International HRM: Solving Problems at No Name Corporation

This report identifies and analyzes critical Human Resource Management (HRM) issues facing the international aircraft operator, No Name, which has subsidiaries in Vietnam, China, and Singapore. The core problems include declining organizational profits, poor communication between teams and management, resistance to cultural change, quality control issues with products from China and Vietnam, and challenges in diversity management, especially regarding the inclusion of people with disabilities and addressing clashes between senior and junior employees. Furthermore, the report addresses employee attitudes, ineffective line management, inadequate training and development programs, lack of performance appraisals, and an ineffective HR policy. To counter these issues, the report recommends enhancing communication through employee engagement, ensuring equal opportunities in diversity management, implementing training and development modules, fostering healthy relationships between employees, conducting performance appraisals, maintaining product quality, improving organizational culture, empowering line managers, cultivating positive employee attitudes, and encouraging innovation. The ultimate goal is to improve shareholder profits and market share amidst intense competition. Desklib provides access to this and other solved assignments.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Answer to Question 1
No Name has been one of the vital aircraft operators in the province of Australia with
their subsidiaries in all the countries of Vietnam, China and Singapore. They are on the verge
of acquiring less profit and even have a number of internal problems within their environment
in different context. As an International Human Resource Manager, one of the tasks is to find
out and analyse the different problems associated with the organization and their outlook
towards each of the assigned problems. Discussing some of the problems as under
One of the principle issues that is faced by the company is the dearth of
Organizational profits in the company that can lead to an ultimate takeover by the other
companies of the same genres (Dixon, 2017). This problem has been detected when the CEO
of the company realised the importance of increasing the share price and also providing
greater returns to the investments of the stakeholders.
Another problem that is the lack of organizational communication between the
integrated teams and between the teams and the management (Shockley-Zalabak, 2014).
There is no effective communication between the different segments of the company, which
have given rise to a number of problems both in terms of communication, and between
solving of issues.
Resistance of the employees to adapt to the newness in culture and also make changes
in the age old culture is another problem that has been faced by the authorities of the
organization and needs to be addressed by the HRM team with all effort (Block & Block,
2014).
Quality is another factor that is one of the most pivotal in terms of organizational
problems that the company portrays (Coghlan & Shani, 2014). According to one of the
supervisors of the company No Name, quality of the products coming from China and

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Vietnam are of serious concern as more and more customers are continuously making
complaints to the headquarters of the company demanding a refund of money as much as
100% in some cases. Quality is of prime importance in any sector of business and so when
No Name company showcased a lack of quality in their business modules and in their aircraft
parts that has been imported from China and Vietnam, this has posed a serious concern to the
managers in the headquarters and also to the overall organization of the company. This lack
of trust and regular complaints meant that customers and clients are continuously going
against the company policies and showing less amount of trust to the products that the
company is offering.
Diversity Management is another problem that is being faced by the management of
the company on a regular basis. One of the prime policies of the company is to respect and
work with ethnic groups across all regions and belonging to all age groups and categories
(Harvey & Allard, 2015). However, this has been continuously disrupted among the
subsidiaries of the company at various points of the timeline (Carle, 2012). In China, inspite
of the strict policy of the company to recruit and assign people with disabilities, the company
authority have continuously gone against it and have made a total havoc after rejecting the
applications of the companies with disabilities inspite of the fact that they have better
potential than the regular candidates at certain times (Pomaki et al., 2012). Even the people
belonging to different races and classes and even ethnic groups are being continuously side-
lined as they are not the suitable ones to work with according to the working styles of the
various people of the company. Even there is a clash between the seniors of the company
with the new enrtrants and the juniors of the company, who are continuously on the line of
advancement. The seniors do not want to divert from their working models and also do not
want to train the employees who are the new entrants in the fear of getting competition from

