Performance Management in Human Resources

Performance Management
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Performance Management
Performance management systems are fundamental in expediting the effective management of human resources. In some instances, top executives are reluctant to provide feedback to the employees in fear of damaging relationships with them. Over the years, expatriate management has gained popularity in the field of international human resource management since expatriate employees play an important role in facilitating the success of multinational organizations (Mellahi et al., 2016). Most organizations have utilized performance management as a guide to the overall performance of human resources. However, they must embrace appropriate incentives and effective communication for performance management to attain the anticipated objectives. A host environment, compensation package, tasks/roles, headquarters support, and cultural adjustments are the variables that an organization should address in an expatriate performance management system.
The host environment entails the area at which performance occurs during performance management. The environment and surrounding that an expatriate would be living while undertaking their obligations is a key variable in the expatriate performance management system. According to Mellahi et al. (2016), technical, societal, physical, and legal factors determine the living environment of an expatriate. Secondly, the compensation package entails the rewards and remunerations during the performance equation. An organization can utilize the package as a balancing factor to motivate expatriates to relocate to a new location. Notably, McDonald's ought to reward the existing employees through allowances, fringe benefits, insurance claims, and salaries to afford life in another country.
Thirdly, tasks/roles entail the role of expatriates and the various assignment task variables. While a task is an indicator of the nature of the job that an expatriate ought to execute, a role entails an organized set of behaviors that an organization assigns to a precise job position. According to Kang and Shen (2017), a chief executive officer has a key responsibility for overseeing and directing the underlying foreign operation. Similarly, a structure reproducer conducts the assignment of reproducing and building in a foreign subsidiary as a structure that is common in an organization. On the contrary, a troubleshooter is an individual who visits a foreign subsidiary to resolve a precise operational issue. An operative takes the obligation of executing functional job obligations in an operational structure. Therefore, the individual can take a supervisory or a subordinate position in an organization.
Fourthly, headquarters support is one of the most relevant performance variables that expedite the attainment of set objectives. The support indicates moral courage, motivation, and extended support that is provided to expatriates. Emotional sustenance from home to office, the process of making extra money, commitment, career prospects, and loyalty are the major variables that influence headquarters support (Kang & Shen, 2017). Lastly, cultural adjustment is the capability of understanding cultural variations and while to...