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Expatriate Performance Appraisal: Problems and Solutions
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Expatriate Performance Appraisal: Problems and Solutions
Introduction
- Expatriates develop valuable managerial skills abroad that can be extremely useful to their development as effective senior managers.
- The most significant skills expatriates develop as a result of their overseas assignments include :
- Being able to manage a workforce with cultural and subcultural differences
- Being able to plan for, and conceptualize, the dynamics of a complex, multinational environment
- Being more open-minded about alternative methods for solving problems
- Being more flexible in dealing with people and systems
- Understanding the interdependence among the firm’s domestic and foreign operations
Case Summary
- Introduction
- Host National management's and Home office
management's perceptions of actual job performance
- Management ethnocentricity
- Factors affecting Expariation performance
- How to appraise an expatriate's performance
- The problems of and solutions to expatriate performance management
- Conclusion
Introduction
Expatriates can become a very valuable human resource for firms with international or multinational operations. However, one of the most serious stumbling blocks to expatriates' career paths is the lack of recognition of the value of expatriation and the informality with which firms accurately evaluate their expatriates' overseas performance.
Several problems are inherent to appraising an expatriate's performance. First, an examination of those who evaluate an expatriate's job performance is relevant. Those evaluators include the host national management and often the home office management.
By:
Gary Oddou
Mark Mendenhall
Presented by
Sherif Mansour
David Hammond