PERFORMANCE MANAGEMENT

WHY?????

INDIVIDUAL CONTRIBUTION DRIVES BUSINESS RESULTS

Performance Management Phases Purpose – Why ? Performance Criteria – What? Instrument – How? Evaluators – Who? Integration / local differentiation - To what extent? Design Communicating job performance expectation and measurement criteria Providing training Communicating PM Process to both Emps and Mgrs Implement Overall fit with Orgn’s culture and objective Fairness to employees Overall effectiveness Evaluate

Three aspects of Performance Management System (PMS) Important differences and perceptions of PM in Non-western cultures Goals, Roles and Expectations Challenges of tailoring a PMS to complexities of organization Application of PMS to international assignees

Variation in interpretation of concept Reasons why global organization(s) may not excel in Performance Management Variation in interpretation of concept Multiple, differing and unclear organizational expectation of process Cultural influence and local interpretation differences that create inconsistent implementation of process

Critical Success Factors Ensuring Organizational Alignment Creating shared definition of performance CHALLENGES Universal Vs Particular Individual Vs Group Achievement Vs Ascription (Acknowledgement) Differing orientation to time (Cultural differences)

Performance Management for International Assignees????

International Assignees Is it Required??? Why ? Or why not ? Performance Management Important???? How ?? Challenges ???? What ??