International HRM: Issues, Solutions, and Plan for No Name Airline

This report provides a comprehensive analysis of Human Resource Management (HRM) issues faced by RS Aircrafts, focusing on cultural problems, diversity management, international performance management, and training and development. The assessment identifies communication and coordination challenges, diversity management shortcomings, and inefficiencies in international performance measurement. It also highlights the lack of effective training and development programs. The report then discusses how HRM can address these issues, proposing strategies such as improving communication, promoting diversity, implementing international performance appraisals, and enhancing training initiatives. The recommendations aim to mitigate future problems and improve organizational performance. The report includes an executive summary, introduction, critical evaluation, discussion of solutions, conclusion, recommendations, and references, providing a structured approach to understanding and solving HRM challenges in an international context.

HUMAN RESOURCE MANAGEMENT

Table of contents
Executive Summary.........................................................................................................................3
Introduction......................................................................................................................................4
Critical Evaluation of the issues......................................................................................................4
Discussion over how HRM will deal with such issues....................................................................8
Conclusion and Recommendations................................................................................................11
References......................................................................................................................................13
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Executive Summary
In the current assessment there will be discussion over the HRM problem faced by RS Aircrafts.
The ways in which the following problems can be mitigated will also be discussed. In this way
knowledge related to HRM approaches will also be discussed which will enable in sharing in
depth knowledge over HRM.
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Introduction
Human resource management is a core aspect or element of overall organizational management
within a business entity. Human resource management deals with the human resources available
within a company and the workforce of the firm in order to conduct the operational activities of
the organization. The purpose of the current assessment is to show skills and knowledge related
to identification of Human resource problems and the ways in which such problems can be
managed in a significant way. The scope of the assessment will be to portray significant
knowledge in respect of Human resources management whereas the knowledge and theories
provided will be only related to HRM which will limit the information provided in the
assessment to only Human resource management. The assessment will identify the HRM issues
in RS aircrafts and the HRM strategies or approaches that can be used in order to mitigate the
such issues within the firm.
Critical Evaluation of the issues
The issues faced by RS Aircraft through there Human resources are discussed as follows:
1. Cultural problems: Through assessment over the cultural aspects of the company’s
Human resources it has been seen that the workforce culture of RS Aircrafts does not
support communication and coordination. It can also be stated that the workforce culture
within the company does not promotes establishment of proper communication as there
are worker with a negative approach to build communication with faraway groups of
teams. This creates communication gap between the headquarters and the delegated
offices of the company affecting the overall operations within the firm (Armstrong and
Taylor, 2014). It has been observed that the teams within the company significantly work
in there areas of operations only and have low amount of communication and
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coordination with their counterparts. This has created various sequences of events
causing in communication failures of the company (Collings, Wood and Szamosi, 2018).
Due to communication failures the company has faced various problems in operating
within countries like China, Singapore and Vietnam. It has been seen that due to ;lack of
proper communication and communication failures the company has also not been able to
provide quality service to the customer which will eventually affect the company both
operational and financial. Customer have report degraded quality in the products and
services of the company which is they have restricted payments to the company in future
before the issue is solved. Thus it can be said that this will affect the financial stability of
the company in the market. This shows that the non communicational culture of the
company is a big issue which affect the company's operational activities.
2. Diversity management issues: Through the observation of the RS aircrafts case it has
been seen that the company has been facing a problem related to managing diversity in
the workforce of the company around the world (Chelladurai and Kerwin, 2017). AS the
company is operating in an international way it is important that the diversified
workforce is managed through operational efficiency and that every worker has an equal
opportunity. The company has very simple policy that it has set for managing diversity
within its workforce (Brewster and Hegewisch, 2017). The policy is to simple for a
international firm as there are various diverse worker working in the workforce of the
company. It is to be mentioned that there has been problem for discrimination of
seniority which is to be mitigate in a healthy workforce environment. The company has
also not be be promoting a workforce which support recruitment of person with
disabilities. It can further be stated that the recruitment of person with disability has been
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rejected on various occasion which has degraded the diversity management procedures
within the company in a very prominent way. The company has an issue with their policy
and value that they have set to management diversity within the company (Albrecht et al.
