Deck 14: Global Human Resource Management

Question 1

Host country nationals (HCNs)are citizens of the country where the headquarters is located.

Answer 1

False

Question 2

A firm may choose to form international divisions when its foreign sales reach 25 percent of total revenues.

Answer 2

False

Question 3

For multinational enterprises,the complexity of operating in countries with different labour economies is an added challenge.

Answer 3

True

Question 4

The two internal factors that can influence human resource management decisions are a firm's commitment to corporate social responsibility and management preferences regarding staffing.

Question 5

International Human Resource Management is not only concerned with staffing,but also with organizational efficiency,information exchange,and knowledge transfer.

Question 6

Multinational firms tend to focus on economies of scale,building facilities in different countries with an attempt to take advantage of lower production and building costs.

Question 7

Arguably the most significant cross-cultural research to date focuses on country culture and the importance of HRM developing a greater understanding of a culturally diverse work environment with its vary degrees of work ethics,norms,values,and business protocols.

Question 8

A business ecosystem is a series of tightly knit intercompany relationships that allow the business to attain a competitive advantage.

Question 9

Future orientation refers to the degree to which people are willing to delay their rewards.

Question 10

Formal communication prefers clear,succinct messages that are to the point.

Question 11

Global firms do not have any borders.They operate on the assumption that products or services can be created anywhere,and the world is seen as one big market to be tapped for resources.

Question 12

International Enterprises are those organizations that have operations and subsidiaries around the globe.

Question 13

Class focuses on the degree to which people are separated by power and authority.

Question 14

Gender differentiation focuses on how society views differences in gender roles and affords higher status in certain roles.

Question 15

Humane orientation focuses on the degree to which societies focus on altruistic behaviour and generosity.

Question 16

The quality of business relationships is one of the most important factors affecting the success of MNEs.

Question 17

There are four distinct types of employees that become available to HRM professionals when an organization goes international.

Question 18

Global HR Planning is "managing the balance between overall coordinated systems and sensitivity to local needs."

Question 19

Aggressiveness focuses on how confident and self-assured people are in society and the degree to which they are confrontational.

Question 20

Domestic firms operate locally but may export their services or products.

Question 21

Staffing preferences relates to the degree of control an organization feels it should have over its subsidiaries.

Question 22

A recent survey conducted by PWC indicated that less than 40 percent of companies surveyed had formalized policies in place regarding tax,social security,and visa requirements.While over 60 percent of those surveyed,felt changes to their existing policies needed to be made.

Question 23

Performance appraisals are particularly difficult in host-country evaluations because the evaluator may not fully understand the challenges being faced by the person being evaluated.

Question 24

Temporary foreign workers (TFWs)are employees who frequently travel from their home country to a place of work in another country,typically on a weekly or biweekly basis.

Question 25

Relocation has been cited as one of the most stressful situations an employee can encounter.

Question 26

Role-play is a semi-structured activity.Participants are given a description of a situation with specific role instructions,but no script,forcing the participants to improvise their reactions to the setting.

Question 27

Domestic head offices continue to send in Parent Country Nationals (PCNs)as technical troubleshooters,structure reproducers,and general management operatives.

Question 28

A significant activity of effective talent management is the development of proper management training programs.

Question 29

All global human resource management professionals have to be educated on the special skill requirements for expatriate candidates.

Question 30

Divisional management focuses on organizations in terms of the regions they operate in,choosing the best manager in the region.

Question 31

Ethnocentrism refers to the view in which managers use home-country standard as reference for managing activities.

Question 32

Whichever cross-cultural training method is chosen,the aim is to develop an internal/external perspective for managers.

Question 33

Another factor affecting global HRM is immigration policies as it differs around the globe.

Question 34

Third country nationals identify with a global firm and do not overly identify with either the parent or host country.

Question 35

Host country nationals (HCNs)are employees that know the culture,local politics,and economic conditions.

Question 36

When home-country evaluations take place,the evaluator has a better awareness of the constraints under which an expatriate work,but local cultural values may bias one's perceptions of the manager's effectiveness.

Question 37

One of the most critical considerations is whether the individual chose is the best fit for the assignment.

Question 38

Critical incidents are a brief description of effective or ineffective behaviours that illustrate problems an expatriate employee may encounter in an organization abroad.

Question 39

Lack of attention to detail and potential errors in administrative processes can hinder an individual's positive experience and has been cited as one of the most frustrating issues that expatriates experience.

Question 40

Global HR planning estimates employment needs and develops plans for meeting those needs from the available global labour force and the viability of MNEs in their ability to align their workforce forecasts with the supply for global talent.

