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Performance management of international employees

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Performance management of international employees
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
Ad

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Performance management of international employees

  • 2. Performance Criteria-Forms- Issues Performance Feedback Factors affecting Expatriate Performance Performance Appraisal- Process Performance Management MNE Performance Management & Constraints
  • 3.  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.
  • 4. Global multinational enterprises (MNEs) are companies that operate on a global scale, as opposed to MNEs that are regionally focused.
  • 5.  Whole versus part  Non-comparable data  Volatility of the global environment  Separation by time and distance  Variable levels of maturity  Control and performance management
  • 6. Formal - informal control activities Focusing on standardisation of practices, Socialisation & compliance to norms/values Global mix of strategic outcomes and results MNE HQ Subsidiary
  • 7.  Expatriate performance – PCN,TCN, & HCN.  Issues –Short term & long term assignments.  Factors – Nature of assignment, Family.  Issues exist – Expatriates & Non- Expatriates
  • 9. 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.
  • 10.  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.
  • 11.  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.
  • 14.  Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.
  • 15.  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.
  • 16. Goals VS Performance appraisal criteria. Hard goals and Soft goals. Profit VS Interpersonal Behavioral
  • 18.  Performance Appraisal are designed carefully & often presumed to be static. The standard appraisal system when tested , reduces future development cost.
  • 19.  In practice the formal appraisal is commonly on a yearly basis . This yearly performance rating will determine the compensation.
  • 20.  The important aspects of an effective performance management is the provision of timely feedback.  The timely feedback helps the employees improve their performance.
  • 22. Inability- quantifying performance. Cultural Factors. Who should appraise the Expatriate. Types of forms- standard or customized.