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the same either directly or indirectly. The seniors are continuously fighting the battle with
their age old norms which are absolutely baseless in the modern light.
The attitude of the employees also pose a serious threat to the working modules of the
companies as the employee are only interested in their own field and their own genre of
workings and are not into any other working techniques or departments (Heberlein, 2012).
This makes the whole process very segregated leading to a wide disruption among the people
of the company in some way or the other. The employees do not know what is being
manufactured in the other subsidiaries and so cannot relate to any of the organizational
developments taking place.
The Line Manager who acts as a communication merger between the headquarters
and the different subsidiaries of the company also make it really difficult to get along as the
role is not specified and the person appointed fails to communicate with the line so
effectively.
Training and development is again of the most important areas, which pose a serious
concern to the employees of the company No Name. The company has no specific training
and development modules, which make it very difficult for the workers to adapt to the
changed atmosphere of the working of the company (Salas et al., 2012). The new workers
who have no knowledge of the working style of the company and the workers who are
migrating from other working fields or companies find it very difficult to adjust here inspite
of the brand name that the organization possess.
There is no performance appraisal and no appraisal given to the workers for their
better performance at the monthly basis. The workers who are working for the subsidiary
branches are not

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There is no effective HR Policy that makes the communication of the employees
effective. In addition, the HR manager appointed cannot control the whole of the subsidiary
branches by being at the headquarters which again pose a serious threat. The people working
for the branches other than the headquarters suffer a lot due to the problem related to the
appraisal and performance bonus that the company fails to address.
All these issues are the number of problems that are faced by the HRM team in the No
Name Company and needs to be addressed at the earliest level. As an International HRM, it is
of real importance to address the issues with immediate effect.
Answer to Question 2
As a Human Resource Manager, the most important task is to focus on the problems
that the company is facing and to resolve it according to the capabilities of the workers in a
stipulated period. The HRM should ensure that the problems that the company is posing as a
serious threat needs to be included in the overall planning strategy so that the concerned team
as well as the HRM himself can find the problems related to it.
One of the basic problem of the company is to increase the communication between
the employees and also among the employees and the management of the higher authorities.
The increase in communication can lead to a number of benefits of the company and can also
impact on the Organizational culture that the company is lacking inspite of the great initiative
that the company authorities are trying to give. The communication of the employees can be
increased by means of making the people of the organization active in their participation and
also by engaging themselves in different forms of creative works outside the realm of
professional font. The communication of the employees can increase also with better HR
practices that are also missing in the concerned company.

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The HR Manager of the company has tried its best in ensuring proper communication
of the employees but the regulation of the problem needs serious attention of the authorities
with effect. The engagement of the employees in tasks related to the company and also
making sure that the company employees are actively participating and noticing the work and
promoting the efforts of the other employees is also worth mentioning (Saleem & Khurshid,
2014).
Another remedy that can be given to the problem of diversity management is to make
sure that all the people of the company get equal opportunity from the management in terms
of their diverse origins and ethnicity. Following the policy of the company that upholds the
policy of No Discrimination and giving equal oppurtunities to all the people irrespective of
their origins should be taken into consideration and put to action by immediate effect.
Training and development should be included in the module of work of the company
as without training and development programmes it is fairly impossible for the new workers
as well as the workers from a different company atmosphere to adjust without any support.
The notion of noncompliance of senior employee in terms of the junior employees and not
getting associated with them and teaching them the tricks and plans of the enterprise is to be
removed with immediate effect and needs to be replaced by the overall healthy relationship
between the segments of employees.
Performance appraisal should also be dealt with equal importance in the company. A
workers when is accustomed to appraisal for their better work and performance delivery is
expected to work better in every aspect even if that requires him to compromise on the other
matters (Bernardin & Wiatrowski, 2013). As in this case, there is no performance appraisal
associated with the company, the workers find it very difficult to cope with the mind and do
the work with effectiveness.