2015). As the policy is too simple bypassing such policy has not been hard for the
workforce. Discrimination has been there in the company which has led to decrease in
employee performance within the company. This has directly affected the overall
operational efficiency of the company (Brewster et al. 2016). Hence it can be said that
diversity management has b\not be up to the mark within the company which has created
problems within the working environment of the firm affect the organization overall
performance (Storey, 2014).
3. International performance management issues: The Company has faced issues relating to
the performance management of its international operations. It can be seen that as the
human resources of the company is international located the performance measurement
system of the employees as well as the workforce should also be well distributed and
expanded in company (Jackson et al. 2014). However, it can be seen that the company
has reported that the performance management system within the company has not been
able to record and measure international operational performance of the workforce in an
efficient manner. This is because the performance measurement system within the
company has lacked essential things that are necessary for the company to measure and
management workforce performance internationally. There are been inefficient and
manual performance appraisal within the international subsidiaries of the company which
has eventually degraded the performance management system of the company. One of
the main issue which can seen in this case is that the HRM within the country has failed
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to underpin a proper policy or procedure that the management can follow in order to
measure and management workforce operation internationally (Purce, 2014). It can be
stated that the company has failed to set up effective measure in which it it will be able to
measure and management employee performance international that affect its workforce
operation in countries like China, Singapore and Vietnam. Hence it can be said that there
issue with the performance and management measurement system of RS aircrafts which
is affecting the performance appraisal procedure within the company and this indirectly
affects the financial stability of the company as this misvalue’s the expenses of the firm.
4. Training and development: Training and development within the company also faces
some issue as there is some indication the training and development procedure within the
company is inefficient to produce effective training and development programs for the
employees to perform well at workplace. Training programs are must for employee in
order to get customer to the working style of the organization whereas development
programs helps employee to develop their skills at workplace. Both of these programs
help in development of an effective workforce within the organization. Hence its is
needful that an organization has effective workforce environment combined with efficient
training and development programs to enhance their operational effect (Bratton and Gold,
2017). In case of RS aircrafts it is seen that the company has not significant training and
development programs which engages the employees to get accustomed or develop their
sills in the workplace. As a result of which the company is not able to extract the full
potential of their employees in an dominant way. The lack of a proper policy which
depicts the goals and objectives of training and development programs is not there within
the company which is why the company is not able perform there training programs to
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train the new recruits. Due to lack of such policy the company is also not able to provide
efficient developmental programs which enhance the work skills of employees in a
significant which directly affect the operational efficiency of
Discussion over how HRM will deal with such issues
Culture
It has been observed that the Australian teams of RS Aircraft have not been functioning properly
and gap has been created between the teams that have been integrated and also across the teams
and the management. This has developed as a result of the staff being resistive towards change
and has extended this attitude towards communications between the headquarters and the
management (Noe, et al. 2006). One Of the Australian teams have pointed out that the parts
arriving from China and Vietnam are not upto the mark and this has led customers, both
governmental and non governmental to complain about the quality of the end product. But after
observing the assembly line it can be pointed out that it is not due to the lack of quality of the
parts but rather the lack of unity amongst the three different teams of the assembly line, which
has caused this complication. Frequent inspections of the assembly line needs to be organised by
the HRM to deal with this situation and any kind of Hostility that may be observed between the
different teams needs to be mitigated immediately and on the floor. Such aggravations should not
reach upper management as it will hamper the efficiency of the whole process (Stone, Salas and
Isenhour, 2004). Better means of communications need to established between the different
teams and communications experts need to hired in order to avoid any kind of indecisions or
miscommunications. Bias among teams should be avoided at all costs and individuals
responsible for creating such environments need to cautioned immediately.
