Reference no: EM132393028

Assignment - Case Study Report

Case study: 'No Name' Aircraft

Your task: You are an International Human Resource Management (HRM) Consultant. You have been given a contract to go into the organisation and it will be your responsibility to respond to the following three questions:

1. As an International Human Resource Management Consultant what are the issues? In this question you need to explain what the issues are in the case study.

2. How should Human Resource Management deal with the issues in the case? You need to explain how HRM should ensure the issues are not repeated, taking into consideration the international environment.

3. What is your plan to present to the organisation? You need to make a solid recommendation to the company and present them with an implementation plan to eliminate the issues.

Write short report style answers to these three questions, remembering to cite and correctly reference your sources.

Refer bellow for format -

Introduction

• It should be written last to focus on key points/findings and the structure of your report.
• Purpose/aim of the report
• Briefly describe the case and issues seen in the case based on the three questions that you would later discuss throughout your report.
• Briefly describe your general (not detailed) recommendations to solve the issues.
• Outline the remainder of the report.

To better understand how to write an introduction for a report you can ask yourself the following questions (do not use them as your headings in your introduction):

• What are the issues seen in the case?
• Why are these issues important?
• Who are responsible for these issues? what countries are involved with the issues?
• How would you see the issues? (i.e. as an HR consultant)
• What do you generally recommend to solve the issues.
• Do not break down the introduction to some subheadings.

As an International HRM Consultant what are the issues?

To address this question, you may consider the following issues:

• No evidence of effective group work between teams in both host country and its subsidiaries
• No evidence of appropriate communication style in individual and group levels in both host country and its subsidiaries.
• Poor quality of products
• Lack of new policies relating to a culturally diverse environment in the host country and its subsidiaries.
• Lack of an integrated IPM system (including new metrics and measures) that considers cultural and social differences in both host country and its subsidiaries (for example for inpatriates / expatriates / local staff).
• Lack of a more flexible IPM system (including new metrics and measures) to allow the subsidiaries to make independent decisions relating to the product supply and demand (outcomes).
• Lack of a comprehensive T&D Program that can ensure quality in expatriate development.
• Lack of an effective feedback system that improves the current T&D programs in both host country and subsidiaries.
• Lack of an effective systematic workforce planning and management development program that ensures staff promotions in their career development

Issues can be merged and used in your work.

• Issues must be seen both from the case and relevant literature. For example, if you are talking about miscommunication as an issue in the case, you can find a relevant past study that pointed at the importance of communication in MNCs.
• Unlike the literature you did for your essay format, in your report you can use governmental and international portals (websites) to justify your reasonings for the issues.
• Unlike an essay format, you do not need to focus too much on arguments. You can bring statistics and other type of information from past studies, including book chapters, valid websites and journal articles.
• You may have to see the issues from these three dimensions: customers, staff members (local, inpatriate and expatriate employees) and nations.
• Although this question focuses more on your analysis over the case, please do not forget to support issues with references.

How should Human Resource Management deal with the issues in the case? You need to explain how HRM should ensure the issues are not repeated, taking into consideration the international environment.

To address this question, HRM can deal with the issues in the case by considering:

• Socio-economic influences (e.g. labour market conditions, general economic conditions for business).
• Institutional Influences (legal rules, formal/informal rules set by employees and union).
• Normative (social-cultural) Influences (associated with cultural and social traditions and routines).
• How to ensure the issues would not be repeated (next slide).

The issues must be seen in both the Host Country Environment (Australia) and its Subsidiaries (Vietnam, China and Singapore).

You must bring the identified issues (in the case) under one (or a combination) of these three influences. When discussing each influence, you must bring relevant references to support your discussion.

What is your plan to present to the organisation? You need to make a solid recommendation to the company and present them with an implementation plan to eliminate the issues.

To address this question, you may consider the followings:

Conclusion: Summarise your main issues and their relations to the three influences in both host country and its subsidiaries.

Solutions/recommendations to issues:

Solutions/recommendations can be seen in three levels: Individual level, group level and organizational level.

Solutions/recommendations can be about:

• Global Leadership Programs
• Work-life balance approach
• Newer form of International Assignments
• International total rewards objectives for the MNC
• Key factors affecting PMSs
• Measures that organizations may use to monitor the impacts of Diversity Management
• Some other solutions and recommendations that you can find in journal articles in past studies such as On/Off-Job-Training, Mentoring, Virtual Assignments, Knowledge sharing, Political risks, Social conflicts and so on.

Your Implementation Plan

An implementation plan for your report is the plan that you create to successfully move your recommendation and solutions into action.

Implementation planning largely determines whether your recommendations would be practically achieved in the headquarter (host-country company) and its subsidiaries because without it, the policies made in the headquarter remain unactionable. Therefore, implementation is the necessary step that transforms your recommended policies/solutions into action to achieve your goals, as an HR consultant.

It must have the following components:

1. Define the purpose of the plan for each recommendation/solution

2. Discuss where the recommendation/solution would be applied (i.e. headquarter and/or subsidiaries). Why?

3. What resources you may request to ensure the recommendation/solution would be achieved (existing or new Human Resources, Outsourcing, Relying on technology, and so on)

4. Define Metrics for Success (How will you determine whether or not you are successful? What data (whether quantitative or qualitative such as feedback, interviews, surveys, company annual reports etc.) will you use to measure your results)

5. Evaluate Success (In addition to defining your metrics for success, decide how often you will evaluate your progress (e.g., annual or monthly reviews).

References - Students are required to reference at least 20 valid references (Beyond 2007), including Peer-Reviewed Journal articles, Book Chapters, Books, Governmental Reports, Governmental or International Portals (Websites).

• At least 5 Peer-Reviewed Journal Articles.
• Remember to cite all your references, using APA style.
• Avoid using blogs, wiki pages (e.g. Wikipedia) and news pages.

Attachment:- Case Study.rar