Effective Performance Management of Expatriates
What are the key aspects of effective performance management of expatriates?
Expatriates are employees who work and reside in another country which is other than their native country (Griffin and Pustay 2002).- exploring the role of spouse in expatriate failure
Furthermore, even among the remaining expatriates who do not return prematurely, half are considered to be underperforming by the MNEs they work for. ( reducing expatriate failure). Therefore, the purpose of my essay I will explore the key aspects of effective performance management of expatriates and how these aspects can reduce expatriate failure.
Performance management typically includes goal setting, performance appraisal, training and development, and performance-related pay (Nokia communications), feedback to employees (Engle et al., 2008- global performance management). In my essay I will elaborate on how to carry out the activities in performance management effectively
Expatriate failure
Expatriate failure can be defined as the premature return of the expatriate back to the home country.(TB). There are various reasons for expatriate failure. They are inappropriate selection, inadequate pre departure and cross-cultural training, and the stress related to the expatriation.Expatriate management practices of New Zealand business
These reasons suggest that as long as the performance manangement activities :
The first step in the expatriation process is the select suitable expatriates for the overseas assignment.
( how expatriates are often selected wrongly)
Most MNEs tend to select expatriates based primarily or solely on technical ability and managerial capabilities. Although US MNEs placed more emphasis on technical ability while European MNEs more emphasis on managerial capability, they both focused on the job related and overt criteria of the overseas assignment. Such a narrow selection criteria often leads to expatriate failure, as technical ability
Expatriates are employees who work and reside in another country which is other than their native country (Griffin and Pustay 2002).- exploring the role of spouse in expatriate failure
Furthermore, even among the remaining expatriates who do not return prematurely, half are considered to be underperforming by the MNEs they work for. ( reducing expatriate failure). Therefore, the purpose of my essay I will explore the key aspects of effective performance management of expatriates and how these aspects can reduce expatriate failure.
Performance management typically includes goal setting, performance appraisal, training and development, and performance-related pay (Nokia communications), feedback to employees (Engle et al., 2008- global performance management). In my essay I will elaborate on how to carry out the activities in performance management effectively
Expatriate failure
Expatriate failure can be defined as the premature return of the expatriate back to the home country.(TB). There are various reasons for expatriate failure. They are inappropriate selection, inadequate pre departure and cross-cultural training, and the stress related to the expatriation.Expatriate management practices of New Zealand business
These reasons suggest that as long as the performance manangement activities :
The first step in the expatriation process is the select suitable expatriates for the overseas assignment.
( how expatriates are often selected wrongly)
Most MNEs tend to select expatriates based primarily or solely on technical ability and managerial capabilities. Although US MNEs placed more emphasis on technical ability while European MNEs more emphasis on managerial capability, they both focused on the job related and overt criteria of the overseas assignment. Such a narrow selection criteria often leads to expatriate failure, as technical ability