Importance Of International Human Resource Management In Organizations

Issues in the ‘No Name’ Aircraft

Discuss about the Communication and Engagement With Science and Technology.

The role of international human resource management in the company is huge as it covers various aspects such as recruitment, appraisal, and dismissal at international level. The main aim of this report is to elaborate the importance and the role of IHRM in an international organization as the responsibilities of the organization is increased. The case study of “No Name” aircraft has been taken to elaborate the role of human resource management in dealing number of issues. I have been appointed as an IHRM consultant and it will be my accountability to find out the concerns in the organization and offer the possible solution for getting better the condition of the organization. IHRM can be considered as the set of activities that aim to handle the organizational human resources at the level of international to achieve the objectives of the organization. There are a number of issues within the organization that can decrease the productivity level of the company. The report will define them in an effective manner so that potential solutions can be determined with the help of them.

‘No Name’ Aircraft has become concerned about the profits of the company as they are facing numerous issues. It is the organization which operates out of Australia and has subsidiaries in three countries – China, Singapore, and Vietnam. The major business of this company is to build and sell aircraft to 50 countries around the world. The major production of aircraft is being done in the China and Vietnam and most of the design engineers manage out of Singapore. As an International human resource management consultant, I have evaluated the entire process of the company and found that culture, international management, training and development and diversity management are the major issues of No Name Aircraft Company. O’Meara is the CEO of the company and he wanted to expand the return on investment of shareholders and achieve a high share price.  There are some issues that have been evaluated by the case study are defined below.

It has been found that “No name” home country teams are not functioning efficiently and communication has become the major concern for them as it is not done in a perfect manner between integrated teams and across teams and management. It is essential for the company to keep the focus on the communication channel to reduce the communication gap between the employee and employer which would be helpful in increasing the productivity of them in an efficient way (Alajlani & Clarke, 2013). Along with it has been noted that the employees of the company are not able to accept the managerial changed due to lack of training programs. Hence, they refuse to accept the managerial changes within the organization. It has been analyzed that the quality is the major part of every company and the performance, as well as the good will of the company, will have affected due to lack of quality. It has been found through a case study that the stakeholders of the company are already sent the warning letters to the company to improve the quality of the products otherwise they will keep back partial payments.

Cultural issues

It has been found that the company is facing major issues of diversity management issues as at international level various people come from different places with different language and lifestyles. The employees of the company are not co-operative and do not accept the rich value of working with diverse people (Briscoe, Tarique & Schuler, 2012). Discrimination and inequality lead to displeasure and it may control the level of contentment of the workers. The workers are not getting equal pay and opportunity from the employer because of the gender issue (Bratton & Gold, 2012). Along with that, the generation gap is entertained by the company at the global level. I have analyzed that entire environment of the company and found that there is no proper environment of handling the issues which raise the concerns of the company and this situation may lead the company into an adverse situation (Brewster, Wood & Brookes, 2008).

There are massive performance management issues are also being faced by the company while employing the business activities and operations in China and Vietnam. It has been found that the performance reviews have been conducted by the HR in Australia but there were no proper unique performance reviews conducted in the China and Vietnam. It has been found that the there is a lack of dynamic and unique performance process for the emigrant in the international market (Baum, 2016). The employees of the company are not encouraged and motivated by human resource department to perform well. Due to ineffective and bad performance management has a negative impact on the performance of the employee and revenue of the firm (Lasserre, 2017).

Training and development program is the key factor in the success of the company as it helps in developing the skills of the employee in a significant manner. It has been evaluated through the case study that there is a lack of training program that is the major cause of decreasing the efficiency of the employees (Khan, Khan & Khan, 2011). The training schedule for the employees is very short and the entire information is not covered in the process of training. It has been evaluated that the tendency of dealing with employees of HR is same for every employee that is the major concern of attrition. They think that every person has same desires and need to survive in another country. There should be proper feedback procedure for the employees regarding training so that the potential solution can be developed to reduce the negative impact of improper training on the performance of the employees (Aguinis & Kraiger, 2009). Along with that, there is no growth process and no endorsement which is being the reason of lack of enthusiasm for employees

Diversity management issues

It is the responsibility of the human resource management to handle the issues in an effective manner. As a consultant, I would like to recommend that No Name Company should focus on a variety of issues so that the image and the goodwill of the company could not get prejudiced. The recommendation for above-stated issues is described below.

Communication is the foremost concern in the company between employee and the employer that bring the situation of misunderstanding in the company. It is vital for the company to keep the focus on the structure of the company so that the communication gap can be reducing in an effective term. The human resource department of No Name Aircraft should make employee free to share their views, ideas concepts regarding the change and existing policies which should be reached to top authority. It has been recommended them to understand the behavior and the nature of employee individual as it is not possible that everyone has the same potential to handle the issues and perform the task. The quality issue is the major factor that decreases the image of the company in the view of stakeholders. It is essential for the HRM to build the quality team by evaluating the skills of them which should be capable to inspect the equipment of Aircraft. The company should perform in a well efficient manner on those projects for them they can lose their stakeholders (Elarabi & Johari, 2014).

