ACKNOWLEDGEMENTS
This dissertation helped me have a deeper thought and systematic reflection to achieve
my academic and professional career. I am grateful to all those who helped me to land the
achievement. First and foremost, I am grateful to my family, especially my father and
mother. Their motivation, guidance and sacrifice have started decades ago before the start
of mu dissertation. Without them I would not have started my MBA journey. Their love,
care and kindness helped me through the journey of gaining the MBA degree. And, I also
want to mention my lovely girlfriend, whose love and sacrifice offered me the motivation
and support to maintain my focus on the writing of dissertation throughout the last couple
of months.
I am very grateful to my advisor, Mrs. Juan Du, for her guidance and support during the
writing of my dissertation. I am grateful to her guidance, direction, patience and a high
level of academic professionalism which were demonstrated during the whole process.
With her help, I overcame the difficulties and gained a lot of valuable lesson learnt. The
most important of all is I did enjoy the whole process of the writing.
I am thankful for the colleagues of mine, Mr. Wang, Mr. Lu and Mr. Xu, for the valuable
experience and viewpoints shared, which throw a lot of lights on the idea of my
dissertation.
Sept. 20, 2013
Abstract
The goal of the thesis is to introducing a new concept of performance
management of the multinational companies of the day, which put more and
more to create a effectively and systematic way to motivate the performance of
an organization by motivating the most important contributors called talents.
With the rapid development of the world’s business, organizations have
been faced with challenges like never before. Increasing competition from
businesses across the world has meant that all businesses must be much more
careful about the choice of strategies to remain competitive. Everyone (and
everything) in the organization must be doing what they&39;re supposed to be
doing to ensure strategies are implemented effectively, more and more
companies realize the traditional performance management system with the
single purpose to review the performance is far from meeting the expectation
of the management. The even more challenging post-tech boom business
environment, however, made those companies and organizations realize the a
drastic change should be made to the concept of the novel performance
management system in order to transcend the its purpose at the beginning to
both better motivate the people for the organization.
We will proceed to portray and analyze the performance management
system in a multinational company such as the ABB China to review the
process by introducing its performance setting philosophy and execution
methodology in order to maintain a healthy and stable performance of
individual, which leads to the competitiveness of the organization in the
increasingly expending China’s labor market.
Of course, based on the 20/ 80 theory, we focus on the mechanism of
talent identification, which set the talent definition for the organization,
recognize them within a huge organization and cultivate an entrepreneurial
culture to better execute its people strategy continuously.
Keywords: Performance mgmt.; talent identification; culture; people strategy