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Diversity Management
RS Aircrafts believes in a sample policy when it comes to Diversity management. Every
individual is equal in the eyes of the organisation regardless of their race, religion, age, ethnicity,
gender, sexual orientation, physical abilities, and other philosophies. But issues have risen
regarding the implementation of this policy (Legge, 1995). At the headquarters there's a growing
trend among olders staff members who have been intolerant and hostile towards the employees
from other generations. Secondly in their Chinese base of operations the management has
showed bias against people with disabilities. To deal with these complicated issue the HRM
should bifurcate there approaches and different individuals will have different reasons for this
cultural bias. Workshops that will educate the workforce about the rich value of working in a
diverse atmosphere and group interventions that will help point out the different issues that the
employees face while working with each other, needs to be organized to identify the primary
reason and accompanying mindset of the staff that has led to this aggravation. Most common
causes for such a distress is cultural bias and ignorance (Sumner, 2000). Regular workshops and
frequent corporate events will help the staff that will help the employees in socialising with each
other need to be organised. Socialising plays a huge part in remitting unhealthy attitudes and
create a healthy unbiased popular opinion.
International Performance Management
There is a lack of international performance management as though performance reviews are
conducted at the headquarters no such reviews are conducted at any of the other subsidiaries. The
company needs to understand the value of such reviews and how they have the capacity to
increase efficiency among the workforce. Lack of such reviews at the subsidies lead to an
imbalance amongst the headquarters and the subsidiaries and also create a lack of understanding
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amongst each other which contributes in creating the communications gap that has been
discussed earlier (Sumner, 2000). Is the headquarters issue a directive without a proper
situational analysis of the subsidiaries there is a huge scope for misunderstanding which will
ultimately lead to losses for the whole organization. The HRM need to organise performance
appraisals at an international level and form a congruence among each of the different organs of
the company. This will help the employees understand and communicate better with their
colleagues across the world leading to a release in pressure that have been a complaint of the
employees for so long.
Training and Development
The company lacks a systematic planning and management of the workforce that is a primary
necessity for any company to function at its fullest potential. There are no development programs
for the management that contributes in its lack of understanding the workforce. This has been a
primary contributor in all of the above mentioned problems. The HR does not provide any face
to face solutions to the variety of problems that the employees face but refer to the online
resources with the assumption that they all of them have the same disagreements and needs
(Challis, Samson and Lawson, 2005). Expatriates are not aware of the environments they will be
working as here are no dedicated workshops or training exercises that will prepare them for the
upcoming challenges. HRM not only needs to organize proper training regimens for the
employees but also need to organize themselves into different organs that will verse different
training procedures like freshman training, expatriate training and management development.
This should be organized throughout all their base of operations and significant professional
development needs to rewarded with promotion so as to save talent from being poached by
competitors.
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Conclusion and Recommendations
Diversity management has been observed to be one of the most common difficulties or problems
for the international companies in the modern market to maintain during the year. as for the RS
aircraft it is observed to that the diversified operations across the nation as well as the overseas
market has been maintained with quite carelessly in the recent years. The market valuations
along with the company activities needs to be well maintained and organized in order to get the
maximum results from the diversified activities and thus the improvements must be incorporated
with the implications of the HRM policies. Through this RS aircrafts will be able to properly set
a culture which promotes communication, create policy for training and development and will
also be able to create effective policy for the purpose of managing their performance
internationally. The following recommendations is to followed by the company in order mitigate
the issues in a significant manner:
1. In order to mitigate the issue of cultural problems which eradicate proper communication
its is important that the company sets a plan under which there are identification of
prominent communication channels which the company can make. Based On this the
company can take major steps towards creating communication line between the
headquarter and its subsidies. After this the importance of communication should be
promoted within the workforce. The company should also create incentives for employee
who make proper performance in reporting all the key matters and information to the
hierarchy in a significant manner which will help the company in building a culture
within the firm which promotes communication and helps the company in proper
coordinates of the operations within the company.
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2. The company should create effective diversity management policy that focuses on equal
opportunities for all employee. The policy should promote recruitment based on skills
and performance of employee that will help the management in managing diversity
within the workforce.
3. The company should also make prominent policy for both training as well performance
management which will help the company in determining the objectives and goals which
it will need attain in order to train and measure employee performance.
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