Human Resource Issues Affecting Horizon Aircrafts And Solutions

Question: Discuss about the Report On Human Resource Issues Affecting Horizon Aircrafts And The Possible Solutions. Answer: Human resource issues affecting horizon aircrafts. All the issues relating to human resource can be broadly classified into four areas, namely: culture, training and development, diversity and performance management. This can all be expounded on in this report. The report will first identify all the human resource issues that affect the company before giving some form of solutions and recommendations that can be used to curb the issues and salvage the company from the impending takeover. Culture The company being multinational and operating in more than one country, shows that it must have so many different types of employees. It is noted that the main branch of the company which is in Australia, the staff members are not functioning in unison. They are not working together as they are supposed to be. This is attributed to some form of communication breakdown between the different teams in the management circles. This has led to some negative form of mental thinking by the workers that they do not have to perform their duties to perfection but rather, they can just try and do anything close to how its supposed to be done. We have seen that this has spread to the other countries creating some chain whereby also the other countries have communication breakdowns with the main branch in Australia. As seen by the poor and uncoordinated types of products that they produce this lack of efficient communication channels is really affecting the company and is even causing some customers to threaten to leave if the lack of quality persists. This lack of unity and proper communication channels, is also evident in the departments whereby even the people that are responsible for a certain sub design part do not coordinate with those tasked with making a subsequent element of the same design. There is complete lack of coordination and integration between employees and this has become the culture at the company. Solution In a bid to counter this I would recommend the organization to come up with seminars in which the employees are taught on how to coordinate with each other so as to build a proper culture for all the employees to work together (Dos Reis,2008). This will create an aspect of unity between all the employees and therefore help improve quality of the products that the company produces. This will help build a strong foundation for the new workers who will come and join the company in future (Delaney,2009). This would have altered the negative culture that is currently being experienced in the organization (Dos Reis,2008). In an attempt to make the employees work to perfection the company can come up with reward systems/ reward incentives (Dos Reis,2008). This may include the individual, team based and the organizational incentives. This will make the workers do their duties to the best of their knowledge and even seek consultations on how to improve on the quality of their outputs (Dos Reis,2008).The other branches also should look for ways of having constant communication with the other branches especially during production. Due to the distance the managers could give reports on the progress of their part of production to the subsequent managers either through, emails, phone calls and even the more recent video calls. This will lead to efficient production of the final products therefore reducing the amounts of complains by the customers. This will create customer loyalty (Dos Reis,2008). Diversity The fact that the company operates in very many countries already portrays the image of it being diverse and welcoming to all people, however at the ground this is not the case at all (Dos Reis,2008). Despite the fact that the company has a written policy that states that every other employee is supposed to observe gender, religion sexual orientation and age. This policy is hardly followed. In the main branch of the company it is seen as there is some form of misunderstanding between the different generations of workers. This is seen as the senior staff are not known to be in unison or working together with apprentices. Another major diversity issue arises in the companys branch in china whereby there is a lack of recruitment of people with disabilities in China. Managers are actively ignoring job applications of people with disabilities, even when their skills are above and beyond other candidates. This is against the rules and regulations of employing people in the united nations. Which states that all people provided they are qualified of a certain position, regardless of their disabilities, gender or even race is supposed to be given an equal opportunity (Delaney, 2009). Another issue is that the companys human resource department does not have a clear set of practices to help employees understand each other (Delaney, 2009). The fact that people are so different to each other and the fact the company is operational in other countries brings some form of diversity which is not embraced and catered for by the human resource department (Delaney, 2009). Solutions The issue of diversity has been discussed worldwide in conventions, meetings of world leaders and even religious leaders (Schuler,2013). In order for this company to be on the safe side it should first make the human resource people understand what diversity is (Schuler,2013). This will help them create rules that can allow for workers to embrace it. This department should outlay rules some consequences to those employees who perform any acts of discrimination. Apart from that the company should come up with an equal employment opportunity policy (Schuler,2013). This will allow for the employment of people of all nature including those with disabilities. This rule should especially be enforced in Chin (Delaney, 2009). The Chinese branch should be requested to employ people with disabilities as long as they can perform their required duties and have all the necessary skills. International performance management It has been noted that the company does not take into consideration performance reviews in its branches. It only conducts this reviews in the main branch which does not produce anything in particular. This therefore is not quite beneficial to the organization as a whole. This has also been noted by the there is no proper coordination of the decisions that have been made. This is seen as the business does not take into consideration the economic impacts that the companies face Solution. The company should evaluate all the employees basing on the economic conditions of the countries that they live in. this would allow the company to give performance appraisal basing on the economic conditions of the areas that they are in (Delaney,2009).The company should employ some incentives such as individual incentives, team based incentives and organization wide incentives. All this affect employee performance on one way or another (Collins,2008). Individual incentive is a way of relating employees performances and the pay that is corresponding to the rate of work that is done. They include price rate systems, bonuses and special incentive programs for example contests for meeting performance targets to rewards for performance over time (Collins,2008). Team based incentives are those designed to reward exceptional levels of achievements that have been obtained by a group of workers in the organization (Collins,2008). Organizational incentives are those that occur in situations whereby the employee benefits only when the organization or company gets a profit (Collins,2008). Therefore when an organization gets higher profit margins, their employees are rewarded also with bonuses (Collins,2008). Training and developement The company is seen to be experiencing quite a lot of issues in regards to training and development of employees. This is mainly seen as employees move from one branch to another branch. It takes quite a lot of time for them to transmission and settle down well. This shows that there is no systematic workforce planning and management development programs. Solution The company should employ some form of induction process. induction is the process by which new people in the organization are educated on how things operate on the different parts of the company (Noe,2010) The new representative's initially contact with his or her physical and human workplace is critical, since it will condition his or her association with the organization (Noe,2010). The worker must feel upheld and vital (Noe,2010). The first individual he or she will meet is the quick director, who ought to display the corporate profile notwithstanding giving data on the association's experience, values, customer base, administrations offered, staff, and expected conduct (Noe,2010). The immediate superior will also specify the newcomers role. Implementation plan Below is a diagram of a set of implementation plans that when considered well will yield great zresults for Horizon aircrafts. So as to improve the company and avoid take over, this plan has to be implemented since it will allow for coordination between employees of diverse natures, who will work together to give the company the much needed quality. Apart from that the plan encompasses some form of integration whereby all the employees will work together therefore the production quality will improve massively. Conclusion The company horizon aircrafts experienced quite a lot of problems that are human resource oriented. The fact that the company operates in more than just one country makes it even more challenging and delicate. This therefore means that these issues are supposed to be addresses so as to prevent the oncoming imminent takeover. With the solutions provided its clear that no problem cannot be resolved if proper strategies are put in place. The policies in place are particularly meant to protect and prepare the company in case of any threats and risks come to pass. References Noe, R. A. (2010). 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