ASSIGNMENT# 2

Expatriate Performance Appraisal

Management: The Use Of A 360-Degree
Feedback At Nokia Telecommunications

SP16-BBA-038
 Expatriate Performance Appraisal
Management
Nokia is one of the renowned and successful organization. they are using the best people policy by
focusing on their value proposition which is divided into four element which are used to motivate the
employees. The Nokia values and ways, performance based rewards, professional and personnel growth
and Work life balance are the key elements that promote the trust and satisfaction among the employee
and wellbeing at work.

Performance Evaluation:
Employees evaluation is very important for the success of any organization. It is very for the
evaluation to be fair and just. The employee assessment plays a vital role in both his and
organizational performance. Employees are running blood of any organization. So their
evaluation help in improving their performance by training and by working on their weaknesses.
The performance evaluation of expatriates is not an easy task and require a lot of attention.
Following five expatriates groups are working in Nokia:

 Top managers
 Middle Managers
 Business Establishers
 Customer Project Employees
 R&D project personnel

The performance of top level managers are managed by the supervisors in the other country,
mostly in the headquarters. This leads to lack of communication at the time of consultation.
The evaluation of the performance also become biased. While the middle level managers are
assigned the co-related supervisors in their host country but the link between their
performance evaluation and goals is unclear.
Business Establisher Expatriates are responsible for the profit and loss of the business in the
host country and has a very critical role as compare to other. The linkage between the focused
performance goals and frequent objective is also not clear. Customer project Expatriates are
given the assignment of working on rigorous projects for current customers that could last
anywhere from a few months to several years. The employee in this role has to compete three
projects phase i.e. network planning and implementation and operation and maintenance.
research and development (R&D) project expatriates is that the R&D employees are physically
proximal to their managers. As a result, there is ongoing feedback regarding R&D projects and
daily performance management tasks are easier to complete. There is less contact with the
customer so this make the assignments to be well planned and executed.

Challenges faced by Nokia:

 The challenge which the Nokia management face is that there is inconsistency
between the Performance Management Areas of the organizations. They are not connected
with one another. All five groups have their own objectives, training and development, goals
and performance evaluation and performance related pays. The second issue is Nokia thinks
that all its expatriates are well trained and competent enough to perform assignments. Their
project managers failed to recognize that many expatriates lack different level of knowledge and
motivation that the projects require for the success.
The other issue is how goals should be set and by who and how and who should conduct the
evaluation. Is the expatriate trained or required some training according to the host country.
These unawareness effect the organization performance and success.

Alternatives to Enhance Performance:

In order for Nokia to improve employee performance, it is essential for the expatriate
cultural training to be tailored according to each country’s culture and even subcultures . More
attention has to be given not only to the design and content of the expatriate training, but also
the neglected evaluation of this training and the development of interpersonal and
management skills, as well as efficacy building and leadership effectiveness.

360 DEGREE FEEDBACK SYSTEM

360 Degree feedback is the multi-source that allow managers various ratings from a variety of
source including peers, managers and sometimes customers. It measures the perceptions across
six dimensions or scales: technical competence, management skills, interpersonal skills,
confidence/efficacy, leadership effectiveness and cultural fit. 360 Degree Feedback enhanced
self-awareness and improve managerial effectiveness by providing individuals with another
source of outside information regarding what others expect of him. In 360 Degree Feedback a
questionnaire is conducted regarding the performance evaluation of the managers from the
employees or ones he is dealing with. The expatriate may be allowed to choose who fills out the
questionnaire, with emphasis on giving them to those who can provide them with the most
accurate, useful information regarding the six dimensions. the 360-degree name implies, the
EMEQs( are given to the boss, two or more peers, three or more direct reports and even
customers, if appropriate. The results of EMEQs should be positively communicated by using
spider diagrams or summary tables.

Implications
In my views Nokia should use the 360 Degree Feedback for better performance evaluation.
Nokia being a multinational corporation faces problem regarding the expatriate performance
evaluation so 360 Degree Feedback can help the Nokia to overcome its issues in following way:
 As the Top Managers Expatriates are evaluate by the supervisors sitting in the home
country this leads to the biased results as the supervisor is not aware of the situations
the managers is dealing with. So 360 degree feedback here plays a role by sharing a
result that is from those you deals with the managers and make the evaluation fair and
unbiased.
 The issue at Nokia is managers thinks that expatriates knows their task and have
knowledge but in reality the expatriates lack it. So 360 degree helps the managers to
know the core competencies of the employees and the scales used in helps to find out
the areas where the employees are lacking
 The 360 degree feedback provide clear picture of the employees technical, managerial
skills, interpersonal skills, leadership effectiveness, confidence and cultural fits. This
helps the evaluator to evaluate the expatriate performance.
 The others perception about the employee helps him to learn more about his weakness
and the gap between his and others perceptions help him to evaluate himself.
 When the results of 360 degree feedback are discussed with the employees and their
strength and weaknesses are communicated this create a sense of loyalty among
employees. They become motivated and loyal towards the organization when the
performance evaluation is just.
 The 360 degree feedback elements such as confidentiality, communication, accuracy
and communication of results make it on of the best appraising techniques of all times.
This create a sense of loyalty in the organization and the understanding among the
employees, peers and managers.
 Using this technique, Nokia will be able to understand what part of their expatriate
manager training programs are helping their employees and which ones need to be
improved.