Human Resource Management Practices in No Name Aircraft

Desklib provides solved assignments and past papers to help students succeed.

Human Resource
Management
1

INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................4
1. Analysing the main issues in ‘No Name’ Aircraft.............................................................4
2. Different ways through which Human Resource Management deals with different issues
................................................................................................................................................5
3. Recommendation to ‘No Name’ Aircraft to implement different Human resource
management practices and strategies.....................................................................................8
CONCLUSION........................................................................................................................10
REFERENCES.........................................................................................................................11
2

INTRODUCTION
Human resource management is crucial function of the organisation and termed as backbone
of any organisation. HR management is also important in making different policies and
strategies to create effectiveness of the performance of the organisation to meet the desired
level of productivity and quality to attain success. The present report is based on case study
of ‘No Name’ Aircrafts. It is an Australian based organisation with subsidiaries in China,
Singapore and Vietnam. The case study reflects different issues of the organisation which are
affecting its organisational performance and quality of the products. Report will highlight
various aspects of human resource management related to the organisation issues. The report
will include the different issues of the firm related to the Culture, Diversity management,
international performance management and training and development. Report has presents
different ways through which HR management can respond to such several issues. Effective
recommendations to the organisation for implement various plans and strategies are included
on the report.
3

MAIN BODY
1. Analysing the main issues in ‘No Name’ Aircraft
The case study of No Name an Australian based indicates the serious issues which are
affecting the shareholders return on investment. The firm operates at international platform
with subsidies in China, Singapore and Vietnam. As most of the aircraft are manufactured
and design in the subsidies are sell in around 50 countries. The firm is facing serious issues
both in main headquarter and its three subsidies which are result in affecting the firm’s
productivity and affecting the product’s quality. The case study has reflects that most of the
issues are related to the employees, performance, managing the employees, training and
development, performance management, issues in measuring and monitoring the employee’s
performance and productivity (Hawkins, 2017). It can be said that, No Name’s headquarter
has poor communication and coordination between different teams and administration which
are affecting the firm’s quality. Headquarter has working culture is ineffective and negative
which results the communication breakdown between headquarter and other subsidiaries. It
has been analysed that ineffective quality product is one the major issues which is coming
from the subsidiaries in China and Vietnam. The stakeholders are complaining related to the
quality of aircraft which is affecting the reputation of firm in market. Another issue is the
ineffectiveness of leadership that leads to integration problems among teams. The employees
are also facing issues because of lack of leadership.
Another important issue which No Name is facing is the management of diversity in
organisation. At headquarter, the discrimination in the basis of age is being practices from the
senior staffs. At China also, discrimination on the basis of disabilities is being practiced in the
recruitment process. It results in bleach of Equal Opportunity and Equality act which result
the firm in facing serious legal actions from the government. Having a diverse workforce is
essential for the firm. But, there are no such HR practices that can enhance the employee’s
interaction and properly utilise the diversity in the organisation. Another main issue of the
‘No Name’ is lack of international performance management which is vital for the firm as it
is operating at the global level. International performance management can be defined as a
process which helps international firm to determine and continuously improving employees
and firm performance in order to achieve the set goals and targets. It can be analysed that,
there is no performance management system and performance review system in any of the
subsidiaries of No Name. There is no performance appraisal system which is very crucial to
4

motivate the employees (Turner, 2016). The decision making process are headquarter is
based on ad hoc approach without considering different factors which can affect the firm’s
performance and business goals. Such decisions also affect the subsidiaries business and
working performance.
Another major issue of ‘No Name’ is related to the training and development, which is
integral part for increasing efficiency of the individual and organisation as whole. The
Expatriate training in organisation is ineffective which is essential for the employee who is
shifting to work in other subsidiaries. The HR does not have ant practice of taking feedback
from the employees regarding the effectiveness of the training provided. It affects the
employee’s performance in new place which results in low productivity. The human resource
management has no such strategies to conduct and review the needs of training and
development to the employees and organisation (Olander, Hurmelinna-Laukkanen and
Heilmann, 2015). It can be identified from the case study that, there is no professional
development system in organisation. Other than this, employees are not properly conveying
their roles and career prospects in No Name.
2. Different ways through which Human Resource Management deals with different issues
Human Resource management plays a significant role in managing and increasing the
performance of employees and organisation in order to achieve the desired results. As per
identifying and analysing different issues in ‘No Name’ Aircraft, it can be said that poor
productivity and inefficiency is due to the poor human resource management in the
organisation. As the firm in an international one with three subsidiaries in different countries,
it essential for the administration to have effective human resource management practices,
policies and strategies which helps in dealing with different issues arises in organisation.
Following are the various methods, concept and techniques which HRM requires to adopt in
order to respond different issues:
In order to overcome and combat the negative culture in organisation, HRM can make
strategies to improve and build an effective organisational culture by identifying the root
cause which creating negativity in organisation (Helms, 2016). It can be said that the
workplace where employees are unmotivated, socially harmful, does not trust their senior and
management, disregards the rule and show unethical behaviour indicates the negative
organisational culture. HRM can apply the Handy’s theory of organisational culture which
helps the management to build an organisational culture that enhances the employee’s
5

