Human Resource Management Report: No Name Aircraft Case Study

This report analyzes the human resource management challenges faced by 'No Name' Aircraft, an international company with subsidiaries in multiple countries. The report highlights the lack of quality in training and development programs as a key issue, leading to conflicts, misunderstandings, and reduced product/service quality. It also addresses the problem of employee turnover due to inadequate career development plans. The report suggests solutions, including implementing structured training and development programs to equip employees with necessary skills and providing constructive feedback to motivate them. The case study emphasizes the importance of effective HRM practices in improving employee performance, reducing turnover, and ensuring organizational success in a globalized business environment. The report references relevant literature to support its findings and recommendations.

Human Resource Management

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Introduction
Training and development is one of the main functions of human resource
management. Training refers to a systematic setup where the trainer instructed the employees
and taught the different concepts related to their jobs (Cohen, 2017). In this report, the
discussion is made on the case study of “no name “Aircraft.
The owner of “no name “Aircraft have concern about to the organisation profit due to
which they expand the business in the different locations. For this purpose, he sends his
employees to different countries in order to handle their business. In the report, the main
focuses are given on the topic of training and development in the context of no name aircraft
case study.
Issues
Lack of quality
As per the case study, it is observed that the organisation sends the employees into the
new environment. Training is the first requirement of employees over there because it is
difficult for them to understand the way of doing the work in the new environment. It has
been seen that the organisation does not organise the training and development programs due
to which they face the many issues such as conflict, lack of understanding and the many other
issues. As per the review of organisation employee, there is no training provide the
employees who are integrated into new surroundings. The employees do their work as per
their own way and style. The employees consume long time to learn the new things which is
an issue for the organisation (Hanaysha, 2016). The employees are getting affected due to
which the quality of products and services is reduces and the company face the challenges.

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Employee’s turnover
System workforce planning and management help the organisation to recruit the
potential people and provide them knowledge in order to develop their personality for career
development plans. It is the responsibility of the every organisation to develop the career plan
of every employee for the future success. But in the case of no name aircraft, it has been
evaluated that the employees of the organisation does not aware of their career prospects with
the company as the career development plans are not fully utilised. It is an issue because the
company also does not get the benefits of new skills of employees and the rate of employee’s
turnover is increases due to lack of career development plan (Larsen, 2017).
Solutions
Training and development program
The company has to organise the training and development program in order to train
the employee as per their responsibilities. It helps to reduce the issue which is face by the
employees while entering into the new environment. Training and development program
helps the employees to learn the new things without any cost. The organisation achieve the
success by trained the employees before adopting the new techniques (Clarke, & Higgs,
2016).
Providing feedback
The organisation has to appoint the leader that helps to motivate the employees in
order to achieve the success. It is recommended that the company has to evaluate the
performance of employees provide them positive feedback in order to motivate them towards
their work so that they perform more well.

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References
Clarke, N., & Higgs, M. (2016). How strategic focus relates to the delivery of leadership
training and development. Human Resource Management, 55(4), 541-565.
Cohen, E. (2017). Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Hanaysha, J. (2016) Examining the effects of employee empowerment, teamwork, and
employee training on organizational commitment. Procedia-Social and Behavioral
Sciences, 229, pp.298-306.
Larsen, H. H. (2017). Key issues in training and development. In Policy and practice in
European human resource management (pp. 107-121). Routledge.