Human Resource Management Case Study: No Name Aircraft

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HUMAN RESOURCE MANAGEMENT
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Contents
INTRODUCTION............................................................................................................................. 3
KEY ISSUES OF CASE.......................................................................................................................4
SOLUTIONS TO THE ISSUES............................................................................................................7
IMPLEMENTATION PLAN............................................................................................................... 9
CONCLUSION............................................................................................................................... 14
REFERENCES.................................................................................................................................15
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INTRODUCTION
Human resource management is one of the most essential tasks to be performed in an
organization. It can be defined as the management of the human resource which has been
employed in the organization (Wilton, 2016). It deals with the framing of policies so that a
healthy working environment is maintained in the organization.
In the given case, the issues regarding human resource management of “No Name” Aircraft has
been done wherein the problems that the organization is facing while managing its human
resource internationally has been highlighted. Through this report, the key issues faced by “No
Name” Aircraft have been identified and through the application of various concepts of human
resource management, recommendations of solutions have been provided. The report also
includes the creation of an implementation plan through which "No Name” can apply the
changes in its organization effectively.
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KEY ISSUES OF THE CASE
Through a detailed study of the given case, there are various issues that have been identified in
"No Name" Aircraft. As an International Consultant of Human Resource Management, the
following are the certain issues that can be highlighted through the given case:
Lack of Communication
Having its business running into 4 countries of the world, communication plays a crucial role in
“No Name” Aircraft. To operate efficiently by managing businesses internationally, a strong
communication system is very vital (DeCenzo et al., 2016). Through the given case, it could be
identified that the communication system adopted by “No Name” Aircraft was very ineffective
because of which the firm is facing numerous issues from the client as well as the subsidiaries
established in different countries (Mura, 2017).
Poor Diversity Management
Another major issue that has been identified in “No Name” Aircraft is the poor diversity
management by the firm. Through the case, it could be found that the environment created in
the organization was not acceptable to diversity and despite implying policies regarding the
appreciation of diversity among employees, it was not followed in the organization (Chandra,
2018). A difference in acceptance between different ages of employees was also identified. The
recruiters of the firm in China also denied recruiting disabled candidates. Thus, the human
resource management was not able to manage the diversity in the organization.
Poor Team Spirit
Through the study of the given case, it has also been identified that the employees lacked in
team spirit and focused on completion of their own task instead of working as a team and
achieving the objective of the organization (Collings et al., 2018). It has also been found that
the different teams working for the formation of an aircraft lacked integration and made it
difficult for other teams to perform their tasks. In the internal business environment of "No
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Name” Aircraft, the employees were not willing to work together as a team and held
resentment from one another despite helping
Inadequate Workforce Planning
“No Name” Aircraft has been facing another major issue of inadequate workforce planning.
Employees at “No Name” do not have the clarity of the objective they are to achieve by
performing the set of activities allotted to them. Also, “No Name” fails at identifying the needs
and requirements of the employees so that employee satisfaction can be provided to them
(Cascio, 2015). The employees of "No Name" does not have a career development plan and do
not receive adequate support from superiors and the organization for planning their objectives
and aligning them with that of the organization.
Coordination
Another major issue that has been found in “No Name” is poor coordination within the
organization and between the different subsidiaries at different locations of the world. Lack of
coordination by "No Name" is one of the most important reasons behind the improper
management of performance by the organization (Noe et al., 2017). While implementing
decisions at the headquarters, no coordination is maintained with the subsidiaries and as a
result, it negatively impacts the performance of the organization. Also, policies which are
followed by the organizations are also not coordinated with the subsidiaries because of which
dissatisfaction among the employees has been increasing (Bratton & Gold, 2017). Within a
particular organization, “No Name” is also not able to coordinate between the different
departments which are negatively impacting the overall performance of the organization.
