110 likes | 119 Views
Explore the different orientations in International Human Resource Management (IHRM) and the success factors and challenges of expatriate workers. Learn how to improve the evaluation process for expatriate performance appraisal.
E N D
EMPLOYEES IN MULTINATIONAL ORGANIZATIONS • Local country nationals (LCNs) • Expatriate workers or home country nationals (HCNs) • Third country nationals (TCNs)
IHRM ORIENTATIONS • Ethnocentric • Polycentric • Regiocentric • Global
KEY EXPATRIATE SUCCESS FACTORS • Professional/technical competence • Relational abilities • Motivation • Family situation • Language skills • Willingness to accept position
PRIORITY OF SUCCESS FACTORS • Depends on : • Assignment length • Cultural distance • Amount of required interaction with local people • Job complexity/responsibility
TRAINING RIGOR The extent of effort by trainees and trainers required to prepare the trainees for expatriate positions
CHALLENGES OF EXPATRIATE PERFORMANCE APPRAISAL • Unreliable data • Complex and volatile environments • Time differences and distance separation • Local cultural situations
STEPS TO IMPROVE THE EVALUATION PROCESS 1. Fit the evaluation criteria to strategy. 2. Fine tune the evaluation criteria 3. Use multiple evaluators with varying periods of evaluation