Human Resource Management Analysis of No Name Aircraft Company

This report provides an analysis of human resource management (HRM) practices within the context of the No Name Aircraft company. It examines key factors influencing the organization's performance, including diversity management, international performance management, and training and development programs. The report highlights the importance of diversity management in fostering effective communication and collaboration across different teams and countries. It also discusses the significance of international performance management and the need for structured performance appraisals. Furthermore, the report emphasizes the role of training and development in enhancing employee skills and morale. The analysis suggests recommendations for improving HRM practices, such as implementing diversity training, establishing formal performance appraisal processes, and developing comprehensive training programs to address cultural diversity issues and enhance overall organizational effectiveness. The report concludes that by addressing these HRM aspects, No Name Aircraft can improve its competitiveness and achieve its business objectives.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Introduction
In the viable business environment, it is mandatory for different businesses to analyse
the different techniques which will be suitable for them in generating profit and managing the
future growth of the company as well. The respective discussion helps in focusing on “NO
NAME AIRCRAFT” company wherein there will be proper discussion of different factors
which will be influencing the company in utmost manner. From the respective case study, it
can be seen that the concern of the manager is sincere as developing the effective company
with high level of profitability and against the different companies which are the major
competitors of the company.
In the respective scenario, the Chief Executive Officer of the respective organization
is concerned and tensed regarding the turnover which is highly impending and there should
be proper working on increasing the overall returns of stakeholders on the investment which
is made by them. It will be suitable in repossessing the high share in the market and improve
the competitiveness in the market. As to improve the scenario, the administration of the
organization wants to redesign the organizational structure as well as human resource
management, for developing the management of the association in a supportive and
optimistic direction.
As mentioned by Sparrow, Brewster and Chung (2016), the different individuals who
are working in the company requires a proper and defined structure wherein they can
associate with one another and the coordination related to efforts is possible. Additionally,
the appropriate analysis regarding staff and line relationships can be suitable in creating a
workplace which is harmonious as staff and line responsibility is the function of human
resource management. Moreover, HRM is the technique of recruiting as well as selecting the
different employees along with providing proper training and development to the different

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members along with providing safety for the employees. Additionally, the proper
maintenance of the better environment can be generated which will be effective in developing
proper relationships among the different employees (Smith & Bititci, 2017).
Furthermore, it is the sole responsibility of the CEO of the company No Name
Aircraft in developing the business aspects and increase the share prices accordingly. The
major purpose of the paper is to identify and understand the factors such as diversity
management as well as culture, international performance management, training as well as
development which creates a suitable part in enhancing structure of the organization and it is
suitable in refining the efficiency of the presentation of the employees who are working
(Singh et al., 2016).
Diversity Management and Culture
As commented by Sánchez, Marín and Morales (2017), diversity management refers
to the different organizational actions wherein the main aim is to promote the proper
inclusion of the different employees from different backgrounds in the structure of the
company. The diversity management is essential to be included in the process of the HRM for
handling the various problems such as change, communication along with adaptability
efficiently during the extensive selection of the different employees which will be suitable in
performing in an appropriate manner as the company. The diversity management of the
company includes the different ethnic groups, gender, race, organizational background and
function appropriately.
In addition, as opined by Noe et al. (2017), with the increase in globalization requires
communication among the different individuals from diverse culture and beliefs in
comparison to previous aspects. In the current economy, the different individuals are not
working within limited market, however, they are working with the entire economy and

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therefore, it is the main reason that the companies need to implement diversity management
related practices for making the company flexible to various changes and make the
management of the company creative in nature as well. Moreover, as opined by Marler and
Parry (2016), the diversity in the entire workplace is crucial for employees as it manifests
itself in building proper reputation which led to the increased profitability and generation of
revenues providing opportunities for the different workers. The workplace diversity is
essential within company as well as outside for generating creativity and it will be suitable
for the employees to showcase their ideas and they can be feeling valued as well (Mann &
Harter, 2016).
Similarly, in case of No Name Aircraft Company, which was Australian based
organization, there were different issues which was related to diversity. From the case study,
it was being noticed that the different employees in the teams were not working well and due
to the same, there was a breakdown in process of communication between the integrated kind
of teams and across other teams situated in different countries (Knies et al., 2017). The line
managers in Australia are the ones who are responsible for communicating the different
aspects among the different subsidiaries and headquarter of the company and it was not
happening accordingly.
In such scenarios, the CEO of the company were receiving calls constantly from
Singapore, China and Vietnam that was seeking clarifications regarding different kinds of
aspects. It was creating huge chaos in the company that affected the overall revenue and
profitability of the corporation negatively. In such situation, it is significant for the CEO of
the company needs to understand the issue and there should be generation of proper solutions
which will be effective in resolving the same. The administration of the respective company
needs to understand the importance of diversity management as it is considered to be the

