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Case Study Transforming Data into Information (2)
Case Study: Transforming Data into Information
Institution
Name
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Case Study: Transforming Data into Information
This case study focused on producing a report to demonstrate the ability to analyze data both graphically and numerically. The case study was based on the data obtained from the Regional Call Center's Washington, DC. Regional is a company that provides contract call center services to various companies in the US, including major retail organizations, and banks, among others. As the company's supervisor and having worked with the company for seven years, I was required to prepare a report describing the calls that the company handled for one of the Regional's clients. Thus, I was provided with a data file consisting of 57 calls and with the following variables: account number, past due amount, current account balance, and nature of the call.
Therefore, to produce the report, the data were analyzed both graphically and numerically using Excel. For instance, to investigate whether there was a difference in the mean and median current account balance, a bar chart was produced (Figure 1). The results showed that the average current account balance was greater than the median current account balance. Since the mean was greater than the median, then the distribution of the current account balance was positively skewed (Stephanie, 2022). This implies most of the current account balances were equal to or greater than the mean.
Figure 1. Bar chart of the mean and median current balance
In addition, to understand the relationship between current account balance and past due amount, a scatter plot was used (Figure 2). A scatter plot helps a researcher to understand the direction and strength of the linear relationship between variables ("What is a scatter plot and when to use one," 2020). The scatter plot showed a weak positive linear relationship between current balance and past due. This implies that when the current account balance increases, the past due amount also increases. Conversely, when the current account balances decrease, the past due amount also decreases.
Figure 2. Scatter plot of current balance vs. past due
Moreover, descriptive statistics were computed to further describe the current account balance and past due amount (Table 1). Descriptive statistics are useful in research because they help in describing the fundamental characteristics of the data (Trochim, n.d.). In addition, when combined with simple graphics, they help in gaining insights into the data. Based on the results, the highest current amount due was 323.78. On the other hand, the lowest current amount due was -129.67. The average current amount due was 62.70, while the median was 57.54. Since the mean was slightly greater than the median, then the current amount due data was skewed to the right (positive skewness). The standard deviation was 75.58, which is very large. This implies that there was high variability in the data. This high variance is a good factor that can attract aggressive investors, who are less risk averse. However, the high variance could discourage conservative investors who have less risk tolerance ("Is variance good or bad for stock investors?" 2015). In fact, the coefficient of variation was 1.21, which further supports that the variance was extremely high to attract investors.
For the past due amount, descriptive results showed that the minimum was zero, while the maximum was 386.77. This indicates the highest amount required to make the bank account current again. The results also revealed that the average past due amount was 23.95 and a median value of zero. This implies that the past due amount of data was skewed to the right (positive skewness). The standard deviation was 61.67, which was very high. This high variability could discourage conservative investors with less risk tolerance.
Table 1: Descriptive Statistics (Current Amount Due and Past Due Amount)
Current Amount Due Past Due Amount
Mean 62.6982456 Mean 23.9464912
Standard Error 10.010904 Standard Error 8.16830585
Median 57.54 Median 0
Mode 0 Mode 0
Standard Deviation 75.5806676 Standard Deviation 61.6693568
Sample Variance 5712.43732 Sample Variance 3803.10957
Kurtosis 1.99588201 Kurtosis 22.0569587
Skewness 0.56451104 Skewness 4.29303586
Range 453.45 Range 386.77
Minimum -129.67 Minimum 0
Maximum 323.78 Maximum 386.77
Sum 3573.8 Sum 1364.95
Count 57 Count 57
The descriptive statistics for the past due balances were also computed (Table 2). The variable was derived as the difference between the current account amount and the past due amount. The descriptive statistics showed that the maximum past-due balance was 323.78. The maximum value indicates that the past due balance was 323.78 above the current due balance. On the other hand, the minimum past-due balance was -386.77. The minimum value indicates that the worst account was 386.77 below the current balance. The average past-due balance was 38.75. This implies that on average, the bank was above the current balance by 38.75. However, the standard deviation was 86.86, which was very high. This implies that the past-due balance was very unreliable for investors.
