Diversity Management at No Name
Question:
Discuss about the No Name Manufactures And Sells Aircrafts.
To introduce, this assignment will focus on the diversity management, human resource management and training and development, performance management and culture in the organization called as No Name.
No Name manufactures and sells aircrafts to different countries and the company operates in three countries. As per the company’s director, company has few challenges in its internal operations such as HRM issues, diversity issues, training issues, performance issues etc. There are issues of communication and supervisor face challenges with quality. There is no integration across the team member. This creates high difficulties for the team members to complete their tasks successfully.
The assignment will introduce the issues in brief and also analyze the case with proper understanding. Thus, at the end, it will also recommend few solutions to address those issues.
The teams of “No Name” does not work properly and there is a communication gap between integrated teams and other management. No Name developed the culture that is not positive and employees need to focus on goal that is good enough. Employees provide the motivation technique that helps to resist the change. This leads to communication among subsidiaries and headquarters. The management teams of the home country defines that quality is the major challenge for the company. This leads to different parts from China and Vietnam. Aircraft need small changes at the time of modifications that has been provided to the customers. (Miah & Bird, 2007). Customers, government and non-government complains about the quality which lacks and it is very important for the company. The team members work in their specific goals and this way, their work relations suffer across the team. The interactions in a horizontal and lateral approaches are also given no value and through this, employees complain about not getting proper guidelines. (Robbins & Judge, 2009)
When you form the workplace with employees, it is from different cultures and nations. The high amount of communication and language challenges impacts the overall process of communication. (Malhotra, 2007). The work cultures that are heterogeneous generates clear communication because employees do not possess abilities to work hard to deal with the challenges of language and culture. Few of the organizations hire diversity trainers to help employees deal with the challenges of diversity. Adam O’Meara is stressed with the issues at “No Name” and decided to form an internal group for advices. Diversity management at “No Name” is based on the policy where everyone believes that the organization needs to respect people regardless of age, race, gender, sex and beliefs. There are challenges associated at “No Name” that is associated with the work culture and values with diverse people. There are issues of intolerance towards work association with employees from multiple generations. There is no tolerance with senior staff in terms of work relations. Thus, there is also a lack of recruitment with disable people in China. Managers avoid job profile of disabled people actively even if they possess high skills. There is a fear in the mind of O’Meara for the discrimination act that denies people with disability. (Dowling, et.al, 2008). Human Resources do not have to focus on clear goals and practices to help employees know and understand each other. (Nishii, et.al, 2008). Therefore, there is a need of clear communication between the staff that could influence the view points and perceptions of each other. Human resources do not have to focus on the perceptions of people. Employees need to know each other properly at “No Name”. Diversity should help with strong practices that could focus on rewarding different cultures and areas to understand more about people across the subsidiaries. Training and practices should be added to ensure there is no discrimination in the organization so that people can together work with peace. Thus, No Name should understand that diversity management can develop the edge of competitiveness to increase the advantages to multiple locations. (Shen, 2005)
Human Resource Management at No Name
Human resource planning and strategies are essential for business success for long term. The poor human resource planning results an immediate impact on organizational functions, profits, recruitment and policies etc. At “No Name”, there is no skilled and proper functioned human resource department. This creates incompetence and uncompetitive place in the market place. There is no connection between HR department and the employees in the work place. This leads to miscommunication, poor decision making and other critical errors in the organization. The training of employees are not planned properly and for the hiring purposes, there is no prior planning by the HR department. Poor HR planning creates no alignment of goals and objectives properly in the workplace. (Schneier, et.al, 2016)
HR possess indifferent behavior that creates lack in motivation parameters and organizational levels. This affects the work laws and there occurs personal challenges in the organization. The team work suffers from non-existence. There is no uses of talents and skills of experienced employees. Other skilled professionals are not managed in the negative work place. Lack of motivation and reward, appraisals and incentives lead to low level of performance. This also causes poor production of products and services quality. (Ozbilgin, 2004). There is a continuous cycle of recruitment and selection. Depending on the business needs, the growth and expansion of tasks and projects are planned and employees should be hired accordingly. In this kind, No Name lacks proper attitude of employees and there is a lack of communication with managers and supervisors. This develops difficulty to address the workplace issues. Therefore, vacant positions also remains unfilled and the overall operations get affected with this approach in the organization. (Shen & Edwards, 2014).
