Discuss about the Human Resource Management for Diversity Management Issue.
The primary purpose of this task is to outline the key international human resources management issues that are faced by the company while conducting the business. “No name “aircraft is a leading company that is operating its business operations and activities in various countries such as Australia, Singapore, China, Vietnam and so on. The paper is based on the case study that provides information about the international HRM. Various key challenges and issues that are faced by the international HRM have been explained in the task. The issues include culture, language, diversity management, performance management system and training and development issues. At the end, some recommendations have been given to eliminate and reduce these HRM issues. More detail of the task has been detailed below.
There are various issues faced by the company while initiating the business activities and operations globally. Some of the major issues have been discussed below.
Culture issue: It has been noted that “No name” home country teams are working effectively and efficiently. Apart from this, communication issues are also faced by the teams and management (Warner, 2013). It has been noted that the employees are unable to adopt the managerial changes due to lack of training and development coaching. Thus, they resist the managerial changes within the organization. Due to culture issue, the employees are unable to maintain strong and dynamic communication and collaboration at the workplace. It shall be noted that quality is another issue that is entertained by the workers while functioning in the organization. This issue is directly related to the various parts of the Vietnam and China. Due to culture issue, the company is failed to recruit large number of applicants at the workplace (Sparrow, 2010).
Diversity management issue: After the various researchers, it has been found that diversity is one of the significant issues that is entertained by “No Name” aircraft company in the global market. In international business, people come from different culture and countries therefore various issues are faced by the employees in the organization (Reiche, Stahl, Mendenhall, & Oddou, 2016). The different people speak different languages and follow different religion thus it creates various challenges at the workplace (Bondarouk, Ruël & Looise, 2011). There is discrimination between rich and poor worker thus, it creates ample of issues among the employees. Discrimination and inequality lead to dissatisfaction and it may influence the level of satisfaction of the workers. When racism, culture, discrimination and lack of respect creep into a work environment, then conflict and issues among the workers become unavoidable (Cooke, 2013). One of the common and important diversity issues at the workplace is the women versus men topic. Equal pay and opportunities are not provided by the company to the workers due to gender issue. Besides this, generation gap is also an effective and ongoing issue in “No name” Aircraft company. Bridging the gap between ample of generations of the employees can sometimes become a cause for the workers attempting to establish teamwork. Apart from this, workers who are physically and mentally handicapped sometimes entertain discriminatory behavior and action from the insensible co-workers. It creates plenty of conflicts at the workplace (Shen, D’Netto & Tang, 2010).
International performance management issue: There are enormous performance management issues are also being faced by the company while exercising the business activities and operations in China and Vietnam. Although, performance reviews are held by the HR in the Australia but there are no effective and unique performance reviews conducted in the China and Vietnam. There is no unique and dynamic performance appraisal process for the expatriates in the international market. Along with this, economic factors also have direct impact on the targets and success of the company. Furthermore, there is no strategy and policy that underline the performance management at ‘No name’ aircraft company. It shall be noted that performance evaluation is not done by the company in such countries to motivate and encourage the employees for performing roles and responsibilities within the organization. Ineffective and poor performance management also has direct impact on the outcomes and revenue of the firm (Warner, 2010).
Training and development issue: One of the most effective issue that faced by the firm is training and development that have also direct impacted on the effectiveness of the workers. Training and development are significant functions of the international human resource management that performed by the HR executives. The training and development helps in increasing and developing the skills, potential and experienced of the workers. It should be analyzed that training and development coaching is essential for expatriate in the international market. It shall be analyzed that there is no training is provided to the expatriates in order to understand new process and technology in the competitive market. There is no systematic planning and management development sessions and programs held by “No Name”aircraft Company in the China and Vietnam. All these issues are being entertained by the firm while operating and functioning in the Chinese market. Due to lack of training and learning, the organization is unable to appoint right and appropriate candidate at the workplace. The firm needs to focus on these issues and challenges to gain competitive advantages in the China and Vietnam.