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subjective phenomenon and the different individuals will be categorizing the different ideas
which can be similar or dissimilar.
As commented by Jabbour and de Sousa Jabbour (2017), there are different
dimensions of the diversity management which is required to be included in the process of
management which will be suitable in improving the present condition of company. In
primary dimensions, age, race, gender along with ethnicity are the aspects, in secondary
dimensions, work experience, life style, style related to thinking along with nationality are the
aspects and lastly, in the tertiary dimensions, perceptions, assumptions along with beliefs are
the aspects which needs to be analyzed. From the analysis of factors, it can be seen that
cultural diversity is the significant approach that needs to be incorporated by No Name
Aircraft and other companies for developing performance of the employees in the company
(Islami, Mulolli & Mustafa, 2018).
The Service Range is Broader is the first factor as in the different multinational
companies, the proper cultural diversity can be effective in bringing skilled employees from
different groups and can deal with the queries of customers on the global context. The various
languages and cultural understanding can deal with various customers from various regions
and it will broaden the scope (Iqbal, Akbar & Budhwar, 2015).
The different staffs from the different cultural backgrounds can be helpful in carrying
out the talents of individuals through implying of ideas which can be forming in adapting to
the diverse culture and it will be suitable in providing variety of different solutions for
managing issues.
The diverse workforce can be suitable in providing the creative ideas which are
effective and it will be generating flexibility in meeting the different requirements of business
and manage the requirements of the customers in a successful manner. \

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With the implementation of training program at No Name Aircraft, there can be
proper input of the communication and diversity among the employees which will be
effective in handling the cultural diversity related issues and gain competitiveness in the
market in a suitable manner which will be treated as the learning program.
International Performance Management, Training and Development
In different companies, the performance management is one of the other vital
elements which should be implemented by the companies as it assists in understanding
whether the employees are performing as per the desired objectives of the company and it can
be effective for the management in rating them. As commented by Idris, Dollard and Tuckey
(2015), the main determination of the performance management is understanding the
presentation of the different employees or the different products and services which are sold
by the company. Moreover, according to Hollenbeck and Jamieson (2015), the performance
management method can be implemented in various organizations and the managers of the
company can be certifying the performance of the company accordingly.
As commented by DeNisi and Murphy (2017), with the proper purpose of the framing
the skilled and empowered employees, the different companies can audit the
accomplishments of employees which will be helpful for generating high level of
productivity. Moreover, every employee needs a proper and clear understanding of the
expectations for the work that will improve the responsibilities performed by them and it will
be effective in refining the complete presentation of the business and employees successfully.
As opined by Collings, Wood and Szamosi (2018), the performance management can
encourage the employee rewards and recognition which will be effective in promoting the
growth mindset among the different team members and the entire organization successfully.

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However, in case of the respective organization named No Name Aircraft, it can be
seen that there are different issues of performance management. The international
performance management is associated in a closed manner with performance appraisal,
however it was lacking at No Name Aircraft as there were no performance reviews at
different subsidiaries of the company. Moreover, there was no such formal process of
appraisal for the expatriates that affected the morale of employees negatively. In such
scenarios, the effective performance management approach needs to be included in the
company which will be increasing the focus on driving positive business results. The engaged
and empowered workforce is the most critical element which is required at No Name Aircraft
as it can be helpful in deepening the engagement among employees in different subsidiaries
through proper creation of culture of shared accountability for career related growth as well
as development.
On the other hand, the training and development program helps in allowing to
strengthen the skills wherein each employee can improve their skills to achieve the goals. As
commented by Albrecht et al. (2015), an appropriate expansion program helps in bringing
different employees to higher levels so that they can have similar kind of skills and
knowledge. In addition, it will be reducing the weak kind of links within organization which
becomes the barrier in completing the tasks. Additionally, as opined by Al-Sarayrah et al.
(2016), the training as well as development improves morale of staffs and due to the same,
productivity of company and employees increase appropriately.
Through proper training and development, there can be guidance provided to
employees as it will be encouraging them in understanding the cultural aspects of the other
countries and generate positive results. As commented by Bakker and Albrecht (2018), the
development of employees helps in growth as well as development of employees through
generating sense of faithfulness and attachment to the organization. In case of No Name

