Purpose
The primary purpose of this task is to discuss and outline the various diversity issues that are being entertained or faced by “No Name “aircraft Company while implementing the business activities and functions globally.
Scope
This report is effective for increasing the understanding about the many human resources management issues that could decline the financial performance as well as image of the organization. These are diversity issues, training and development issues, recruitment issues, and cultural issue. It recommends many strategies that could lead the organization to improve their human resources management issues like effective performance management structure, strong culture, and dynamic recruitment and selection strategy. Further, it is also supports to increase the awareness about the implementation plan that could be effective to make the career in the human resources department in the upcoming period.
Limitation
This report is emphasized on the diversity issues of the organization that mandate to concentrate only one issue. But, at the same time, it is also analyzed that human resources management team could face many issues that could be associated with the compensation, health policy, and safety policy. Thus, it can be said that organization could also need to concentrate on such factors to make diverse image in the marketplace.
HRM is considered the essential part of every company that helping in managing and operating business functions globally. “No Name” aircraft is a growing and fastest leading company that is initiating and handling its business functions in China, Vietnam, Australia, and so on. The paper outlines that HRM is becoming an empirical part of HRM at “No Name” aircraft Company. The report further discusses the various issues that dealt by HRM in the organization such as diversity issues, training and development issues and recruitment and selection issues. Apart from this, here is discussion about the various strategies and policies that can be helped to handle and eliminate all these diversity at “ No Name” aircraft company. At the end some recommendations to manage and handle all these diversity issues also have been briefly explained in the task. An implementation plan to overcome on diversity and culture issue also has been drawn in the paper. More detail of the task has been shown below.
It is stated from the various studies that ample of issues are being faced by the company while implementing the business functions and operations internationally (Paauwe, 2009). Legal considerations like relevant policies, standards and employment regulations are not abide by the firm that influence the diversity adversely. Apart from this, federal legislations including human right act and the employment equity act are also not followed at international level. All these illegal issues would also be dealt by the company while functioning globally (Hrcouncil, 2018). Some of the significance challenges or issues have been drawn below.
It is noted that various diversity issues are being entertained by “No name” while implementing the business widely (Greene & Kirton, 2015). Some of the diversity issues have been discussed below.
Due to lack of communication, the employees are unable to work together at the workplace for attaining common goals and objectives. Without teamwork, the organization cannot fulfill its desires objectives and goals internationally. Due to poor communication and teamwork, the organization could fail to attain its mission and vision successfully.
There is discrimination between men and women or poor and rich therefore, it may hamper or destroy the brand image and goodwill of the firm in China and some other countries. If culture, discrimination, racism and religion creep into the organization then issues and challenges are become unavoidable and uncontrollable. Due to religion issues, “No Name” aircraft is unable to provide equal pay and growth opportunities to the employees within the organization.
Lack of training and development lead various communication issues at the workplace. Due to proper and adequate communication, it is quite difficult to update the employees about new technology, resources and managerial change (Dodgson, 2018). Due to communication and collaboration, employees further fail to maintain a favorable working environment and culture at the workplace which is special needed to expand and explore the business internationally (Heyns and Kerr, 2018).
Some of the challenges that affect the personal development of the workers include age and disability issues. Along with this, there is a lack of staffing of employee with disabilities in China further put direct impact on the profitability of the firm (Aaltio, 2017).
Ample of performance issues are being entertained by the company while carrying out the business in Vietnam and China. Due to poor performance management, subsidiary issues are increased and promoted within the organization (Olivas-Lujan and Bondarouk, 2017).
It is noted that generational issues are existed in the company. In the case, it is noted that senior staff are intolerant and ineffective that means they are unable to perform roles and responsibilities effectively. It further indicates that generational gap is undergoing in the company that may direct impact on the performance and efficiency of the subordinates in a large extent. A woman versus men topic is one of the serous diversity issues at the workplace that could affect the growth and progress of Aircraft Company adversely (Bal, Kooij and Rousseau, 2015).
Apart from above mentioned issues, various breaking down barriers also are presented in the organization. The employees or people who are mentally and physically handicapped and diagnosed with any disease sometimes deal discriminatory action and behavior from the insensitive and numb employees at the workplace. It creates dissatisfaction and job insecurity among the workers within the organization. It further maximizes the scope of creating conflicts and issues in the workplace (Gregson et al, 2015).