Although, the organization is facing plenty of issues when conducting the business in the international market but also some recommendations have been given to overcome on these HRM issues within the organization. It shall be analyzed that the company should make unique and effective strategies to reduce these issues and challenges at the workplace. Along with this, effective recruitment and selection process shall be used by the HRM to handle and control over these issues within the organization. Some of the recommendations to avert and eliminate these issues have been detailed below.
|
Steps |
Objective |
Time frame |
Description |
|
Remove the barrier of transparency |
To execute modern communication and collaboration tools to make the effective environment |
2 months |
It would be helpful in making communication in a sophisticated manner from one place to another without any interruption. |
|
HRM Software |
to observe the performance of employee around the different countries |
1 month |
It would be helpful in diminishing the HR related issues within the organization. |
|
Implement the 360 degree performance appraisal |
To measure the performance of the employees |
Continuous process |
It will help to increase the self-awareness of the employee |
|
Training and development program |
To increase the knowledge of a particular employee towards performing the job in an efficient way |
3 months |
It will be helpful to get depth information about the process so that employee can get sufficient knowledge and effective planning regarding the task which would be liable to boost the competence of them. |
Implementation plan is being done for the purpose of making improvement in the condition of the organization so that the issues regarding management could not get arisen again in the organization. There are number of issues within the organization that require improvement. It has been recommended to the CEO of the company to keep focus on the training and development program. It would increase the knowledge of a particular employee towards performing the job in an efficient way. It is the responsibility of the human resource department to take care of the employees and develop the healthy working environment (Hameed & Waheed, 2011). It is necessary for the company to have the effective team of manufacturing which should be capable to check the quality of the manufactured parts of aircraft and inspection Team should check the quality in depth. It has been suggested to the CEO of the company to embrace transparency as it influences the culture of the entire organization and the people it serves. It has been found at the trust is the foundation of an effective culture of the company (Alajlani and Clarke, 2013). According to the case study of No Name Aircraft, it is necessary for the organization to execute modern communication and collaboration tools to make the effective environment. The major barrier of transparency is an outdated communication tool that is why it is essential for a team of the company to have an efficient communication tool to link with one another and to share essential information (Harris, Brewster & Sparrow, 2013). There are number of tool such as chat and collaboration in which the company can use HipChat, Yammer, Google Apps for business and Slack. Video conferencing and project management can reduce the gap of the company in more significant manner (Scullion & Collings, 2011).
International human resource management is measured as an umbrella which entails entire aspects of the management of organization and payroll on a global scale (Byrd, 2014). It is crucial for the No Name Company to adopt the latest technology which increases the opportunity for the business to expand the business all over the world. Along with that company should have the HRM software that would be able to observe the performance of employee around the different countries. In the context of diversity management issues, Employees of the company should co-operate with each other in a sophisticated manner. It is required for the manager of the company to understand the concern of each employee in an adequate manner so that the employee can feel that they are the vital asset for the company (Guest, 2012). It has been recommended to the no-name company who improved the structure of the hiring and all the diversity training at the workplace. Along with that the company should hire skilled employees and provide a number of benefits such as incentives, shortly, flexible schedule an onsite daycare. The company has a big team with a diverse culture so it is natural to have the thickness in diversity if the CEO communicate with each employee in an efficient manner and focus on developing the coordination, the latest ideas and views can be developed in an effective way due to varied people from different culture.
In the context of international Improvement International performance management issues, the role of performance appraisal is vital for the organization to develop the condition of the company and it is recommended to the CEO of the company to keep the focus on the various departments and differentiate the responsibility according to the capability of the employee. It will be facilitated to the organization for amplifying the productivity of the employee by offering the responsibility of their own interest (Bratton & Gold, 2012). The Headquarter of the company is situated in the country of Australia and it is decisive for the company to get better the planning structure for developing the productivity of the branch that is situated in China and Vietnam. No Name Company should focus on the performance and the flexibility of the time and along with that the human resource practice should be implemented (Iles, Chuai & Preece, 2010).