Question 41

Which HR policy is NOT relevant to an expatriate?

A)training
B)development
C)compensation
D)location
E)performance management

Question 42

Reverse culture shock occurs when:

A)returning home after having been accustomed to another culture
B)returning home and having missed one's own culture they develop a greater appreciation for it
C)a cultural barrier placed upon the expatriate when people from the host country begin to realize they do not originate from that country
D)a cultural barrier placed upon women when they enter a male-dominated society
E)a cultural barrier placed upon men when they enter a female-dominated society

Question 43

Which of the following are NOT types of staffing alternatives?

A)ethnocentrism
B)polycentrism
C)geocentrism
D)regiocentrism
E)nationalcentrism

Question 44

Global HR planning attempts to do all of the following EXCEPT:

A)estimate employee needs
B)develop plans for meeting employee needs
C)determine global labour force
D)align their workforce forecasts with the supply for global talent
E)determine specific financial cost of employee needs

Question 45

Parent country nationals are:

A)neither citizens of the home or host country
B)have dual citizenships in numerous countries
C)employees of both the home and host country
D)employees of the MNE who are citizens of the country where the MNE has headquarters
E)employees of the MNE who are citizens of the host country

Question 46

Compensating expatriates so that their spending power is maintained as if they were in their home country is known as:

A)maintained spending approach
B)balance sheet approach
C)expatriates compensation approach
D)maintained balance approach
E)accounting approach

Question 47

IHR managers have to adjust domestic HR practices,processes,and systems to international requirements.

Question 48

The capacity to scan the world with a broad view,to value diversity,and to appreciate change is known as:

A)world mindset
B)global mindset
C)broad view mindset
D)open minded
E)diversity view

Question 49

Corporate social responsibility (CSR)is a way to demonstrate,a company's commitment to:

A)economic,social,and environmental issues
B)helping employees with personal issues affecting their work life
C)economic,social,and organizational issues
D)organizational,departmental,and individual employee issues
E)specifically environmental needs

Question 50

Core competencies of expatriate managers are all of the following EXCEPT:

A)negotiation skills
B)resourcefulness
C)change-agent skills
D)translation skills
E)cultural adaptability

Question 51

Some considerations that are important for organizations to look at when discussing global staffing are all of the following EXCEPT:

A)looking at the advantages and disadvantages of staffing alternatives
B)becoming knowledgeable of the country specific visa requirements and turnaround times
C)create a well-structured repatriation program
D)establish an inventory of core competencies expected of an international candidate
E)not to assess competencies of the international candidate too carefully

Question 52

In contrast to HR managers' responsibility for domestic staff,managers supervising employees abroad have to have a broader perspective,because international HR is more complex.

Question 53

Which of the following is NOT an external contextual factor?

A)labour economy
B)labour legislation
C)corporate social responsibility
D)labour legislation
E)country culture

Question 54

Some global compensation considerations organizations should consider are all of the following EXCEPT:

A)communicate compensation policy
B)balance local and global compensation considerations
C)consider country-specific cost of living,tax,and social security systems
D)take into account challenges and costs when leaving the country
E)consider additional supplements

Question 55

The degree to which people are consistent and seek structure in their lives is known:

A)in-group collectivism
B)uncertainty avoidance
C)avoidance
D)power distance
E)uncertainty distance

Question 56

In multinational enterprises,staff works together from different parts of the organization and across boundaries,therefore are required to develop:

A)cultural knowledge
B)cross-cultural skills
C)cross-organizational skills
D)foreign knowledge
E)cross-national skills

Question 57

The challenges for multinational enterprises are great as they grow through the establishment of subsidiaries and divisions in other countries.This greatly impacts HRM and the factors they have to consider during this process are:

A)outside and inside factors
B)host country and home country differences
C)external contextual factors
D)internal contextual factors
E)external and internal contextual factors

Question 58

Expatriates are individuals who:

A)are sent on short term assignments and engage in frequent travel without relocation
B)are sent on assignments outside of their home country for a period of time,usually for more than one year
C)are employees who are relocated from a foreign subsidiary or joint venture to the parent company
D)are sent on long term assignments but are not actually relocated
E)are sent on long term assignments but end up permanently living in the country they are sent to

Question 59

Culture assimilators consist of a series of episodes dealing with interpersonal issues in a cross-cultural situation.