Table 2: Descriptive Statistics (Past Due Balance)
Past due balance
Mean 38.7517544
Standard Error 11.504976
Median 50.79
Mode 0
Standard Deviation 86.8606639
Sample Variance 7544.77493
Kurtosis 11.3810395
Skewness -1.6611254
Range 710.55
Minimum -386.77
Maximum 323.78
Sum 2208.85
Count 57
In conclusion, the results revealed that the average current account amount was higher than the median. This implies most of the bank's accounts had a current amount equal to or above the mean. However, descriptive statistics indicated that the current amount due had high variance, indicating that there was high variability in the current amount balance for the 57 calls. Regarding the past due amount, the results revealed that the amount was 386.77 above the current amount due. In addition, the mean was higher than the median, indicating that the distribution of past due amounts was positively skewed. This further implies that, on average, the past due amount for most of the calls was greater or equal to the mean. However, the standard deviation in past due amounts indicates that the company was unreliable for investment, especially those that are less risk tolerant. This case study also analyzed the past due balance using descriptive statistics. The results showed that the worst account was 386.77 below the current balance. In addition, there was high variability in the past due balance indicating that the 57 calls were generally unreliable for less-risk tolerance investors.
Moreover, this study investigated the relationship between the past amount due and the current amount due. The results showed a weak and positive linear relationship between the variables. This implies that when the current amount due increases, the past due amount also increases. Conversely, when the current amount due decreases, the past due amount also decreases. Thus, for the company to reduce the past due amount, it should encourage investors to increase the current amount due. In addition, the company should focus on investors who are aggressive investors, who are less risk averse.
References
Trochim, W. M. (n.d.). Descriptive statistics. Retrieved from https://conjointly.com/kb/descriptive-statistics/
Is variance good or bad for stock investors? (2015, April 14). Retrieved from HYPERLINK "https://www.investopedia.com/ask/answers/041415/variance-good-or-bad-stock-investors.asp" https://www.investopedia.com/ask/answers/041415/variance-good-or-bad-stock-investors.asp
What is a scatter plot and when to use one. (2020, July 10). Retrieved from HYPERLINK "https://visme.co/blog/scatter-plot/" https://visme.co/blog/scatter-plot/
Stephanie. (2022, January 13). Pearson mode skewness. Retrieved from HYPERLINK "https://www.statisticshowto.com/pearson-mode-skewness/" https://www.statisticshowto.com/pearson-mode-skewness/
Additionally, does our current criminal justice system operate in congruence with one, both, or none of Mr. Packers models an
Quiz 1
Presented by
Institution
Question one
Mr. Packer articulates two models of the justice process. Compare and contrast both models. Additionally, does our current criminal justice system operate in congruence with one, both, or none of Mr. Packer’s models? Why? Thoroughly explain your answer.
The two models of administering criminal justice as articulated by Mr. Packer are the due process model and crime control model. In comparison, both models call for the enforcement of laws during the administering of criminal justice, maintenance and control of order in the society, and protect people from injustice practices. On the other hand, the due process model and the crime control model differ in the following manner. The crime control model believes that anyone charged with a crime is guilty and must be punished for his or her actions. In general, the model aims at controlling the criminal behavior of people with an assumption that it is the most essential aspect of criminal justice. On the contrary, the due process model believes that any person charged with a crime is innocent until proven guilty. As opposed to the crime control model, the due process model calls for the freedom of a person charged with a criminal act unless their presence to the society is a threat. This model aims at protecting the innocent people while convicting the guilty (Cole & Gertz, 2013).
The current criminal justice operates using the Packer’s due process model. According to Cole & Gertz (2013), the American criminal justice aims at enforcing law and order in the society, and protecting citizens from injustices. In America, a person is innocent until proven guilty. When an individual is arrested or suspected of committing a crime, the law enforces carryout thorough investigation on the convict while he or she enjoys her freedom in the society. Only individual suspected or charged with serious crimes such as terrorism, serial murder, or drug trafficking are put behind bars while investigation are in progress.
Question four
Choose 1 of the following topics: Community Rehabilitation Programs for Adults, Death Penalty, or Rehabilitation Programs in Jails and Prisons; and answer the following questions:
(The chosen topic is rehabilitation programs in jails and prisons)
Have the growth and investments (or lack thereof) in this area been needed?
The American federal government in collaboration with Corrections Corporation of America (CCA) has put more efforts in the process of conducting rehabilitation programs in jails and prisons. In addition, the local law enforcement has joined hands in the effort to rehabilitate prisoners in order to minimize crime rates in the country. On the other hand, the hand, most jails and prisons are overpopulated calling for the government to introduce new methods of dealing with the ever-increasing number of prisoners in United States of America. The federal government should put aside some funds to carryout rehabilitation programs to avoid congestion in jails and prisons. Moreover, rehabilitation programs will assist in reducing crimes since convicts are educated on better ways of earning a living apart from committing crimes.