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Aircraft, there has been no proper training and development programme for managing the
employees as during the process of expatriate training which has been conducted for the
employees migrating from Australia to China, there was no feedback panel was made
available for the employees which affected their motivation (Barrick et al., 2015).
In such scenarios, the proper and planned training and development program needs to
be incorporated by the company No Name Aircraft as it will be suitable for developing
crucial skills. The same can be done through the incorporation of the career development
plans and programs which will enhance the effectiveness of program and meet the
organizational requirements (Conway et al., 2016). There can be incorporation of On-the-Job
training program by No Name Aircraft as it can be suitable in developing the junior
employees who will be migrating to China as it will be helpful for providing them with
knowledge regarding the culture of the respective country and it will be developing
satisfactory results at the end (Buckingham & Goodall, 2015).
Therefore, for generating better results in the company, No Name Aircraft needs to
develop some of the major skills which will be beneficial in taking over the different roles
and responsibilities in such a manner. Through career development programs, it will be
effective in meeting the organizational requirements as it will be suitable in managing the
organizational goals which will be effective in becoming more confident in managing
operations successfully.
Conclusion and Recommendation(s) or Solution(s)
Therefore, from the analysis of the overall case study, it can be inferred that there
were different problems faced by the CEO of the company named No Name Aircraft. There
were issues related to diversity management, training and development issues along with
improper performance management programmes which affected the overall functioning of

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the company. In addition, there were problems arising between the headquarter and the
subsidiaries of the company which affected the growth of the company and it impacted the
morale of the employees in negative manner as well. In such scenario, after the analysis of
the different problems, from the analysis of different literatures, it was being seen that proper
diversity management is the main element which needs to be incorporated as it will be
improving the effectiveness and gain more insights in managing the objectives of the
company.
Moreover, there are recommendations which can be incorporated by No Name
Aircraft that is effective in refining the efficiency in comparison to the other competitors
present in the market (Budworth, Latham & Manroop, 2015).
Firstly, there can be inclusion of the diversity programmes by the top management of
the company which will be appropriate in managing the effectiveness. There can be proper
communication of the diversity policy regularly which will be making the organization more
diverse and improve the morale of the employees as well (Jha & Kumar, 2016).
Moreover, there can be different training and development programmes incorporated
in the company which will be inclusive of on and off the job training process which will be
enhancing the effectiveness of the firm in an efficient manner (Cappelli & Tavis, 2016).
Through the on-the job training programs, it can be suitable for making them aware regarding
the culture of the subsidiaries which are present in other countries.
In addition, the company No Name Aircraft can include the different performance
appraisal programs which can be helpful in making the employees understand their
performance. Through the incorporation of the 360-degree appraisal program, it will be
suitable for creating the platform which will be offering the company and employees with the
proper achievement of the goals. In the respective program, it is the method for improving

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understanding strengths and weaknesses of the employees with help of creative forms of
feedback (Collings, Wood & Szamosi, 2018).
Lastly, the training and development programs can be incorporated by No Name
Aircraft which will be helping the company in understanding the performance of employees
on a regular basis which will be beneficial in increasing the morale of employees which will
be suitable in understanding the situation and gain competitive advantage (DeNisi & Murphy,
2017). Proper adhering to the best practices can be incorporated by the companies as it will
be designing a workflow of the program and it can be efficient in creating objectives which
will be efficient in making the employees in following up the results.
Therefore, it can be inferred that that proper HRM aspects can be incorporated by the
company as it will be enhancing the effectiveness of the company.

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