Apart from diversity issue, the company also faces training and development issues. It has direct influenced efficiency and performance of the workers at the workplace. The company has not succeeded to provide training and development coaching to the expatriates to understand and analyze the new technology and procedures in the global market (Parry, 2014). Aside this, there is lack of systematic planning and development seminars and sessions in “No Name” aircraft Company while conducting business functions in Vietnam and China (Gregson et al, 2015).
It is portrayed that several issues are being handled and entertained by Aircraft Company while performing or initiating business at international level. There are various ways to avert and reduce these issues which are discussed below.
Conclusion and recommendations
Summary of the report
It is evaluated from the above study that HRM is an effective and dynamic part of each and every organization. As the same way, it also plays a major role in “No Name” aircraft to run the business internationally. HRM is further accountable to initiate the various strategies, policies and approaches successfully within the organization. The above mentioned study has been done on “No Name” aircraft that manages and handle manufacturing activities of international aircraft. It is stated that ample of issues such as culture, diversity, age, gender, training, development, performance management and recruitment and selection are being faced by the company that may affect the strong goodwill of the firm adversely in the global market. An effective and unique implementation plan also helpful in preventing HRM issues within the organization. It is needed for CEO of the firm to take strict and significant action to reduce and avert these diversity issues in the international market. In today’s globalization world, the role and significance of HRM is increasing and improving day by day. Along with this, suggestions have been done to enhance and boost the performance of the co-workers internationally.
Recommendations
It is stated that implementation plan is being conducted for aiming of making enhancement and improvement in the company so that various issues related diversity and culture issues could be resolved easily and successfully (Cooke et al, 2018). There are enormous issues are being faced by CEO at “No Name” aircraft while initiating the business activities and actions. Firstly, IHRM should focus on the training and development of the workers which can help to boost their performance and outcomes in the competitive market. It is the liability of HR managers to conduct training and development sessions for improving skills, potential and knowledge of the workers. Dynamic and effective workplace shall be provided to the workers for enhancing and increasing the productivity. It further helps to boost morale and loyalty among the workers (Beer, Boselie and Brewster, 2015). The company should take care of health and safety compliances and standards which are needed while functioning internationally. Strong and good relations with employees shall be promoted by IHRM so that employees can uplift profitability. Quality control team and performance management system shall be used within the organization in order to check and analyze the quality of work and efficiency of the workers. Hofstede cross cultural dimension model can be used by international HRM to reduce and prevent the differences and issues related to culture (Salama, 2016). Cross cultural training another aspect that shall be used to eliminate the language issues or concerns at the workplace. As per the case study of “No Name” aircraft, it is essential for the company to implement modern collaboration and communication techniques and methods in order to make favorable working environment and culture within the organization. Innovative and advanced technologies shall be used to stand out over the competitors internationally. The company further must focus on the generation, gender and age issues that could affect the performance of the subordinates in a large extent. Video conferencing, Google Apps and project management can be used to minimize and eliminate the gap or differences of the company in an effective way (Krook and Norris, 2014).
The overall success and growth of the company is dependent on the International HRM thus effective role shall be played by human resource managers internationally. IHRM further must concentrate on the pay roll, salary, wages and compensation of the workers to encourage them for enhancing working capacity. Innovative and attractive incentives schemes shall be made to attract and retain maximum potential and talented workforce in the organization. Along with this, it is needed that HR managers need to maintain reciprocal relationship with employees so that workers can share their grievances, complaints and issues with managers without any hesitation and stress. It is further suggested the CEO should focuses on the performance of various departments and they should analyze the responsibility of the employees to avert various diversity issues (Kim and Bae, 2017).
The airline industry can use ample of HRM activities such as training and development activities, equal employment opportunity, compensation and benefit, orientation program, performance appraisal, strong recruitment and selection process, health and safety standards, staffing activities. All these activities can help airline to succeed and grow its business functions in the international market. By initiating these activities in the organization, HRM can make unique policies and strategies to overcome the competitors. With effective and dynamic HRM activities, airline can attract maximum expatriates for conducting business at international level.
