Performances and Training Management Issues Myassignmenthelp

Question: How to Do the Adoption of Proper Communication Mechanisms? Answer: Introducation: Changes in the modern workplace have become imminent as a result of a number of factors among them the identification of the important role played by workforce as well as the increasing level of competition .management of employees in organizations has been further been by globalization .Among the challenges that organizations have been faced with in the need to maintain high productivity of both divers groups and the organization at large. The need to achieve this has prompted some organization some organizations to adopt new strategies in order to maintain a well motivated, committed and highly productive workforce. However management of human resources amid the numerous changes that have been experienced in the modern workplace has not come without challenges including the challenges of dealing with cultural diversities among the workforce and performance management as identified in the case of No Name Aircraft (Gavri?, Sormaz Ili?,2016). The focus for many organizations has shif ted to creation of a positive organization culture as well employee motivation. This report is aimed at exploring the international human resource management issues that the organization is facing and recommending the strategies for dealing with them. The report will explore international management issues such as staffing issues, cross-cultural operation issues and customer related issues as well as performance and training management issues. International Management Issues International management issues confronting the organization include staffing, customer related issues and Cross cultural operations issues. Cross cultural management issues. Managing human resources in the global perspective can often lead to serious issues that if not handled well can deeply hurt an organization In terms of its ability to be productive and competitive. Diversity refers to the state of having people within an organization who possess differences in terms of their age, race, cultural background as well as age. Organizational diversity also means having people with diverse perceptions views and opinions. Sometimes having such a group in an organization to focus on similar tasks can be a difficult task. This therefore demands that certain strategies are adopted to promote diversity at the work place (Holden, 2012).A number of cross cultural manage not issues can be identified from the No Name Case study. Among these is the lack of strategies to facilitate understanding of employees from differ cultures. Employees are able to become more productive in an environment where they can interact positively and understand each other. Another issue identified at the organization is its negative culture that does not promote collaboration between diverse teams. A positive culture has been found to promote an atmosphere where each employee can be able to achieve their full potential. Because of the negative organization culture, different teams are not able to communicate and collaborate effectively for example different assembly teams. A positive culture in an organization can encourage collaborations between different teams as well as promote team work and the ability of employees to support each other (Carlos, Rodrigues Dibb, 2014). Customers related issue. Apart from employees, customers also play a very role in the survival of organizations. They are the most important resource for organization from which success or failure can be derived (Knox van Oest, 2014)Organizations therefore depend on their customers and if they are not able to meet the demands and expectations of their customers, they can easily lose them. An organization is responsible to its customers through provision of quality goods and services, correct information as well as keeping promises. Customers act as ambassadors for an organization and also suggest recommendations on what a business can do to improve its goods and services (Taleghani et al, 2011). An international organization like No Space Aircraft is expected to offer goods and services that meet international standards by its customers. As identified in the case study, the number of complaints regarding the quality of goods and services offered by the organization has been on the rise. Employees are respon sible for the maintenance of quality of goods and services .Having a largely disoriented and demotivated workforce can be said to be the reason behind the poor quality of goods and services. Such complaints can have serious repercussions for an organization in terms of its competitiveness and reputation (Shen et al, 2009). No name should therefore focus on solving the issues affecting its workforce to improve their engagement and their ability to deliver quality goods in order to deal with the complaints raised by customers. Staffing issues Staffing is a very significant management role. It is the process through which vacant positions within an organization are filled by having the right people doing the right job at the right time. The effective utilization of other resources such as such as material resources and capital resources is solely dependent on an organizations human resources(Khanna Sharma,2014).This implication of this is this is that if human resources are efficient, other resources will be used efficiently. It is therefore important