International Human Resource Management

1. Executive Summary

The report is prepared to focus on various facts associated with human resource management in the international business environment. In addition, the report will also provide the details of the issues that specifically arise while managing the human resources of any organization in the international market. In that context, the report will provide a clear analysis of all of these issues based on various aspects related to the operations as well as the functionality. The reason behind finding these issues is that these are the parameters that directly affect the productivity of the organization. In return, these parameters also create an impact on the performance of the employees within the organization. Therefore the report is prepared to keep in mind the description of the best possible solutions to the raised issues for human resources as per the issues mentioned in the assignment. In addition, the report will also describe the effective plan by which the organization can be able to enhance its productivity as well as employee performance.

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2. Introduction

The assignment provides the relevant information regarding the company called No Name Aircraft. In that context, there has been a description of the proper approach that engrosses the all-important assets of the organizations. About that the employees or the people employed by the organization are to be considered within the vital assets of the organization that contribute towards the proper achievement of the goals as well as the achievement of the goals as well as the objectives of the organization. For that reason, the organization No Name Aircraft will be able to contain a perfect and successful human resources management system (Aklamanu, Degbey & Tarba, 2016).

Thus to provide a logical as well as rational approach in my view requires a huge and deep experience regarding the human resources concerns as well as the picture of the aircraft manufacturing company. In addition to that as a consultant, my view is to provide such conditions by which the expatriate staff who have been assigned to international assignments should be provided with effective training procedures (Al Ariss, et al., 2013). In that context, the assignment brings a case study of the company No Name Aircraft and how the expatriate staff of the company can be helped while working in the subsidiaries present in other countries like Vietnam, China, and Singapore.

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3. Human Resources Management of the Organization

The details described in the case study provide a clear understanding of the issues raised by human resources management concerning culture, diversity management, the management of international performance, and training as well as development (Baruch, 2014). In that context, No Name Aircraft has been facing a lot of implications relating to the organizational profits which will eventually take the company on the path opposite to success.

This path will lead to consequences of the company’s takeover if in any condition the issues are not addressed properly within time. For that reason, the company needs to make the proper optimization of the return on investment of the shareholders of the company. In addition to that, the company should also try to obtain high prices of the shares of the company as a result to maintain the sustenance of the company within the market (Burke, Ng & Wolpin, 2015).

3.1 Issues Related To the Human Resources Management

As mentioned above from the case study described in the assignment the management of the organization No Name Aircraft is dealing with a high range of issues. Thus out of those the issues which are to be considered first are the parts related to the diversification of human resources, diversification of the workplace as well as the corporate culture, management of the performances as per the norms of the international market, and the training and development of the expatriates or the new entrants (Chan, et al., 2016). The gradation of all these facts specifically provides a consistent process that will help the company in going towards the path of success.

Culture:

Specifically, the culture is the part of the No Name Aircraft that is affected. This eventually led to the rise of issues like communication gaps as well as the department breakdown within the organization. Thus these two affected the management process and hindered the team activities by losing the unity within the team. The reason behind it is the lack of communication. Communication is one of the vital parts that turn the environment of the organization from negative to positive and if in any condition it is left behind at that time the organization and its subsidiaries face a heavy amount of loss by affecting the employee performance. Communication can be considered one of the vital weapons by which the management of the organization will be able to manage the issues and provide motivation to the employees to achieve the goals and objectives efficiently (Crawshaw, Budhwar & Davis, 2014).

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In that context, any kind of interruption within the communication process directly impacts the ongoing culture of the organization No Name Aircraft which spreads from the headquarters to all of its subsidiaries. The company is quite well known in the international market for the manufacturing of its high-quality aircraft products. But with the resistance to change along with the adaptation of innovation, the employees have created issues in the culture which led to the breakdown of communication (Fallon & Rice, 2015). The implications associated with the breakdown of communication resulted in the reduction of the quality of production which eventually decreased the productivity of the organization. Furthermore, these issues are very clearly visible within the subsidiaries as a result of the communication gap. Thus the subsidiaries that face these issues are aircraft manufacturing situated in Vietnam and China.

The company not only provides a quality range of products but also provides a good delivery process to all of its clients as well as customers. The previous reputation of the company led them to carry out business with many governments as well as many non-governmental organizations. However, the degradation of the quality led to the rise in the question of the market value of the No Name Aircraft within the international market. Thus the communication barrier resulted in the breakdown of coordination as well as integration within the workplace which is very clearly reflected in the performance and productivity of the employees. These kinds of issues are particularly seen in the subsidiaries present in Vietnam, Singapore, and China (Fleischmann, Koster & Schippers, 2015).

