KASR Airlines IBU5HRM Report: Addressing IHRM Challenges

This report, prepared for an International Human Resource Management (IHRM) assignment, analyzes the challenges faced by KASR Airlines, an international airline operating in multiple countries. The report identifies key issues including diversity management problems, such as intolerance between generations and cultural differences, performance management deficiencies, and inadequate training and development programs for expatriate employees. It explores socio-economic, institutional, and socio-cultural influences impacting the organization. The report proposes solutions such as improved performance management systems tailored to expatriates, with clear goals and evaluation criteria, along with comprehensive training programs addressing cross-cultural understanding and leadership. The report emphasizes the need for consistent performance appraisals, feedback, and on-the-job training to enhance employee performance and foster a more inclusive and effective work environment. The report also provides a plan to prevent future issues related to performance management and training and development.

Running head: KASR AIRLINES
KASR AIRLINES
Name of the Student
Name of the University
Author Note

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Executive Summary
The given report follows a structured format whereby the relevant sections have been divided
into different parts. International Human Resource Management is considered to be an effective
part of the organization and hence for this purpose it becomes extremely important for any
organization to take into consideration the related rules and policies so as to ensure the long term
success. The report considers the scenario of the KASR Airlines and the problems it has been
facing with respect to the performance management, training and development and diversity
management. The report discusses the problems in details and provide a solution and plan for the
same.

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Table of Contents
Introduction......................................................................................................................................3
Answer to Question 1......................................................................................................................3
Answer to Question 2......................................................................................................................5
Socio-economic influences..........................................................................................................5
Institutional influences.................................................................................................................5
Socio cultural influences..............................................................................................................5
How to ensure issues are not repeated.........................................................................................5
Conclusion.......................................................................................................................................8
Answer to Question 3......................................................................................................................9
Better approach to Performance management.............................................................................9
Training and development Program..........................................................................................10
References......................................................................................................................................12

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Introduction
With the increase in globalization, the role of human resource management has increased
considerably and it has become increasingly important to inculcate different aspects like
performance management, training and development, diversity management and cultural
openness into the realm of the firm in order to ensure that the employees and firms who are
connected internationally will be easily able to adhere to the needs and the requirements of the
organization (Alfes et al., 2013). As the organizations have spread out internationally, it has
become increasingly important for such firms to manage their employee base well.
The field of International Human Resource Management focuses on the management of
the Human Resource Management at various international as well as internal levels, in order to
enable the companies to achieve their vision and goals. A good workforce shall also contribute
towards successful accomplishment of achieving the competitive advantage in the long run. The
field of IHRM is diverse and focus on ensuring legal compliance, professional development and
compensation (Brewster, Chung & Sparrow, 2016). The diversity management plays a key role
in the field of IHRM as it is crucial to manage expatriate employees. The given report will be
discussing the problems relating to diversity management and performance management of the
chosen Airlines Company KASR Airlines. The report will follow a systematized format whereby
the different issues being faced by the organization will be discussed followed by the strategic
solutions to the problems. The latter half of the report will present a plan which will ensure that
the problem has proper success indicators and a stipulated time frames.
Answer to Question 1
The KASR Airlines have been facing a wide variety of problems which range from
diversity problems to training and development of the employees and the management of the
culturally diverse performance (Harzing & Pinnington, 2014). The primary issue at KASR
Airlines is that there exists diversity issues in the organization and that there exists a sense of
intolerance towards the different workers which tend to belong from different generations. The
main logic behind is that the seniors do not prefer to work with the apprentices.
Another problem being faced by the company relates to the problem of the cultural
diversity which is existing in the given organization. As the organization is widespread, there is a

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lack of collaboration between the managers and the other related employees. The primary reason
behind this is the staff which belongs to various diverse cultures and this is the reason for the
blend in the diverse culture of the employees.
In the present year, the global workforce diversity is described as the pattern settings that
is having an influence on the different organizations in the year (Tarique, Briscoe & Schuler,
2015). As the workforce composition comprises of different cultural groups, the cultural
diversity can be described as the key problem which needs amendments.
One of the solutions for the given problem can be proper training needs to be imparted to
the different employees and they are required to be more aware of the different problems which
exist and the reason why diversity is important and why it needs to be fostered in the
organization (Kshetri, 2007). The employees who belong to different countries are provided
training in Australia for less than held a day leading to which they are unable to adjust with the
different requirements and the different needs of the organization in the long run.
The employees are provided with different online resources. The progress of these
diverse employees are not considered appropriately. This leads to further problems which disable
these expats from adjusting to the organizational cultures and norms.
According to Pudelko, Reiche and Carr (2015), the diversity management is considered to be an
essential part of the organization as it tends to help the different employees to feel respected in
the organization. With the organizations comprising of different employees from varied culture,
it is important to foster an environment which respects all the cultures and backgrounds (Harris,
2012). This is because an appreciated employee will contribute better towards the development
of the organization and larger productivity.
Performance management relates to the performance of the employees in a given
organization and the manner in which the employees are able to look after the wellbeing of the
organization. When the performance of the different employees are not managed well. Their
progress is not being tracked easily in the chosen organization and their performances are not
being monitored well.
There is problem related to the Training and development of the different employees as
well. The expats which arrive from the different countries are not provided with adequate

