Human resource management is an important issue in the domestic as well as in the international companies. Human resource is the most valuable asset of the organization and managing an international workforce is a very challenging task for the organization (Hendry, 2012).
This particular assignment will deal with the issues that are related to the human resource related problems of “No Name” aircraft of the case study and will also emphasize upon providing solutions with the help of various human resource management theories.
There are various issues that the organization “No Name” aircraft is facing and for that reason, the performance of the organization is going down. Due to the weak functioning of the human resource management in the company, there are various issues that has come into light and the issues that “No Name” aircraft is facing due to weak HR policies are mentioned below:
The employees that works in “No Name” aircraft company provides indication that they can resist to any kind of change that the organization will be preparing and for that reason, there is a very negative work environment in the organization. When the employees feel comfortable in the work environment, they can resist changing because they are not certain about what the changes can bring to the organization and to the position of the employees (Ford et al., 2008). For that reason, the changes are resisted by the employees in the organization “No Name” aircraft and that is one of serious issue on the part of the organizational poor performance.
There are also cultural problems on the part of the organization and for that reason; the organization is also facing issues due to the cultural mismatch. Due to the poor work performance of the teams from the home country and diverse languages of the employees, the employees are facing problems in communicational process and thus one employee is unable to understand what the other employee is saying and for that reason, “No Name” aircraft is facing cultural problems. As employees in Vietnam, China and the home country belongs to different culture, the communication is an issue in the company and for that reason, the company is unable to perform well in the market due to the cultural differences in their employees.
The communication breakdown is a result of the diverse language that is spoken by the employees of the organization as they belong from different parts of the world and along with that, the line managers are not working efficiently and as a result the communication breakdown is inevitable in the organization. The line managers are the ones who form the communication chain between the subsidiaries and headquarters (Galbraith, 2008). As the employees are unable to communicate with the managers of the organization due to the line managers not performing their task, it is becoming very difficult for the organization to cope with the challenges of the organization and as a result, communication breakdown is also creating an issue in the organization.
There is also no integration among the teams that are working in the organization and for that reason; there is no integration in the works that are being performed in the organization (Oliver et al., 2008). There are three teams in “No Name” aircraft and they consists of over 50 employees, but as there is no integration between the members of the team, the organization is facing difficulties in order to pass the communication and information from one team to another. Integration of the teams inside the organization is very important to pass the information which is required by the other team and thus no information and no communication from the other team members is also another issue that the organization is facing in terms of integration of the teams inside “No Name” aircraft.
Diversity management is very significant in order to maintain the organizational culture inside the organization (Curtis and Dreachslin, 2008). The diversity is the term which is related to the stop discrimination inside the organization and every candidate in the organization should get equal opportunity in the organization irrespective of their age, race, religion, sex and there should be no discrimination between two employees in order to make organization a diverse one (French, 2010).
But it can be seen from the case study that “No Name” aircraft is unable to maintain the diversity as managers in the organization are reluctant and against the hiring of the disabled people from China; but it is a fact that has been proved that the disabled persons are better in reaching their target than the employees are not disabled. Thus organization is facing a huge problem in terms of diversity management due to the mangers of the organization who are against hiring of the disabled employees.
There are also issues among the diverse generation of the employees that are working in the organization and for that reason; again the diversity management of the organization is at trouble (Glass, 2007). Conflict among the different generation of then employees inside “No Name” aircraft is putting the company in trouble to maintain the diversity and it is a huge issue for the organization.
It is also a fact that the employees who are in the higher authority of the organization are intolerant to work with the employees of the lower level and thus the relationship of the working environment are damaged due to the inefficiency of the HR managers to maintain the diversity of the organization.
As the organization is reluctant towards hiring the disabled individuals the CEO of the company, Adam O’ Meera is afraid that the company can also face legal actions.
The performance management is also another issue in “No Name” aircraft and it is a fact that poor management of the performance can also weaken the company. As there is no performance management system in the organization, there is also no appraisal of the performance on the part of the organization; and thus the employees are not satisfied working with the organization (Gruman and Saks, 2011). The lower level employees always searches for appreciation of their work from the managers of the organization but as there is no appreciation on the part of the organization, there is no motivation of the employees to work and thus it is a difficult issue for the company to tackle.