Diversity Management:

Each person working at No Name Aircraft was supposed to get equal and impartial treatment without any discrimination based on race, gender, physical abilities, sexual orientation, age, and other factors which were one of the organizational policies of the company. It was found that this policy was not implemented in the company rather discrimination was observed at a large scale among the employees and the human resource management system of No Name Aircraft (Froehlich, Beausaert & Segers, 2015). The employees in the aircraft did not realize the significance of having a diversified workforce as a human resource team of the company which would otherwise enhance the sharing of knowledge among them. The advantages of communicating and interacting with colleagues belonging to different cultures were not recognized by the employees in the aircraft company.

Intolerance was observed among the employees towards each other. The employees were found to be differentiating each other based on generation due to which resentment among the employees was increasing. The senior employees had maximum resentment towards the employees who were junior to them as they had the thought that if the junior employees gained knowledge from their experience, it would hinder their chances of promotion. This thought process resulted in the deterioration in the quality of the products of No Name Aircraft in all its subsidiaries. Recruitment of eligible candidates who are disabled was also not made in the company which could bring more talented and skilled employees into the company. The company did not implement regular performance appraisal which was very much necessary for effective productivity.

It was also observed that the decisions made by the headquarters in Australia were not effectively implemented in the other subsidiaries present in Vietnam, Singapore, and China. The management and the planning of the workforce were not operated effectively in all the subsidiaries of the company. It was also found that the HR managers were not concerned with imparting proper training to the expatriates regarding the manner the work is done in the new environment(Jayasekara & Takahashi, 2013). The employees working at No Name Aircraft did not have any idea regarding their future growth in the company and their career prospects. This discouraged them from not utilizing their potential and skills to the maximum extent. Thus, the environment of No Name Aircraft was observed to have a lack regarding the development of the profession.

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4. Handling with the Issues:

No Name Aircraft must identify and realize the importance and advantages of having a workforce in an environment that is diverse in culture. The benefits and importance of a culturally diversified human resource can bring to the productivity and the management of the business has to be realized by the management of No Name Aircraft. The management of the subsidiaries needs to incorporate the strategies of bridging the gap between the generations of the employees working in the company so that employees belonging to all age groups respect, accept, and appreciate each other and do not make any kind of discrimination based on gender, race, age, etc (Kailasapathy, Kraemer & Metz, 2014).

Regular meetings should be conducted by the management of the subsidiaries in which the employees can express their concerns, problems, and issues and the management can take measures regarding the issues. Regular training meetings and sessions for consulting should be conducted to make the expatriates adept and aware of the new manners of work in the new work atmospheres (Kowalski, Loretto & Redman, 2015). The management needs to include better tools of communication to be implemented in the management for enhancing the relationships among the employees. Practices of global performance management have to be implemented. An efficient performance appraisal system has to be implemented in all the subsidiaries of No Name Aircraft which would measure the productivity of every employee and the overall productivity of the company.

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5. Recommendation:

No Name Aircraft needs to have an efficient appraisal system based on the performance of the employees to be installed in all the subsidiaries of the company. This would help in measuring and reviewing the performance of the employees without any bias based on discrimination of age. The training sessions and programs should be designed should have didactic, sequential, experiential, and interactive aspects which would help the employees belonging to all generations in the company to gain knowledge that would enhance their skills and productivity to achieve overall productivity for the company. The training sessions that would be provided to the expatriates and the regular local employees should incorporate different aspects of various cultures (Makkonen, 2016).

The training that has to be provided to the expatriates and the regular staff has to be adequate and include the cultures of China, Vietnam, Singapore, and Australia. The employees in the Aircraft Company would be motivated and be aware of their lacuna and weaknesses in their work (Rowley & Warner, 2013). The employees getting effective feedback from the appraisers would make them feel that their work is being recognized by the management and the company. The viewpoints of the employees at all scales should be collected by the management regarding every aspect of the organization which would make the management aware of the requirements of the employees (Yamak, et al., 2015).

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6. Conclusion:

The observance and analysis of the concerns and issues from my perception as an international human resource management consultant helped in obtain and gain knowledge about the different perceptions of the employees in the organization. The analysis of the concerns of the management of human resources provided insights into the aspects of an organization which can have a wide range of implications on the productivity of the company. Thus, No Name Aircraft has to give importance to all the aspects of human resources to have effective performance and efficient business productivity.