Question 60

Unlike new employee orientation in a domestic firm,international orientations may begin weeks or even months before and last several weeks after an assignment.This is known as:

A)expatriate prep work
B)pre-departure training
C)expatriate orientation
D)pre-departure development
E)departure development process

Question 61

Which of the following is NOT a stage of corporate evolution?

A)domestic firms
B)international firms
C)multinational firms
D)global/transnational firms
E)original firms

Question 62

Performance appraisals carried out by an expatriate's home office is known as:

A)home-country evaluations
B)host-country evaluations
C)home-nation evaluations
D)host-nation evaluations
E)national evaluations

Question 63

These firms focus on economies of scale and each of their subsidiaries operate independently:

A)international firms
B)domestic firms
C)multinational firms
D)global/transnational firms
E)worldwide firms

Question 64

The extent to which society recognizes and rewards performance is known as:

A)knowledge criteria
B)performance criteria
C)performance orientation
D)humane orientation
E)institutional orientation

Question 65

Local citizens employed in the host country by foreign-owned firms are:

A)third country nationals
B)host country nationals
C)landed immigrants
D)expatriates
E)foreign nationals

Question 66

Third culture kids (TCK)are children who accompany their parents:

A)on global work assignments and become more familiar with more than one culture
B)only occasionally travel with their parents and have base home
C)on global work assignment but never become familiar with any culture other than their own
D)on domestic work assignment and never become familiar with any culture other than their
E)on every third business trip

Question 67

When looking at labour legislation in different countries,it is common that each country has rules regarding:

A)hours of work
B)rest periods
C)overtime
D)vacation
E)all of the choices

Question 68

Global human resource management is concerned with all of the following EXCEPT:

A)organizational efficiency
B)information exchange
C)knowledge transfer
D)staffing
E)traditional values

Question 69

A citizen of a country,in which a foreign subsidiary is located,is known as:

A)parent country national (PCN)
B)third country national (TCN)
C)host country national (HCN)
D)home country national (HCN)
E)second country national (SCN)

Question 70

Concerns that a large international firm may have in the area of compensation management includes which of the following?

A)developing an overseas compensation and benefits plan
B)taking into account cost-of-living differences
C)giving tax advice and financial counselling
D)supervising the sometimes extensive paperwork involved
E)all of the choices

Question 71

An organization that has operations and subsidiaries around the globe is known as a(n):

A)international enterprise
B)global enterprise
C)multinational enterprise
D)multi-country enterprise
E)worldwide business enterprise

Question 72

Fostering a global mindset into the fabric of the workforce is known as:

A)world wisdom and a joint thought
B)global wisdom and collaboration
C)global talent management
D)global organization wisdom
E)global knowledge

Question 73

A citizen of a country other than the parent country is known:

A)parent country national (PCN)
B)third country national (TCN)
C)home country national (HCN)
D)child country national (CCN)
E)host country national (HCN)

Question 74

The degree to which society feels loyal toward their family or other collective groups is known as:

A)group collectivism
B)social collectivism
C)institutional collectivism
D)in-group collectivism
E)outside collectivism

Question 75

Some of the emerging competencies for IHR managers supporting global operations,include which of the following?

A)cultural literacy
B)high degree of flexibility
C)politically and culturally astute
D)knowledge of global training principles,learning styles,and practices
E)all of the choices

Question 76

Predeparture training provides information on all of the following EXCEPT:

A)procedures
B)place where the employee is going
C)people whom the new incumbent will encounter in the future
D)places the incumbent should avoid when going to for meals with clients
E)local customs

Question 77

The worldwide management of talent from a staffing perspective,including HR support across many countries and the employment of different nationals is known as:

A)international human resource management
B)worldwide human resource management
C)human resource management on a more broad scale
D)global human resource management
E)globally accepted human resource management practices

Question 78

Global Leadership and Organizational Behaviour Effectiveness (GLOBE)identified 9 key dimensions that can be used to determine differences in cultures.All are part of the 9 EXCEPT:

A)gender differentiation
B)power distance
C)past orientation
D)future orientation
E)uncertainty avoidance

Question 79

Inpatriates are individuals who:

A)are sent on an assignment out of the home country for a period of time
B)are third country national (TCN)employees who relocates from a foreign subsidiary or joint venture to the parent company
C)go on short term assignments and engage in frequent travel without relocation
D)are frequent travelers going on international business trips to accomplish specific tasks
E)are relocated to an assignment in their country and stay a maximum for a month

Question 80

An IHRM process that views HRM in a global context as one that contributes to organizational capabilities is known as:

A)international human resource management
B)worldwide human resource management
C)global human resource management
D)employee human resource management
E)international business management