Question

Deena, a human resource professional, works for a U.S. company that is opening an office in Brazil. She is preparing a training program for the managers there to learn how to carry out performance management. What is a valid point Deena should cover in the training?

Answer 1

A valid point Deena should cover in the training is:

1. GOAL SETTING: Managers need to learn how to set the achievable goals especially when expanding into new markets.

Goal Setting should reflect work ethics in the new environment, employee's productivity and welfare, customer acquisition and retention, competitive advantage over existing companies in Brazil, etc.

Other Valid Points that should be covered are:

2. Progress Tracking:

Work environment differs from region to region, therefore there should be a difference in the work environments of U.S and Brazil. Managers should learn how to track the progress of the company in a new work environment.

3. Goal Review: Managers will learn how to consistently review goals and how far or near they are to achieving the organization's set goal.

4. Feedback: Managers will learn how to set successful measures in getting feedback from customers and employees. Feedbacks help the managers to know if goals are being achieved or not.

Step-by-step explanation:

Performance Management is a continuous process tool in achieving organization's goals and objectives.

Human Resources and Managers utilize this tool in monitoring organization's growth.

Performance management is the process of ensuring that organisation's goals and objectives are met in an effective way.

Answer 2

1. Managers should review employees' shortcomings before giving praise.

2. In delivering feedback, managers should meet Brazilian cultural standards for bowing and making eye contact.

3. Managers can expect that Brazilian employees want to know what they are doing right.

4. If growth slows, the company may have to update its performance plans more often.

5. If managers are concerned about bad karma, they do not have to give employees feedback.

Step-by-step explanation:

The human resource department plays an important role in designing and implementing performance appraisals. In fact, the HR team acts as a mediator between the functional heads or reviewing authorities and the employee. It is the human resource team's responsibility to ensure a smooth implementation of the appraisal process.

Performance Management process is a systematic process of managing and monitoring the employee's performance against their key performance parameters or goals. It is regarded as a process for driving the individual and organizational performance management. ... In short, it is termed as a continuous process in an organization.