Do the policies rest on sound theoretical grounds?
Rehabilitation programs in jails and prisons have an adverse effect on the life of most criminals in the country. People with a sound mind manage and implement the policies put in place to guide these rehabilitation programs. U.S. has been building prisons since 1980s because of the increasing rate of incarceration. In the recent years, the federal government has defined new ways of dealing with law offenders, especially those whose crimes are not serious. According to Reddy and Levin (2013), implementation of rehabilitation programs increases a public safety and makes victims of crime less likely to repeat their crimes. On the other hand, the following alternative rests on sound and theoretical ground because the cost of retaining a person in prison is far much higher than the cost of implementing social programs.
Have they been well implemented?
Rehabilitation programs in American jails and prisons have been well implemented through the introduction of post-prisons programs. CDC has implemented two programs one aiming at educating drug addicts about substance abuse and recovery while the other program offers education to crime convicts by giving them better living ideas rather than committing crimes. In addition, the US government funds non-governmental organizations that are involved in rehabilitating individuals in order to give education to prisoners and help reduce prison populations.
Do they achieve expected outcomes?
Yes, these programs achieve the expected results where they are done effectively. According to Aborn et al (1999), the post-prison population program implemented in California delivered acceptable results during the first two years of operation. The program had over 3,500 participants and 80% of them recorded high performance rates. In addition, the US government has recorded a decrease in prison population since the introduction of rehabilitation programs.
Have the investments been allocated to the problems and policies where the greatest gain will accrue?
The only method of ending or minimizing a crime is through rehabilitating the offender. By investing on criminal rehabilitation programs, the government has used the best alternative that aims at producing greatest gains. Reddy and Levin (2013) argue that America spends $63 billion on rehabilitation programs because prisons and jails form the second fastest growing areas of the state budget from the medical sector. Moreover, analysis from criminologists indicates that the 30% drop in crime rate occurred because of America’s investment on prison rehabilitation programs.
Question five
This article argues that there has been a shift in the role of policing. How has the role of the police changed and is it a positive change? What more can be done?
The policing role has changed for the better of the country. Several innovations have taken place in the police department. Firstly, community policing has been introduced as a modern way of ensuring total police interaction with the community to aid minimize crimes at the community level. Some of police practices associated with the current policies include foot patrols and problem-oriented policing. Community policing has brought about positive changes because it encourages order maintenance, assists in perfect conflict resolutions in societies and provides services that aim at problem solving in the community level. Secondly, the police department has introduced broken window policing that assists in directing police to past problems that have been ignored. The following policy has changed the role of police by giving them a chance to investigate on crimes that might have contributed to some evil things happening in the society. This policy has assisted in delivering denied justice among people. In addition, the current police policies have put technology into practice where police must have the knowledge of current technology in order to fight crimes. These innovations have changed police roles from law enforcement into problem solving using the new policies (Cole & Gertz, 2013).
In order to ensure effectiveness of the police department in ensuring quality problem solving, the government should protect the rights of police to avoid harassment by the public. Laws should be introduced that ensures police have total protection from any kind of intimidation in order to ensure they conduct their services without fear or favor. In addition, the police department should be well prepared to meet the demands of homeland security to avoid instances of threats from outside especially terrorists. Moreover, the police role should evolve into a more effective and legitimate government institution (Cole & Gertz, 2013).
Question six
What policy implications can be taken from the results of Maxwell and Fagan’s study? Make sure to back up your response.
The Maxwell and Fagan’s study represent a good example of a justice systems taking place in the current environment. The two conducted a study to evaluate the preventive impact of arrest on intimate partner violence. Their results indicated that arrests reduce the rates of a person committing a similar crime in the future. On the other hand, the study evaluates the impact of gang membership on later risks of personal involvement in crime. From the following study, the federal government should introduce new policies that define new methods of dealing with organized crimes and punishing people who commit a crime more than once. In addition, the study gives suggestion to the law enforcers on how to deal with certain types of crimes in respect to the person who commuted the crime, the sex, gender and the main agenda. Moreover, the study shows the need for the government to introduce policies aimed at introducing rehabilitation programs in prisons and jails to ease congestion. Some people are placed in prison for crimes that can be managed by rehabilitation centers. For example, drug abuse (Cole & Gertz, 2013).
