4 pages/≈1100 words
Business & Marketing
Performance management: US China joint venture (Essay Sample)
Imagine that you have been hired by the HR Director of a U.S.-China joint venture to help develop, implement, and evaluate the ROI (return on investment) for a performance management system. Please read the required background readings and any relevant resources that you locate on the Internet, and then: Prepare a 4-5 page executive report, not including cover and reference pages, in which you outline and discuss the critical issues that need to be addressed in developing, implementing, and evaluating a performance management system in a China-based US-China joint venture whose employees are predominently Chinese nationals. Assignment Expectations Key aspects that should be covered in this case study include: Demonstrate an understanding of implementing performance management systems Show an understanding of international considerations in performance management, including culture, leadership, feedback, etc. Other areas which you feel are relevant to international performance management systems References: ProQuest username: 4kw2wkdpbx. ProQuest password: welcome 3. Copy the title of the paper ONLY from this page, and paste it into the "Basic Search" field in ProQuest, but make sure you DELETE any punctuation in the title (for example, colon, semi-colon, dash, apostrophe, period). Then click on "search" and look for the document in the list that appears below. Anonymous (2004, December). A simpler way to determine the ROI of Talent management. HR Focus, 81(12), 3-4. Retrieved May 17, 2010 from ProQuest. (Document ID: 742666201). Anonymous (2004, December). Engage, inspire and equip your workforce. Profit, 23(6), 25. Retrieved May 17, 2010 from ProQuest. (Document ID: 771487451). Anonymous (2006, November). 3 steps to take the pain out of staff performance review s. IOMA's Payroll Manager's Report, 06(11), 1,8 . Retrieved May 17, 2010 from ProQuest. (Document ID: 1153794691). Ducharme, M. J., Singh, P., & Podolsky, M. (2005, September). Exploring the links between performance appraisals and pay satisfaction. Compensation and Benefits Review, 37(5), 46-52. Retrieved May 17, 2010 from from ProQuest. (Document ID: 909254181). McLean, G. N. (2005, January). Examining approaches to HR evaluation. Strategic HR Review, 4(2), 24-27. Retrieved May 17, 2010 from ProQuest. (Document ID: 834466891). Messmer, M. (2004). Developing effective performance reviews. Strategic Finance, 85(9), 13-14. Retrieved May 17, 2010 from from ProQuest. (Document ID: 575939711). Shen, J. (2004). International performance appraisals: Policies, practices and determinants in the case of Chinese multinational companies. International Journal of Manpower, 25(6), 547-563. Retrieved May 17, 2010 from ProQuest. (Document ID: 725741451). Tyler, K. (2005, August). Performance art. HRMagazine, 50(8), 58-63. Retrieved May 17, 2010 from ProQuest. (Document ID: 884378261). Optional Materials Badawy, M. K. (2007). Managing human resources. Research Technology Management, 50(4), 56-74. Retrieved May 17, 2010 from from ProQuest. (Document ID: 1306931141). Bernthal, P. (n.d.) Calculating ROI for selection systems. Retrieved May 17, 2010 from: http://www.ddiworld.com/pdf/ddi_roiofselection_wp.pdf source..
PERFORMANCE MANAGEMENT Course: Performance ManagementName: Institution: Introduction It is a fact that a China based company or any other organization that is a US China joint venture whose source of labor mainly comprises Chinese nationals needs careful crafting, development and implementation of proper performance system. The first step that needs to be taken is to develop a system that encourages the automation of processes. It is through this automation of processes that such an organization will be able to improve its HR reporting and analytics. In essence, performance management has everything to do with activities that ensure that organizational goals are being met and consistently being focused on, so that the organizational goals are met effectively and efficiently. In this effect, performance management encompasses focusing in organizational performance, or on the output of a department, an employee, or even policies or processes for building a given product or service (Ducharme, Singh, & Podolsky, 2005). Factoring the Goals, Aims and Objectives of the Organization in Performance Management To ensure the existence of effective performance management in a US-China based organization with its bulk being mostly the Chinese, it is important that there is performance planning so that the goals, aims and objectives of the organization are not only well established, but also well inculcated in the organizational culture and behavior, rank and file. This may portend: ensuring that the goals, aims and objectives of the organization are well communicated through the organization`s tools of communication. Performance Coaching It may also be important to institute performance coaching. Given that the Chinese population is always amenable to the culture of diligence and discipline, this performance coaching may have very little [if at all] to do with supervising whether or not work is being done or orders are being ignored. On the contrary, the same may only have to do with the manager in this organization intervening to issue feedback and to subsequently adjust feedback. Performance Appraisal and Staff Competence in Performance Management To ensure effective performance management in the aforementioned organization, it may be important to carry out proper performance appraisal so that the formal documentation of an individual or a department`s is a tenable feat. The same is to be carried out so that feedback and corrective mechanisms can be put in place and effectively be ratified in the organization. The gravity of this above undertaking is that it is through it that performance problem [the incongruence between the Actual and the Desired Results] can be quantified and a corrective mechanism be put in place to help bridge the gap extant between the Actual and the Desired Results (Shen, 2004). Performance Work Plan It may also be important to factor the importance of a work plan and its relative, the organization`s expectations. Although such an organization has such a work force that is dexterous, diligent and disciplined, it will be important for the organization to plan and set the organization`s expectations in t...
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