International Human Resource Unit 5 Assessment 2 Essays

International Human Resource Unit 5 Assessment2 Essays Of 200 Words Ea

Briefly describe the three general types of goals used as the basis for performance criteria?

When a repatriate returns to the home office, what kind of challenges does he or she face? What kind of position awaits the returning employee? References Dowling, P. J., Festing, M., & Engle, A. (2013). International human resource management (6th ed.). Boston, MA: Cengage.

Paper For Above instruction

Essay 1: The Three Types of Goals in Performance Criteria

Performance criteria are essential for assessing employee effectiveness and aligning individual goals with organizational objectives. The three general types of goals commonly used as the basis for performance evaluation include outcome goals, behavioral goals, and developmental goals. Outcome goals focus on specific results or achievements that an employee is expected to accomplish within a set timeframe, such as sales targets or project completion. They emphasize tangible results and allow for clear measurement of success (Dowling, Festing, & Engle, 2013). Behavioral goals, on the other hand, concentrate on the actions, attitudes, and competencies demonstrated by an employee, like teamwork, communication, and adaptability; these are crucial for assessing how work is performed. Lastly, developmental goals aim at fostering personal growth and skill enhancement, encouraging employees to acquire new knowledge, certifications, or competencies that contribute to their long-term career progression. Combining these three goal types provides a comprehensive framework for performance appraisal, ensuring both results and behaviors are aligned with organizational expectations. Incorporating a variety of goal types supports a balanced evaluation of employee contributions, promoting motivation and continuous improvement (Armstrong, 2014).

Essay 2: Challenges Faced by Repatriates and Their Future Positions

Repatriates returning to their home country after an international assignment often encounter several challenges, including cultural readjustment, reverse culture shock, and integration into the domestic work environment. Cultural readjustment can be difficult as individuals reconcile their new perspectives with their former norms, leading to feelings of disconnection or frustration. Reverse culture shock manifests when expatriates struggle to readapt to their home culture, which may have evolved during their absence. Additionally, they may face challenges in reintegration within the organization, such as misalignment of roles or lack of recognition for the skills acquired abroad (Dowling et al., 2013). Regarding their future position, repatriates are often expected to take on roles that leverage their international experience, such as managerial or strategic positions, with the aim of utilizing their global insights to benefit the organization. Companies increasingly recognize the value of repatriates' international exposure and seek to assign them to leadership roles to foster global strategy development. Proper support during repatriation, including counseling and career planning, is essential to ensure successful reintegration and retention of skilled expatriates.

References

• Armstrong, M. (2014). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Dowling, P. J., Festing, M., & Engle, A. (2013). International human resource management (6th ed.). Boston, MA: Cengage.