Cultural Perspectives & HRM's Performance Appraisal Impact

This discussion board post examines the influence of cultural perspectives on Human Resource Management (HRM), specifically concerning performance appraisals. Several students share their views, emphasizing that cultural differences significantly impact the effectiveness and fairness of performance appraisal processes in global business operations. They discuss how cultural norms, values, and dimensions (such as Hofstede's dimensions) affect feedback delivery, employee motivation, and overall HRM strategies. The responses also highlight the importance of considering cultural factors when rewarding employees and managing diverse teams in multinational organizations. The discussion underscores that successful global HRM requires adapting practices to align with the cultural values of both the home and host countries.

Running head: INDIVIDUAL RESPONSE
Individual response
Name of the student
Name of the university
Author note

1INDIVIDUAL RESPONSE
Response 1: Jana Coltart
You have written a great post with covering all the major points.
It is truly stated by you that cultural aspects and differences are the major determining factors in
the performance appraisal and human resource management. It is much important to consider the
cultural factors in initiating the effective strategies of human resource management. This is due
to the reason that in the process of performance appraisal, generation of the feedback and opinion
from the side of the employees will be affected by the differences in cultural aspects (Dusterhoff,
Cunningham & Mac-Gregor, 2014). Approach and mentality of the employees from one cultural
group will be different from another and thus human resource management strategies can only be
effective when these cultural differences can be considered.
However, it should also be considered that in the case of the performance appraisal, not only the
cultural differences between the internal stakeholders are important but also the difference
between the home and host country. This is due to the reason that cultural differences are more
evident between the home and host countries. Thus, the factor of globalization is much relevant
in the current approaches of human resource management (Bauer, Matzler & Wolf, 2016).
Furthermore the opinion given by you regarding the impact of cultural differences on rewarding
the employees is also viable and relevant. This is important in the recent time due to the reason
reward techniques are having different approaches. Thus, cultural differences are important to
determine in initiating the particular reward approach for the employees.
Response 2: Chanda Kearney
It is good to see that different cultural dimensions of Hofstede are being used to determine the
importance of cultural aspects in contemporary human resource management. This is due to the

2INDIVIDUAL RESPONSE
reason that Hofstede’s cultural dimensions are one of the most effective forms of identifying the
cultural aspects in the organizational management (Dartey-Baah, 2013). In addition, the
discussion of the cultural impact on the global organization is also evident in the recent time due
to the reason that majority of the contemporary business organizations are now having their
operation in different countries. Thus, the employees also belong from different societies and
cultural groups.
However, it should also be considered that there are number of countries, which are having same
sort of cultural and social factors. Thus, operating in these countries will have more benefits for
the organizations in terms of the cultural aspects (Perlmutter, 2017). It can also be concluded that
operating in different countries and regions will not only have challenges for them but also have
some sort of opportunities.
You have evaluated the different elements of cultural dimensions from the perspective of
performance appraisal such as impact of power distance on effective process of performance
appraisals. This is beneficial and relevant in the current business scenario due to the reason that
performance appraisal is one of the most intensive and personalized element of the human
resource management. Therefore, the more will be the cultural differences, the more difficult will
be to initiate the process of performance appraisal.

3INDIVIDUAL RESPONSE
Reference
Bauer, F., Matzler, K., & Wolf, S. (2016). M&A and innovation: The role of integration and
cultural differences—A central European targets perspective. International Business
Review, 25(1), 76-86.
Dartey-Baah, K. (2013). The cultural approach to the management of the international human
resource: An analysis of Hofstede’s cultural dimensions. International Journal of
Business Administration, 4(2), 39.
Dusterhoff, C., Cunningham, J. B., & MacGregor, J. N. (2014). The effects of performance
rating, leader–member exchange, perceived utility, and organizational justice on
performance appraisal satisfaction: Applying a moral judgment perspective. Journal of
business ethics, 119(2), 265-273.
Perlmutter, H. V. (2017). The tortuous evolution of the multinational corporation.
In International Business (pp. 117-126). Routledge.