10. The Global Market Leaders (Multinational Companies-MNCS)

 

10.1 What is a Multinational company?

Facilities and other assets are located in at least one country outside of the country of origin for a multinational corporation (MNC).A multinational corporation often maintains offices and/or factories across national borders in addition to a centralised head office where global management is centralised.

These developed nations the United States, Japan, and the main economic powers of Western Europe have well-developed financial markets and infrastructures that support the operations and possible prosperity of multinational corporations (MNCs). USA is home to a large number of MNCs. numerous of these businesses are listed in the Fortune Global 500.

Many MNCs have operations in China, which has had one of the fastest-growing economies in the world in recent decades. Furthermore, the headquarters of numerous expanding multinational corporations are located in China. Big Chinese MNCs include Lenovo, Haier, and Huawei Technologies.(Cheung, 2020)

The most well-known multinational corporations in the world include Amazon, Toyota, Google, Apple, Zara, Starbucks, McDonald's, and others.

10.2 Types of multinational companies

Multinational corporations are classified into four categories: transnational enterprises, international companies, global centralised corporations, and decentralised multinational corporations.

Figure 01

Type of Multinational Companies

Source studySmarter UK .(n.d)

10.2.1 Decentralised multinational corporations

Multinational companies that are decentralised are well-established in their native nation. "Decentralisation" refers to the absence of a central office. The head office and each office may run independently of one another. Multinational companies with decentralised operations can grow quickly because new organisations can be established across the country with ease.

McDonald’s is a multinational company with a decentralised structure. Despite operating in more than 100 countries, the fast-food chain, Burger King, is most prevalent in the United States, where it has approximately 18,322 locations as of 2021. Every McDonald's restaurant is independently operated, and it is able to modify its offerings and advertising tactics to draw in local clients. Consequently, distinct McDonald's locations offer a diverse range of menu options. With no additional expense to the corporate office, new restaurants can be swiftly established anywhere in the world thanks to the franchising business model.

10.2.2 Global centralised corporations

Globally centralised businesses maintain a central office for administration back home. To save time and money on production while utilizing local resources, they might outsource their work to developing nations.

Apple, for instance, is a multinational, centralised company that uses nations like China, Taiwan, Korea, and Mongolia to produce iPhone components.

10.2.3 International companies

International companies make use of the parent company's resources to create new features or products that will give them an advantage over competitors in regional markets.

To draw in local consumers, each Coca-Cola location is free to create unique product designs and marketing strategies.

With branches across multiple nations, transnational corporations have a decentralised organisation. The overseas branches are largely under the parent company's control.

10.2.4 Transnational enterprises

One multinational company with a decentralised organisation is Nestle. Major decisions are made by headquarters, but every subordinate has considerable autonomy over how it runs its day-to-day business. Nestle has a long history of demonstrating its ability to adapt to changing business environments without compromising its core values, as evidenced by its rise from a small village operation to a global leader in food manufacturing

10.3 Main Features of Multi-National Companies

These are the primary characteristics of multinational corporations:

High volume of sales: MNCs bring in considerable annual revenue thanks to their global customer base. In 2021, for instance, Amazon's global sales totalled $127.79 billion.3. In 2020, Coca-Cola's net operating revenues reached $33.01 billion.4 In 2021, McDonald's reported $23.2 billion in revenue worldwide.5.

Unity of control: To oversee all business operations worldwide, multinational corporations frequently have their headquarters in their home nation. Even though each foreign branch operates independently, they all have to adhere to the parent company's general guidelines.

Economic power: Because of their massive size and turnover, multinational corporations have a significant amount of economic power. By establishing subsidiaries or purchasing companies abroad, they increase their power.

Aggressive marketing: International corporations heavily invest in domestic and international advertising. This raises awareness throughout the world and gives them access to a wide range of goods and services.

Superior product: Multinational corporations are well-known throughout the world. Multinational corporations must continue to provide superior goods and services if they want to preserve their reputation.

10.4 Advantages and Disadvantages of Multinational companies

10.5 Threats of multinational companies

The following are some difficulties that multinational corporations operate in their host nations:

Figure 02

Threats by Multinational Companies

Source studySmarter UK .(n.d)

Monopoly power

Multinational corporations can easily take the lead in the market thanks to their large market share and turnover. A lot of multinational corporations (MNCs) pledge to promote healthy competition; however, some may misuse their monopoly power to force out smaller companies or keep in new ones. Sometimes, operating other businesses is made more difficult by the existence of multinational corporations.

