performance management of international employees final
TRANSCRIPT
Performance Criteria-Forms-
Issues Performance Feedback
Factors affecting Expatriate Performance
Performance Appraisal- Process
Performance Management
MNE Performance Management & Constraints
Performance management is a process.
It enables the multinational to evaluate and
continuously improve-
individual, subsidiary unit and corporate
performance-
against clearly defined , pre-set goals and
targets.
Global multinational enterprises (MNEs) are
companies that operate on a global scale, as
opposed to MNEs that are regionally focused.
Whole versus part
Non-comparable data
Volatility of the global environment
Separation by time and distance
Variable levels of maturity
Control and performance management
Formal -informal control
activities
Focusing on standardisation of practices, Socialisation &
compliance to norms/values
Global mix of strategic outcomes and results
MNE HQ
Subsidiary
Expatriate performance – PCN,TCN, & HCN.
Issues –Short term & long term assignments.
Factors – Nature of assignment, Family.
Issues exist – Expatriates & Non- Expatriates
Task
“Hays 4 Tasks”
1.CEO directs the entire foreign operation.
2.Structure reproducer- Marketing(reproduce)
3.Trouble Shooter- individual -foreign subsidiary - solve a operational problem.
4.Operative- perform functional job –existing operational structure.
Compensation Package-
• Importance of reward = performance equation.
• Financial benefit-career progression.
• Level of Motivation.
Cultural Adjustment-
• Difficulty in new environment.
• Impact on performance.
• Dilemma & Others Behavior.
Headquarters' support-
Assignment Domestic V/S International. Individual V/S Family transfer. Natural cultural comfort zones. Career & Finance V/S Loyalty. Emotions V/S Unfamiliar situations.
Host Environment-
Social,legal,economic,technical demands. Type of goal & operation. Developing or Emerging market.
Performance Appraisal is the systematic
evaluation of the performance of employees and
to understand the abilities of a person for further
growth and development.
Goal setting
Qualitative goals – they are the attributes to be
possessed by the employees .
Quantitative goals – they are measurable goals.
Performance appraisal :- in this step , the goals
are measured on a state of 1 to 5 by the
supervisor .
Feed back:- appropriate feedback is given.
Goals VS Performance appraisal criteria.
Hard goals and Soft goals.
Profit VS Interpersonal Behavioral
Performance Appraisal are designed carefully &
often presumed to be static. The standard
appraisal system when tested , reduces future
development cost.
In practice the formal appraisal is commonly on a
yearly basis . This yearly performance rating will
determine the compensation.
The important aspects of an effective
performance management is the provision of
timely feedback.
The timely feedback helps the employees
improve their performance.
Inability- quantifying performance.
Cultural Factors.
Who should appraise the Expatriate.
Types of forms- standard or customized.