Growth of negative Culture at the Home turf

Discuss about the Human Resource Management for Negative Culture at the Home Turf.

No Name organization is clouded with numerous issues pertaining to its workforce which have made it increasing difficult for the company to stay competitive. Some of the major issues at hand for the company are:

Growth of negative Culture at the Home turf-The culture at No name is the biggest reason of the fallout of the company. People in the organization are not working well and there is no proper communication between the integrated teams, leading to zero or less coordination amongst them. Moreover the staffs are resilient and have decided to show great resistance if the organization imposes any change in the organization. The same thing is extended between the headquarters and subsidiaries.

Poor Quality of Products-Poor quality of products can be seen as the direct reflection of the communication and cultural challenges at the organization. The company has been received strong flak from all its government and non-governmental customers on the poor quality of its products. Customers have issued warning letter and informed the company, if the quality does not get better they would hold the payments.

Lack of Workforce planning and Team coordination- It can be seen from the case that there are more than 50 teams which are working across the various aspect of aircraft manufacturing, such as designing, assembly, wire harnessing and so on. The ineffective workforce planning and illogical distribution of workforce along with resilient workforce are creating troubles for the company.

Lack of Team Work-The biggest issue with No Name is the inability of the employees to come together and work towards fulfilment of the common objectives and goals. The concept of team work has become extinct from the company which then leads to a stockpile of problem for the company.

Diversity Management- Even though the company has a policy which states that people should work side by side with people from different religion, ethnicities, race, culture, caste, creed and other philosophies. The same value is not translated as culture in the organization which leads to discrimination at the workplace and a possibility of legal case due to non-hiring of disabled people in China.

Lack of a comprehensive performance management system- Although the company charter says that it practices and ensures the international practices of human resource management, but it is hardly practiced in the organization. Appraisals are done only in Australia, rest of the places no such thing even exists which breaks the motivation of the employees.

Poor Quality of Products

Lack of Proper planning in terms of work distribution- All the decision for No Name are taken at the headquarter in Australia and passed over to other subsidiaries. This creates challenges as the managers do not take into consideration the work distribution according to the cost and other parameters.

Lack of Performance Metrics- The entire organization is in a clumsy state and no KPI’s are defined for the employees working in different parts of the world. This leaves the employees without any direction to proceed towards their career development goals.

Lack of Training- The Company is doing poorly when it comes to provide training to the employees and also to the expatriate leaving the country. There is no formal assessment process of identifying the training need and gap analysis of the skill sets.

Lack of Feedback Process- The organization has completely ignored the importance of feedback, thus has no control over the needs of the employees when it comes to understanding their training requirement and assessment of the training effectiveness.

Lack of Communication- Communication is the fundamental pillar of any organization’s success; this very aspect is missing in the organization. Communication has taken a major setback at all fronts, all departments and even among teams. There is no proper communication between the different countries in which No Name is operating.

In order to overcome the issues at the organization, they have to be combined and discussed under the three heads which play a major influencing role. The major influences are:

Socio-Economic Influences-Socio economic influences are concerned with the general economic condition of the states and the labour market condition (Jones, Fuertas & Lomas, 2015). It is seen that the company has failed to understand the socio-economic condition of the subsidiaries unit set up in China, Singapore and Vietnam. China has a very large labour market and the labour is cheap and readily available, therefore the company has to push its mass production activities to China. Singapore is a fast paced moving Asian economy with strong working ethics in people. The company should source the work which requires high technical expertise. In Vietnamese culture face has a very important role to play, organization has to ensure that they hire and recruit a senior member in Vietnam so that people by the virtue of their obedience and respect can work towards achieving the goals of the organization.

Institutional Influences-These influences include the legal rules, formal and informal rules set up by the employees and the Union (Boyd & Fietze, 2017). China has a strong affinity towards union, thus a minimum wage rate has to be ensured for the Chinese working population along with ensuring the safety of its people. Australia has to take steps to create a WHS policy for its people working in all the outside countries to ensure the safety of them. It is very necessary to have the HR policies consistent across all the nations. However, certain changes are necessary to better suit the requirement of the other countries. This will also help in creation of a 360 degree performance management system in the organization. It will help in dealing with the issues of workforce planning, setting up of performance metrics and work distribution.

Lack of Workforce planning and Team coordination

Normative Influences-These are related to the social and cultural tradition of the people with strong relevancy to their nations (Filieri, 2015). For example Chinese people are hardworking; they are disciplined and follow rules. Chinese are very productive; this is one of the reasons for its fast economic development.  No Name has to ensure that the keep the Chinese working population engaged with quality work and help them in staying productive which would yield beneficial results for the organization. Singapore on the other hand is another fast paced Asian economy which has strong values towards work. They need clarity of instructions and set of guidelines along with a clear plan of career development in their career. The company has to ensure that they fulfil the need of the people in Singapore as well. As mentioned earlier in the report that Vietnamese are hardworking and work best under the guidance of a senior member in the team. Recruiting the right candidate will help in getting desired results for “No Name”.

All these influences will ensure that the issues are resolved after careful evaluation of the strategies to succeed in the HRM. 

The company has to ensure that they take proactive measures and precautionary steps to ensure that the issued discussed above do not occur in the future, ever again.

