Question 1

Finding ways to develop a corporate 'glue' that will hold the organization effectively together is required to support the global and cultural aspects of international business.

Accepted Answer

Developing a corporate 'glue' or cohesive culture is essential in international business to bridge diverse global and cultural differences, ensuring effective collaboration and unity across the organization.

Question 2

A world-class IHR department operates only at the operational level.

Accepted Answer

A world-class International Human Resources (IHR) department operates at strategic, tactical, and operational levels, not just at the operational level.

Question 3

There is a growing realization, particularly in large MNEs, that there is a lack of HR talent around the world.

Accepted Answer

Many large multinational enterprises (MNEs) are recognizing a global shortage of HR talent, which is becoming a significant challenge as they seek to manage and develop their workforce effectively across different regions and cultures. This shortage can impact their ability to implement strategic HR practices and adapt to local market needs.

Question 4

There is too little consistency in HR infrastructures for delivery of IHR programs around the world.

Accepted Answer

The diversity in legal, cultural, and economic environments across different countries results in varying HR infrastructures, making it challenging to maintain consistency in the delivery of International Human Resources (IHR) programs worldwide.

Question 5

One of the most significant challenges for IHR is that the HR function is, for many reasons, not a highly globalized function.

Accepted Answer

The International Human Resources (IHR) function faces significant challenges due to the complexity of managing HR policies and practices across different countries, each with its own legal, cultural, and economic environments. This makes it difficult to globalize the HR function in a uniform manner.

Question 6

Quality benchmarks for IHR departments include the ability of IHRM to deal with events proactively and the inclusion of IHRM in key business issues.

Accepted Answer

Quality benchmarks for International Human Resource Management (IHRM) indeed include the ability to proactively address events and challenges, as well as the integration of IHRM considerations into the strategic decision-making processes of the organization, reflecting its inclusion in key business issues.

Question 7

The changing nature of IHRM means that IHR departments need more specialists.

Accepted Answer

The answer of The changing nature of IHRM means that...

Question 8

Demonstrating the contribution of the IHRM department involves research to determine best IHR practices around the world and using them to assess the quality of the firm's activities as well as to develop better IHR practices.

Accepted Answer

The International Human Resource Management (IHRM) department plays a crucial role in identifying and implementing best practices in human resource management on a global scale. By researching and adopting superior IHR practices from around the world, the department can evaluate and enhance the quality of the firm's HR activities, leading to improved organizational performance and competitiveness.

Question 9

Global workforce analytics refers to approaches organizations use to utilize specific data analysis tools/techniques and relevant metrics to analyze IHRM-related data for effective decision-making.

Accepted Answer

Global workforce analytics involves using data analysis tools and metrics to examine international human resource management (IHRM) data, aiding in strategic decision-making for organizations.

Question 10

One strategy to strengthen the IHR department and to develop more competency in IHR is to assign domestic HR generalists to overseas regional locations for two-to three-year periods.

Accepted Answer

Assigning domestic HR generalists to overseas locations for two-to-three-year periods can help strengthen the International Human Resources (IHR) department by providing these individuals with international experience, broadening their understanding of global HR practices, and developing competencies that are essential for managing a diverse and international workforce effectively.

Question 11

MNEs will need and expect their IHR executives to assist

Accepted Answer

Multinational Enterprises (MNEs) require their International Human Resources (IHR) executives to play a crucial role in strategic management, developing global IHR policies, and hiring/developing productive workforces across different countries.

Question 12

The on-going professionalization of IHR requires

Accepted Answer

The ongoing professionalization of International Human Resources (IHR) encompasses all the listed aspects: recognition of its critical role by top executives, development of IHRM managers, and increased opportunities for formal education in the field.

Question 13

The Human Resource Certification Institute is identifying and codifying the "body of knowledge" in IHR and designing a testing procedure for

Accepted Answer

The Human Resource Certification Institute focuses on certifying professional skill and knowledge in International Human Resource Management (IHRM), rather than certifying practices, policies, or regulatory adherence.

Question 14

The competent IHR manager of the future will have to demonstrate their ability to

Accepted Answer

The competent IHR manager of the future will need to demonstrate a broad range of skills including developing global leadership, implementing effective recruiting and staffing strategies for a global workforce, and designing and implementing global HR systems. These competencies are essential for managing the complexities of a global workforce effectively.

Question 15

The new structures for delivering IHR services (such as outsourcing, shared services, and centers of excellence) are ____________ incorporated into HR development.

Accepted Answer

The answer of The new structures for delivering IHR services...

Question 16

IHRM professionals are constantly challenged by a changing global workforce who demand

Accepted Answer

IHRM professionals face challenges from a global workforce that demands leadership from their own countries, respect for local office dynamics by corporate headquarters, and development opportunities for local employees initiated by the parent firm.

Question 17

Technology has made it possible for the transaction type of HR activities to be managed through in-sourcing and outsourcing, so now HR professionals must focus on the _______ of HR processes and managing HR projects across organizational and ____________ boundaries.

Accepted Answer

Integration of HR processes and managing HR projects across organizational and national boundaries are key focuses for HR professionals today, as technology has automated many transactional HR tasks.

Question 18

Which of the following is NOT a factor in the continuing development of IHRM within MNEs?

Accepted Answer

The continuing development of International Human Resource Management (IHRM) within Multinational Enterprises (MNEs) is not significantly impacted by maintaining access to the current high levels of available IHRM professionals. The main factors include managing the shift from domestic to international HRM, ensuring effective knowledge management, and providing HR services cost-effectively. Access to IHRM professionals is more of a resource issue than a developmental factor.

Question 19

HR business partners play a critical role whether it is

Accepted Answer

HR business partners are involved in various aspects of human resources and organizational development, including implementing strategy at the local level, designing and overseeing transactional services, and figuring out how to engage employees. This makes them integral to both strategic and operational functions within an organization.

Question 20

Critics claim that IHR

Accepted Answer

All of the options (A, B, C) are criticisms that could be leveled against International Human Resources (IHR), indicating that they are not meeting the expectations in terms of partnership, competencies, innovation, and flexibility.

Quiz 15: The IHRM Department, Global Workforce Analytics, Professionalism, and Future Trends