Independence loss

Due to their substantial market power, multinational corporations are able to influence the rules and legislation of their host nations. For instance, some developing nation governments might not raise the minimum wage out of concern that the multinational corporation would relocate to a less expensive economy due to the increased labour costs.

Resource exploitation

The exploitation of local resources is a drawback of outsourcing for multinational corporations. These comprise labour and capital resources in addition to natural resources.

Advanced technology

Multinational corporations may use technology that is too advanced for the nation they are located in. The new machine or system may be difficult for local staff to operate if they are not properly trained. In other situations, local jobs may be replaced by new technology.

Conclusion

The multinational corporation has a significant impact on global trade patterns and factor movements. A company that operates internationally yet has its headquarters in one nation is known as a multinational corporation.Multiplex corporations are growing for a variety of reasons. First, trade restrictions, perish ability, or the requirement to create a product specifically for the local market may make exporting a less desirable option. Buying stock in a company or lending money to it seems like a simple way to invest.This blog explained about the Type of Multinational companies ,features ,Advantages,disadvantages and treats of Multinational companies.

References

Cheung, B. (2020). What countries are most multinational corporations based in? [online] Investopedia. Available at: https://www.investopedia.com/ask/answers/021715/why-are-most-multinational-corporations-either-us-europe-or-japan.asp.

Google.com. (2023). Redirect Notice. [online] Available at: https://www.google.com/url?sa=i&url=https%3A%2F%2Fslideplayer.com%2Fslide%2F13535329%2F&psig=AOvVaw2vLcsXQmML1ZNGX4mS74vd&ust=1702965757380000&source=images&cd=vfe&opi=89978449&ved=0CBIQjRxqFwoTCJjom42omIMDFQAAAAAdAAAAABAR  [Accessed 18 Dec. 2023]. 

Google.com. (2023). Redirect Notice. [online] Available at: https://www.google.com/url?sa=i&url=https%3A%2F%2Fwww.pinterest.com%2Fpin%2F651614639825865732%2F&psig=AOvVaw2vLcsXQmML1ZNGX4mS74vd&ust=1702965757380000&source=images&cd=vfe&opi=89978449&ved=0CBIQjRxqFwoTCJjom42omIMDFQAAAAAdAAAAABAb  [Accessed 18 Dec. 2023].

StudySmarter UK. (n.d.). Multinational Company: Meaning, Types & Challenges. [online] Available at: https://www.studysmarter.co.uk/explanations/business-studies/influences-on-business/multinational-company/.

www.youtube.com. (n.d.). Advantages and Disadvantages of Multinational companies. [online] Available at: https://www.youtube.com/watch?v=xC7DGaVwh0E  [Accessed 18 Dec. 2023].

www.youtube.com. (n.d.). What is a Multinational Corporation? [online] Available at: https://www.youtube.com/watch?v=OGg9K1wymWk  [Accessed 10 Oct. 2022].

9.The idea of globalisation, its advantages and disadvantages, and how it affects human resource management

 

9.1. What is Globalisation?

The term "Globalisation" refers to the increasing interconnections of the world's economies, cultures, and populations, which is a result of technology, cross-border trade in products and services, investment flows, and information and people movements.(Kolb, 2018)

9.2. History of Globalisation 

9.3 Types of Globalisation

Globalisation has affected numerous countries in various ways. Because the phenomenon is so widespread and intricately entwined with people's lives, both advantages and disadvantages are frequently disregarded.

The following list is a list of the significant types of globalisation:

1. Economic globalisation
2. Social globalisation
3. Cultural globalisation
4. Political globalisation
5. Environmental globalisation
6. Technological globalisation
7. Financial globalisation
8. Geographical globalisation

9.3.1 Economic globalisation

Globalisation of the economy unites conservative, liberal, and hybrid economies into a single market, impacting jobs in Europe and Asia and influencing each other. It influences the performance of the stock market and permits businesses to engage freely, establishing infrastructure abroad. Variations in market performance and financial news are made possible by this connection.