There are also no policies that are there which covers the performance management of the company. Also for that reason, when the company takes the decisions it is based at headquarters and tells the plant in Singapore to produce some aircraft parts, due to lack of performance management system, it can be seen that they have those particular parts extra in some plants of Australia which is a huge problem for the company and waste of resources in terms of raw materials and money.
It can be seen that training and development is an issue as well in “No Name” aircraft. For the training and development that has been conducted to the employees of the organization, the employees are unable to provide any kind of feedback to the organization and thus if they were unable to learn a subject in training and development process that remain within him and later affects the performance of the company (McNamara, 2008).
From the above discussion, seven issues were identified which will be solved by the organization in order to deal with the problems that the organization is facing and for that reason, the implementation of the change is very necessary for the organization.
The change should be implemented in the organization with the help of the top level HR manager plan in order to solve the issues regarding the change (Anderson and Anderson, 2010). The employees who are reluctant to change should be handled carefully and managed in an effective way, so that the change can be implemented in the organization. The employees of the organization should be ensured that the change can bring positive results in the work environment as the employees of “No Name” Aircraft is unsure about the changes that will come and they can estimate the change that is going to happen in a negative way. So, positive results of the change should be taught to the employees in order to implement the change comfortably.
In order to solve the issues related to the culture the company the company should be able to identify the similarities and difference between each cultural background people working in the organization and with the help of the difference recognition, the company will be able to attempt for the balance between the cultures of different employees inside the organization. Also, there should be one formal language that the organization should follow in order to solve the issues related to the culture (Griffin and Moorhead, 2011).
The issues that are related to the breakdown of the communication should be solved with the help of implementing new line managers in the organization who can connect the employees with the mangers of headquarters of the company and due to the inefficiency of the line managers it was a problem before which can be solved with the help of hiring new line managers (Storey, 2007).
The integration issues can be solved with the help of making the teams of the organization communicate with each other. When the information flow is superior between each team, then the organization can also function in an effective way and this issue is hopeful to be solved. The communication system should be improved in the organization in order to implement the integration between different teams of the organization.
The problem of diversity is huge for the organization and the organizational diversity is lost due to the managers who believe in not hiring the disabled persons. So, there should not be any discrimination done between the candidates and the candidates should be hired by “No Name” aircraft according to the merits. If the disabled persons performance and skills are better than a person who is not disabled, he should be taken without hesitance.
Also it can be seen that the employees from the higher level of management are intolerant towards the employees from the lower management level and this problem should be solved with the help of the effective training process.
There are also issues between the different generation of employees that are working in the organization and this issue can also be solved with the help of focusing on the merits that each generation have in the organization. The employees from different generations can have different kinds of talent and focusing on their talent and ignoring the inability can solve this particular problem (Noe et al., 2006).
The issues related to the performance management should also be solved by the organization in order to work effectively and for solving this issue, a performance management system should be implemented by the organization which will be able to praise the employees for their good performance and this will provide them with motivation to work in the organization.
The training and development problems should be solved in the organization with the help of implementation of the feedback system (Farooq and Khan, 2011). The employees in the organization are unable to provide feedback regarding their training process and for that reason, if they are having difficulty in understanding something, it remains within them and it can be solved effectively by taking efficient feedback from the employees.
Now, in order to create a plan for “No Name” aircraft, the first job is to handle the change management of the organization and the change management can be handled with the help of the following steps:
Creating an intelligence of urgency:
Clarification of the goals of the change system is to be implemented with the help of this process in the first stage. There are some managers from the higher authority that needs to be indentified as well some lower level employees who are interested in the change procedure (Hamel, 2008). A solid foundation needs to be created in order to deal with the changes in the organization.
Forming a powerful coalition:
In the second stage, it is important to convince the employees that the change is very necessary in the organization. Identifying the true leaders in “No Name” organization is necessary for this stage and asking them for their emotional commitment is necessary. Team building should be focussed on for this particular stage.
