Zm Group Expatriates Performance Management

International companies as the vanguard in the tide of globalization, its in theprocess of internationalization management experience and lessons have beenaffecting the selection of internationalization of other enterprises. The most obvious isthe internationalization of human resources. According to the statistical dataaccording to indicate that, in2013foreign direct investment China a record high of$107840000000, a year-on-year growth of22.8%, two consecutive years among theworld’s three largest foreign investment in china. At the same time, investmentcountries covered area more widely. By the end of2013, China1.53thousands ofinvestors in the country (territory) set up outside the2.54million foreign directinvestment enterprises, located in184countries around the world (area), Chinesecumulative net foreign direct investment amounted to US$660480000000, rankingahead of two over the previous year, ranking eleventh in the world. Therefore,international human resource management has gradually become the hot issue ofglobal business. With the development of internationalization of enterprises, overseacompany staff also sent abroad, mainly by the composition of local staff and thirdcountry personnel, human resources management also becomes more and morecomplex. As the bridge of communication, the overseas dispatch is the key to theparent subsidiary company strategic performance goal can be smoothly completed.Therefore, the parent company according to the situational factors in differentcountries, such as politics, economy, science and technology, law, formulate a set toadapt its strategic goals, performance management system suitable for its structurecharacteristics, and take this as the overseas dispatch of promotion, salary reward,training and development as well as an important basis for the occupation careerplanning. It is more important to promote the realization of the strategic objectives ofthe company. Overseas dispatch not successful not only can cause great loss to thecompany, occupation planning and development but also is not conducive to theoverseas dispatch.This paper first introduces the overseas dispatch, cross-cultural management andmethods of performance management and other related theories, then introduces relevant content of overseas dispatch of performance management, then expounds theZM company sent some practice performance management in overseas, and hasdrawn the related conclusion. Finally, this paper summarizes the ZM company sentoverseas existing performance management problems, and put forward thecorresponding policy and suggestion.