Human Resource In Global Economy †Free Samples for Students

Question: Discuss about the Human Resource Management In Global Economy. Answer: Introduction As organizations seek to improve their market share and presence, globalization has become an important consideration for organizations. Organizations have shifted their focus on capturing new markets in order to improve their profit ratios as well as gain competitive advantages in the modern corporate world that has been faced with high rates of competition. However as organizations diversify their operations and venture into new markets to gain a competitive advantage they still continue to face a number of challenges with the management of human resources within the global context .Majorly these challenges are related to management of human resources in the global context and organizational culture. Global human resource management refers to all sets of activities directed at managing human resources at the international level. The purpose of this report will be to analyze the various issues experienced by No Name Aircraft as explored in the case study. The report will first explo re the International management issues faced by the Aircraft, issues with training and performance management and finally provide conclusion on major issues and strategies and recommendations that can be used by the company. International management issues No name faces a number of international management issues such as customer-related issues, staffing issues, customer related issues and cross-cultural operation issues Cross-cultural operation issues Cross-cultural management refers to the study of behavior of people located in different cultures and countries around the world. As organizations become global the more they are faced with cross-cultural issues. It is important for organization operating in the global context to put in place measures to facilitate understanding, peaceful coexistence and collaborations among diverse employees at the workplace (Holden,2012). No name is facing a serious with regard to collaborations between and communication teams and the management .The main issue that is facing the organization is an unhealthy culture that is more focused more on individualism rather than teamwork as part of this communication has been majorly affected. No name has its headquarters in Australia and subsidiaries in three other countries including china, Vietnam and Singapore. These are countries possessing different cultures which need to be considered by the management. As part of globalization interaction of people from different cultures cannot be avoided. These Interactions can lead to conflict and cooperation at times. Communication challenges in global organization are not only because of language barriers but also because of different cultures among these people. The organization is faced with a major communication challenge that has affected communication that has affected communication not only at the headquarters but also between the headquarters and the subsidiaries (Barry, Dion Johnson,2008). Lack of integration among teams has made it relatively hard to function effectively within the organization. Lack of strategies to facilitate understanding between cultures has led to a disconnect both in communication and operations between the headquarters and subsidiaries. The low profitability of the company has been partly because of this Negative culture that has failed to promote cross-cultural operations in the organization. Customer related issues Customers are an important part of any organization, to some extent the success of an organization is dependent on the relationships that exists between the organization and its customers. Examples of customer issues include unsatisfactory services, unfulfilled promises, poor quality of goods and services, rude employees, being subjected to extra charges. Being given conflicting information among others (Knox van, 2014).These are serious issue which can cost an organization greatly because of its inability to attract and retain customers. No name is facing a serious issue from its customers related to the quality of products .The numbers of complaints from its customer who include both governments and non-governments have continued to increase. For an organization like No name which has established an international reputation customer complaints can significantly hurt its operations. Although complaints are natural in business operations but what matters is the extent and how organi zation react to them. Consumer complaints are used by organizations to establish their problems and be able to come up with strategies to enable retention of customers. It has been found out that customer who complain have a higher level of repurchase intention than those who do not complain. The organization is faced with a challenges of dealing with customer complaints emanating from poor quality of its goods for it to maintain global standards and reputation (Taleghani,et al,2011). Staffing issues Staffing refers to the process the management function that is concerned with the acquisition, training and development, appraisal and employee compensation. It facilitates having the right people in the right jobs and smooth operation of an organization. Due to the important nature of staffing as a management function, managers at all levels are required to continuously be engaged in the staffing function through recruitment, selection, training, appraisal and development of subordinates. No name is faced with a number of staffing issues. First the organization has a discriminative recruitment process whereby qualified people with disabilities are not considered for position within the organization. This is a serious issue that can lead the organization to legal disputes (Shen, 2009).Three is also a serious issue with the companys training and development. The level of performance in the organization indicates that there is a serious need for training and development however; there are no serious strategies to facilitate training and development. Employee training needs have not been met and there has been no attempt to understand each individual employees training needs. Training for expatriates is only undertaken for half a day which is hardly enough to facilitate effective functioning of employees in the new environment. Additionally there has been no attempt to understand each individual employees training needs with the assumption being that all employees have similar training needs. There has been an issue in that senior managers have not taken it upon themselves to develop junior employees to take up senior roles for fear of being sidelined for promotions. This is a serious issue that can hurt the organizations future success. Employee training and development can lead to increased job motivation and satisfaction among the employees, reduce employee turnover and increase organizational efficiency which generally contribute to financial success of an org anization (Korte, 2007).Lack of employee training and development has caused so much uncertainty among employees regarding their future career prospects and has resulted to poaching of some reliable employees from the company by other companies. Employee Intolerance issues Employee diversity means the act of possessing different attributes by employees at the work. Apart from cultural diversity teams within organization may possess other diverse attributes with regard to their age as well as their position within the organization (Dollard Bakker, 2010). There is a very high rate of intolerance among employees from different generations within the organization. Although there is a policy at the organization that requires employees to respect each other, the organization is particularly at its headquarters faced with the issue of intolerance towards working with employees from different generations