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training and this causes an environment of misconnect with them. The performance of the expats
are not tracked well and their needs are not considered well.
Answer to Question 2
Socio-economic influences
The socio economic influences which are required to be well considered are the different
influences such as the labor conditions. The labor in the countries of Singapore and Vietnam are
belonging to different economic backgrounds and are not accustomed to the different norms and
other related cultures of Australia.
They are paid differently and along with it they are not provided with acute means of
livelihood. As the economic background of the different workers are poor, they have no option
except to accept the job offers. However, it is the duty of the KASR airlines to ensure that the
employees are well versed with the different standards of living in the host country and a training
as to how they are supposed to survive in the given organization.
Institutional influences
The different institutional factors that tend to play a huge role in the give domain is the
role of the Institutional factors. The institutional factors are the legal rules under which the
organization is supposed to function in the long run (Haak-Saheem, Festing & Darwish, 2017).
They also include the involvement of the different formal as well as informal rules that have
been set by the unions and the employees. These tend to function in the favor of the employees
and conduct activities in their support. The institution needs to consider the plight of these rules
and regulations as well in order to see to it that they do not face any legal issues in future.
Socio cultural influences
The socio cultural influences refer to the influences of the varied cultures of the different
employees. With respect to the employment, the terms and the conditions of these different
cultures also need to be well considered in order to ensure that there exists no social or cultural
outrage and all the employees are well suited.
How to ensure issues are not repeated

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Performance management
Performance management can be described as an essential tool which helps the
organization to ensure that it achieves success in the long run (Kang & Shen, 2014). The
performance management is used to get better results for the organization with a set defined
planned goals, objectives and standards. The primary purpose of performance management is to
ensure that the different employees are provided with competence and commitment which works
towards the achievement of the different objectives of the organization.
The main zest behind performance management is to ensure that the talent and
achievement in an organization is evaluated with consistency and accuracy (Dickmann, Brewster
& Sparrow, 2016). This also goes a long way in distinguishing the basic barriers that lie in the
process of achieving the top performance. It is extremely important to appraise performance as
though a proper performance management and appraisal procedure in order to understand the
different employee’s skills, goals and facilitate effective training in order to build up the power
of the different employees (McGraw, 2004). An effective feedback system is developed for this
purpose in order to ensure that the employees are well treated and that they are able to achieve
their goals as well as objectives.
However, for an organization like the KASR Airlines, the procedure needs to be designed
differently in order to ensure the performance of the expatriates (Furusawa & Brewster, 2016).
The first step in the given procedure is to set the goals for the different employees and conduct a
performance appraisal procedure for them.
The factors that need to be considered for the individual performance appraisal are the
given:
1. Expatriate Performance Management System
2. The compensation package of the employees which will be offered to them.
3. The support of the headquarters
4. The cultural adjustment aspect (Fenton-O'Creevy, Gooderham & Nordhaug, 2008).
5. Hence, if the following is followed, a solution can be arrived at :
6. The evaluation criteria needs to be fit into the strategy
7. The fine tuning of the evaluation strategies need to be done

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8. The company needs to make use of evaluation with the different periods of evaluation.
In order to ensure that any issue related to performance management does not occur in
the organization, the company has to conduct more opportunities for on the site appraisal
(Lazarova, Morley & Tyson, 2014). Furthermore, an expat who is employed in the organization
for a long period can be involved in the procedure to understand the different outcomes
successfully.
Lastly, in situations where the foreign onsite managers tend to lay down the performance
evaluations then the home office managers should be consulted with before the different onsite
managers completes the complete evaluation to ensure effectiveness (Collings, Wood &
Caligiuri, 2014). They can follow the balance sheet approach to achieve success in the given
domain.
Training and development
The next step which needs to be adopted by the Human resource management is to ensure
that the problem with the KASR airlines is solved and that they provided with acute training and
development to assure that the organization does not have any problems in the latter. There needs
to be development of training and management policies along with practices for the expatriates
as well as the host country nationals.
The present training being provided is inadequate and that there should be adequate
training so that the expats can easily adjust to the norms and regulations of the expat
organizations. They need to be provided with adequate training in several departments like that
of cross cultural training and leadership (Briscoe, Tarique & Schuler, 2012). The duration of
these programs need to be for a longer period of time and tests need to be conducted to figure out
the success of the given programs.
The employees need to be provided with on the job training to the workers and this can
contribute to career development but not for a good performance (Harvey & Moeller, 2009).
This tends to have a negative impact on the employees and thus it is suggested that if there is a
case in the future such that no issues occur then a comprehensive training program needs to be

