Employee Performance Management

Describe the purpose of international performance management.

Explain the characteristics of a successful international performance management system.

Identify the major challenges to international performance management.

Describe the guidelines for performance management of international assignees

Describe the criteria for appraisal of international assignees.

Relevance: HR needs to ensure that the criteria and process for evaluation are relevant to the content and requirements of the job.

Acceptability: the criteria and processes used need to be acceptable to those using it, i.e. both evaluators and ratees.

Sensitivity: it takes into consideration cultural and international business realities.

Practicality: it needs to be easy to use.

Put the specifics of the PA into the expatriate’s international assignment plan and discuss the process prior to departure

Set clear performance expectations for the international assignee and the home and host country managers

Specify what successful performance in the host country entails

Use soft and hard performance criteria

Conduct frame-of-reference training for both the raters and the ratee

Modify the frequency of evaluations in terms of giving the international assignee more frequent evaluations yet also more time to obtain results

What is the purpose of international performance management?

What are the characteristics of a successful international performance management system?

Identify the major challenges to international performance management.

What are the guidelines for performance management of international assignees?

What is the criteria for appraisal of international assignees?