There is higher rate of turnover at No Name because of poor human resource planning in the organization. This affects the work culture and creates negative outcomes. Performance management and appraisal systems are poorly planned by the HR management and employees are not aware of their future growths. Employees believes in safe work hours and situations. It is not possible at No Name because of manufacturing facilities. (Marques, 2007). Thus, the company has poor work conditions given to its employees. It also allows most of the workers to resign from their job. Other employees are also allowed to leave the workplace. The dysfunctional strategy of HR creates ineffectiveness and long term challenges for an organization. This impacts the business performance and productivity levels of employees. In all levels, customer service gets impacted. The lack of customers is also immediate at No Name. This way, it leads to an impact on the bottom line. (Sutiyono, 2007)
At No Name, the company had various challenges with performance management. International performance management system is strongly linked to international performance appraisals but there is a lack of performance appraisals and other incentives at No Name. In Australia, there is the proper organization of performance reviews and appraisals organized by the HR department of the firm. There are no performance reviews managed at any of its subsidiaries which is the major issue. (Nel, et.al, 2008). There is no process of formal performance appraisals for expatriates. Headquarters focus on an ad hoc purpose and considers different factors that could have impact on business goals. There were huge pressures in Australia with high amount of cost and high level of expectations. Decisions are planned at headquarters that impact in each of the subsidiaries. The decisions creates negative outcomes of performance. Thus, there is no law or policy that could manage the performance in the organization. There are no proper measures provided at No Name. There is a need of clear performance goals and measurements. Consistency needs to be developed by dealing with the considerations of local practices and culture. (Ronen, 2009)
Training and Development at No Name
The HR function is also related to the training and development activities of employees in the organization for task awareness, performance and positive outcomes. There is a limited training provided to the expatriates who selects to leave Australia to China, Vietnam or Singapore. The training provided to them is just half a day. HR focuses on online availability of resources that every person should have the same requirements when they chooses to work in another nation. There are no feedback given to the employees for the training effectiveness. Training is not provided to the people who moved to Singapore from Australia. There is no knowledge on integration of new environment after an arrival. People perform things differently and it took long time to get habituated with no training. (Myloni, et.al, 2007). The performance at “No Name” discusses that there is a big rationale for concentrating on training and development across the workplace. No systematic workforce planning and management at “No Name” is also the major challenge. (Platts & Sobo ?tka, 2010). The plans such as management development plan helps to work internally and recruit skilled managers and keep the skills and knowledge through better planning of career development techniques to deal with the organizational requirements. This helps in clear and effective planning of succession for all the roles of management. There is no awareness of employees about the career goals and prospects as career goals are not used in a proper manner. Junior management do not get trained by senior management because there is a role of fear in front of senior management that junior management might get better career opportunities and growth with promotion. This way, company lacks professional approach of development and the majority of employees faces huge challenge with this approach. (Stone, 2008)
With this approach, the employees feel less confidence to contribute toward success. There is no in-depth training provided to the employee. This creates challenges for the business. Employees at No Name interested to perform well in their jobs but they fails due to lack of training activities in the workplace. When there is no training provided to the employees, they do not have sense to work as per the standards. This creates low employee morale and it results to employee turnover. (Macky, 2008). This way, the image of the company also impacts and it is not at all attractive for skilled job candidates. This generates low production rate and employees have no idea on how to perform their tasks. Less talented employees could seek for time to perform their jobs. This leads to errors without proper training. Therefore, supervisors should seek for time to monitor and train the unskilled workers. This could help in increase the process of task completion and production. (Touron, 2008). The lack of safety in the environment also creates injuries and lack of knowledge and skills create losses in supplies and equipment’s. This can create challenge in the work place. The company cannot train the staff with developing high increase in expenses. There are problems with untrained employees who cannot build high quality products and outcomes. There is also the challenge with less knowledge and information to provide satisfactory outcomes. This resulted to dissatisfied customers at “No Name”. This has also impacted the sales of the company.