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followed and effective feedback is required to be collected to measure the effectiveness of the
program.
Lastly, there diversity management also needs to be taken to be as an effective issue and
the following steps need to be conducted to ensure no issues take place:
There needs to be a formation of strict legislatives in the organization for these
employees and any organization which observes that diversity is being corrupted or the different
cultured people are being mishandled can easily be attended to.
The organization needs to ensure that there exists effective training in place for both
expats and the host country employees with respect to the diversity management part and both
are given adequate opportunities to understand one another (Brewster, 2017). Lastly, an
induction program plays a major role in achieving success in the given aspect.
Conclusion
Therefore, from the given analysis it can be stated that the field of International Human
Resource Management is very diverse and that there are several spheres which need to be
attended to. The given case study based on KASR airlines showed that there were various issues
which were present in the domain with respect to IHRM. These issues related to the issues of a
lack of proper performance management program, lack of adequate training and development
program for the different expats who tend to function in the given organization and lastly the
diversity management which is present in the organization is not adequate as the members of the
different companies do not understand the concepts of one another and different cultured
employees are disrespected and not treated well throughout. Hence, for this purpose, it becomes
extremely important to provide solutions.
The report provided solutions for the same and suggested the procedures and the
approach which needs to be followed for the given organization in the given domain of IHRM
(Cascio, 2018). The next section will provide a plan which shall go a long way in helping the
organization to deal with the given problems and approach them in a positive manner which shall
contribute towards improving the scenario for the same.

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Answer to Question 3
Better approach to Performance management
As performance management is considered to be an effective art of any organization, it is
important that KASR Airlines to ensure that it has a proper performance management and
appraisal program in place for the expats and intercompany relationships.
The program outline is as follows:
Evaluation Sources Criteria Periods
Self-evaluation Meeting of the objectives
Management skills
Project successes
Six months
Subordinates Leadership skills
Communication skills
Development of the
subordinates
After the completion of a
project
Peer expat Host country
management
Team building
Interpersonal skills
Cross cultural interaction
skills
Six months
On sit supervision Management skills
Leadership skills
Meeting objectives
At the completion of
significant projects
Customers and clients Service quality and
timeliness’s
Negotiation skills
Cross cultural interaction
skills
Yearly

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Hence, if the organization follows the given approach it will be successfully able to
ensure that in the long run, the performance management and appraisal outcomes are successful
and that the organization is able to retain the best employees. The proper way of appraising and
managing the performance of the employees has been suggested as a consultant along with
appropriate time frame for the same.
Training and development Program
The different expats who enter the organization need to be trained well with respect to the
norms and culture of the organization (Bratton & Gold, 2017). A training and development
program for the expats is being recommended in the given section.
Sr. No Purpose of
the program
Activities Key
responsible
Person
Time frame Success
Indicators
1 To ensure
that the
language
barriers are
removed
Introductory
Language
class
Test
Revisions
Lectures
Manager
Trainer
1 week The
employees
will be able
to understand
the accent
well
2 To ensure the
employees
are well
accustomed
with the
norms of the
organization
Meetings
with the
management
Handout
distribution
Manager
Supervisor
3 days Accustomed
with the
organization
3 To ensure
they are
trained well
with respect
to the job
On the job
training
Off the job
training
Supervisor 3 weeks Successful
performance
of the
employees
with respect

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to dealing
with
customers
4 To ensure
that the
employees
have
adequate
knowledge of
the general
polices
One to one
sessions
Manager 1 week Better
performance
Lastly, it is also being suggested that the management held a proper orientation and
induction program which shall contribute towards understanding of the organizational
perspective and the employee perspective a well. A good induction program goes a long way in
making the welcome process suitable for both the parties and helps the employees to feel a part
of the firm.

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Journal of Human Resource Management, 28(18), 2684-2712.

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