those who are going to work in different country and the
structure of training is not sufficient. It is required for the company to provide the training to the
employees in the two forms that is on-job training and off job training. On job training would be
helpful for the company to provide the efficient knowledge about the aircraft parts which will be
facilitated to improve the quality as well and due to on-job training employee of the company
can get closer. Off job training would be facilitated to the employee to get training even without
presenting in the organization (Eroğlu, 2014).

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Implementation plan
Implementation plan is being done by me to make improvement in the condition of the
organization so that the issues could not get arisen again in the organization. There are various
issues which should be required improvement. I would like to recommend to the CEO of the
company to keep focus on the training and development program so that employee of the
company can accomplish the task as per their policy (Elarabi & Johari, 2014). Human resource
department should take care of the employees and improve the working environment. Along with
that the planning of the company regarding services and manufacture should be planned earlier.
Company should check the quality of the manufactured parts of aircraft and inspection team
should check the quality in depth. Stakeholders are the important part for the company and its
growth. International human resource management is considered as an umbrella which covers all
elements of the management of organization and payroll on global scale. Technology should be
adapted by No Name organization. With the help of technology it would be easier for the
organization to expand their business across the world (Harris, Brewster and Sparrow, 2013). It
is necessary for the No Name Aircraft to have the HRM software that would be able to monitor
the performance of employee around the different counties.
Training is an integral component of every organization because this allows
strengthening those skills which is needed to improve. There should be formal performance
appraisal process for expatriates. Policy should be maintained by CEO with HRM to improve the
performance management within the organization. Along with that there should be clear set of
practices to help employees understand each other. I would like to recommend that CEO of the
company should conduct activities on monthly basis at least so that all employees can know each

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other efficiently. Company has diversity in employee so company should take advantage of them
to get different ideas from them (Ekwoaba, Ikeije, & Ufoma, 2015). HRM should have the
perfection in recruitment, selection, payroll, guiding, training and development. Working
relationship should be maintained in perfect manner. There are various areas which are required
to give attention such as health and safety, recruitment and selection, training and development,
union recognition rights and pay rates.
Company should implement program of learning in which HR should focus on the entire
activity of the organization and keep focus on the learning structure. It would be helpful for the
company to attain the objectives of the company by providing efficient services to stakeholder. It
is required for the CEO to implement the strategy for getting knowledge about the employee.
These all activities can be done only if HR set of practices and policies are developed in effective
manner. HR should focus on the performance management and rewards and recognition policy
should be there because it enhances the motivation of the employee progressively. No Name
company should manage its international branches in an appropriate manner and all employees
and management should be linked with each other so that communication between them could
get advanced. It would be beneficiary for the company because due to effective communication
many employees would prefer referral by offering job to their known. It will enhance the job role
and mobility within the organization but during this procedure HR should be engaged in hiring
and selection process with effectively and should hired skilled people for different country.

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Conclusion
It has been concluded that international human resource management has liable to make
better performance of every employee of the company. It is the report which has been made on
No Name Aircraft which deal with number of international aircraft. I have been called as a
consultant and I have found that there are several issues regarding culture, diversity, training and
development and international performance management. These issues are non avoidable
because due to these issues performance of the company get influenced. It is required for the
company to make better planning structure and human resource management for bringing growth
within the company. Cooperation will be done in the company if activities are encouraged within
an organization. HRM policies and set of practices should be framed in perfect manner so that
HR contributes their performance in the form of sharing information and guidance regarding
company's growth. HR plays an integral role to enhance the productivity of the employee that is
why it has been recommends by me to implement adequate and effective policy for HR practices.
Training and development program should be initiated with good structure and training should
be given for certain time in which all procedure of working, how to satisfy stakeholders and
entire policies and rules should be mentioned so that employee of the company gets to their role
in the term of growth of company.

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