performance level and productivity. As per this theory there are four types of culture which
includes, power culture, role culture, task culture and person culture.
As ‘No Name’ Aircraft is an international firm, the human resource management requires
executing the strategy of the national culture which creates a great impact on the employees
than organisational culture. Another issue which are affecting the quality of products and
organisational performance is communication and coordination among different teams within
an organisation (Bush, Bell and Middlewood, D, 2019). The HR management can improve
the communication between different teams through properly applying the information
technology within organisation. With the help of different IT techniques, different teams from
different locations can easily communicate to each others. This strategy helps in proper
coordination among the teams to increases and enhances the products assembling with high
quality. The HRM should also apply effective leadership styles in order to guide and instruct
the employees for their task and performance.
As ‘No Name’ has issues regarding the discrimination practices at headquarter as well as in
other subsidiaries like in China. The disabled candidates are not being employees in China
and discriminated on the basis of disabilities despites of their skill and qualification. At
headquarter in Australia also, the senior employees are discriminating younger employees.
This act can a leads to violent the rules and regulation of government towards equal
opportunity and equal rights. The human resource management is responsible to create and
make different policies and rules for the workplace in headquarter and other subsidiaries.
These policies and rules will enable all the employees at different level to follow the culture
to treat every employee equally. Diversity management is one of the essential responsibilities
of the human resource management which helps in increasing the productivity of the
organisation (Deresky, 2017). HR requires implementing the practices in order to understand
and consider the employee’s perception towards other employees and organisation. HR
management can determine the Employee’s perception as it reflects the organisational culture
in reality. It makes the HR to practices in order to enhance the employee’s communication
with other employees and with management. Some of such practicing can be increasing team
work, formal and informal meetings, involving employees in organisational activities. HR
management can make strategies to make diversify culture which is an effective way to gain
competitive advantage in market.
6

HR management of ‘No Name’ has issues related to international performance management
which are crucial for encouraging and influencing employees in organisation. HR
management requires planning strategies for improving performance management at
international level in all its three subsidiaries including headquarter in Australia. HR
management can adopt different methods for measuring performance at international level
which helps in analysing the effectiveness of the business operations in achieving the goals
and aims of the organisation (McCaffery, 2018). Performance appraisal in an important part
of performance management process that determine, measures and evaluates employee’s
performance as per the set targets and roles. The HR management can implement various
methods of measuring performance which includes individual development plans, 360 degree
feedbacks, continuous assessment etc. It can be said that measuring the performance of
individual and organisation is essential in order to manage the performance up to the desired
level. HR management requires considering the external factors also in making strategies
such as cultural difference and local practices of performing in different countries.
Figure 1 Performance management
7

It can be identified from the case study of ‘No Name’, that three is inadequate training and
development practices. It can be said that, training and development is one the essential HRM
practices which leads to enhancing the skills and knowledge of the employees as well as
organisation. HR management of ‘NO Name’ needs to execute different training programmes
expatriates which can enhance their efficiency in different countries. Learning, training and
development is the three dimension of organisation which results in improving organisational
performance and deliver the best quality products to the customers. HR management can
make strategies to take feedbacks related to the effectiveness of training programmes from
employees (Al-Hawary and Shdefat, 2016). Assessment and monitoring of employees
performance will help the management to determine the training needs for the employees to
increase their skills and performance level.
3. Recommendation to ‘No Name’ Aircraft to implement different Human resource
management practices and strategies
Human resource management is crucial function of the organisation and termed as backbone
of any organisation. It is effective in recruiting, training and managing the most essential
resource of the firm its employees. HR management is also important in making different
policies and strategies to create effectiveness of the performance of the organisation to meet
the desired level of productivity and quality to attain success. In this regards, it can be
recommended to ‘No Name’ to implement different theories and models which assist the
human resource management to improve the performance, productivity and profitability of
firm in order to respond vacuous issues in organisation.
It can be recommended to the HR management of ‘No Name’ to implement the Guest Model
of HRM. The model assists in realising the input and output of the human resource
management. This model will assist in focusing on the six components that includes Hr
strategies, HR practices, HR outcomes, Behavioural outcomes, performance results and
financial consequences.
It can be suggested to ‘No Name’ aircraft’s human resource to implement the inclusive
learning culture to effectively manage the diversity throughout the organisation. The firm has
diverse workforce in term of age, gender, skills and abilities. This differences and diversity
will assist in increasing the creativity to perform in more efficient manner (Word and Sowa,
2017). Inclusive learning is the modern concept that organisation should implement in
organisational culture that helps in increasing new thinking and new practices in maintaining
8