Training and Development
One of the most essential elements which are causing the poor performance of "No Name" is
the lack in the training and development which has to be provided to the employees ( Analoui,
2017). “No Name” Aircraft is not able to manage its organization appropriately for which it
should provide adequate training and development to the managers so that they can increase
the efficiency in managing different teams. So, to adopt the frequent changes in the business
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environment, “No Name” is required to train the employees as they have been noted to be
resistant for adopting change (Brewster et al., 2016)s.
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SOLUTIONS TO THE ISSUES
It is essential for “No Name” to overcome the key issues that have been identified from the
given case so that it can improve its performance and sustain in the market. There are various
problems identified from the case which have to be resolved by “No Name” so that it can
provide good quality of its product to the clients and maximize the returns of shareholders
(Bailey et al., 2018). Following are the certain recommendations through which “No Name” can
deal with the issues in the organization keeping in mind of the international market:
Effective Communication System
The first and the most basic reform that should be taken by “No Name” Aircraft is establishing a
strong communications system through which it can coordinate the functions from its
subsidiaries in different countries and can coordinate between the different departments of the
organization (Noe et al., 2017). Through the establishment of effective communication system,
the employees can be clarified with the roles they have to perform and an efficient reporting
system could be established which would assist “No Name” in monitoring the performance as
well. Efficient communication system would also eliminate the problems faced in the transfer of
important information and would save time for the different subsidiaries in completion of their
tasks (Brewster et al., 2016). Being an international organization, "No Name" has to adopt an
effective communication system so that it can transfer the necessary information within time to
the different locations at once.
Reforms in HRM policies
To eliminate the numerous issues that have been faced by “No Name”, one of the most
significant measures is to reform the human resource management policies that are followed
by the organization and implement them strictly so that the working culture can be enhanced.
The policies shall be reformed in a manner so that the employees are made to feel responsible
for the tasks they are performing and consider themselves as a part of the organization (Mura,
2017). Framing policies for supporting the development of employees would help them in
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striving to work for their own development. “No Name” is also required to adopt policies by
which healthy organizational culture is established not at the main office but also at the
different subsidiaries. It has also been identified that “No Name” is required to implement
performance appraisal policies through which it can motivate the employees to work at their
utmost efficiency and increase their satisfaction in the organization.
Training and development
Providing training and development is a major step that shall be taken by “No Name” through
which it would be able to train the workforce for accepting new changes and challenges and
would be able to adopt new techniques for enhancing the quality of the products ( Budhwar,
2016). Along with the technical training, various soft skill training shall also be provided to the
employees through whom they would be able to raise their determination to work on behalf of
the organization and would assist them in streamlining their aims with the goal of the
organization. Training and development would allow the managers to use innovative measures
of management of employees so that the issues causing hindrances to the business of “No
Name” can also be eliminated (Analoui, 2017).
Employee Engagement Activities
One of the major issues that could be observed with "No Name" was the lack of employee
engagement. Thus, the managers of the firm are required to conduct employee engagement
programs so that the employees can boost their motivation for working for the organization
and assist each other in completing tasks (Collings et al., 2018). Through the employee
engagement programs, team building practices can also be adopted by the employees of “No
Name” so that instead of focusing on individual tasks, a focus on cumulative objective can be
made. Also, employee engagement programs would assist the managers in bringing more
coordination among the employees and would be able to increase the efficiency of activities
performed by them.
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IMPLEMENTATION PLAN
To overcome the issues that have been identified in the given case of "No Name", it is essential
for the firm to ensure that the solution that has been made is implemented effectively so that
its benefits can be generated (Brewster et al., 2018). There are various issues like poor
communication system; low-performance appraisals, poor adaptability of employees, lack in
value of diversity, etc. have been identified which have to be eliminated so that “No Name”
Aircraft can ensure high organizational profits. Through developing an implementation plan, the
CEO of “No Name” Aircraft, Adam O’Meara can ensure that the changes that have been
recommended are successfully applied and the current problems faced by the organization are
reduced (Rees & Smith, 2017). To implement the plan, the following are certain steps that are
to be undertaken by "No Name":
1. Understanding the structure of the organization and other considerations while making
the plan for “No Name” Aircraft.
