Discuss about the Cases in International Human Resource Management.
As an international HR ‘No Name’ Aircraft, there are quite a number of issues that were identified that need to be rectified for the organization to function properly. ‘No Name’ Aircraft should develop strategies aligned towards ensuring the HR issues they experience are properly alleviated for better organizational performance. It is vitally important that the company ensure to understand the sources of the issues which they face and plan ahead in ways to fix them. The following report will detail out the various challenges identified to affect the company and provide methods through which they can be eliminated. Proper fixation of these challenges is imminent to ensure that an organization performs properly. Moreover, the report will detail out various recommendations that ‘No Name’ Aircraft needs to set in place for their company to prosper.
At ‘No Name’ Aircraft, one of the identified challenges is the poor working conditions that the workforce is subjected to. According to Cascio, & Boudreau, (2016), good working conditions are essential to ensure that tasks in the organization are handled properly and without much delay. The study of the organization reveals that the workers interfere with each other’s tasks, which is a challenge that leads to poor work output and low quality of production. Moreover, the communication between the various employees in ‘No Name’ Aircraft is generally on a low note, especially because the workers have come to have a negative attitude and aggression towards one another.
The collaboration of workers is another essential aspect that is required for proper outcomes. The issue at ‘No Name’ Aircraft is that the collaboration of these employees is very poor. The study reveals that majority of the employees only perfect and concentrate only on what they are assigned, rather than working together for better outcomes. Fenton-O'Creevy, Gooderham, & Nordhaug, (2008) argue that with limitations in the collaboration of the employees, it is paramount that the overall quality of products and tasks that they handle will be low. Moreover, Cascio, & Boudreau, (2016) affirms this by indicating that the performance of an organization is not primarily dependent on what one employee is doing, but rather how they relate to each other’s to undertake their tasks. As a result, it is justifiable to argue that the workers at ‘No Name’ Aircraft do not collaborate properly, which is one of the reasons that has led O’Meara to send letters of warning the company of their reduced quality of output.
Production is primarily dependent on the management and input of the employees. According to Furusawa, & Brewster, (2016), it is the human workforce that has the responsibility of directing the machinery on what to do and how to perfect it. Considering that ‘No Name’ Aircraft deals with delicate planes that need a high degree of concentration, their reduction in the overall quality of production is one of the biggest challenges. The company has received letters of warning that their quality of production has reduced, and this may lead to penalties and withholding of partial payments by some of their customers. The overall quality of production is low due to reduced motivation in the employees and the adoption of negative attitudes that ‘near enough is good enough.
Failure to Embrace Diversity Properly
One of the key elements that are paramount to embrace for an organization to succeed is diversity. According to Haak-Saheem, Festing, & Darwish, (2017), diversity not only entails the basic principles of respect for people of other nations and religions, but it encompasses more than that. ‘No Name’ Aircraft has tried to embrace diversity especially with the development of principles that help to regulate the behavior of the employees, select more people from different denominations, nations and even cultural backgrounds among others. However, the company has failed in ensuring that the workforce also utilizes the skills of the disabled and even the younger learners. ‘No Name’ Aircraft has been discriminating the employment of new younger workers who may need more of the training to catch up with the overall standards and quality needs of the company. Moreover, the disabled individuals have also been left behind, which is a challenging factor as it limits how the firm will operate, the ideas generated by the workforce and even the overall quality of production.
Among the essential elements required for the success of any activity is proper communication. According to Furusawa, & Brewster, (2016), organizational communication plays the vital role of linking the different departments in any organization for better performance. While ‘No Name’ Aircraft have tried to embrace many methods of practicing better communication, it is one of the drawbacks that limit the growth and productivity of the firm. The study of ‘No Name’ Aircraft reveals that the company’s HR does not have any considerations on how the people employed by the firm relate with each other, thus causing the culture of people just interacting depending on the influence that the other party has. In addition to this, both horizontal and lateral communication practices set by the company fail due to the negative attitudes of the employees. Moreover, feedback especially on the expatriate training and other concepts is not given by the management. The lack of feedback leaves the workers without understanding what they have done in the wrong way, thus continue doing it and thus the deterioration in the quality of production.