Question seven
Based on Article 9, what innovative steps can police departments take to reduce or eliminate corruption?
Corruption is one of the most serious issues that affect most government institutions today. Police department being ranked among the highest corrupt departments should device ways and means of fighting corruption to the end. Firstly, the police department should increase accountability and transparency. Lack of transparency and accountability form the main factors contributing to corruption. Accountability in the police department should be achieved by giving both internal and external pressure. The top officials should ensure all funds are accounted for and those found guilty of corruption prosecuted. Secondly, corruption in police department could be reduced by raising public awareness. The general public encourages corruption in the police department. Some of the initiatives that are essential for public awareness include education and awareness campaigns, annual workshops, and informing citizens of their rights and empower them to monitor the police through service delivery surveys (Cole & Gertz, 2013).
On the other hand, corruption in the police department could be eliminated by involving the National Integrity Unit in integrating reforms. The National Integrity Unit strengthens government offices by addressing integrity and economic reform issues. Involving this unit will assist in pointing out corrupt people in the department and taking the necessary measures towards them in order to caution any other person willing to carryout corrupt deals. In addition, the National Integrity Unit will educate people on the importance of leaving a corrupt free live and following the necessary protocol in acquiring justice (Cole & Gertz, 2013).
Question eight
What should be done at the local and federal level to deal with the current illegal immigration problems? Remember, you must back up and substantiate everything in the response.
The local and federal governments have a big task fighting illegal immigration. This problem can be solved in the following ways. Firstly, the federal government should device ways of identifying all non-U.S. citizens working in the country biometrically. The government should device a nationwide biometric identification process for all visitors in order to determine those in the country illegally. In addition, employers willing to hire workers across the border should register them electronically in order to be accepted as a worker-visit eligible to work in the country. Secondly, the federal and local governments should put in place effective legal entry procedures. Immigration officers should offer the required waiting period for immigrants to allow law enforcers humble time to check and register incoming visitors. In addition, humble waiting period gives the police enough time to screen visitors and crosscheck against criminal and terrorist databases. Finally, the local government should give punishment to illegal immigrants to act as an example to others. Apart from deportation, illegal immigrants should be given other punishment measures such as spending some time in jail to learn a lesson (Cole & Gertz, 2013).
References
Aborn, J. et al. (1999). The California Prison and Rehabilitation System. Ethics of Development
in a Global Environment. Retrieved from:
http://www.stanford.edu/class/e297c/poverty_prejudice/citypoverty/california.htm Cole, G.F., & Gertz, M.G. (2013). The criminal justice system: Politics and policies. Belmont,
CA.: Wadsworth/Cengage Learning.
Reddy, V. P. and Levin, M. A. (2013). The Conservative Case Against more Prisons. Retrieved
March 6, 2013 from:
Http://www.theamericanconservative.com/articles/the-conservative-case-against-more-prisons/
Case Study Report
Assessment 3: Case Study Report
Author
Institution
Course
Instructor
Date
Contents
TOC o “1-3” h z u Case Study Report PAGEREF _Toc64284821 h 3Introduction and Background of the Case PAGEREF _Toc64284822 h 3HRM Issues in the Case Study PAGEREF _Toc64284823 h 3Performance management challenges as a result of globalization PAGEREF _Toc64284824 h 4Challenge of professional training and development PAGEREF _Toc64284825 h 4Challenge to embrace culture and integration PAGEREF _Toc64284826 h 5Challenge of diversity management PAGEREF _Toc64284827 h 6The HRM Response to Prevent these Issues from Reoccurring PAGEREF _Toc64284828 h 7Recommendations and Proposed Implementations to Eliminate the Issues PAGEREF _Toc64284829 h 10Conclusion PAGEREF _Toc64284830 h 11References PAGEREF _Toc64284831 h 12
Case Study ReportIntroduction and Background of the Case
Globalization has been evolving continuously over the past years. This has enabled corporations to reach consumers and investors worldwide in a faster, deeper, and cheaper way than ever before. The ever-increasing interconnection and incorporation of people, culture, and companies imply that global corporations face constant challenges for competitive excellence (Cascio & Boudreau, 2016). In this case study, the emphasis is on identification of issues relevant to international human resource management, looking at how to address the said issues in a HRM environment, and presenting a plan to the organization as a way forward of ensuring these issues are fully eliminated for purposes of future business cooperation. No Name is a company that operates in the aircraft industry. The company is faced with the challenge of inadequate performance management, lack of professional training g and development, integration of culture among employees, and lack of diversity respect. The challenges are threatening the company’s profits. The possibility to maximize investors’ return and increase share price is at risk; thus, the CEO has genuine concerns regarding the possibility of a firm takeover if the current position of the company is not improved with urgency.