The advantages of globalising the economy

• ·         Employees in countries that are developing have more opportunities
• ·         An increase in per capital consumption
• ·         Better goods at more affordable costs
• ·         An increase in income
• ·         More choices for low-skilled labourers

 9.3.2 Social globalisation

The term "social globalisation" describes how traditional regionalistic communities are becoming more integrated as a result of the integration of societies across the globe. Given that the pandemic spread from one nation to several societies, it is a noteworthy illustration of this interconnection. Social networks facilitate the exchange of ideas and long-distance connections by connecting users with like-minded people around the globe. The globe is now more connected and inclusive as a result of this.

Advantages of global socialisation

• ·         Greater exposure to a wider range of cultures and ways of life
• ·         Building a diversified workforce
• ·         Employee unionisation opens a discussion on a number of global issues.

9.3.3. Political globalisation

The term "political globalisation" describes the persistence and knock-on effects of international political ties. Another illustration of this kind of globalisation is the establishment of international organisations like the UN, NATO, and WTO, which discuss and control global politics and trade. International agreements and regulations that protect the rights and interests of smaller countries were made possible by globalisation as well. The main force behind modern globalisation is business. Thus, shady businesses with entrenched interests are a common occurrence in weaker nations endowed with abundant natural resources. International bodies thus provide protection for these nations.

Political globalisation's advantages

• ·         The establishment of a single society
• ·         Establishment of global institutions
• ·         Healthy international rivalry for socioeconomic development
• ·         An collective effort to solve common problems
•        The dispersal of the national government

9.3.4 Technological globalisation

Globalisation is now automated due to the rapid growth of technology. Technology has an impact on data management, supply chain, talent acquisition, marketing, and business.Globalisation has been both a cause and an effect of technology. Globalisation has accelerated thanks to technologies like the internet, cloud computing, and high-speed mobility. This kind of globalisation, though, can be considered an afterthought. Rapid advances in economic and political globalisation have accelerated the spread of information. The globalisation of the economy has reduced the cost of obtaining resources for the research and development of new technologies.

 Advantages of globalisation in technology

• ·         Expansion of tech-related small businesses and startups
• ·         Both local and international mobile banking
• ·         Automation
• ·         An increase in income
• ·         More chances for workers without formal training

9.3.5 Environmental globalisation

In simple terms, environmental globalisation is the result of all the consequences from previous types of globalisation. Without a doubt, the environment has been damaged by the acceleration of development caused by globalisation.  Our per capital consumption rises as a result of globalisation. Natural resources are heavily strained as a result, negatively affecting the ecological cycle. Despite being a component of globalisation, industrialisation has led to the release of toxic chemicals into the atmosphere that have a negative impact on the climate. In an effort to reduce their carbon emissions, nations from all over the world have gathered to sign climate accords like the Paris Climate Agreement and the Kyoto Protocol.

9.3.6 Geographical globalisation

The set of dynamics (economic, social, cultural, technological, and institutional) that influence how people interact with each other and with societies around the world is known as globalisation in geography. It is an ongoing procedure that increases flows and exchanges between various regions of the world. Geographic globalisation is the term used to describe the dynamic new global hierarchy and structure of various locations. Furthermore, travel limitations are minimal due to the ease and affordability of transportation and aviation, with the exception of a few nations that require a visa

9.3.7 Cultural globalisation

Cultural globalisation is the term used to describe the interpenetration of cultures, which leads to countries adopting the values, customs, and beliefs of other countries and losing their own distinct cultures in flavor of a single, globalised supra-culture;

9.3.8 Financial globalisation

The development of a worldwide financial system characterised by cross-border financial and monetary transactions is associated with financial globalisation. For example, stock markets provide as an excellent illustration of how interconnected the world's economies are, as any drop in one market has a knock-on effect on other markets and the overall economy.

9.4 Globalisation's Impact on HR Management

The study of HRM has been profoundly impacted by globalisation. The growing diversity of the workforce is one of the main ways that globalisation has affected HRM,.HR professionals need to be ready to oversee and assist a staff that is multilingual and culturally diverse as businesses grow internationally and access a wider range of talent. Because of this, HR practitioners must be highly sensitive to cultural variances and capable of modifying HR procedures to suit the requirements of a varied workforce.

Globalisation has also brought about changes in the job of HR personnel. HR professionals need to be strategic thinkers who can assist companies in navigating the intricacies of a global business environment as they grow into new markets and face new problems. Strategic thinking is developed by professionals with the aid of a critical thinking writing service. Employees will find it easier to access new marketplaces as a result. This entails creating and putting into effect HR policies and procedures that are in line with the business's international activities, in addition to handling cross-cultural dialogue and handling conflict.