in the organization. The most affected have been the apprentices whose relationships with senior staff have been strained. There has also been intolerance towards working with people with disabilities with their applications being ignored by the management. Every employee in an organization is important irrespective of the position that they occupy in the org anization. Employee intolerance hinders cooperation at the workplace which is quite important towards employee productivity. Lack of tolerance can also have an impact on organizational reputation and competitiveness (Markos Sridevi, 2010). Issue with performance and training management No name is facing a serious issue related to employee training and development .There is a general lack of emphasis on employee training and development. Performance Management Issue There are a number of issue that have led to the performance management challenges that are a facing the organization. Among the factors that have been attributed to improved performance in organizations are cultures, effective communication, an environment that encourages teamwork, employee feedback and programs that promote employee growth. However in order to manage organizational performance organizations need to have strategies in place that are aimed at improving the performance of employees. Performance appraisal is of the strategies that can be used to manage performance in an organization. Performance appraisal refers to the evaluation of employees performance in order to understand their individual abilities, identify areas of improvement and ascertain their training needs (Luthans, et al,2008) The organization has an inconsistent approach towards employee performance reviews where the organization subsidiaries have no performance reviews for their employees. While the orga nization is supposed to act as a unit that has employees doing similar roles in different countries, it is supposed to have similar strategies for employee performance management so that any expatriates find it easy adapting to new working environments. Lack performance reviews have also denied the abilities to understand the abilities of their employees in order to effectively meet their training and development needs. There has also been a disconnect as a result of poor decision making from the headquarters regarding performance management. As a result of having all decision making authority concentrated at the headquarters and having subsidiaries to rely on decisions made at the Australian headquarters has caused a lot of confusion in terms of performance outcomes. Performance management issues have also been caused by the organization's lack of policies to promote management within its Australian Branch as well as other subsidiaries as well as the lack of clear performance measures across the organization. Lack of cultural consideration when making a decision for the subsidiaries has also been a cause of the performance management issue facing the organization (Lin Lee, 2011). The cause of this has been a lack of effort towards achievement of similar objectives across the organization. Training and development There are a number of strategies that organizations can use to meet employees training and development needs. Performance management Employees form an integral part of organizations. Performance management is an integral part of organizational success, failure to recognize the important role played by employees in an organization can cause serious problems to an organization. It is the process through which a work environment or setting that enables optimal performance of employees is created According to ( Arguins , 2009) the main focus of human resource management in organizations is to optimally utilize an organizations human resources for the achievement of organizational targets. Performance management is meant to achieve this objective through maintaining, developing and motivating employees. An organization that focuses on performance management can attain a competitive advantage over its competitors. By adopting performance management as a strategy for fostering employee training and development the organization can be able to have an adequately motivated workforce attain better results, survive grow and e xcel in performance. The organization can focus on performance management to facilitate a meeting of both employee and organizational goals efficiently. This, in this case, can be achieved through focusing on employees performance. By creating an enabling environment the organization can be able to promote training and development of its employees (Jaksic Jaksic,2013). Mentorship Mentorship also plays an important role in improving the competencies of employees as it facilitates employees to become more competent in their jobs through skill advancement. According to (Hester Setzer, 2013).Mentorship facilitates a transfer of knowledge and experience from the very experienced in the organization to the least experienced in the organization. Mentorship facilitates demonstration performance of tasks, enables guidance through problem-solving or positive criticism of employees work. Mentorship may facilitate more engagement at work, facilitate career growth and enable network building within an employees profession (Mundia, 2014).The organization should adapt mentorship programs at the workplace to facilitate training and development of its employees. Conclusion and Recommendation Conclusion In conclusion, No Name is facing major challenges that have a likely impact on its operations. The organization is faced with issues such as unhealthy organization culture, lack of performance strategies, high levels of intolerance and lack of inclusivity the workplace. It is also faced with the challenge of quality maintenance, lack of employee training and development programs, especially at the subsidiaries. The organization can adopt mentorship programs, training and development strategies to solve the current issues affecting it. Recommendations Frequent performance reviews The organization should put in place strategies to facilitate regular performance reviews for its employees in both its headquarters and subsidiaries. The performance review programs should be similar. Performance reviews will ensure that the employees are able to check the progress of their performance besides facilitating identification of employee training needs. Promote diversity The management should also encourage diversity at the workplace. The can do this by setting an example by giving an equal chance to all people especially during the recruitment process. One of the issues identified is that the managements failure to consider applications for people with disabilities, by adopting a non-discriminative approach towards employment, the management can demonstrate the need for valuing diversity and establish an environment where diverse people can thrive. Holding regular meetings for all employees As identified in the case study there is a serious challenge of various groups of employees getting along well, additionally, employees to do not effectively understand each other. By coming up with programs where employees interact on frequent meetings where employees meet to interact and exchange ideas can create the much-needed cohesion at the work and promote more understanding between the diverse teams t the workplace References Hester, J. P., Setzer, R. (2013). Mentoring: Adding Value to Organizational Culture. The Journal of Values-Based Leadership, 6(1), 4. Barry, J. M., Dion, P., Johnson, W. (2008). A cross-cultural examination of relationship strength in B2B services. Journal of Services Marketing, 22(2), 114-135. Holden, N. (2012). Cross-cultural management: A knowledge management perspective. Pearson education. Taleghani, M., Largani, M. S., Gilaninia, S., Mousavian, S. J. (2011). 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