Analysis and Evaluation of the Case Study †Myassignmenthelp.Com

Question: Discuss about the Evaluation of the Case Study? Answer: Introduction This report outlines analysis and evaluation of the case study, which is based on the aircraft company No name which need to focus on the culture, diversity management, training and the performance of the employees in the company. The case study reveals that the company has a very poor culture and difficult for the company to manage the diversity at a workplace. The training and development of the employees incur a cost to the company. This report will explain the many theories and concepts related to the organizational HRM, culture, Diversity management, performance management and the training and development of the employees, The employee satisfaction in the aircraft company is very important for the growth as they are the one who are responsible for the successful implementation of the activities in the organization(Nationals specification in Aviation Operations, 2012). However, for the companies it is a very difficult task to retain its employees for the longer period of time. In this report, all the theories related to human resource and the concepts of the performance management are explained in detail. The purpose of this report is to critically evaluate the case study based on the No Name aircraft company. The company is not performing well in all the aspects because of the poor workforce planning. There are some of the suggestions are also given in this report for the successful growth of the organization. Organizational HRM The organizational HRM depicts the organizational culture of the No name Company and as we study in the case study, there was a communication gap between the superiors and juniors. The organizational culture involves the hierarchy of the employees from line managers to lower level employees(Yangon, 2016). The communication between these employees is very important to deliver the quality product to its customers. Employees are the most important source in an organization and it is very important to keep them happy because if they are happy they will work with more enthusiasm and produce better results. Line Managers in No Name aircraft company keep on searching for strategies by which they can create a congenial environment in an organization because a positive environment has a very positive impact on employees and the outcome is improved. As in the above diagram, it has been shown that the cultural environment should be stable, people and outcome oriented, innovative and team oriented. The culture of the workplace should be improved by the aircraft companies to keep the employees free from stress and to deliver the best quality to its customers. A happy environment at job should be created to maximize the output of employees. The line managers in the No name company should understand what will help the employees to give their best output(Patton, 2015). Job enlargement is the strategy to increase the duties of the employees . However, there may be a possibility that the employees start leaving the organization because of the workload and it is very significant to retain them for the longer period of time. The no craft aircraft company may suffer into losses, if the employees left the organization, as the company spend a lot of money on the training of these employees. Thus, there should be a proper balance between the job enlargement and the retention of the employees. It is important to delegate the desired authority as well with the responsibility of the work because it will be an easy task to take the decisions. Moreover, the authority should be limited so that the employees will not able to take benefits of that authority. It is very important that employees should inform the line managers of the No Name aircraft company about the decisions taken by them. This will result into the productivity of the organization. However , that balance is important between the delegation of the authority and the accountability. (Green, et al., 2002).HR planning of No Name company includes brand image, training and development and performance management etc. and this planning is very important for line managers in the aircraft company to add value to the growth of the No Name Diversity Program The case study is based on the Australian workforce planning. It is very important for the companies like No name aircraft to launch the diversity programs at their organization to deal with the issues and problems of the employees. Nowadays, the companies hired a personnel to handle the diversity program in the organizations and the companies have no problem in paying them more because these programs help with the productivity and the success of the aircraft companies. The companies focus on the talents and skills that the employees have without putting concern about their background and culture they came from. (European Union, 2014). The organizations like No Name aircraft companies believe in the fact that people coming from different places have the different ideas and strategies in their minds and the companies can make a proper utilization of their ideas. The different type of ideas and the innovative plans are helpful for the working of the organization. In the No name aircraft company also, there are the employees who came from the different places and work in the company for the betterment of the organization. It is very necessary to respect their ideas, thoughts, of the people coming from different places. The big companies need to ready with the new innovative ideas to build a good image in front of the public. The companies should promote the young talent that will come up with new ideas to deal with the problems at the workplace like the safety of the customers as well as the quality of material used in the aircrafts etc. The diversity at the workplace also helps to provide the best solutions for the d elivery of the quality services to the customers. Moreover, while introducing the diversity programs at the workplace, it creates many problems also. The biggest problem is the rising of the insecurities among the employees of the No name aircraft company and these are rising continuously. Looking into the previous times, there are the companies who will not give attention to its employees having different backgrounds and they usually ignore by the companies and the employees start thinking various negative things in their minds(US Department of Commerce, 2011). This will automatically down the level of the profits in the organization and the productivity level also. Generally, it has been seen that the black people are not treated with respect in many countries as the other people are treated. The behavior of the company towards the employees should strictly prohibited by the management laws. The aircraft companies should not need to do the discrimination on the basis of the place, caste, religion, age, and color. This type of discrimination in the organization should be eradicated from the companies for the smooth running of the business. The major discrimination that was doing in the organizations is the gender discrimination. The males and females in the aircraft company should be treated equally with more respect and dignity(Cornell University, 2011). This is a very common concept that the women are considered to be lower than the men and it is also assumed that the females are very bad at doing the own business. However, with the passage of time the women are working more efficiently and effectively in the organizations as compared to the males. While doing the comparison between the two people, results into the negative impact. The people working in the organization should also be clear about their roles and responsibilities and perform well for the successof the organization. These are the major problems which need to be eliminated as soon as possisible from the organization. Not only in Australia, but also from all over the world that discrimination should be eliminated as it has a very negative impact on the society. Apart of this, the discrimination also leads to the issues in the recruitment processes of the Aircraft companies and lowers down the success rate because of the dissatisfaction of the employees in the company. T o rise in the economy, it is very important to remove these problems from the society.