The HR at ‘No Name’ Aircraft engage in performance reviews to ensure that the workers meet the organizational needs. However, these reviews are not conducted in a proper manner. The challenge is that the HR does not have a clear set of principles and guidelines set aside for conducting the reviews of these employees. Furthermore, these reviews are not undertaken on a regular basis, thus cannot provide consistent information on the performance of the workers properly. This has also led to the development of the negative attitudes by the workers to the point where they are able to resist any form of changes in policies and rules that govern their work life.
Expatriate training should be conducted until the candidates being transferred to work in a foreign country are ready. According to Haak-Saheem, Festing, & Darwish, (2017), the expatriate training should be conducted for about four to five weeks to ensure that all the requirements are addressed and that these candidates have a clear understanding of their tasks, how they need to perform them, communication mechanisms and even the process of working with different people. However, ‘No Name’ Aircraft fails to engage in such practices as their training for the expatriates only takes about half a day, which does not give enough time to fulfill the essentials of the training process (Baum, 2016). Moreover, the HR has been known to refer the candidates to read the online resources with the hopes that they will be able to learn enough about their foreign country and apply it while working in the country. This has led to the reduced overall quality of work output for these expatriates especially since they do not understand much about their customers from the given countries.
‘No Name’ Aircraft is faced with most of the challenges in their operations due to the limitations they have brought to themselves. The report reveals that the culture of the organization has been growing and it is evident that most of the challenges they are now facing have been so due to the culture the firm has had over time. In eliminating these challenges, there are various plans that the company should ensure to engage in. These essential elements are:
Revision of their Training and Development Policies
One of the essential considerations to eliminate the HR issues in the company is to develop and revise the existing training and development policies. ‘No Name’ Aircraft has not been utilizing the training and development strategies properly and thus the company’s workers have failed to perform to the expected standards (Lazarova, Morley, and Tyson, 2014). Revising the existing standards will help ‘No Name’ Aircraft to identify the potential issues associated with their plan of training their workers especially for the expatriates, thus coming up with new and creative ideas on how to improve on the same. Proper adjustment should be made such that the company’s workers are engaged in deeper training for longer periods, which will enable them to understand the task they undertake properly and work without any challenges (Harzing, and Pinnington, 2010). Moreover, for the expatriate training, it is important that the policies regarding how they are oriented be evaluated to determine the essential competencies that are required for these employees to work properly in the foreign countries such as in China.
As determined in the challenges that are facing ‘No Name’ Aircraft Company, communication is among the issues that results in most interruptions on the operations of the company. As a result, it is primarily important that the Company develop strategies and objectives that will guide on how the workers should communicate with each other, the management and even with the customers (Briscoe, Tarique, and Schuler, 2012). Fostering better communication among the employees will also help in alleviating the issue of reduced collaboration of the workers, thus increasing the level of motivation among the employees for better outcomes (Vance, and Paik, 2014). Moreover, better communication will help the management to provide feedback on what the new workers have learned, thus ensuring that they will understand everything properly.
The HR has the responsibility of ensuring that the workers engage in team work activities to help them collaborate with each other well and achieve various objectives as a team. In this regard, it is imperative that the HR ensure to develop training periods for these workers and educate them on the importance of teamwork and how they should engage in the same (Budhwar, and Debrah, 2009). Moreover, the HR should find platforms and events that relate to Teamwork and ensure to take the organization’s employees on the same so that they may learn of the importance of the same (Kshetri, 2007). One of the benefits that this strategy will have is that it will raise the motivational levels of the workers such that they will undertake their tasks properly. As a result, with the workers being highly motivated in the entire organization, it is possible that these employees will work better, undertake their tasks properly and also achieve the organizational objectives in due time.