that employees are appointed to certain positions based on their talents, specializations and skills to facilitate achievement of organizational goals. Staffing function is concerned with activities such as recruitment and selection, training and development. as well as performance appraisals(Prasad, 2015).There are a number of staffing issues that no name is facing. Of concern is the process of recruitment of employees for vacant positions. The organization has adopted a di scriminative approach whereby people with disabilities are not given an equal chance even when they possess the necessary qualifications. This is an unethical work practice which can lead the organization into legal disputes. While it is a legal requirement that all applicants are given an equal chance in employment, such a practice can deny an organization a chance to choose from a wide pool of applicants which means that some qualified applicants might be left out and their chances given to lesser qualified candidates thus hindering the organization from achieving it goals and objectives. Training and development which is also a staffing function has also not been done in the way in which it should be. Training and development is aimed at equipping employees with the necessary skills that to enable them perform their. This leads to the realization of the right people doing the right thing in the organization (Jehanzeb Bashir, 2013). However in the absence of training and development, employees might not be equipped with the right t skills to perform their duties and responsibilities effectively .This can make employees to lack motivation, commitment and become disengaged from their work. This can lead to a situation where an organization has the wrong employees doing the wrong thing. No name has not embraced the concept of training and development to their employees and its current challenges can be linked to this aspect. This has witnessed from the dwindling level of performance in the organization. There has been no attempt by seniors to develop junior employees fo r fear of competition at the time of promotion. As an international organization the organization is supposed to carry out is staffing function effectively Performance And Training Management Issues No name also lacks a robust training and development program for its employees not only in its subsidiaries but also at the headquarters. Performance management Issue Performance management refers to the ongoing communication between employees and their supervisors that is aimed at providing support in order to facilitate the achievement of both individual and organizational goals. Performance as become a major area of focus at the present day workplace as organizations aim at maintaining competitiveness. For organizations such as No Name there is need for adoption of international performance management strategies. Performance management involves strategies such as performance reviews(DeNisi Smith,2014). The performance management issues that the organization is facing have been caused by a number of factors. Among these factors is the fact that there is no uniformity in how performance reviews are carried out between the organizations headquarters and subsidiaries .While employees working at the headquarters are subjected to regular performance reviews such programs do not exist at the subsidiaries. As an international organization, No Name is expected to have a standard approach towards performance reviews both at its headquarters and subsidiaries. Lack of this has had serious challenges especially on expatriates coming to the headquarters hence the performance issues facing the organization can be linked to disparities in performance reviews. As a result of lack of performance reviews at the subsidiaries the organization has not been abe to identify its training needs hence the reason for poor productivity and increased complaints (Korte, 2007) The organization should therefore ad apt a uniform use of performance reviews. Training and development issues The organization also has serious issue to do with its approach to training and development .The organizations approach to training of its expatriates for only half a day bearing in mid the cultural differences and the absolutely new environments in which they are supposed to operate in can be viewed as one of the causes of the challenges facing No Name .The impact of this is that it hampers an employees ability to become fully integrated into their new workplace within the shortest time possible (Jaksic Jaksic,2013). It also causes an employee to operate in a vacuum without much knowledge about what they are supposed to do. Another issue that senior manager have failed to perform their employee development role partly because of the fear of being overtaken by the junior employees. The organization can adopt the following strategies to meet its training and development needs. Role Delegation Delegation is the process through which people in managerial positions delegate roles or authority to subordinates. According to (Chen Aryee,2007) delegation is an effective strategy to develop junior employees. Through this leaders can pass their skills and abilities to their subordinates. Managing employee performance Training and development can also be used by the organization to train and develop their employees. According to (Hester Setzer, 2013) performance can facilitate both the achievement of individual