(Winograd Mallett, 2008). International performance management Performance management means managing the performance of the employees. Every individual in the organization is required to be judged on the basis of performance and according to their performance the monetary or non-monetary awards should be given to the employees to motivate them and to build a long term relation with the employees.The no name aircraft company should also distribute the profits of the company among the workers for the successful working of the employees. The bonus is also distributed by many companies on the basis of the year, half year or quarterly depending upon the type of company. Performance management stands for the process with the help of which companies make sure that their employees are working properly towards the organizational goals and measure their performance(Boeing Frontiers, 2009). The employee appraisal is very important in every sector if their performance in the company is extraordinary. In this case study, the author categorized the performanc e management process into 3 parts such as planning, supporting and reviewing performance in aircraft company. Figure 1 Performance management process In the first phase of the process all the effects and consequences are considered to set the objectives at organizational as well as individual level in the quality care of the aircrafts. Secondly, all the employees need motivation to perform well in the aircraft company and they need some suggestions at this stage. The behavior of the employees needs to be correct to meet the expectations. Talking about the last stage by the author is the most important stage as it involves the effects review and feedback. The performance review ends with the evaluation of the previous effects of the performances of the employees in caring the quality of the aircrafts(Management, 1997). Looking forward to the future and to improve the management of aircraft services and it is very important to take care of all the factors that are associated with the customers. In this case study, author also state some of the improvements that are needed for the No name aircraft companyin coming years. Firstof all, it is very important to communicate with the customers and line managers to get some suggestions and make changes in the policies according to the customer requirement. Performance indicator like unnecessary medication, medication error, unnecessary diagnostic tests can lead to quality management of the aircraft companies because they help in finding out where the Aircraft system is doing unfair things and things that are not required by the customers. By making sure that no such unfair things are done or followed we can ensure quality management to customers who look forward to Aircraft companies. Only by keeping a check on these can we assure quality management on beha lf of the Aircraft company. Training and Development The training and development is necessary for the employees as in the case study, it is analyzed that No name company is very poor in workforce planning and giving training to the employees shifting to China and Vietnam organizations for the work in the company. The training to the employees of the organization involves the guidance and the procedure to work in the organization and focus on how to increase the profits of the No Name. The training is not for the particular age group, this is for all the employees working in No name company either old age or younger one. From the case study, it is clear that the older employees are not able to handle the new techniques as Aircraft company has taken a new image and cabin crew needs to be very proficient in technical as well professional things(Noe, 2011). In Last, Training of employees helps to give better results. The career plans of the employees in the company should be clear to them so that they will survive in the companies for the longer period of time. The career development is very important for the employees working in the Australian Aircraft company.The training o the employees helps them to enhance their knowledge as well as skills. The expert person should be hired for the training purposes and it is the duty of the expert professionals to clear all the doubts of the employees. As it is clear from the case study that there are many employees who shifted to work in China and Vietnam , so their training is must perform well in the other countries(Nfila, 2005). Recommendations In the above report, its clear that the aircraft company should take some remedial steps as the company is not doing well in the management and planning of the organizations. The growth of the company depends on the proper planning and its management. The company should take care of the needs and the expectations of the employees from the company. Some of the suggestions and recommendations after the analysis of the case study for the No Name aircraft company is as below- The company should build a strong organizational structure to improve the communication between the line managers and its employees(Marquis, 2012). It is suggested that the company should focus on the performances of the employees and offer them rewards as per the performance. It is also recommended for the NoName aircraft company to build a strong environment for offering the training and development procedures to overcome the shortcoming of the employees The unfair practices if found in the organization, then the line managers should take a hard step to eliminate these things. The comparison of the actual results and the anticipated results should be done to identify the level of the performance of the employees and then the monetary or non monetary rewards should be offer to them accordingly. Diversity at workplace needs full attention of the organization and the company should eliminate the discrimination by creating some rules and regulations for all the employees and treat every individual in the organization equally. Conclusion It is concluded from the above that the No name aircraft company is facing many issues related to the Human resource management, performance management and the diversity management at the organization. The company should need to improve all the management policies as well as workforce planning to perform well and to deliver the best quality to the customers. The safety in the aircraft companies is the major issue and the safety of the customers as well as for the employees is must.In this report, all the theories and the concepts of the human resource management are discussed in this report. The line managers in the Aircraft are the one who is accountable to manage the team and should manage all the tasks and programs in the company. The managers are the one who will be responsible for all the planning activities to handle the situations. This can be done by doing surveys and analyzing the results by comparing the actual results with the forecasted results. The managers should apply the strategies and implement some plans to remove the problems from the workplace and to get better results. The training is must to adapt the people coming from different places. References Boeing Frontiers, 2009. 20 tips to boost your performance, Available at: https://www.boeing.com/news/frontiers/archive/2009/may/mainfeature.pdf Cornell University, 2011. 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