I disagree that culture does not have any impact on the performance appraisal in terms of human Resource Management. The performance appraisal activities are often conducted keeping in mind the guidelines and cultural norms of the country.
Performance appraisal can be understood as the regular review of the performance of the employees and how much they contribute in the organisation’s success. It can be done annually or semi-annually which depends on company to company. The differences in cultures matters when the organisation reviews the performance of the company (Ramanan, 2018).
With the advent of globalisation, it has become a challenge for the organisation to manage performance appraisal process for the people who belongs to different cultures and values. In some of the countries, the performance appraisal is time oriented like in US, Germany and Israel. Here, working hours are the base for performance appraisal. In some countries, the performance appraisal is guided by communication where the superiors informally discusses the performances with the employees and then takes necessary action (Karyeija, 2012).
In the countries like China and Russia, family values and background are the main basis for measuring performance of an individual while in US, it is mainly driven by achievement and goal setting. There are some countries like Hong Kong who are moving from the values oriented performance appraisal system to the achievement oriented performance appraisal system (Ramanan, 2018).
Thus, it clearly shows that culture have a huge impact on the business operations and it also brings a difference in the performance appraisal systems in the business organisations.
Karyeija, G. K. (2012). The impact of culture on performance appraisal reforms in Africa: The case of Uganda’s civil service. Asian Social Science, 8(4), 159.
Ramanan, R. (2018). Cultural differences in managing performance. People matters. Retrieved from https://www.peoplematters.in/article/culture/cultural-differences-managing-performance-11102.