Deck 1: The Internationalization of Human Resource Management

Question 1

The practice of IHRM was becoming and has now become more complex due to the management of HRM in multiple countries.

Answer 1

True

Question 2

International human resource management is the study and application of all human resource management activities as they impact managing human resources in enterprises in the global environment.

Answer 2

True

Question 3

Over 7.8 million Americans worked for foreign-owned subsidiaries in 2018 in the United States.

Answer 3

True

Question 4

The term internationalization or globalization refers to the ever-increasing interaction, interconnectedness, and integration of people, companies, cultures, and countries.

Question 5

When a business internationalizes, the human resource management responsibilities, such as recruitment and hiring, compensation, and health and safety, take on international characteristics requiring international human resource management professionals to facilitate human resource management practices with a global focus.

Question 6

Surveys show that enterprises from small or developing and emerging markets are not contributing
increasingly to global trade.

Question 7

As some economists put it, we are no longer in an era of globality (e.g., with everyone competing with everyone from everywhere for everything).

Question 8

The many surveys and rankings of organizations, such as the Fortune Global 500, illustrate that the global economy is limited to technology products and services from numerous organizations located primarily in Asia.

Question 9

Fortune magazine developed a list of the top global companies for leaders.

Question 10

Bloomberg Businessweek has also developed a list of the 100 Best Global Brands, which includes firms from over 40 countries,

Question 11

The United Nations Conference on Trade and Development (UNCTAD) tracks the world's Micro MNEs, analyzing how important these firms are to the global economy.

Question 12

The UNCTAD developed the Transnational Index (TNI) based on the average of two ratios.

Question 13

The largest firms by foreign assets are not necessarily the largest by sales or number of employees.

Question 14

Exhibit 1.2 in the textbook shows the top 20 non-financial transnationals ranked by the value of their foreign sales.

Question 15

The first most common setting for IHRM involves the HR manager working in his or her home country but being employed by a local subsidiary or acquiring a foreign MNE.

Question 16

Which of the following is a pressure driving the internationalization of business?

A) increased travel
B) rapid and extensive global communication
C) migration of large numbers of people
D) all of the above

Question 17

Measures of the growth of international business include which of the following:

A) the numbers of enterprises conducting business across borders
B) the growth in foreign direct investment (FDI)
C) the value of trade between countries
D) all of the above

Question 18

Reasons for the need for most firms to consider internationalization and its impact on them from an HR perspective include all of the following EXCEPT

A) the need to know how to merge cultures
B) to develop strategies for managing diverse languages
C) to effectively manage the HR budget
D) the need to address different expectations of employees from multiple countries

Question 19

The Transnational Index (TNI) was developed by

A) Large multinational organizations
B) Fortune Magazine
C) United Nations Conference on Trade and Development
D) Harvard Business Review

Question 20

Which of the following job settings involves managing IHRM issues?

A) HR manager in a domestic (local) firm
B) HR manager in a firm with foreign owners
C) HR manager in regional headquarters of an MNE
D) all of the above

Question 21

The HR manager working in their home country for a local subsidiary of a foreign MNE faces particular challenges, including:

A) being on the receiving end of policy and practice from foreign headquarters
B) integrating local, national culture plus the foreign organizational culture
C) a lack of understanding of employment laws and practices from the parent company
D) all of the above

Question 22

In many countries, the domestic (local) firms confront IHRM specific challenges, including

A) responding to changes in local legislation
B) the hiring of employees who come from another country
C) training employees in the use of new systems
D) all of the above

Question 23

The HR manager in a domestic (local) firm who recruits immigrants may have the same types of internationalization concerns as those faced by traditional MNEs, such as:

A) merging cultures, languages, and work expectations
B) managing people with different attitudes towards supervision
C) managing different expectations of performance management and compensation
D) all of the above

Question 24

The IHRM functions and activities associated with managing employees who are sent on international assignments include all of the following EXCEPT

A) understanding foreign taxes
B) lowering the level of risk and liabilities
C) work visas
D) assistance with international relocations

Question 25

Which of the following is not how IHRM differs from domestic HRM?

A) more HR functions and activities
B) broader expertise and perspective
C) less involvement in people's lives
D) more external factors and influences

Question 26

The IHRM-related questions that need to be answered within an MNE as it creates its international strategy include

A) Will we find and recruit the talent necessary for international operations?
B) Should we pursue centralized or localized HRM policies?
C) How many local employees will we need to recruit, and does the local labor force have the necessary skills?
D) All of the above.

Question 27

Which of the following is not codified as a domain of IHRM knowledge?

A) Global strategic HR
B) Global staffing
C) Global tariffs and trade regulations
D) Global compensation and benefits

Question 28

The internationalization of HRM involves

A) developing a global mindset inside the HR function
B) aligning core HR processes and activities with global competition requirements
C) enhancing global competencies and capabilities within the HR function
D) all of the above

Question 29

IHRM professionals are now much more proactive in dealing with new challenges and issues, such as:

A) attracting, engaging, and retaining thousands of employees in many different countries
B) aligning core HRM policies and practices and responding to local requirements
C) enhancing global competencies within the IHRM department, including global centers of excellence
D) all of the above

Question 30

As the book indicates, Today's innovations combined with digitalization and access to the Internet have put being international within everyone's reach. Briefly describe many of the drivers of this internationalization.

Question 31

Describe the issues that HR managers need to confront as they begin internationalizing

Question 32

Provide two examples of how IHRM professionals can be proactive in dealing with the many new challenges and issues they face.

Question 33

The internationalization of business means that many HR professionals will find themselves involved in international human resource management activities. Identify the main settings in which international human resource management competency is now needed.