Co-operation is a necessary part for the company to engage employees in the work in an adequate manner. It has been recommended to the managers of the company to have patience and listen to the concerns of all employees in a careful manner so that the employees could feel that they are valuable assets for the company. It has been analyzed that there is a lack of recruitment policy of people with disabilities in the country of China. It is required for the company to keep the focus on skilled employees and start to give chance to them who are disabled (Gilbert, Stocklmayer & Stocklmayer, 2013). It would be a great opportunity for them that increase the reputation of the company as well as secure the future of a disabled person. The company should be safe and that is why the company should connect with the employees and make them feel that they are working at the safe place. The company has a large team in different countries so it is obvious to have the richness in the diversity and CEO should communicate with the employee by using verbal and non-verbal communication. This would be helpful in fetching new ideas and views from a new employee that can be taken in the consideration of the improvement of the diversity management issues.

International performance management issues

It is necessary for the company to have the system of performance appraisal for the organization in order to improve the condition of the company. It has been recommended to the CEO of the company to keep the focus on the number of department and differentiate the responsibility according to the calibre of the employees. It would be facilitated in improving the productivity of the employee by providing responsibility of their own interest (Süß & Kleiner, 2008). However, Headquarter of the company is situated in Australia but the company should focus on their branches significantly that are situated in Singapore, China, and Vietnam. Along with that, the company should emphasize the flexibility of time, performance, and appraisal system so that the employee of the company can perform in an efficient manner. The CEO of the company is accountable for making sure that employees of the department are well managed on the part of expertise. There should be proper decision-making process in the context of the growth of the company that is why the decision of the company should be well planned so that this concern of diversity management issues could not repeat in future.

Training and development are crucial components of the organization that is why it is required for the No Name aircraft to provide the training of the employees in a sufficient manner. The process of learning in the program should be cleared and concise so that the employee can understand in an easy way (Hameed & Waheed, 2011). It should entail the various important aspect of the company such as terms and policies, a way of working, short techniques to attain the objectives and time punctuality. When the employees get these all aspects in the training program, they will be grown in the more efficient manner in the business which would be helpful in increasing the revenues and the cooperation among the employees (Guest, 2012). Quality is the major aspect to retain the stakeholders and without having knowledge about how to perform or making better products, it could not be possible to deliver high quality products to the stakeholders.

The implementation plan is made for the reason of making enhancement in the situation of the organization so that the issues concerning management could not get occurred again in the organization. There are various issues within the organization that require proper improvement to develop the good image of the company in the view of stakeholders (Harzing & Pinnington, 2010). According to the case study of No Name Aircraft, it is essential for the company to implement the modern communication and collaboration tool so that the employee of the organization can do communicate with each other without any interruptions. The chief obstacle of transparency is an outdated communication tool that is why it is indispensable for the company to have an efficient communication tool to link with one another and to share essential information (Bratton & Gold, 2017).

Training and development issues

In regards of international Improvement International performance management issues, the company should implement the 360-degree performance appraisal as it amplifies the responsibilities of the employee to their customers (Espinilla, de Andrés, Martínez & Martínez, 2013). It provides a more comprehensive view towards the performance of the employee. On the other hand, HRM Software would be helpful to make the effective human source department of the company that increases the efficiency of them in a significant manner (Vance & Paik, 2014). There are various advantages of HRM Software as it facilitates in managing employee information and allows access to information through the dashboard. Training and development program should be implemented by the company in a more efficient manner as it increases the knowledge of the employee in more significant manner. This training program should be implemented for all branch of the company so that the employees of all branches can link with each other so that communication between them could get advanced (Olsen & Martins, 2012).

Conclusion

It has been concluded from the above discussion that human resource management has a significant impact on the organization as it manages the entire structure of the company in an appropriate manner. The case study of No Name Aircraft has been taken to evaluate the various issues regarding human resource management. It has been cleared of the issues that the role of diversity management, performance appraisal, training, and development program and cultural management has kept huge importance within the organization. It is essential for the company to set the activities for implementing best practices within the organization with the help of human resource management, this kind of activities would be helpful in increasing the growth of the company in a significant manner. The function of HR has a noteworthy role in increasing the productivity of the employees that is why it has been recommended by me to execute the effective policy for HR practices. The implementation plan has been done which show the step by step activity to eliminate the issues within the company. It would be helpful in bringing quality in the products to make satisfy stakeholders from the services.

References

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Alajlani, M. & Clarke, M. (2013). Effect of culture on acceptance of telemedicine in Middle Eastern countries: a 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.

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Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

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Gilbert, J.K., Stocklmayer, S. & Stocklmayer, S.M. eds., (2013). Communication and engagement with science and technology: Issues and dilemmas: A reader in science communication. Routledge.

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.

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Harzing, A. W., & Pinnington, A. (Eds.). (2010). International human resource management. Sage.

Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). Impact of training and development on organizational performance. Global Journal of Management and Business Research, 11(7).

Lasserre, P. (2017). Global strategic management. Macmillan International Higher Education.

Olsen, J. E., & Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational behavior, 33(8), 1168-1187.

Süß, S., & Kleiner, M. (2008). Dissemination of diversity management in Germany:: A new institutionalist approach. European Management Journal, 26(1), 35-47.

Vance, C. M., & Paik, Y. (2014). Managing a global workforce: challenges and opportunities in international human resource management. Routledge.

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