HRM Issues in the Case StudyLike every other major corporation, No Name is battling issues that ultimately touch on the human resource management segment of the business. The direct effect is that the company is facing one of its lowest performance ever recorded. In line with this, this section will identify the issues, explain them, and contextualize ways of addressing each one to help No Name recover from its current position.
Performance management challenges as a result of globalizationEmployees are hired for performance, and they are expected to excel in their work. Performance is affected by contextual and task performance factors. Task factors include the core activities of a corporation, for instance, automobile manufacturing, airplane manufacturing, and software development. On the other hand, contextual factors represent the environment of working (Haak, Festing, & Darwish 2017). Performance management is the evaluation and continuous improvement of employee’s performance. With proper execution of performance management, it creates an explicit link between employee performance and the firm’s strategic goals. The management of host country nationals makes performance management challenges. There are no reviews conducted at the subsidiary by the respective human resource managers. The performance reviews are only conducted in Australia at the headquarters of No Name, thus ignoring all of the international branches in China, Singapore, and Vietnam where the company has employees. It is important to note that a majority of the company’s employees operate out of Singapore and a lot of assembling of aircrafts is also done there. Performance management is also challenging due to the fact that no formal appraisal processes are conducted for expatriates. Furthermore, at the headquarters, they do not consider the economic factors of the subsidiary, and they are under pressure to perform due to the high cost and expectations from Australia. The company lacks proper management performance, resulting in inflicting performance outcomes between subsidiaries and the headquarters.
Challenge of professional training and developmentNo Name is battling a serious challenge in terms of training and professionally developing their employee to international standards. Human resource departments have the responsibility to transform how businesses are done through training and developing their employees. With rapid globalization, the human resource department should exploit the opportunities through training their workforce to implement the changes rapidly. The new global world has enlarged the talent pool for the excellent and marginal workforce; hence when organizations source workforce globally, they have a competitive advantage. The global workforce affects employee performance, profitability, and customer satisfaction levels. The human resource department can use data analytics and technology in building a global human resource information system.
No Name corporation has a diverse workforce from Australia, China, and Singapore. The human resource department offers the same training to the workforce without considering employee background environment since it assumes they have equal needs, which is contrary given human beings are unique. Also, employees are not provided with avenues to give feedback on the impact of expatriate training. Some of the employees complain about the lack of training to allow integration with others despite coming from different backgrounds and cultures. The company lacks systematic workforce planning and administration development programs. The purpose of the administration programs is to identify and enroll potential administrators and develop their knowledge and skills to meet firms’ goals.Moreover, employees are unaware of their career outlook given that there is no utilization of career development plans. Also, the senior management does not train the junior employees to avoid being overtaken in promotion by them, resulting in key employees being poached by other companies. The company lacks proper training and development programs.
Challenge to embrace culture and integrationThe culture of organizations includes both formal and informal systems. The formal is the official communication from the management, the internal policies and code of conducts, workers recruiting process, training programs, and performance and goal setting (David, Valas, & Raghunathan, 2018). Workers should consider belief and work according to firms’ cultural systems. The informal culture includes standards of daily behavior, practices that help employees understand strong identity and values, myths about the firm, daily language behavior used by employees. These two elements are a challenge to the organization culture and integration at No Name because the company has not emphasized on one positive culture but has rather allowed several negative cultures to run concurrently.
The culture developed at No Name corporation headquarters is negative given that there is a communication breakdown between junior employees and management. This kind of communication has been replicated between headquarters and subsidiaries. The major challenge facing the firm is quality. The firm has established a negative reputation regarding quality, especially in China and Vietnam. Given that aircraft require modification after selling to customers, they complain about the quality of No Name products. The quality issue has resulted in customers sending a warning to the company to withhold payments unless the quality is improved within the next six months.