Revision of the Diversity Management and Recruiting Practices
‘No Name’ Aircraft is noted to abide with diversity practices, but there is still a lot of challenges that the company is facing in the diversity practices. According to Bratton, & Gold, (2017), firms are expected to allow people of all sorts to apply for a position in their company. As noted, a challenging issue the firm has is that both the disabled and the younger professionals are not highly appreciated and thus not employed in most times. The HR in the firm should ensure to not only give all the potential employees of the company equal opportunity to apply for jobs, but also treat them as equal (Jackson, and Deeg, 2008). As a result, the revision of the diversity and recruitment practices should provide proper the firm with better strategies to deal with the different workers. Moreover, the company will benefit with having more of the younger employees in their workforce as this will ensure that the firm remains stable and with experienced workers even after few years to come (Tarique, Briscoe, and Schuler, 2015). The employment of younger generation workers will also aid in idea generation especially with the advancement in technology.
The orientation of the new employees presents a challenge for the company as the HR is given the mandate of to select and train them, but often fails to do so . Moreover, since the company’s culture presents a challenge in the firm especially with the older employees being resistant to change, the HR must ensure to examine ways that the organization’s culture should be changed (Pudelko, Reiche, and Carr, 2015). The change process, in this regard, should be slow and can be undertaken through the orientation of new employees (Debroux, 2015). According to Reiche et al. (2016), the HR should formulate various training sessions that will be utilized in orienting new employees within the business. These sessions should include essential communication concepts, the needs for team work in the organization, how these employees should collaborate with each other and even methods through which the workers will develop the culture of the organization (McGraw, 2004). Moreover, motivational elements such as incentives on their leave should be integrated as they will ensure to help the new workers get into motion with the rest of the departments faster and properly.
‘No Name’ Aircraft is a company that has the potential to develop and perform major tasks efficiently and more effectively. However, due to the various issues present in the firm, challenges such as reduced quality of output, less productivity, limitations in terms of organizational performance, poor communication, among others, have reduced their overall value. The company has received letters of warning that their quality of production has reduced, and this may lead to penalties and withholding of partial payments by some of their customers. The HR should find platforms and events that relate to Teamwork and ensure to take the organization’s employees on the same so that they may learn of the importance of the same As a result, it is imminent that the HR issues be fully addressed to ensure the firm remains consistent and competitive in the industry. Fostering better communication among the employees will also help in alleviating the issue of reduced collaboration of the workers, thus increasing the level of motivation among the employees for better outcomes. The proposed solutions to these challenges are expected to alleviate the said problems, which will help the firm to raise their performance, improve their levels and styles of communication and also improve their quality of products sold to the final consumers. In addition to the solutions, it is proposed that the firm take the recommendations into consideration for a better company in future.
Plans to present to the Organization
One of the plans recommended for ‘No Name’ Aircraft for a better future is to maintain a culture of respect and team work for the organization. Due to the nature of their work, employees at ‘No Name’ Aircraft cannot afford to be rude or fail to work together (Brewster, 2017). The complicated gadgets that they develop require high level of precision and teamwork will aid in fostering this. Another essential recommendation for the company is that they should improve the overall levels of communication and divide each departments within the organization even further (Brewster, Chung, and Sparrow, 2016). This will facilitate for better communication with the different teams and employees in the firm, thus improving how the tasks given are completed and communicated. Moreover, the same will aid in performance evaluation as these small divisions will be able to evaluate the overall performance of their workers, communicate the information to the responsible party until the HR receives the information. The above recommendations need to be implemented based on the needs of the organization and time requirements for the same. For teamwork, the organization must have specified times during which every employee will be given team-related tasks that will help in developing their teamwork abilities for better outcomes. This will also be useful in developing better competencies in communication for the employees.
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