and organizational goals. Through management of employees performance the organization can be able to monitor the performance of its employees, identify their training needs and adopt the necessary strategies to train and develop them. Conclusion And Recommendations Encouraging feedback The organization should also make it mandatory for manager and supervisors to constantly engage employees and give feedback regarding their performance. This will enable employees to become more effective in their operations because they will be able to identify and rectify their errors (Hester Setzer, 2013). Diversity management As identified in the case study diversity management is serious challenge facing the organization. The organization should implement strategies that encourage employees to understand each other more such as making it mandatory to have regular interactive sessions among the employees as well as facilitating intergroup interactions. This can also be achieved through giving equal opportunities during the recruitment process (Gavri?, Sormaz Ili?,2016). Organization culture Negative organization culture has been identified as one of the challenges That No Name is facing. The organization should establish strategies that encourage a positive organization culture based on team work irrespective of employees level in the organization, effective communication and mutual respect for each other (Barry, Dion Johnson, 2008). Adoption of proper communication mechanisms Communication is also a major issue affecting the organization. The organization should implement strategies that promote precise, clear accurate and timely communication in order to solve the communication challenge facing the organization (Markos Sridevi, 2010). Adoption of performance review programs. The organization should also ensure that performance reviews are not only carried out in Australia but also in its Subsidiaries. This will enable the organization to effectively meet employee training needs in order to keep the productivity of the organization high. Conclusion In conclusion the organization is facing serious issues such as negative organization culture, discriminative recruitment practices, lack of employee training and development programs, high intolerance levels. These among others have collectively contributed to the current problems facing the organization including the increasing consumer complaints as a result of poor quality of goods. These challenges cab ne solved through the adoption of a positive organization culture, adoption of effective communication strategies, performance review programs, encouraging diversity and feedback at the workplace. Reference List DeNisi, A., Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), 127-179. 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. Prasad, P. (2015). Performance appraisal: An empirical study to understand job satisfaction and motivation of personnel through the system.International journal of engineering and applied sciences,2(4), 118-125. Holden, N. 2012. Cross-cultural management: A knowledge management perspective. Pearson education. Taleghani, M., Largani, M. S., Gilaninia, S., Mousavian, S. J. (2011). The role of customer complaints management in consumers satisfaction for new industrial enterprises of Iran. International Journal of Business Administration, 2(3), 140. Jehanzeb, K., Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study.Training and Development,5(2). Carlos Pinho, J., Paula Rodrigues, A., Dibb, S. (2014). The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations.Journal of Management Development,33(4), 374-398. Hester, J. P., Setzer, R.( 2013). Mentoring: Adding Value to Organizational Culture. The Journal of Values-Based Leadership, 6(1), 4. Gavri?, G., Sormaz, G., Ili?, ?. (2016).The impact of organizational culture on the ultimate performance of a company.International Review, (3-4), 25-30. Shen, J., Chanda, A., D'netto, B., Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251. Korte, R. F. (2007). A review of social identity theory with implications for training and development. Journal of European Industrial Training, 31(3), 166-180. Knox, G., van Oest, R. 2014. Customer complaints and recovery effectiveness: A customer base approach. Journal of Marketing, 78(5), 42-57. Uddin, M. J., Luva, R. H., Hossain, S. M. M. (2012). Impact of organizational culture on employee performance and productivity: a case study of telecommunication sector in Bangladesh.International Journal of Business and Management,8(2), 63. Markos, S., Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International Journal of Business and Management, 5(12), 89-96 Chen, Z. X., Aryee, S. (2007). Delegation and employee work outcomes: An examination of the cultural context of mediating processes in China. Academy of Management Journal, 50(1), 226-238. Aggarwal, A., Thakur, G. S. M. (2013).Techniques of performance appraisal-a review.International Journal of Engineering and Advanced Technology (IJEAT),2(3), 617-621. Khanna, M., Sharma, R. K. (2014).Employees performance appraisal and its techniques: a review.Asian Journal of Advanced Basic Sciences,2(2), 51-58. Ramos, M. R., Hewstone, M., Barreto, M., Branscombe, N. R. (2016). The Opportunities and Challenges of Diversity: Explaining Its Impact on Individuals and Groups. Jaksic, M., Jaksic, M. (2013). Performance management and employee satisfaction. Montenegrin journal of economics, 9(1), 85.