Globalisation has resulted in a shift in the function of HRM and an increase in diversity. It has also brought about the standardisation of HR procedures. Businesses frequently implement HR procedures that align with their foreign operations when they grow internationally. Implementing global performance management and training and development systems, together with standardised salary and benefits packages, can all contribute to this.

Globalisation has impacted HRM significantly overall, necessitating that HR professionals adjust to a dynamic and varied business environment. The management of a worldwide workforce and ensuring that HR procedures are in line with the company's international operations need HR professionals to be proactive and strategic in their approach

9.5 Disadvantages of Globalisation 

9.6 Relationship between Globalisation and International Business

Globalisation is the internationalisation and interconnections of business. Increasing global competition is one way it affects international business. International markets are penetrated by international Market, which may pose a threat to certain local companies The phenomenon of globalisation leads to a rise in foreign direct investment (FDI), thereby promoting the globalisation of brands. Moreover, increased international investment in research and development is made possible by globalisation. Certain saturated markets and industries are also able to grow internationally thanks to globalisation. Many developed nations run the risk of experiencing sluggish growth and over saturated markets. Companies can grow internationally as a result of globalisation, which can support the expansion of these businesses.

Conclusion

This term can be used generically to refer to doing things the way others in faraway places do them, or more specifically, it might entail adhering to international norms in the areas of politics, economy, culture, education, the environment, and other areas. It explains the interactions and integrations between nations and people worldwide. As people interact, a lot of things have gone worldwide. This topic has large area to discuss  and in this blog I have completed the most of the area.

References

Edumecate (2017). What is Globalisation? YouTube. Available at: https://www.youtube.com/watch?v=ZNejKHKSbl0.  [Accessed 17 Dec. 2023].

Kolb, M. (2018). What Is Globalization? [online] Peterson Institute for International Economics. Available at: https://www.piie.com/microsites/globalization/what-is-globalization. (Accessed by 17/12/2023)

Youmatter. (2020). Globalization: definition, benefits, effects, Examples - What is globalization? [online] Available at: https://youmatter.world/en/definition/definitions-globalization-definition-benefits-effects-examples/. (Accessed by 17/12/2023)

 

www.haikudeck.com. (n.d.). Globalization - A Haiku Deck by Bella Feitl. [online] Available at: https://www.haikudeck.com/globalization-education-presentation-M2N9pV765Z   [Accessed 17 Dec. 2023].                    

www.usemultiplier.com. (n.d.). Types Of Globalization: A Thorough Overview | Multiplier | Multiplier. [online] Available at: https://www.usemultiplier.com/blog/types-of-globalization. (Accessed by 17/12/2023)

www.dzconnex.com. (n.d.). What Are the Effects of Technology and Globalization on Human Resources Management? [online] Available at: https://www.dzconnex.com/blog/what-are-the-effects-of-technology-and-globalization-on-human-resources-management#:~:text=Technology%20allows%20for%20the%20streamlining. (Accessed by 17/12/2023)

www.youtube.com. (n.d.). Sarosh Kuruvilla Explains How Globalization Affects Senior Human Resource Professionals. [online] Available at: https://www.youtube.com/watch?v=ERqidbT46fk

  [Accessed 17 Dec. 2023].

www.youtube.com. (n.d.). Disadvantages of Globalisation for Advanced and Developing Countries | A Level Economics. [online] Available at: https://www.youtube.com/watch?v=yvcDJ_DsUQQ  [Accessed 19 Dec. 2023].

8. Process of Performance Appraisal

 

8.1 What is Performance Appraisal?

A performance appraisal is a recurring evaluation of an employee's work performance based on the organization's competency standards. The organization's basic competencies as well as job-specific competencies are frequently evaluated in the performance review. Based on the assessment, the appraiser—typically a manager or supervisor—will give the worker constructive, useful criticism. Consequently, this gives the worker the guidance they need to advance in their position. Depending on the kind of feedback, a performance review gives the company a chance to acknowledge the accomplishments and future potential of the individual. (Terra, 2022)Performance appraisal is the process of identification, measurement and management of human performance in organization.

