This report looks into the challenges and issues facing the ‘No name’ Aircraft Company. It further explores the reasons behind the issues facing the organization, the causes, and forces behind the challenges in this international Aircraft Company. The report focuses on the impacts this issues have had on the organization and outlined the solutions that the company should adopt to avoid occurrences of this issues in future. There is an implementation plan outlined in this report, on the measures the organization should put in place to avoid further damage to the organization. This implementation plan contains various recommendations to this organization, to each personnel in the company.
Human resource management is an imperative aspect of the organization. It involves managing the workforce by ensuring, proper recruitment and hiring of employees, developing workers through various training and other developments.it is the most delicate department in the organization since it could ruin or make better an organization. Human resource management is also responsible for ensuring that the working atmosphere in an organization n is conducive (Sadri 2009). For instance, in the case of the Aircraft organization, the working atmosphere is tensed, and there is a lot of straining in the organization. In this report, the issues affecting the human resources is the main concept to be addressed.
The main issues in the aircraft company are discussed in more details and the impacts to the organization well outlined. The report further goes on to identify various recommendations to the challenges identified. These recommendations are to ensure that both the management and the employees are well guided on how to improve other organization and to curb these challenges from recurring in future.
In this case, study few limitations surface in the quest to identify the issues facing this organization. First, there is the lack of support by the management. The top management shows little interest in helping to identify the issues affecting the organization thus affecting the implementation plan. Secondly, there is inadequate information about the employees. This makes it very difficult to implement a plan, due to the lack of knowledge and database of the employees in the organization. Last but not least, in this aircraft company, there a lot of limitation in communication. Employees are rather rigid to talk about the issues affecting them making it difficult to pinpoint other issues the employees may be facing.
The CEO of the aircraft company is very worried about the deteriorating profits and the increased turnover that has been taking place frequently in the organization. Being a global company, operating in various countries this organization has been facing various issues in the organization. These issues include
This is a very crucial issue in this aircraft company. An organizational culture ay brings a lot of problems in the organization. Organizational culture is responsible for either creating a hostile and unpleasant environment or a conducive working environment (Schermerhorn, Osborn and Hunt 2008). In this case, the organizational culture issues include; poor communication, ambiguity, and inconsistency. There poor communication between the management and the employees, which has caused employees to be resistance to change. Being an international company, communication problems have occurred between these subsidiaries from the main center Australia. This has caused lack of coordination within the three countries leading to poor productivity in the company. The managers of this organization, in Australia, have created this type of culture, where they do not offer consistency flow of information to create coordination within the organization in all the countries. This has led to a low-quality production of aircraft. The culture in this organization is ambiguous. Employees do not understand what is exactly needed for them. For instance, the teams in charge of wire harness assembly do not collaborate at all. There is a lot of resentment by each team in the three countries, which has contributed to low-quality aircraft.
Diversity in organizations is created through the background of employees. Their personality and nature, age and gender among others. The issue of diversity may raise various problems of discrimination or harassment in an organization (Machado and Davim 2017). In this case, there is the issue of diversity in the organization, that has led to discrimination of disabled people in China during the recruitment process. This has had severe impacts on the organization, where it stands a chance to be prosecuted on discriminating this disabled people. This diversification in the aircraft company has led to discrimination of some people, by the senior management that has led to strained relationships in the organization. The human resource development has a simple policy that is not clear on the guidelines that should govern the employees on diversity. The diversity in the organization has created a tense environment, where harmony and unity do not exist.
The issue of poor monitoring of performances in the organization is common in the organization. This challenge mainly occurs in the case of an international organization, where performances within all the countries are not well monitored, and decision-making process is affected (Gooderham et al. 2013). For instance, in this ‘No name’ aircraft company, a lot of international performances issues are surfacing. Performance reviews are only carried out in Australia and not in the subsidiaries, which has led to a decline in the subsidiaries on the performance basis. There are no international appraisals in ‘No Name,’ and this has led to reduced morale among the workers. Another issue in the management of international performance is the lack of coordination in the implementation of plans in the organization. For instance, there is no consideration of impacts of decisions made in Singapore to other subsidiaries, and a lot of production activities go wrong. The company lacks measures and guidelines to performance management within the HR department. The main problem this challenge poses is that of making decisions, where decisions are not made systematically, and this leads to miscommunication within all the subsidiaries. There are no measures that control these actions nor measures to control performances in all the countries. There at least should be personnel in charge of ensuring there is consistency in international performance.
Training and developing the workforce in the organization is very crucial in having a well-functioning organization. However, training and development can be a big challenge in the organization, especially in times of time, expenses, location and management of the organization (Brewster, Dickmann and Sparrow 2008). The organization should offer in-house training as well as outsourced training to employees at the beginning of work hand within the working process. In ‘No Name’ organization, the challenge of training and development is a major issue. This organization offers only expatriate training without considering the needs of each employee. Employees working in the other three countries have raised issues of being sent to work without adequate training. This issue has led to decrease in the output of employees and lack of morale in work. The lack of training in the organization has made employees slow in their productivity since they need some time before they catch up. The HR lacks to provide feedback platforms for the employees on the expatriate training hence, no follow up is made in the organization. The organization lacks workforce planning on the training and development programs. These programs are very crucial for the success of the organization. Due to lack of this training and development programs, turnover has increased in the organization and low productivity among the left employees.