The role of training and development program in the organization is crucial so it is required for the company to offer the training to the employees in a sophisticated way. The terms and condition of the company should be known by each and every employee who increases the efficiency of them in an efficient manner. The company should provide the depth information about the process to the employee so that they can get sufficient knowledge and effective planning regarding the task which would be liable to increase the efficiency of them (Wilson, 2014).
According to the case study, the training is giving only those who are moving towards the new job role in a new country but only training about how to operate work is not sufficient for the company. The company deals with aircraft and to retain the employees of the company, they should define the reason of change to them so that the employees of the company can see their growth significantly (Baum, 2016). There should be two form of training program such as on-job training and off the job training. It is recommended to the CEO of the company that the formulation of the on job training would be helpful for the company as it enables to give efficient knowledge regarding the parts of aircraft parts. On the other hand off job training would be helpful in providing training to the employee for attaining training even without presenting in the organization.
Conclusion
In the limelight of above discussion, it can be concluded that the role of human resource management is huge in any sort of organization as they are liable to make the effective performance of every employee of the company. This report has been made on the No Name Aircraft that deals in manufacturing of International Aircraft. It has been found that the company has a number of issues within the management regarding culture, diversity, training and development and international performance management. These issues cannot be avoided by the company as they are putting negative influence on the performance of the company. It is essential for the CEO of the company to take appropriate action regarding making the effective business structure and human resource management. The role of HR is wide in increasing the productivity of the employees. The recommendations have been made in order to improve the issues within the management so that the employees, as well as operation of the company, can perform in an appropriate manner and contribute in the growth of the company.
References
Alajlani, M. & Clarke, M. (2013). Effect of culture on acceptance of telemedicine in Middle Eastern countries: case study of Jordan and Syria, Telemedicine and e-Health, 19(4), pp.305-311.
Baum, T. (2016). Human resource issues in international tourism, Elsevier.
Bondarouk, T., Ruël, H., & Looise, J. C. (2011). Electronic HRM in theory and practice (Vol. 6). Emerald Group Publishing.
Bratton, J. & Gold, J. (2012). Human resource management: theory and practice, Palgrave Macmillan.
Byrd, M.Y., 2014, Diversity issues: Exploring “critical” through multiple lenses, Advances in Developing Human Resources, 16(4), pp.515-528.
Cooke, F. L. (2013). Human resource management in China: New trends and practices. Routledge.
Dipboye, R. L., & Colella, A. (Eds.). (2013). Discrimination at work: The psychological and organizational bases. Psychology Press.
Guest, D.E. (2012). Human resource management and performance: a review and research agenda, International journal of human resource management,8 (3), pp.263-276.
Hameed, A. & Waheed, A. (2011). Employee development and its affect on employee performance a conceptual framework, International journal of business and social science, 2(13).
Harris, H., Brewster, C. & Sparrow, P. (2013). International human resource management. CIPD Publishing.
Iles, P., Chuai, X., & Preece, D. (2010). Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business, 45(2), 179-189.
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.
Scullion, H., & Collings, D. (2011). Global talent management. Routledge.
Shen, J., D’Netto, B., & Tang, J. (2010). Effects of human resource diversity management on organizational citizen behaviour in the Chinese context. The International Journal of Human Resource Management, 21(12), 2156-2172.
Sparrow, P. (2010). Handbook of international human resource management: Integrating people, process, and context (Vol. 9). John Wiley & Sons.
Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of world business, 45(2), 122-133.
Warner, M. (2010). In search of Confucian HRM: theory and practice in Greater China and beyond. The international journal of human resource management, 21(12), 2053-2078.
Warner, M. (Ed.). (2013). Managing across diverse cultures in East Asia: issues and challenges in a changing globalized world. Routledge.
Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).
Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting ‘human’back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download