绩效管理26.ppt

1、1,第十二課 Performance Management,2,緒論,績效管理是跨國企業管理最大的挑戰 績效管理必須去凝聚一致性但又不能忽略地方性差異 傳統的績效管理受到全球化的挑戰,3,績效管理的基本因素,圖4-1,MULTINATIONALS INTERNATIONALIZATION STRATEGIES AND GOALS,SUBSIDIARY GOALS,Job Analysis,Job Goals and Standards,Performance Appraisal,INDIVUDUAL (PCN, TCN, HCN),Basic Components of Performance

2、 Management,4,跨國企業績效管理,跨國企業對各地子公司有不同的期望，依據期望來評價子公司的績效表現是合理的 但是不能忽略系統中存在干擾因素 整體 v.s. 個體 無法比較的資料 環境的變化 時間和距離的分隔 不同的成熟度,5,Five Constraints of the Multinational Performance Management,1.Whole vs. Part 2.Noncomparable Data 3.Volatility of the International Environment 4.Separation by Time the important t

3、hing is how it is done but that it is done. In practice at PCI, the successful delivery of Instant Feedback requires some adjustment to local cultures. Americans use it because it fits the fast-paced way of doing business. In most Asian cultures, feedback may be touch and direct but is never given i

4、n public ; nor, in some Asian cultures, does head-nodding during Instant Feedback signify agreement, only that the message has been heard. Some Latins will argue very strongly if they do not agree with the feedback, and some employees, Indian nationals, for example, will insist on a great deal of sp

5、ecificity. The purpose of Instant Feedback is always to improve business performance, not to criticize cultural styles. Using this system, PCI tries to balance the cultural and administrative imperatives of successfully managing the performance of a diverse workforce.,41,個案 PCI,建立一個跨國的績效評量標準，這個評量制度受 到五個回饋機制的影響，能修正符合當地的需要。 Instant Feedback Coaching Ac