Deck 5: Global Human Resource Planning

Question 1

For success in the global business arena, human resource planning should be part of the strategic management process, both in terms of strategy formulation and strategy __________:

A)Regulation
B)Compensation
C)Implementation
D)Dominance

Answer 1

Implementation

Question 2

__________ decision making cannot be an afterthought; it must be an integral part of the international business strategy formulation process.

A)Human resource
B)International
C)Regional
D)Domestic

Answer 2

Human resource

Question 3

In effective global HR planning there should be a logical flow from strategy to __________ to labor supply, with each step consistent with and responsive to the previous step.

A)Demand
B)Employees
C)Prices
D)Work demand

Answer 3

Work demand

Question 4

One of the primary engines driving our increasing globalization is the opportunity presented by increased demand for which type of goods?

A)Technological
B)Manufactured
C)International
D)Domestic

Question 5

The North American Free Trade Agreement (NAFTA) includes all of the following countries except:

A)Canada
B)The United States
C)Costa Rica
D)Mexico

Question 6

Economic studies on new market development as a result of the formation of the regional trade blocs of the European Union and NAFTA have demonstrated impressive increases in work demand and associated __________ for participating countries.

A)Manufacturing demand
B)Labor supply utilization
C)Knowledge
D)Management Supply

Question 7

MNCs from these countries along the U.S. border in Mexico have pulled out and relocated their increasingly expensive Mexican maquiladora operations, due to their new less-favorable status and increasing costly tariffs and other requirements as companies representing non-member countries of NAFTA.

A)England and France
B)Japan and Korea
C)Germany and Italy
D)North Korea and Iran

Question 8

The process of job analysis typically results in the development of a document known as a __________, listing the duties and responsibilities, working conditions, supervision or reporting arrangements, and knowledge and skills required to perform the job effectively.

A)Job Description
B)Employment Contract
C)Independent Contract
D)Employment Guidelines

Question 9

Examples of the most individualistic countries are:

A)France and Germany
B)United States and China
C)United States and England
D)Italy and Greece

Question 10

Examples of the most collectivist countries include:

A)Spain, England and Brazil
B)Greece, Turkey and Israel
C)France, Germany and Italy
D)Venezuela, Colombia and Pakistan

Question 11

Where a labor force possesses a high level of knowledge and skills, jobs can be designed to include higher levels of complexity and technology, with more tasks than might be appropriate in an area where the labor force is __________.

A)More Diverse
B)More Educated
C)Less Diverse
D)Less Educated

Question 12

There is worldwide increased growth of this form of flexible arrangement where work can be performed independently at home or at some other more convenient remote location with regular communications to the company office via telephone or the Internet.

A)Independent Labor
B)Distance Work Design
C)Telework
D)Flexitime

Question 13

In addition to the need to design jobs to fit the cultural and skill level requirements of employees, individual employees may have unique circumstances that might influence the design of their work. This is called:

A)Personal Accommodation Needs
B)Individual Employee Customization
C)Sensitivity
D)Labor Differentiation

Question 14

What has been found to be the greatest cause for job loss worldwide, especially in the manufacturing sector?

A)Economic Downturn
B)Technological Innovation in Work Design
C)Excessive competition that drives companies out of business
D)Poorly Regulated Industrial Sectors

Question 15

A work assignment featuring the transfer of foreign managers from their host country operation locations to a company's global or regional headquarters on a semi-permanent or permanent basis is known as:

A)Expatriation
B)Inpatriation
C)Regional Assignments
D)International Assignments

Question 16

__________ are likely more appropriate for organizations of intermediate and advanced levels of internationalization whose host country employees have significant experience with the company, and that possess adequate capital resources to support such a long-term human resource investment.

A)Domestic assignments
B)International assignments
C)Expatriate assignments
D)Inpatriation assignments

Question 17

The __________ assignment allows managers to take a foreign assignment without subjecting them and their families to the displacement shock of a move abroad.

A)virtual expatriate
B)inpatriate
C)third country national (TCN)
D)contingency

Question 18

All of the following describe a global virtual team except:

A)Responsible for formulating and/or implementing decisions that are important to their organization's global strategy
B)Use a substantial amount of communications technology to support group member interactions
C)Comprised of members working and living in different countries
D)Comprised of domestic workers only

Question 19

A distinct advantage of global virtual teams, especially those spread longitudinally around the world, is the ability to perform work tasks __________.
a. asynchronously
b. collectively
c. all at the same time.
d. efficiently

Question 20

This form of communication interaction is typically found in global virtual teams, especially those stretching across significant time zones where the conveyance of cues is hindered, feedback is delayed, and interruptions or long pauses in communication often occur.

A)Synchronous
B)Symbolic
C)Fragmented
D)Asynchronous

Question 21

__________ are citizens, or at least legal residents, of the "home country" of the parent company, or the country where the primary company headquarters is located.

