Page 209 - DMGT548_GLOBAL_HRM

Global HRM

Notes goal-setting strengths of management-by-objectives and more traditional methods of
performance appraisal.

Figure 11.2: Performance Management and Appraisal

Source: http://www.scotland.gov.uk/Resource/Img/53814/0008911.gif
11.3.1 Performance Management of Expatriates

Performance management emphasises on following sub-processes:
(a) Setting clear goals for each unit, department and every individual employee.
(b) Setting standard and measurement criteria for evaluating each type of goal.
(c) Formal monitoring and review of progress towards these objectives.

(d) Using the outcomes of the review process to reinforce desire employee behaviour through
differential rewards and identifying training and development needs.
(e) Giving feedback to the employees.

11.3.2 Variables that Influence Performance or Expatriate

Performance can be viewed as a combination of several variables such as motivation, ability,
working conditions, clarity of goals and roles, and expectations. The following factors and their
interrelationships affect performance assessment of expatriates:
(a) Compensation package;
(b) Nature of assignment (assignment task variables and role of expatriate);
(c) Support from headquarters;
(d) Environment in which performance occurs; and

(e) Cultural adjustment of the individual and the accompanying family members.

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