8.1.1 Identification

Identifying the areas of work that the management ought to assess in order to evaluate performance. We investigated a measuring system based on work analysis that is necessary for logical and legally sound identification. Therefore, rather than performance-irrelevant traits like race, age, or sex, the appraisal system should concentrate on performance that impacts organizational success. (Early performance, actual performance)

 8.1.2 Measurement

The main function of the appraisal system is to allow managers to rate the overall performance of their employees as "good" or "bad." The organization as a whole has to use consistent performance measurement. In other words, the organization's management must all uphold the same grading criteria.(Use AP and EP metrics, such as Management by Objectives)

8.1.3 Management

The main objective of any appraisal system is management. An appraisal ought to be more than just a retrospective process that grades employees according to how well they performed the year before. Instead, evaluations ought to focus on how employees may reach their potential in the company by looking ahead. This implies that supervisors have to teach employees to achieve higher performance levels and give them feedback (Gap/variance between AP and EP).

8.2 Why we need of performance evaluation

Figure 01

Requirements and Goals of Performance Evaluation

8.3 Process of Performance Appraisal

Figure 02

                                                              Steps to Performance Appraisal

8.3.1. Setting performance appraisal Objectives

To ensure the success of departmental goals and objectives as well as the organization's overarching strategy and objectives, performance criteria are established. Positions are the basis for standards; people are not. Standards must follow the same guidelines that govern goal-setting in order to be easily understood and regarded as objective: they must be "SMART" (specific, measurable, attainable, relevant, and time-bound) and also diagnose the strengths and weaknesses of individuals. Other than that,

• ·         Provide feedback to employees
• ·         Determines the training and development needs of staff
• ·         Determines awards and promotions
• ·         Decides salary increments
• ·         To inspire individuals
• ·         Give subordinates information, career planning, coaching, and counseling.
• ·         Foster goodwill and decrease complaints
• ·         Encourages HR management research

8.3.2.1 Purpose of Performance Appraisal Policy

The performance review policy's goal is to inform employees about the organization's framework, participation procedure, and performance appraisal system.

8.3.2.2 The aim of the performance review policy is-

• To ensure that each employee's performance is evaluated in accordance with the company's established standards.

• To ensure that performance evaluations are conducted on a regular basis and that performance grading is done fairly.

• To foster employee trust in the organisation's performance review process. 

8.3.2.3 Objective of Performance Appraisal policy and procedure

The long-term objective serves as the foundation for the company's performance appraisal system. The purpose of the performance appraisal policy is to:

• Educate employees about their future prospects within the organization.

• Establish a welcoming environment at work where employees can talk about their developmental goals and career objectives.    

8.3.2.1 Scope of Performance Appraisal Policy 

The company's current employees' performance can be thoroughly discussed, planned for, and evaluated through the performance appraisal system. Performance reviews have a broader purview and are relevant to all employees. All employees are required by law to get performance reviews and performance-based pay increases from the corporation

8.3.3. Establishing performance appraisal criteria (KPI)

Figure 03

Key Performance Indicators

Source-(QuestionPro, 2018)

At the top level of a company, Key Performance Indicators (KPIs) represent the subset of performance indicators that are most important to business. KPIs are a useful tool for tracking your advancement toward your strategic objective. (Jackson, 2023) In practice most common performance appraisal criteria are,

• 1.      Discipline
• 2.      Attendance
• 3.      Leadership
• 4.      Organizing
• 5.      Problem Solving
• 6.      Planning
• 7.      Integrity
• 8.      Appearance

8.3.4. Selecting of Evaluation Method

There are 5 main evaluation methods to performance appraisal

• 1.      Graphic Rating Scale Method
• 2.      Essay Method
• 3.      Critical Incident Method
• 4.      MBO-Management by Objectives
• 5.      360 Degree Feedback Model

Graphic Rating Scale Method	Essay Method	Critical Incident Method	MBO-Management by Objectives	360 Degree Feedback Model
The most straightforward and widely used method for evaluating performance. Traits and a range of performance levels for each trait are listed on a graphic rating scale.	When using the essay evaluation method for performance reviews, the manager writes an essay that addresses several employee-related topics.	Positive and negative instances (critical incidents) of a subordinate's work-related activities are recorded by the supervisor in a log.	This aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees. This was implemented by Peter Drucker in 1950’s	Employees that participate in the 360 Degree Feedback assessment method receive anonymous, private evaluations from their coworkers.
By circling or ticking the score that most accurately represents an employee's performance for each trait, the supervisor can assess each subordinate's attributes. The qualities' assigned values were then added together.	When evaluating an essay, the manager could respond to inquiries about the characteristics or actions of the worker.	Eg:          New Product  Best idea, awards	The objectives are established jointly by the supervisor and subordinate, self-audit to identify the skills needed to achieve the objectives.	The management obtains data on the employee's performance, usually through a questionnaire, from group members, coworkers, supervisors, and self-evaluation.
The appraiser writes a written assessment detailing the employee's strengths and weaknesses related to their work performance. It also offers a course of action to address the issues that have been identified.	The essay's assertions might speak to an employee's strengths or weaknesses.	A key work-related conduct of the employee is identified by the supervisor.	In general, do not depend on others to identify and describe your strengths, shortcomings, self-evaluation, or to determine whether your goals have been met at the conclusion of the given period.

