Deck 13: HRIS and International HRM

Question 1

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 of the expatriates and their families to adjust to the foreign culture

Answer 1

D

Question 2

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

Answer 2

A

Question 3

One of the most important tasks of the international HR 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

Answer 3

B

Question 4

The country in which an international business operates is a(n)______.

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

Question 5

When expatriates fail in their assignments,the costs of training and relocation are referred to as indirect costs.

Question 6

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 7

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

Question 8

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

A) training costs for expatriate (and family)
B) money spent on selecting the expatriate
C) relocation costs
D) negative influences on future promotions

Question 9

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 10

A ______ produces and distributes identical products and services worldwide while ______ emphasize 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

Question 11

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

Question 12

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

Question 13

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

Question 14

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

Question 15

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 16

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

A) selection
B) training
C) compensation
D) all of these

Question 17

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

Question 18

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 19

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 20

Which of the following is true?

A) The "going rate" and "balance sheet" approaches to international employee compensation are 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 21

What are the components of an HRIS in compensation administration in a MNE?

Question 22

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

Question 23

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 24

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

Question 25

A major use of an HRIS in an MNE is the collection and maintenance of labor market data.

Question 26

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

Question 27

In regards to the selection criteria for expatriates,describe what is meant by is cross-culture suitability?

Question 28

An HRIS can be of considerable assistance in maintaining equity in IHRM compensation programs and practices in a MNE.

Question 29

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

Question 30

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

Question 31

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

Question 32

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

Question 33

What are the factors that have led to the increased globalization of business and increased the importance of the IHRM function?

Question 34

What are the objectives of an international compensation policy?

Question 35

Maintaining an HRIS that includes a repository of information about the cultural aspects of the countries in an MNE can be very useful in helping to ease culture shock.

Question 36

What are the different types of organizational forms corporations use for international operations?

Question 37

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