Furthermore, the supervisors are given a different number of teams to lead rather than giving equal roles to ensure equity. This inequality has barred integration across the teams. Teams are complaining about other teams making their working environment severe. Teams work in their area of specifications only; thus, working relationships across the team are suffering. Employees are complaining about receiving minimal instructions since the communication is compromised both laterally and horizontally. The company lacks programs to develop culture and integration.
Challenge of diversity management
Diversity management is related to the degree of diversity within the workforce (Koellen, 2019). A corporation that is not diverse is largely based on the sex of employees and skin color. A diverse workforce does not segregate based on race and gender; rather, it is open to any category of people. Human resource department the responsibility of establishing a diverse workforce through developing programs that encourage diversity during recruitment and running of the business.
Despite No Name outlying in their policy that all employees should respect race, age, ethnicity, and gender, there are diversity issues among the workforce. At the headquarters, employees are segregated based on their age. The senior staff has a bad relationship working the young employees. The firm also does not recruit people with disabilities in China. People with disability applications are ignored even when their qualifications surpass that of other candidates. Furthermore, the human resource department does not have clear customs to enable employees to understand each other. It does not consider the interactions of employees and their perception towards one another despite being a major determinant of diversity among the workforce. A diverse corporation should appreciate a different culture and ensure there is no discrimination for employees to work in harmony. No Name faces a challenge in managing diversity and should take appropriate actions since it can create a competitive advantage and impact other departments positively in the organization.
The HRM Response to Prevent these Issues from ReoccurringHuman beings are complex, and managing them is a challenging task. Global corporations make it more complex for human resources to manage the international workforce. The human resource has the responsibility of identifying these challenges and overcome to allow the firm to work towards its goals (Wilkinson & Wood, 2017). Human resource should consider these factors o ensure it succeed in overcoming the challenges. First, the attraction of top employees and talent is important. Employing the top talents increases the performance of the workforce. Given the added advantage that it can source workforce from different countries where the subsidiary is located, the firm should source quality employees. Hired employees should demonstrate they enjoy learning new things, ready to change, and ready to take challenges (Tregaskis & Almond, 2019). With culture keeping changing, quality employees will easily adapt to changes making it easier for the human resource department to focus on the firm’s performance. Quality employees should also be retained to cultivate organizational culture to new employees. The workforce will easily integrate and enable the company to achieve its development objectives.
Secondly, No Name should work towards incorporating change. Change influences firms working environment, customers, and competitors (Kirrane, 2017). The unknown gives rise to feelings of anxiety and uncertainty, whether is structural or technological. The human resource department should embrace acceptance of change among employees, and the workforce should not hinder changes like hiring a diverse workforce. Human resource embraces change among employees through constantly upskilling to meet the changing need of the firm. Changes should be communicated frequently and transparently to equip workers with skills they will need to deal with change. Global firms should have a common communication department to ensure subsidiary firms receive information about the change on time. This prevents the problem of subsidiary firms receiving inadequate information. With the human resource department embracing the workforce find it easier to adapt to changes such as new culture and new diverse workforce.
The human resource department should foster a culture of continuous learning. In modern days workers leave employment due to a lack of development opportunities. Through training, the workforce remains stimulated and loyal to the company (Gutierrez, Barrales & Kaynak, 2018). To overcome globalization challenges, a firm should engage employees in continuous training on content to the job, diversity, and inclusivity. The human resource can conduct training through eLearning courses given that a company is global. eLearning will enable workers to be trained from different locations and at convenient times. Through continuous learning, the problem of inadequate professional training and development is solved.
The human resource department should manage diversity while putting consideration to the locals. Globalization affects a firm’s way of learning the business through increasing customer base, workers’ ideas, perspectives, and experiences. Human resources should adhere to local policies and procedures while establishing a comfortable workplace. Orders should not come from the headquarters without considering the culture of a host country. For instance, No Name should have views cultural practices of china, and Vietnam where their subsidiaries are located when developing its culture. This enables integration among employees to be easier given that they understand the culture of their colleagues, which they must respect.
The HRM sector at No Name should look after the health and safety of employees in accordance with the international standards of operations. The health and safety standards they pose a great challenge to human resource. Health at the workplace is more than employee hygiene and safety. The psychological health of employees worsens due to the high demand for results from the management. High levels of stress and pressure cannot be sustained by the workforce. The human resource department should delegate an equal level of tasks to supervisors and not burden o. There should be an open policy to raise issues concerning anxiety, unfair anticipation, and working hours. Employees who are stressed will be reluctant to integrate, low performance, reluctant to training, and discriminate against their colleagues at work. A healthy working environment workforce will easily integrate, perform well, and work with diverse employees (Barrena, López, & Romero, 2017).
