The paper "No Name Aircraft - Human Resource Management " is a perfect example of a management case study. Human resource management is one of the important functions of an organization. Human resource management plays a critical role in an organization as it ensures that an organization has the right people with the right skills, knowledge, and abilities to enable a company to achieve its objectives, success and competitive advantage (Dowling et al. 2008, p. 12). HRM also ensures that employees are highly satisfied, motivated, and capable of working harmoniously as a team to ensure organizational success.
HRM does by performing five, principal functions that include recruitment and selection, training and development, compensation and benefits, and labor relations as well as maintaining the health and safety of employees. However, the nature of the environment in which HR managers operates has been changing due to globalization, technological developments, as well as the flow of labor and employees across boundaries and this, has resulted in an increased focus on a number of concepts that include culture, diversity management, international performance management and training and development (Liebowitz 2010, p.
50). This paper analyzes these concepts as they apply to human resource management with reference to the case study ‘ No Name’ Aircraft. Culture It is noted that merely having a great strategy does not guarantee a company a sustainable success because there are many factors that affect organizational performance. Corporate culture is one of the factors that have a great impact on organizational performance. Dowling et al. (2008, p. 22) define corporate culture as the values, traditions, and norms shared among members of an organization and that defines the behaviors of staff in a given organization.
In other words, culture simply implies how things are done in a given firm. In order to succeed in the 21st-century companies must strive to build a corporate culture that promotes teamwork, innovation, and where quality is promoted. Human resource has a great influence on the corporate culture of an organization. HR plays a critical role in the development of corporate culture because it is the employees who are employed in a given organization, embrace and develop a given culture (Liebowitz 2010, p.
50). In the case of No Name, the company has developed a corporate culture that cannot enable a company to achieve sustainable competitive advantage. Edgley‐Pyshorn and Huisman (2011, p. 612) argue that, for a company to succeed in today’ s dynamic and fast-changing business environment, companies must build a corporate culture that promotes teamwork. Unfortunately, the case indicates that at No Name, employees are not working effectively as a team and across teams and management. This has the potential not only triggered conflicts between members of a team and between employees and management, thus impacting negatively on the firm’ s performance.
HR has a responsibility to promote teamwork culture by the promotion of teamwork culture by building employee relationships. Change is another issue that presents in No Name. Globalization and technological developments have resulted in a situation where organizations have to embrace change. Dowling et al. (2008, p. 28) indicate that change is part of an organization, as no company operates in a static environment. For this reason, HR has a critical role to promote change management. This implies that HR must be able to anticipate change and ensure that change is effectively implemented.
However, as indicated in No Name’ s case, resistance is a big challenge that managers of the company face as the employees of the company have developed a culture that resists any change. However, HR managers have a responsibility to initiate change management through effective communication of the change and involving the staff in the implementation of change efforts (Edgley‐Pyshorn & Huisman 2011, p. 610). Additionally, quality is an issue at the company as it is indicated that the company has developed a culture where quality is not a priority.
Because of this culture, the company develops low-quality products that have seen customers complain every time a product is delivered which in most cases has to be returned for modification. HR of the company has a role to promote a culture where quality is a core emphasis and HR can ensure this through its recruitment, selection, and training and development policies.
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