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Multinational Performance Management Multinational performance management can be both exciting and overwhelming. As such, executives often ask questions like: Can the same training and development...

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Multinational Performance Management

Multinational performance management can be both exciting and overwhelming. As such, executives often ask questions like: Can the same training and development program that is used within the parent location be used globally? How might culture and language barriers impact the effectiveness of a global performance management system? How do we guarantee leadership support and clear communication of the program across various locations?
In response to this discussion topic, locate two peer reviewed journal articles about performance management within a multinational organization. Compare the suggestions found in your research to the specific best practices illustrated in our required article (Ngo, Turban, Lau, & Lui, 1998) and readings.
Detail how a manager might incorporate teachings found in these articles (and in our required readings) to support organizational development and organizational effectiveness when creating a multinational performance management plan. Post should be at least 300 words
Answered Same Day May 25, 2021

Solution

Dilpreet answered on May 26 2021
133 Votes
Running Head: Multinational Performance Management     1
Multinational Performance Management         
MULTINATIONAL PERFORMANCE MANAGEMENT
Multinational Performance Management
Performance management in the context of multinational companies can be defined as process, which enables a multinational company to monitor, evaluate and improve the performance of the individuals as well as the overall performance of the organisation with reference to the pre-set targets and goals. Training and development that have been designed to enhance the skills and knowledge of the people may not be same for the parent locations as well as locations across the globe.     Relationships of structural training and development and retention-oriented compensation are different for different locations across the globe (Ngo, Tu
an, Lau, & Lui, 1198).
The behavioural outcomes of the training sessions conducted in the host country may not be same as the training session conducted for employees in a remote location. Therefore, the content to be presented and the way it has to be presented are different for different locations. However, the intention of these training and development programs remains the same i.e. to enhance the commitment of the employees towards...
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