The HRM department should create a quality environment and experience for the worker. Employees have a quality experience when they are satisfied with their job, colleagues, and working environment (Plaskoff, 2017). The human resource should create a working environment that is above competitors to avoid poaching of their workforce by the opponents. Employees with good working experience will easily integrate with their colleagues and avoid discrimination of the minority workforce. An international firm should ensure workers at subsidiaries have the quality experience to ensure they deliver quality outcomes to their customers. When a single firm delivers inequality, the firm is affected globally; thus, multinational firms must consider employees’ experience more broadly.
Recommendations and Proposed Implementations to Eliminate the IssuesGlobalizations provide firms with the opportunity to grow given that there are new markets, the pool of new quality employees, and the opportunity to invest. With globalization, firms should have better management to succeed since many challenges are associated when operating globally. No Name aircraft is a global company, and various limitations of operating internationally are putting the firm profit at risk. To maximize shareholders’ return and increase the share price, he should implement the following recommendations.
It is important that No Name introduces a policy on conducting regular performance appraisals. They should be provided to the parent company and all subsidiaries. They should not be discriminated against but filled by both expatriate and junior employees. The appraisal will ensure workers perform better since they will be keen on the assigned roles. Challenges such as overproduction, miscommunication, and discrimination will be limited. The performance appraisal should contain disciplinary actions against employees poorly performing their work.
As a point of reinforcement, the company should provide training to employees and promote workers doing commendable jobs. The training should educate workers on the firms’ culture and goals and visions of the firm. The training should be at a convenient location and time. To ensure all employees access the training, it should be provided online. The department should be provided with training which they deserve, and overall training should be discouraged. For instance, marketing should be equipped with marketing skills rather than production skills.
The firm should also perform a quality audit on the employees. Employees’ education qualifications should be tested and experiences. This audit gives information on unqualified workforce working in the company, for instance, those services of low quality in china. The firm should invest production of parts where they have a competitive advantage over rivals. This will lower production costs, which will increase the profit and increase share CEOs’ goal. The company should dismiss unqualified employees. They include employees discriminating against employees’ others and workers offering poor services. This will allow the firm to work with a workforce that is inclusive and diverse. With such a workforce, the CEO will achieve his goal, and the company overcomes challenges resulting from globalization.
ConclusionNo Name is faced with the challenge of inadequate performance management, lack of professional training and development, integration of culture among employees, and lack of diversity respect, which are threatening the company’s profits. The above suggestions are meant to remedy the situation through the HRM department. It is expected that these suggestions will help steer the company in a positive direction as it fosters a new culture of acceptable international HRM practices.
ReferencesBarrena-Martínez, J., López-Fernández, M., & Romero-Fernández, P. M. (2017). Socially
responsible human resource policies and practices: Academic and professional validation. European research on management and business economics, 23(1), 55-61.
Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From
international HR to talent management. Journal of World Business, 51(1), 103-114.
David, S. N., Valas, S., & Raghunathan, R. (2018). Assessing Organization Culture–A
Review on the OCAI Instrument. In International Conference on Management and Information Systems.
Gutierrez-Gutierrez, L. J., Barrales-Molina, V., & Kaynak, H. (2018). The role of human
resource-related quality management practices in new product development. International Journal of Operations & Production Management.
Haak-Saheem, W., Festing, M., & Darwish, T. K. (2017). International human resource
management in the Arab Gulf States–an institutional perspective. The International Journal of Human Resource Management, 28(18), 2684-2712.
Kirrane, M., Lennon, M., O’Connor, C., & Fu, N. (2017). Linking perceived management
support with employees’ readiness for change: the mediating role of psychological capital. Journal of Change Management, 17(1), 47-66.
Koellen, T. (2019). Diversity management: A critical review and agenda for the
future. Journal of Management Inquiry, 1056492619868025.
Plaskoff, J. (2017). Employee experience: the new human resource management
approach. Strategic HR Review.
Tregaskis, O., & Almond, P. (2019). Multinationals and skills policy networks: HRM as a
player in economic and social concerns. British Journal of Management, 30(3), 593-609.
Wilkinson, A., & Wood, G. (2017). Global trends and crises, comparative capitalism and
HRM.