Performance Management at No Name
Conclusion, recommendations and solutions
To conclude, No Name can develop the more diverse workforce in the organization as it will help to increase high productivity in the company. With the help of diversification, the workplace can focus on tricks to increase the confidence of employees. Few of the recommendations can be helpful in the organization for the diverse developments of workforce such as:
To increase the base of recruitment: If there will have restrictions in the recruitment, the opportunity might be lost. Thus, there is a need to develop the diverse culture in the workplace. With the help of multiple channels, recruitment can be successful. By providing language training to the employees, workplace diversity can be maintained. This will improve to remove the language barrier in the company. The use of evaluation forms can be helpful to decrease the chances of personal prejudices. The use of existing members will help recruit the employees and this will generate the volume of diverse candidates and it will decrease the costs of recruitment. With the emphasis of different benefits, employees can be diversified. This way, it can generate growth and opportunities in the organization.
The human resource of an organization should focus on clear goals and requirements of the organization. The performance management system should be integrated well with daily operations and planning activities as it helps in the continuous success in an organization. It is possible to focus on performance management and other components such as leadership, performance standards, performance measures, and progress and quality improvements to continuously evolve in the organization. The success of the performance management system is based on the regular testing of standards, measures and reports. With the help of continuous performance management system, the system can be updated to design organizational changes. The organization must use the important tools to meet with regular success and continuous improvement is the major key to success. (Cunningham, 2007)
To recommend, the best performance management can help the company to properly communicate the messages to the employees. It is important to achieve numerous functions and to communicate the goals of an organization. It helps to create needs and to improve the performance of the team so as to plan the future outcomes. Most of the organizations focuses on different benefits, compensation and reward to increase the operational effectiveness and the performance. It is very important to motivate and retain the best employees in the organization for the long term. Reward strategy helps to improve success and performance. It helps to increase high quality and develop quality employees in the workplace.
The performance management system should be designed in such a way that it can relate to the performance expectations of the employees and the goals of the organization. This improves productivity and understand the requirements of the communication among employee and manager with the help of the recognition of the roles in the business. Performance management can be important with the assessment of an individual performance in a systematic manner. The performance can be measured with the help of quality and quantity of output, leadership skills, support and proper supervision. With the continuous leadership abilities, there is proper improvement of both leadership and leader’s skills that motivates employees to work for better customer satisfaction and strong commitment. This can increase the performance of the organization.
Culture at No Name
Performance measures help to evaluate the business progress and it is the major importance in human resource management. It is vital to achieve the business goals and to increase the performance of employees in the organization. To conclude, the use of performance management can generate the strategic concentration in the organization to increase the activities of the employees in the organization.
The performance management can be measured for different uses. It can involve monitoring and controlling of activities that can meet with improvements and can increase the effectiveness of the improvements. It can help achieve alignment with proper goals and objectives. It is rewarding and successfully help to meet the goals. Thus, to increase the commitment, performance needs to be improved. It will help to develop the morale of the employee and staff will become highly motivated to perform their tasks. Employees need to know the system that could increase the potential of employees. Strong association of employees with managers can manage the strong interpersonal association and this will help to improve the performance reviews in the organization. Management will have the opportunity to participate in the suggestion orders. Therefore, to assess the progress against performance goals, there should have stress given towards effective performance management system. This will help in successful roles, relationships, rewards and futures.
References
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Macky, K. (2008). Managing Human Resources: Contemporary Perspectives in New Zealand. Sydney: McGraw Hill.
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