Creation of a vision for change:
Determination of the values that is important for the implementation of the change is necessary in this stage and a future summary should be developed by the managers of “No Name” aircraft in order to implement the change. A strategy should also be created by the managers so that the vision of the company can be executed (Kotter, 20008).
Communicating the vision:
Communicating the vision of change to the employees of the organization often is an important step that “No Name” aircraft should follow and the vision should be talked often by the mangers with the employees of the organization and also the anxiety of the employees should be addressed honestly by the managers.
Removal of obstacles:
Any kind of hindrance or obstacles should be removed and for that reason, if the change leaders are to be hired by the organization, the organization should hire them (Thompson and Martin, 2010). Recognition and rewarding the employees are also very necessary who are helping to implement the change because it can keep them motivated. The employees who are blocking the change and standing in its way should be taught about the change process and every answer to their queries should be provided.
Creating short wins:
If the managers are confident to employ change in a particular division of the organization, they should go for it and short area should be taken at once to implement the change management procedure. Also the people who are helping the managers to meet the objective should be rewarded.
Building change:
Continuous improvement should be able to motivate the managers in this procedure and when one goal is achieved instantly another goal should be created to make the change happen in the organization. Thus step by step, whole organization should be changed.
Anchoring the changes in the culture:
In this stage the managers should be able to talk about the changes in every step with the employees of the organization and the new employees who are hired should be trained with a motive that they should also help in the change procedure. Recognition of the employees for superior work can also help to implement changes in the organization.
Source: www.smartsheet.com
In order to manage the diversity in the organization, a hiring programme should be conducted by the organization which can hire employees from diverse backgrounds without discrimination and it should also be checked that the employees are skilled enough for the work.
In order to solve the issues that are related to the breakdown of the communication, the employees of all the departments and teams should be trained together to see the whole organization as a team and implement integrated approach while performing (Du Plooy, 2009). One formal language to communicate with the employees of the organization should also be implemented.
Performance appraisal system should also be implemented in the organization so that the organization is able to note the employees’ names performing well for the organization and provide them with reward and recognition (Bacal, 2011). The employees can be provided with holidays or bonus for the superior quality of work that they are performing in the organization and also can be rewarded with incentives.
Conclusion:
Thus, from the above analysis of the case it can be said that “No Name” aircraft has to practice the human resource management form a perspective of a global organization and with the help of that the issues that the organization is facing can be resolved.
Reference:
Hendry, C., 2012. Human resource management. Routledge.
Ford, J.D., Ford, L.W. and D’Amelio, A., 2008. Resistance to change: The rest of the story. Academy of management Review, 33(2), pp.362-377.
Galbraith, J.R., 2008. Organization design. Handbook of organization development, pp.325-352.
Oliver, C., Mooney, A. and Statham, J., 2010. Integrated working: a review of the evidence.
Curtis, E.F. and Dreachslin, J.L., 2008. Integrative literature review: Diversity management interventions and organizational performance: A synthesis of current literature. Human Resource Development Review, 7(1), pp.107-134.Vancouver
French, R., 2010. Cross-cultural management in work organisations. CIPD Publications.
Glass, A., 2007. Understanding generational differences for competitive success. Industrial and commercial training, 39(2), pp.98-103.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement. Human Resource Management Review, 21(2), pp.123-136.
McNamara, C., 2008. Employee training and development: reasons and benefits. Authenticity Consulting, LLC.
Anderson, D. and Anderson, L.A., 2010. Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley & Sons.
Griffin, R. and Moorhead, G., 2011. Organizational behavior. Nelson Education.
Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource management: Gaining a competitive advantage.
Farooq, M. and Khan, M.A., 2011. Impact of training and feedback on employee performance. Far east journal of psychology and business, 5(1), pp.23-33.
Hamel, G., 2008. The future of management. Human Resource Management International Digest, 16(6).
Kotter, J.P., 2008. Force for change: How leadership differs from management. Simon and Schuster.
Thompson, J.L. and Martin, F., 2010. Strategic management: awareness & change. Cengage Learning EMEA.
Du Plooy, G.M., 2009. Communication research: techniques, methods and applications. Juta and Company Ltd.
Bacal, R., 2011. Performance Management 2/E. McGraw Hill Professional.
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