Aluno: Feiya Su
Resumo
It is crucial to understand the factors that could alter how human resources are handled because this issue has emerged as one of the most pressing on the global stage. Businesses and organisations have been growing their global markets for decades, starting at the turn of the century. In light of this, worldwide human resource management was developed with the goal of luring talent, controlling turnover and individual careers, establishing an effective welfare system, and ultimately establishing a positive brand and reputation. Performance evaluation is a crucial step in the process of achieving it. The purpose of this dissertation is to examine the connection between culture and performance evaluation. As culture is a very vast concept, Hofstede’s cultural dimension model was utilised to divide culture into 6 aspects, and we chose Individualism/Collectivism and Power Distance Index from them as the main subjects of research. In the research, questionnaire and interview are used as methods to collect data. By doing so, the research can add more empirical contents to the study field.
The poll revealed two common cultural types: individualistic, low-power distant culture and collectivistic, high-power distant culture. The results of the questionnaire and the interviews, however, revealed that these two categories of cultures share several characteristics. Globalization, which brought the cultures closer together, would be the mediator in this situation. Due to the research target's policy, there were sadly not many responses to this study. As a result, the results' dependability is lower than anticipated. As a result of our research and literature review, we were able to develop two models for the first and second halves of a comprehensive study on the same subject to help future researches. We concluded by advising future researchers to explore this topic in greater detail and to put more time and effort into gathering reliable data.
Trabalho final de Mestrado