2. Determine the key objectives of the plan through understanding the required changes in
“No Name”. The objectives should be realistic and should be based upon the problems
that are faced by “No Name”.
3. Identify the required and available resources which can be used for achieving the aim of
the plan made for “No Name”.
4. Determine the activities through which the objectives of the plan can be achieved
(Stewart & Brown, 2019).
5. Set a realistic timeline for the activities which have been specified for the achievement
of the objective of the plan.
6. Implement the plan through conducting the activities efficiently and effectively by the
employees of “No Name”.
7. Evaluate the plan which has been implemented by “No Name” to assess its impact on
the problems for the elimination of which it was framed.
8. Identify the areas of deviations and hindrances and take necessary steps so that its
impact on achieving the objective of the plan can be reduced.
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9. Control the activities through which the objectives of the plan made for “No Name” has
been achieved.
IMPLEMENTATION PLAN FOR “NO NAME” AIRCRAFT
Task Description Status Activities Undertaken Duration
Required
Effective
Communication
System
Establishing an effective
communication system
would assist “No Name” in
operating successfully in the
international market by
transferring relevant
information within time so
that its use can be timely
made. Also, it would increase
the productivity of the
employees and increase their
satisfaction and involvement
in the organization.
Controlling processes can
also be enhanced by
developing an efficient
communication system.
Poor Influence managers to build
healthy relationships among
employees.
Establish a strong reporting
system.
Maintain a hierarchy of
communication in the
organization on the
international platform (Rees
& Smith, 2017).
Establish communication
forms to be used depending
upon the type of
information, i.e. emails,
notices, meetings, etc.
3 Weeks
Reforms in
HRM policies
It is essential for "No Name"
to reform the HRM policies it
is currently using through
which it can adopt new
policies which would result in
increasing the productivity of
Moderate Identifying the successful
policies adopted by other
organizations in the
international market.
Framing new policies based
on the existing problems
4 Weeks
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the employees (Chandra,
2018). Adopting new HRM
policies would also assist the
firm in increasing its
monitoring over the activities
that are being conducted and
ensure the implementation
of the new reforms in all the
locations in which it operates
internationally.
faced by the organization.
Strictly implementing the
new reforms in all the
offices globally.
Adopting performance
appraisal techniques to
increase employee
satisfaction in the
international business run
by “No Name” (Stewart &
Brown, 2019).
Monitoring the changes in
the organization after the
implementation of the new
policies.
Training and
development
Training and development
are required for many
aspects in "No Name".
Through training and
development, the employees
would be motivated to work
together in an organization
and would allow them in
gaining skills and abilities that
are required to meet the
current market requirements
(Analoui, 2017). Training and
development programs
would allow the employees
Poor Identify the key areas of
training and development
programs.
Determine the skills and
knowledge required to be
developed and enhanced in
employees.
Conduct accurate training
and development programs
through which the
employees would be
benefitted.
Monitor the impact of
programs over the activities
3 Weeks
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of “No Name” in competing
against the competition faced
in the international market.
performed by the
employees.
Employee
Engagement
Activities
It is one of the most essential
activities that are to be
conducted in “No Name” so
that it can develop a strong
relationship of the employees
among each other and with
the organization as well.
Employee engagement
programs would allow “No
Name” in reducing the
employee dissatisfaction and
build durable relations
among each other. This
would also initiate in building
effective teams and would
lead to the achievement of
the organizational objective.
Poor Create a knowledge sharing
system in the organization.
Provide learning
opportunities to the
employees and motivate
encourage them to be a part
of it.
Involve the workforce while
implementing decisions.
Create diversified teams so
that employees can value
diversity (Chandra, 2018).
4 Weeks
Various controlling techniques are also essentially required to be implemented by “No Name”
so that it can ensure the successful implementation of the plan. For reviewing the change plan
that has been made by “No Name”, the firm can establish a change committee which would be
responsible to evaluate and review the performance of the plan which has been made
(Nankervis et al., 2016). The committee would assist “No Name” in monitoring the
implementation of the plan and gaining higher efficiency through its implementation.
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