Quantitative V Qualitative V Hrmt 600 Ucw Expatri

Quantitative V Qualitative V Hrmt 600 Ucw Expatri

Quantitative V Qualitative V Hrmt 600 Ucw Expatri

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A legitimate comment can be very broad or very specific and maybe a particular observation or reflection on any issue be it theoretical or practical or both. You may wish to zone in on one or many of the “8 Takeaways” from a journal article as listed below:

The ‘8 Takeaways’ in navigating a empirical journal article includes:

1.Who Are the Researchers / Writers

2.Purpose: What Are They Researching

3.Research Design/Methodology: How Are They Researching It . Quantitative V Qualitative V Hybrid/Mixed Methods

4.Literature: What Exiting Literature / Concepts / Ideas/ Frameworks are they building on

5.Findings/Results: What Are the Results or Findings of their Research

6.Research Limitations/ Implications: What are the Limitations of the Research ? What would you do different next time to strengthen the research and improve its ‘generalizability’.

7.Practical Implications/Relevance: How Relevant , Applicable and Practical is the Research to a Manager working in an organisation

8.Originality/Value: What is novel or original about their research – has it been done before or not ? If not how is it different, eg. Different sector

Expatriate performance management from MNEs of different national origins

(open access)

https://tinyurl.com/y6nyur8h

Peer Reply:

The research paper “Expatriate performance management from MNEs of different national origins” is analyzed and evaluated by Hsi-An Shih (Institute of International Business, National Cheng Kung University, Tainan, Taiwan), Yun-Hwa Chiang (Ming-Chuan University, Taipei, Taiwan), and In-Sook Kim (Institute of International Business, National Cheng Kung University, Tainan, Taiwan) in 2005. This case analysis is done to investigate the performance management of expatriates in different transnational organizations. The objective of the case study to examine how expatriate’s performance management is organized in various companies in distinct countries. The research is conducted in 5 different IT companies, namely, Applied Materials, Hitachi, Philips, Samsung, and Winbond.The researchers use a quantitative method of research to fulfill the purpose of the study. They conducted an interview in which they randomly choose 31 employees and five human resources managers from given five corporations. The authors asked questions to expatriates regarding the performance management system of their company, and the response of employees was recorded on the tape. Moreover, the results of research depicted that the goals of the MNEs in all companies were set by managers of the host country, which is beneficial for expatriates to improve their performance respecting to goal setting. At the same time, there is no clear link between the performance of employees and career development in all given companies. In Philips, Winbond, Samsung, and Hitachi, employees got compensation according to their account in the company. While in AMT, expatriates got benefits according to their level in the company’s management system.This case study depicted that performance management is an essential function of the MNEs. The authors state that every international company has a unique organizational system and administration to improve the performance of international assignees. There was a link between performance management and training and development in these organizations. The performance of expatriates can enhance by providing training and feedback to them regarding their current standing in the company. Furthermore, researchers revealed that Hitachi differed from other companies respecting to giving feedback and appraisal. Therefore, the case study of these five companies shows different methods for improving the performance of international assignees and managers. These companies set various examples to enhance the training and feedback system in multinational corporations to take competitive advantage internationally. Overall, this case analysis provides the importance of performance management in international human resources. Therefore, this research paper is knowledgeable and informative for management students and managers of transnational corporations to enhance their knowledge related to global performance management of expatriates.