An implementation plan for handling and controlling all the diversity issues has been discussed below.
|
Steps |
Objectives/Goals |
Time frame |
Description |
Budget |
|
Eliminate the barrier of transparency |
To implement modern and open collaboration, cooperation and communication to make a favorable and attractive environment in the workplace. It will help to attract maximum candidates towards the organization for achieving the desired objectives and goals. Open communication system shall be used to promote reciprocal relationship in the international market. |
3months |
This is needed to improve and enhance the corporate communication without any interfering and confusion. Further, this will also help to attract maximum number of key target audience globally. |
200 $ |
|
Training and development sessions |
It will helpful to increase and enhance the knowledge, experience and skills of the workers. The training and development sessions and programs further help to increase and enhance the level of satisfaction of the customers internationally. It increases job satisfaction and job security among the workers globally. |
2-3 months |
It would be helpful to get enough knowledge and experience about the new process, strategy and plan. Apart from this, effective and dynamic planning can be done with the help of dynamic training and development programs and seminars. |
400$ |
|
Human resource management software |
To analyze and evaluate the performance and productivity of the workers across the various countries. |
1-2 months |
It will be significant and essential in reducing the various diversity, HRM and culture issues that occur at the workplace. |
500$ |
|
360 degree performance appraisal system |
To analyze and evaluate the performance and effectiveness of the workers. |
Constant process |
Helping in increasing and enhancing the self awareness’s among the workers within the organization. With effective and dynamic performance appraisal system, the company can identify and analyze the skilled and potential candidates in the international market. |
500-600$ |
References
Aaltio, I., 2017. Ageing, Gender and Leadership: A Study Based on Tolkien’s The Lord of the Rings. In Ageing, Organisations and Management (pp. 65-85). Palgrave Macmillan, Cham.
Alhejji, H., Garavan, T., Carbery, R., O’Brien, F. and McGuire, D., 2016. Diversity training programme outcomes: A systematic review. Human Resource Development Quarterly, 27(1), pp.95-149.
Bal, P.M., Kooij, D.T. and Rousseau, D.M., 2015. Introduction to aging workers and the employee-employer relationship. In Aging workers and the employee-employer relationship (pp. 1-9). Springer, Cham.
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: Implications for the field of HRM of the multistakeholder perspective proposed 30 years ago. Human Resource Management, 54(3), pp.427-438.
Brannen, M.Y., Piekkari, R. and Tietze, S., 2017. The multifaceted role of language in international business: Unpacking the forms, functions and features of a critical challenge to MNC theory and performance. In Language in International Business (pp. 139-162). Palgrave Macmillan, Cham.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cooke, F.L., Wood, G., Wang, M. and Veen, A., 2018. How far has international HRM travelled? A systematic review of literature on multinational corporations (2000–2014). Human Resource Management Review.
De Melendez, W.R. and Beck, V., 2018. Teaching young children in multicultural classrooms: Issues, concepts, and strategies. Cengage Learning.
Dodgson, M., 2018. Technological collaboration in industry: strategy, policy and internationalization in innovation. Routledge.
Flouris, T.G. and Yilmaz, A.K., 2016. Risk management and corporate sustainability in aviation. Routledge.
Greene, A. M., & Kirton, G. (2015). The dynamics of managing diversity: A critical approach. Routledge.
Gregson, S., Hampson, I., Junor, A., Fraser, D., Quinlan, M. and Williamson, A., 2015. Supply chains, maintenance and safety in the Australian airline industry. Journal of Industrial Relations, 57(4), pp.604-623.
Hakim, C., 2016. Key issues in women’s work: Female diversity and the polarisation of women’s employment. Routledge-Cavendish.
Heyns, M.M. and Kerr, M.D., 2018. Generational differences in workplace motivation. SA Journal of Human Resource Management, 16, p.10.
Hrcouncil.2018. Diversity at work[Online]. Available from https://hrcouncil.ca/hr-toolkit/diversity-legal-considerations.cfm [Accessed as on 8th October 2018].
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Routledge.
Krook, M.L. and Norris, P., 2014. Beyond quotas: strategies to promote gender equality in elected office. Political Studies, 62(1), pp.2-20.
Olivas-Lujan, M.R. and Bondarouk, T., 2017. Age Diversity in the Workplace: An Organizational Perspective. Emerald Group Publishing.
Paauwe, J., 2009. HRM and performance: Achievements, methodological issues and prospects. Journal of Management studies, 46(1), pp.129-142.
Parry, E. ed., 2014. Generational diversity at work: New research perspectives. Routledge.
Salama, A., 2016. Creating and re-creating corporate entrepreneurial culture. Routledge.
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