Ensure a smooth International Transfer- No Name has to create a smooth transition policy for the transfer of an employee from one country to another. It is very necessary that they are given good amount of training hours on culture, impact of cultural diversity in the workplace and a good amount of understanding on the work done in the subsidiary unit. It is also essential that the transferred person knows his clear cut job responsibilities along with his line of reporting. It is very much advisable that the person is given info on the issues pertaining to the location he is being assigned to so that he can formulate a strategy to tackle the challenges beforehand. All this will ensure that the problem does not repeat in the future due to the systematic process ensured by the HR department at Australia. It is extremely important that the HR create policies related to employee transfer, employee cultural training, number of hours required and a complete assessment of the present condition and future state. Once the policies are set in place, the company can ensure that the same challenges do not appear in the future (Kerzner & Kerzner, 2017)

Lack of Team Work

Labour and Equal Opportunity Law-One of the major reasons why No Name Company has failed seriously to manage its workforce and most of the aspect of Human resource management is its ability to create the laws pertaining to equal opportunities for all the employees. In case, when there is diversity in the workforce, there are people from different background side by side. It is the duty of the organization that it sets up policies to ensure that every person in any part of the country has the equal opportunity of learning and growth, development and progress in his future. Discrimination is one of the biggest crimes in the world, and No Name has been doing that in its subsidiaries across Vietnam, China and Singapore, the company has to create stringent laws and policies to ensure that people do not discriminate on the basis of difference in the background or any other disability (Gallagher, Giles, Park & Wang, 2015).

Conclusion

To conclude, No Name organization has been facing high turmoil due to ineffectiveness in the workplace and inability of the HR team to carry and conduct the organization to the best of its potential. The company has to understand and create strategies in setting up a performance management system, career development goals, training programs, smooth international transition training and so on to ensure the effective delivery of the objectives of the organization. 

Analysing the issues and how these issues have socio-economic, normative and institutional influences, a set of recommendation are suggested for No Name which have to be implemented at the individual, group and organizational level.

Creating a global leadership development program-Creating a leadership development program will not only help in succession planning but would also ensure that the employees are motivated to excel at their jobs. It will also help the organization to ensure that the employees are engaged with the employees (Canals, 2014).

Newer form of International assignments-It is very essential that the employees working in different parts of the world get opportunity to visit the headquarters at Australia and see the business conduct. Similarly expat from Australia should visit other units to identify the challenges and work on reducing the resistance or friction of the employees (Gupta, 2017).

Performance management system- A centralized PMS will ensure that employees are aware of their KPI and know their job objectives. This will also help in work distribution and workforce planning. At the same time, 360 balanced feedbacks is a continual process of assessment which will ensure the employees are productive throughout the year (Buckingham & Goodall, 2015).

Diversity Management

Training Programs- Company has to create a training calendar for its employees in its entire business unit. Creation of training program is mandate for organization to help the employees to make significant progress in their career. It will also help the employees in understanding the value and time the organization is putting in them. The training can also be ensured through the usage of social media, blogs, Wikipedia and other technological tools which can be used to train a larger chunk of the employees (Dhar, 2015). 

Work Life Harmony approach- Individual have to ensure that they deploy work life harmony approach to ensure positive environment at the workplace and in their personal lives. It will help in keeping the energy, productivity and morale of the employees high (Zink, 2014).

Respect the culture of every person-No Name has employees from different nationalities working together; it is the duty of the employees to treat every person in the similar manner irrespective of the caste colour and creed to give emphasis to the culture of workforce diversity (Goswami & Goswami, 2018).

 Ensuring good flow of Communication-It is the duty of department to lay the emphasis of team work and co-ordination among the different department of the organization for increased productivity of the entire organization. In organization numerous departments are working in close integration with each other, thus it requires better co-ordination and communication to ensure the higher efficiency and effectiveness of the teams and entire organization (CHaudhri, 2016)

Creation of leadership development plan at the Headquarter level will help in defining the career development goals and help in succession planning for the organization. The plan does not require hiring of additional resources and can be implemented by the existing team at No Name. Training assessment through feedback, face to face interview will help in understanding the effectiveness of the program which is conduct annually (Rasche & Scherer, 2016).

Creating a training program for the employees and for the expat will help in the problem of tackling cultural challenges. The additional resource required for this will be video and text tutorial and training manager who would ensure the creation of training calendar and circulation in the organization. The same can be measured through surveys conducted online and the training program will be used throughout the year. Creation of the training calendar to be done at the headquarter and implementation at all the units (Sisson, 2017).

Lack of a comprehensive performance management system

A carefully designed PMS will ensure that the employees are aware of their goals and objectives and know the path which has to be followed. 360 degree evaluation of the employees implies they will bring discipline in their behaviour and ensure they follow the organizational rules and protocols. The same will be ensured by the HR manager in sync with the line manager and has to be created at headquarter and implementation at the subsidiary level (Famrer, 2017).

Communication has to be ensured at every department and every unit of the business organization irrespective of the size and work specialization. Communication has to be both ways, up to down and bottom to up to ensure the smooth functioning of the entire system.  This will ensure no grapevine in the business organization. The same has to be implemented at all the business units of the organization and can be ensured by employee satisfaction index questionnaire.

Creation of Work life harmony will help the employees in understanding the importance of work life balance on their productivity. It is round the year work which one has to do himself to increase his own productivity and deliver more to the organization.  

References

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