Deck 15: Human Resource Information Systems and International Human Resource

Question 1

When expatriates fail in their assignments, a frequent outcome is increased difficulties with the host -country government.In terms of expatriate failure, this is referred to as:

A)An indirect cost
B)A direct cost
C)A missed opportunity
D)Cultural shock

Answer 1

A

Question 2

Repatriation is a process designed to:

A)Train expatriates prior to their first international assignment
B)Help expatriate employees make the transition back home
C)Adapt leadership and decision-making styles to the host country
D)Reduce communication errors in foreign assignments

Answer 2

B

Question 3

A __________ produces and distributes identical products and services worldwide, while ________ emphasizes flexibility and customization to meet the needs of differing customer groups worldwide.

A)Global corporations, multinational corporations.
B)Multinational corporations, international corporations.
C)International corporations, global corporations.
D)Multinational corporations, global corporations.

Answer 3

D

Question 4

Direct costs associated with expatriate failure include all of the following EXCEPT:

A)Training costs for expatriate
B)Training costs for expatriate's family
C)Relocation costs
D)Negative influences on future promotions

Question 5

Which of the flowing is true?

A)The "going rate" and balance sheet" approaches to international employee compensation is equally complex to administer.
B)The "going rate" approach to international employee compensation is more complex to administer than the "balance sheet" approach.
C)The "balance sheet" approach to international employee compensation is more complex to administer than the "going rate" approach.
D)Neither the "going rate" nor "balance sheet" approaches to international employee compensation are very complicated to administer.

Question 6

The economic system of the host country has little impact on the way in which HR programs and practices are used.

Question 7

The country in which an international business operates is a/an:

A)receptive country.
B)adaptive country.
C)resource country.
D)host country.

Question 8

The major contributing factor for expatriate failure is:

A)The manager's personal maturity
B)The differences in compensation
C)The lack of technical competence
D)The inability to adjust to the foreign culture

Question 9

An individual who was born in the United States and is currently working in Spain for a company headquartered in Germany would be considered a:

A)Third-country national.
B)Parent-country national.
C)Host-country national.
D)Home-country national.

Question 10

When expatriates fail in their assignments, the costs of training and relocation is referred to as an indirect cost.(

Question 11

The essential elements of an effective predeparture training program include:

A)Cultural awareness training, religious training, and monetary training
B)Cultural awareness training, technical training, and holiday planning
C)Cultural awareness training, preliminary visits, and language training
D)Cultural awareness training, monetary training, and education planning for children

Question 12

The employee's age is a major factor associated with expatriate failure.

Question 13

Because cultural environments differ across the world:

A)Management styles must remain consistent
B)U.S.corporations have an advantage over firms from other nations
C)Strategies, structures, and management styles that work in one area of the world may be inappropriate in another
D)the culture must adapt to the goods and services offered by transnational corporations

Question 14

An approach to international compensation that is based on the local market rates in the country where the employee is working is called the going rate approach.

Question 15

Which of the following is NOT true?

A)An HR department in an international firm must be concerned with activities that would not be part of an HR department in a domestic firm.
B)An IHRM department has greater involvement in employees' personal lives than a domestic HRM department.
C)An IHRM department must be more aware of the risks to its employees and keep them apprised of any significant problems than an domestic HRM department.
D)All of the above.

Question 16

When a multinational corporation (MNE)sends employees from its home country, these employees are referred to as:

A)Host?country nationals.
B)Third?country nationals.
C)International managers.
D)Expatriates.

Question 17

The laws and regulations of the host country are determined in part by the societal norms of that country.

Question 18

A country that serves as the home for a corporation's headquarters is referred to as the:

A)Host country.
B)Third country.
C)Parent country.
D)First country.

Question 19

Which of the following IHRM functions will be impacted by country culture?

A)Selection
B)Training
C)Compensation
D)All of the above

Question 20

One of the most important tasks of the IHRM department is to gather information about the culture of countries where the MNE does business to try to estimate the cultural differences between the home countries of employees and the countries where they may be assigned.This can help to prevent ______________.

A)Future shock.
B)Culture shock.
C)International disorientation.
D)Expatriate stress.

Question 21

What is the main advantage and main disadvantage of operating a MNE in a Third World Country?

Question 22

Global corporations, due to their integrative international focus, must manage their human capital through a transnational HRM system.What are the three attributes of this HRM system?

Question 23

During predeparture training for an expatriate and her/her family, the traditional family roles of father, mother, and children in the new country should be covered.(T)

Question 24

Briefly discuss five of the top challenges organizations face when going global?

Question 25

From an IHRM perspective, the economic system is one determinant of the way in which HR programs and practices are used.

Question 26

The "best structure" that fits the distribution and marketing needs of a global MNE is a geographic division by product lines.

Question 27

What are the five elements that differentiate countries in terms of their cultural environment for international business?

Question 28

Having a workforce of PCNs, HCNs, and TCNs means the educational level of the workforce will be highly varied.

Question 29

An HRIS can be of considerable assistance in maintaining equity in IHRM compensation programs and practices in a MNE.(14.True A major use of an HRIS in a MNE is the collection and maintenance of labor market data.

Question 30

Maintaining a database on the HRIS that includes the cultural aspects of the countries in a MNE is very useful in training and helping to ease culture shock

Question 31

The management of MNEs in the global market has been "Think Global, Act Local.

Question 32

During predeparture training for an expatriate and her/her family, the presence and operation of labor unions should be covered.ha

Question 33

Due to the complexity of labor laws in different countries, an HRIS must be concerned with administrative details of the employees