Question

A human resource manager has been assigned to evaluate an expatriate in Bolivia. The manager is located in France. The performance evaluation is typically conducted annually for host-country nationals but will need to change to more frequent informal check-ins to address unique situations for the expatriate. What is this an example of?

a. polycentric approach
b. performance appraisal
c. geocentric approach
d. ethnocentric approach

Answer 1

The shift from annual evaluations to informal check-ins for an expatriate is an example of adapting b. performance appraisal processes to accommodate different working contexts and cultures, reflecting a commitment to effective employee management and support.

Step-by-step explanation:

The situation described is an example of a performance appraisal adjustment to suit the unique circumstances of an expatriate employee. Performance appraisals are used within organizations to assess and enhance employee job performance, as well as to foster development and training where needed. The shift from an annual performance evaluation to more frequent informal check-ins for the expatriate reflects the need to adapt evaluation methods to different cultural, geographical, and work context settings.

This allows for effective management of performance across diverse locations and situations, ensuring that the employees' progress and welfare are consistently monitored and supported. Adapting performance appraisal systems takes into consideration an organization's culture, which encompasses collective values and the interaction of individuals within it.