《外派人员的绩效管理》-毕业论文（设计）.doc

精品 湖南文理学院芙蓉学院 本科生毕业论文 题 目 Performance Management of Expatriates 外派人员的绩效管理 学生姓名 ＿ ＿＿＿＿＿ 学 号 ＿＿ ＿＿＿ 专业班级 ＿＿ ＿＿ 指导老师 ＿＿ ＿ 完成时间： THE PERFORMANCE MANAGEMENT OF EXPATRIATES THESIS Submitted in partial fulfillment the requirements for The degree of Bachelor of Arts In Hunan Univeristy of Arts and Science By Supervisor: Performance Management of Expatriates Chapter 1 Expatriate performance management of the overview 1.1Expatriate Definition 1.2 Significance of expatriate performance management 1.3 the factors of Influence expatriate performance management Chapter 2 Performance Management of Expatriates types and development 2.1Performance Management of Expatriates type Balanced Scorecard 2.1.1Balanced Scorecard?Basics 2.1.2The Balanced Scorecard Methodology 2.1.3The use of Balanced Scorecard in multinational companies 2.2 Training and Development 2.3 Goal Setting Chapter3 With examples of the performance management of transnational corporations 3.1 Philips Electronics Industries Ltd 3.2 Winbond Electronics Corporation China Chapter 1 Expatriate performance management of the overview 1.1Expatriate Definition An expatriate is different than an immigrant in that most expatriates do not plan on residing in their new country permanently, and if they do, they plan on retaining their native citizenship for practical purposes. Immigrants, by contrast, usually plan on residing permanently in a new country and acquiring permanent citizenship there. The word expatriate comes from the Latin ex meaning “out of”, and patria meaning “country”. Expatriates are sometimes looked at negatively, both by citizens of their native country and by citizens of the country in which they have chosen to dwell. Some people refer to expatriates who leave their native country as expatriots, indicating that they have a reduced sense of patriotism reflected in their desire to leave their homeland. Some groups in popular expatriate destinations