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Quality of the parts should be maintained by the company and should be bought to
immediate notice to the authorities as without quality products, no customer will be interested
in collaborating with the company and making better parts for the clients. The parts that are
being manufactured in China and Vietnam are of low quality that needs to be associated with
the term that the part should be made of high quality in order to cater to the international
standards.
Organizational culture needs to be uplifted by the management of the company as
without a good culture, the performance of the employees can take a backseat. The
employees would not be interested in coming to office and making progress in terms of both
professional fronts and office environment. The organizational culture needs to be really well
for the companies in order to get the attention of the new applicants and also retaining the old
employees of the organization (Alvesson, 2012).
The Line Manager should be made more responsible for the better communication
between the subsidiary companies and the headquarters located in Australia. The attitude of
the employees should also be taken into consideration while formulating the plans for the
company welfare. All the members of the company irrespective of the fact that the company
is facing loss should maintain a positive attitude. If positive atmosphere prevails in the
overall office surroundings, it is inevitable that the company will be more motivated to work
for the company and be productive in the coming days.
Lastly, the innovation that the company likes to bring should be encouraged by the
companies as without the concerned innovation in terms of both technical and organizational
association, it is really not possible to make a profitable organization in the period. Moreover,
according to the recent statistics of the company, the increase in shareholders profit and share

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market price is of prime importance to make the company stand tall in the market full of
competition.
Answer to Question 3
As a HRM Manager, it is of prime importance to frame a plan in order to cater to the
needs and requirements of the company. Any firm needs a proper plan in order to make sure
that the organization is working on a regular basis with equal zeal and energy. The problems
stated in the company should also be dealt with the implementation of proper planning and
programming. The planning should be done in accordance to the given structure
ISSUES REMEDIES
1. Organization Profit  To increase the sales of the company
 To maintain the sharemarket price
by retaining the existing customers
of the company
 To give ample benefits to the
company so to make the employees
be loyal to the brand and work
effectively.
2. Communication  Make recreational plans for the
employees
 Conduct seminars and other
activities so that the employees have
the opportunity of mingling with
each other
 Make sure to make social parties and

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social gatherings so that employees
can attend the same with enthusiasm
 Creation of friendly atmosphere
between the higher authorities and
the lower ones.
3. Organizational Culture  Give ample scope for the exchange
of ideas among the people of the
organization
 To make sure that every employee
deserves the right to participate in
the same and derive benefits
 To give the scope of fun activities
and even eat outs and get togethers
in the lean season when the work
pressure is not at the peak
4. Diversity Management  Strict adherence of the policies of
various ethnic origins and giving
respect to every individual
irrespective of the caste or creed or
place of belonging
 Giving scope and making
reservations for the physically
handicapped population so that they
can also participate in the workforce
without facing any discrimination

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 Giving due importance to the people
of the other states and countries and
making them feel comfortable in the
whole business
5. Training and Development  Training and development is
required to make the employees
prone to better work within a framed
time
 It also encourages the new
employees and also the retention of
the employees belonging from the
other companies who are going to
work for the No Name in the coming
years
 Help in getting into the environment
of the company and also making
sure that each employee has attained
its own level of strength and
weakness in accordance to the
company targets
6. Attitude of the employees  Positive attitude of the employee
should be encouraged among the
people of the company
 Innovation and an encouragement
towards the new innovative technical

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measures should be taken into
consideration by the organization
 The recommendations and the
suggestions of the employers should
be taken into consideration while
accounting the future strategies of
the organization.
7. Quality of the products  Quality should be of great quality as
without quality products no
customer can gain satisfaction from
the company
 China and Vietnam should be given
strict instructions for adhering to the
quality standards set by the
organization and should be followed
at all cost
 The customer service quality should
be taken into account as well
All the above measures and recommendations should be taken into account and
should be considered within the time frame of 2 to 3 months from the day of giving and
recommending the instructions. The implantation plan should be made with the motive of
following it at all cost and should be made to action with immediate effect to save the aircraft
company No Name from collapse.

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