8.3.4.1 Why is the graphic rating scale method more popular than other methods?

·         Simple to use and comprehend

The graphic grading scale approach is simple to use and comprehend. The majority of individuals have probably completed a questionnaire similar to this one before, so it doesn't really need any additional training to be implemented and is understandable by both managers and staff. It's a well-liked option for performance rating because of this.

·         Behavior quantification simplifies the appraisal process.

By quantifying behavioral attributes, this strategy makes it much simpler to identify trends, patterns, and developments in the feedback and to analyze it. It is simple to identify problem areas, take appropriate action, and monitor development. The entire appraisal process is streamlined as a result.

·         inexpensive to create

It is simple and easy to create a graphic rating scale, and many of the questions may be used to different functions within the company. This means that practically all firms can afford to use it as an employee performance method.

Figure 04

Graphic Rating Scale Method

(Jay, 2021)

8.3.5 Train evaluates

In a performance appraisal process there are few persons involve to the train elevators. Those are,

• ·         Supervisors/Managers
• ·         Self-appraisal
• ·         Team members
• ·         Subordinates
• ·         Customers

There are one way, two way and 360 degree we can divide that person decisions that impact for performance appraisal.

 For Example;

One Way - Only the supervisor wil decide the level of performance of the subordinate.

Two Way- Active participation of both supervisor and subordinate.

360 Degree-More parties are involved. Like Supervisor, subordinate, other superiors, peers and other staff

 

 8.3.6 Taking of Decisions

The discussion and/or execution of any further actions, such as a performance plan, termination, or a reward of some kind, such as a raise, promotion, or highly sought-after growth opportunity, constitutes the last phase of the assessment process. However, keep in mind that remedial measures that could assist a worker in meeting goals ought to wait until the following official evaluation. Supervisors and managers should take the time to find out why an employee's performance is falling short of expectations and assess whether more coaching or training will enable the worker to close the gap. It was previously noted that prompt action should be taken in the event that performance warrants termination. 

8.7 Reasons for fail the Performance Appraisal programs

Figure 05

Reason for fails the Appraisal Programme

Conclusion 

In summary, a performance review is a critical component of any organisation and an excellent means of documenting output. Every organisation must set goals and objectives, and all employees must participate in the process. Moreover, completing a performance review will boost staff morale and productivity. A manager can positively inform employee about their performance in carrying out their assigned responsibilities by conducting appraisals. 

References

courses.lumenlearning.com. (n.d.). Steps in the Appraisal Process | Human Resources Management. [online] Available at: https://courses.lumenlearning.com/wm-humanresourcesmgmt/chapter/steps-in-the-appraisal-process/#footnote-804-1  [Accessed 17 Dec. 2023].

@HRhelpboard. (n.d.). Sample Performance Appraisal Objective of Performance Appraisal policy and procedure l Policy template - Hrhelpboard. [online] Available at: https://www.hrhelpboard.com/hr-policies/performance-appraisal-policy.html.(Accessed date-17/12/2023)

Jay, S. (2021). Graphic Rating Scale: Pros, Cons, Examples, and Best Practices. [online] AIHR. Available at: https://www.aihr.com/blog/graphic-rating-scale/.(Accessed date-17/12/2023)

QuestionPro. (2018). Key Performance Indicators: Definition, Metrics, Report and Example. [online] Available at: https://www.questionpro.com/blog/key-performance-indicators/. [Accessed 17 Dec. 2023].

Terra, J. (2022). What is a Performance Appraisal? Methods, Process, and Everything You Should Know. [online] Simplilearn.com. Available at: https://www.simplilearn.com/what-is-performance-appraisal-methods-process-article. (Accessed date-17/12/2023)