From the above issues identified in the organization, various solutions are considered to prevent the issues from recurring in future. These solutions include:
Managers in the organization should always ensure that a conducive working culture is established. This is established through developing an international influence where managers will need to involve heterogeneous functions (Anon 2009). These functions will include information management, a centralized decision-making platform, where employees can all access the decisions made and a clear flow of communication among people in the organization. For instance, in the ‘No Name’ organization, the line managers in Australia should develop a communication system within all the subsidiaries for centralized and uniform communication between all the three countries. The managers in charge of supervisors would create a policy to ensure integrations and collaboration of the assembly teams in all the three countries.
In order to curb on the issue of workforce diversity, the organization management should establish and implement strict rules and regulations on the issue of diversity (Human Resource Management Academic Research Society 2011). For instance, this organization should develop measures to be taken in cases of discrimination or harassment in the organization. This policy rules should be included in the company constitution, and every member should be well conversant with policies set. In addition, the organization should adopt the Employment Act into their organization, in order to monitor diversity through the Act. The management should employ a leader from one of the workforces, to be in charge of promoting diversity and ensuring proper treatment of employees by others.
The issue of international performance management can be prevented from occurring in future by establishing measures to monitor performance internationally. These measures include establishing a cohesive system within the company that connects Australia with the other subsidiaries. This system is accomplished through aligning people with the organizational goals, internal branding among all the subsidiaries and creating clarity on the purpose of every employee in the company. This will ensure that performance is integrated and well monitored from the main company. The organization should also provide a reward system for good performance.
Every organization should embark on providing training programs for their employees. In that case, it will ensure that all organizational needs are met, and employees are equipped with the necessary skills for the job. Training should be both on-site and off-site, to ensure that employees are always equipped. The organization should also provide a feedback program, where all the international employees can view their opinions on the training programs. On the other hand, the organization should establish development programs to ensure employees know their career prospects. The HR should also ensure that the development programs are offered equally to all employees in the different counts in the aircraft company. These programs reduce employee turnover since they provide professional growth and development (Cascio 2016).
Conclusion
This report identifies the issues that have been dragging the organization behind. These issues are strong enough to bring down this global organization. However, the main problem that surfaces in this organization is the lack of leadership skills among the line managers in the organization. The Human Resource Management in this organization has failed in managing the work force in the organization. Poor leaders who are not able to manage the human resources in the international sector characterize it. Due to the negligence portrayed by these managers, the workers are working in a hostile and unpleasant environment that is surfaced by discrimination and absence of motivation. The organization needs to work on certain aspects in order to take the organization to a high level, characterized by a conducive environment, high productivity, and good decision-making process. In the above report, various solutions should be considered in order to overcome the issues in the future in the organization. When those measures are considered most of the issues are solved. However, those measures cannot be accomplished if both the management and employees are not willing to make the organization a better place.
According to the organizational strategies in the organization, various recommendations are to be made to ‘No Name’ company, concerning the type of issues that are facing the organization. The implementation plan is a human resource management plan in the organization. This implementation plan includes various recommendations. First, this organization needs a complete makeover in their management team. Leaders in this organization seem to be the major problem. A new recruitment and assigning of new managers in every subsidiary and every level will ensure that the organization is equipped with a loaded team regarding management and leadership skills in the organization. Secondly, the implementation plan contains the roles and responsibilities of every member of the organization and precise measures to be taken in case of failures to carry their responsibilities. This will ensure that all members of the organization can know their roles in the organization and what the organizational expectations are in line with the objectives of the organization.
Thirdly, the implementation plan for this organization contains charts on the organizational structure of the organization, from the top management to the lowest indicating the names of every team leader in the three subsidiaries. This will ensure that employees are aware who to report to in their line of work. Fourthly, another aspect of this implementation plan is staffing management. This includes, a number of resources allocated to each team and a schedule for the timeline of each resource movement .there will be resource calendars, to indicating how many hours each employee is required to work. The fifth aspect is a clear indication of the promotions to be given to each employee and when the promotion will be granted. The last but not least is having the Employment Act in the organization to govern the issue of diversity in the organization. This Act contains measures that will be taken in case of discrimination or harassment in the organization. Lastly, ‘No Name’ organization needs to renew its HR department and have the new personnel to operate the workforce in the organization.
References
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Brewster, C Dickmann, M & Sparrow, P 2008, International HRM: Contemporary Issues in Europe. London, Routledge. Available at https://www.dawsonera.com/depp/reader/protected/external/AbstractView/S9780203891391.
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