the knowledge management in order to create, retain and effectively transfer the knowledge
and skills within the organisation. In addition to this, it can be recommended to the Hr
management to implement continuous professional development is an essential concept of the
ongoing process of developing, maintaining and documenting the professional skills of
employees in organisation. At a professional level, continuous development is enhancing the
skills with the hanging environment and new development. CPD is an important concept
which will help in increasing the productivity and profitability of ‘No Name’ which is highly
essential as per the current scenario. CPD is an effective approach which also results in
increasing the communication and interaction within the organisation (What is Continuing
Professional Development (CPD)? , 2019). This approach will enable the HR management to
be ensuring the active participation, interaction of the employees in different organisational
activities. CPD helps the employees and organisation to deal with changing business
environment to maintain sustainable performance.
The human resource management should also implement the High performance working
system in organisation. HPW is referred as the combination of different HR practices, work
structure and processes that are aimed in increasing the employee knowledge and skills. The
Key elements of the HPW system include the ability to engage the employees in their work
through effective communication and motivation. Another system includes Training of the
employees, different incentives and rewards system and providing appropriate technological
resources. It helps employees to perform with their full efforts to carry out the business goals
and aims. The HR management should make different plans and strategies to encourage the
engagement of employees and increased employee’s participation. Different training and
development programmes needs to conduct in order to enhance and improvise the knowledge
and skills of the employees (Kerzner, 2019). HPW practices also recruit and select the best
and efficient employees who will perform in order to improve overall organizational
performance of ‘No Name’. High Performance Working system in organisation is effective
culture at workplace that results in improving employee performance and productivity of
overall organisation.
9

CONCLUSION
By summing up the above report, it can be concluded that human resource management and
its practices are very essential to manage the employees and organisational performance in
order to meet desired goals and targets. The report has analysed various issues from the case
study of ‘No Name’ which concluded various issues which are affecting the quality of
products and organisational performance. The case study has reflected that most of the issues
are related to the employees, performance, managing the employees, training and
development, performance management, issues in measuring and monitoring the employee’s
performance and productivity. Report has concluded different methods and practices of the
HRM which is effective in responding to the issues in organisation. Further, report has
recommended the organisation to implement various approaches such as continuous
professional development, high performance working system and inclusive learning culture
for improving the productivity and profitability of the organisation in achieving growth and
development.
10

REFERENCES
Books and Journals
Hawkins, F.H., 2017. Human factors in flight. Routledge.
Turner, R., 2016. Gower handbook of project management. Routledge.
Olander, H., Hurmelinna-Laukkanen, P. and Heilmann, P., 2015. Human resources–strength
and weakness in protection of intellectual capital. Journal of Intellectual Capital, 16(4),
pp.742-762.
Helms, M.M., 2016. Encyclopedia of management.
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of Educational Leadership &
Management. SAGE Publications Limited.
Deresky, H., 2017. International management: Managing across borders and cultures.
Pearson Education India.
Al-Hawary, S.I.S. and Shdefat, F.A., 2016. Impact of Human Resources Management
Practices on Employees’ Satisfaction A Field Study on the Rajhi Cement
Factory. International Journal of Academic Research in Accounting, Finance and
Management Sciences, 6(4), pp.274-286.
McCaffery, P., 2018. The higher education manager's handbook: effective leadership and
management in universities and colleges. Routledge.
Word, J.K. and Sowa, J.E. eds., 2017. The nonprofit human resource management handbook:
From theory to practice. Taylor & Francis.
Kerzner, H., 2019. Using the project management maturity model: strategic planning for
project management. Wiley.
PERFORMANCE MANAGEMENT HOME , 2019 [Online] [Assessed through]:
https://hr.un.org/page/performance-management-home [Assessed on 27 May 2019]
What is Continuing Professional Development (CPD)? . 2019 [Online] [Assessed through]:
https://www.jobs.ac.uk/careers-advice/managing-your-career/1318/what-is-continuing-
professional-development-cpd [Assessed on 27 May 2019]
11

12