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Please find the answers from textbook or lecture slides. 300 words for each question, total 600 word. Total 4 references. 2 references for each question. Use Harvard referencing style and use only...

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Please find the answers from textbook or lecture slides.
300 words for each question, total 600 word. Total 4 references. 2 references for each question. Use Harvard referencing style and use only academy references except real world example.
Questions
1. A multinational enterprise (MNE) is planning to implement a common set of performance management practices throughout its global subsidiaries. What advice would you offer to the HRM director of the firm in relation to this plan and why?
2. Evaluate whether cross–cultural differences in HR practices are increasing or decreasing and why. Use examples to illustrate your argument.
Answered Same Day Jul 23, 2020

Solution

Sarabjeet answered on Jul 24 2020
127 Votes
Name of the student:
Name of the Institution:
Roll No:
Date of submission
Running head: Performance management and HR     1
Performance management and HR     8
Name of the student:
Name of the Institution:
Roll No:
Date of submission
Contents
Advice to HRM    3
Cross Cultural differences in HR practices    4
References    6
Advice to HRM
Performance management are a set of tasks that are designed for two main goals. They are designed to maximize the potential of the employee and to keep the employee satisfied as well. Keeping this in mind there are a few words of advice that should be given to every Human Resource manager when they are starting the process of performance management.
1. Performance review is not the same as performance management: Many people have confused the process of performance review as that of performance management. They are not the same. While performance review will just look at the performance of the employee, performance management is a process to improve the satisfaction of the employee as well.
2. Always keep the purpose of the performance management process in mind: this is especially important because without knowing the purpose or the reason for the performance management, it is a tedious task that would be quite useless to the person involved in the task as well (Cardy & Leonard, 2014).
3. Make sure to clarify the work that has to be done: This may sound like stupid advice in the beginning, but always clarifying and checking the work makes sure that there aren’t any mistakes. This makes it possible to avoid repetition of steps and there is less waste of time as well.
4. Conduct a formal review of the performance as well: While it may make sense at the moment to conduct an informal review, a...
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