A)Parent Country Nationals (PCNs)
B)Foreigners
C)Immigrants
D)Host Country Nationals (HCNs)

Question 22

For success in the global business arena, human resource planning should be part of the strategic management process, both in terms of strategy formulation and strategy implementation.

Question 23

Once international business strategies are determined, specific cost-effective (that is, highly effective at minimal expense) implementation or action plans must be considered.

Question 24

One of the primary engines driving our increasing globalization is presented by more open national borders and cheaper transportation permitting increased opportunities for world tourism.

Question 25

Governments in host country low-cost labor markets are becoming very competitive in providing MNCs with attractive incentives in the form of tax breaks and exemptions from certain costly labor regulations in exchange for foreign direct investment.

Question 26

The most formalized and integrated of the world's multinational trade agreements is the Association of South East Asian Nations.

Question 27

New technologies are increasingly being developed and utilized in the design of work throughout the world to improve efficiencies and productivity, and with no apparent negative consequences.

Question 28

There is evidence that more flexible and mobile telework is associated with significant workplace benefits, including higher productivity and top talent retention.

Question 29

Parent company expatriates have been found to be the most effective choice for leading foreign operations and should be used whenever possible.

Question 30

A work assignment featuring the transfer of foreign managers from their host country operation locations to global or regional headquarters on a semi-permanent or permanent basis is known as expatriation.

Question 31

Considering the high costs associated with expatriate assignments, and with more managers and executives preferring not to uproot themselves and their families for foreign assignments, companies are increasingly using assignments that combine short travel trips with virtual interaction through telephone and cyberspace.

Question 32

Synchronous interaction in groups is a more orderly process wherein verbal and nonverbal cues help regulate the flow of conversation, facilitate turn taking in discussion, provide immediate feedback, and convey subtle meanings.

Question 33

PCNs are citizens, or at least legal residents, of the "home country" of the parent company or the country where the primary company headquarters is located.

Question 34

Due to their familiarity with local condictions, HCN managers in some cases may actually provide a greater degree of strategic control in business formulation and implementation than PCNs.

Question 35

The psychological contract between employers and employees of lifelong employment and job security is greatly increasing worldwide.

Question 36

HCNs are citizens or residents of a country that "hosts," or provides local property and facilities, for MNC operations abroad.

Question 37

Temporary work, traditionally reserved for the lower employee ranks, is also increasingly being seen as a way of life for some professional, technical, managerial, and executive employees.

Question 38

Likely the most common source of the growing contingent labor force to meet excess work demand are regular long-term employees.

Question 39

MNCs within the European Union increasingly are responding to opportunities presented by European integration by reclassifying intra-European assignments as a domestic job transfer that follows local pay structures rather than a more costly traditional international relocation.

Question 40

Contingent or non-standard employees are those who work on a flexible basis as needed or contingent to an organization's work demand and have neither an explicit nor implicit contract for continuing employment.

Question 41

With the outsourcing arrangement comes a severing of direct control of employee work quality; decreased worker commitment, loyalty, and competence can occur, which ultimately compromises productivity.

Question 42

Although there tends to be minimal direct physical presence with foreign outsourced vendors, virtual presence is still necessary in maintaining a productive working relationship, along with clear role definitions and procedures and active attention to possible influence of cultural differences.

Question 43

Global succession planning concerns the selection of talented employees to replace senior managers who leave the MNC because of retirement, reassignment, or for other reasons.

Question 44

Effective succession planning emphasizes minimizing disruption and confusion arising from such leadership changes, with a view to implementing company strategy and achieving organizational goals in a smooth and continuous manner.

Question 45

Although succession planning for future leadership is popular, there is little hard evidence that companies with a predetermined, formal succession plan for their senior managerial assignments enjoy a higher return on investment than those without such a plan.

Question 46

MNCs should look internally for the long term to consider the MNC's organizational culture and core capabilities that it desires to build across its global workforce in the coming years as well as plan for the future managers and leaders who will successfully direct the MNC.

Question 47

As part of thoughtful HR planning, what are important potential areas that MNCs should scan and monitor in the external environment?

Question 48

As part of HR planning, how is job or work design important for implementing company strategy?

Question 49

Describe four different primary factors that should be considered in designing jobs to meet work demands in global HR planning.

Question 50

Besides traditional full-workday arrangements at the domestic company worksite, describe five other major alternate forms of international working arrangements to help meet work demands and personal needs of organizations and employees.

Question 51

What are regular or standard employees? Describe three major categories of regular employees that may staff an MNC's global operations.

Question 52

What are different forms of contingent employees, and what are advantages and disadvantages of their use that MNCs should consider in their HR planning?

Question 53

Besides planning for meeting immediate strategy implementation and work demand needs, describe major areas of consideration for the long-term that should be part of HR planning.