The purpose of this project is to allow you the opportunity to develop a new or improved performance assessment system for an organization that you select. You will present your project in class on the last night that we meet, April 23rd. You can provide a plan for a current employer or one that you have learned about through your internet research. As part of your class project, you will want to present a formal report that contains the following components:
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CLASS PROJECT
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1) An overview of the goals of your plan in relation to the mission, management philosophy, and values of the organization.
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2) A summary of some of the problems that appear to be associated with the current program and an action plan for addressing these limitations.
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3) New Performance Appraisal forms for at least two groupings of employees (e.g., Hourly and Exempt employees) and administrative and user guidelines.
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a) Instructions to supervisors and employees in completing the forms.
b) Definitions of the factors, ratings and behavioral dimensions of your forms.
c) Tips for Conducting Effective Performance Interviews.
d) Tips for developing performance goals and objectives.
e) Tips for documenting performance problems and disciplinary actions.
Be sure to maintain a checklist so that you can assure that your class project contains all of the components that have been referenced above.

performance management
As a global HR specialist, what are the cross-cultural challenges you may face in attempting to use HR best practice as a performance intervention in a multinational context? Critically evaluate this question by drawing from the appropriate academic literatures to justify relevance and effectiveness of the HRM/OB tools under consideration.
Consider the following frame of reference
• Introduction (200 to 300 words)
The theoretical and changing HRM landscape – e.g., the move from Personnel Management to HRM/SHRM, models of HRM e.g., Soft/Hard, Best Fit, RBV and HR Best Practices.

• Performance management
Significance of HR best practices and organisational behaviour (OB) tools in assisting managers coping with cross-cultural challenges/dynamics within a MNC. Consider of the following HR best practices in Performance Management (what is the performance management? ,why the organisation use the performance management? and how to use performance management ex 360 feedback and BSC balance scorecard and when thy use that ex monthly or quarterly?)
• Assumptions underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments.

The influence of culture vis-a-vis the ‘enactment’ of HR best practices and the attendant OB theoretical tools in the management of individuals and the organisation – tease out the complexities, cultural tensions and mitigation associated with implementation of HR best practice in a MNC.

Conclusion 300 words

performance management
As a global HR specialist, what are the cross-cultural challenges you may face in attempting to use HR best practice as a performance intervention in a multinational context? Critically evaluate this question by drawing from the appropriate academic literatures to justify relevance and effectiveness of the HRM/OB tools under consideration.
Consider the following frame of reference
• Introduction (200 to 300 words)
The theoretical and changing HRM landscape – e.g., the move from Personnel Management to HRM/SHRM, models of HRM e.g., Soft/Hard, Best Fit, RBV and HR Best Practices.

• Performance management
Significance of HR best practices and organisational behaviour (OB) tools in assisting managers coping with cross-cultural challenges/dynamics within a MNC. Consider of the following HR best practices in Performance Management (what is the performance management? ,why the organisation use the performance management? and how to use performance management ex 360 feedback and BSC balance scorecard and when thy use that ex monthly or quarterly?)
• Assumptions underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments.

The influence of culture vis-a-vis the ‘enactment’ of HR best practices and the attendant OB theoretical tools in the management of individuals and the organisation – tease out the complexities, cultural tensions and mitigation associated with implementation of HR best practice in a MNC.

Conclusion 300 words