Study On The Improvement Of Performance Appraisal To The Management Staffs In Seal BU Of Parker Hannifin (China) Corporation

Since the reform and opening up policy, more and more overseas companies have come to invest in China. After China's joining the WTO, China has attracted even more foreign enterprises with its cheap labor as a big advantage. Paul Krugman, the famous American economist who has won the Nobel Prize in economics, recently predicts that, by 2015, China will have an economic scale close to that of America, which is why foreign companies in China pay more and more attention in their business in China.These overseas companies have advanced management theory and they care much about efficiency and cost control. Scientific performance appraisal can help companies form their performance-orientated corporate culture to maintain the integral efficiency and performance and in this way fulfill the strategic goal of the company. But one thing overseas companies should realize is that they're in China which means they must adjust the appraisal as regards Chinese law, culture, customs and other aspects. This passage takes the example of the Chinese branch of the Parker Hannifin Corporation. It introduces the differences between its performance appraisal in China and that of the head office in America. Besides, it analyzes the reasons that cause these differences and reach a conclusion about the adjustments foreign companies have made towards the appraisal management in China using comprehensively the theories learned about performance appraisal.This essay is divided into five parts. The first part illustrates the background information of this study, the main content, the aim of the study as well as the practical significance of it. It also gives a general idea of the main content and an assessment in its practical value. The second part mainly involves the theories and approaches of performance appraisal, along with an overview of the essence of cross-cultural management and a more systematic introduction of the content of the theories and approaches.The third part mainly introduces the status quo and problems in the performance appraisa 1 of the sealing division in the Chinese branch of Parker Hannifin Corporation. The fourth par t mostly discusses how to improve this current appraisal system and the employee's feedbacks of the new appraisal system. The fifth part is the conclusion of the performance appraisal of sealing division of the Chinese branch of Parker Hannifin Corporation and the weaknesses in this study as well as the future prospects.This essay analyzes the construction of the staff-management performance appraisal through the study and references of the cases of this method of the foreign corporations in China using the existing theories. It also generalizes the adjustments and reconstructions in performance management during the Chinese localization of the foreign companies and provides experience and references to others.