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Exam 20: International Human Resource Management

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Question 1

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The headquarters-based compensation method bases the expatriate's compensation on the salary of a comparable job in the city where the MNE has its headquarters.

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Expatriates are locals from the country of the foreign subsidiary.

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Practical predeparture training for the expatriate is often geared toward developing his or her sensitivities to overcome culture fright.

Monica, a Brazilian citizen, earned an MBA from Stanford University and has been working at the New York branch of Goldman Sachs for one year.Monica is being transferred to Goldman Sachs' office in Brazil where she will best be characterized as a(n) ________.

Historically, the most important criterion in selecting individuals for posting to an expatriate slot has been ________.

Watson Electronics, an MNE based in Canada, tends to follow an ethnocentric staffing model.From which group will it most likely hire for upper-level management positions in its new facility in Germany?

An executive with a polycentric staffing policy presumes that successful business practices at home need not change when transferred to foreign markets.

The staffing policy at Hanover International is to seek the best people for key jobs throughout the organization, regardless of nationality.Hanover most likely follows a(n) ________ staffing approach.

Studies of repatriated employees regularly report that most knew what their company position would be when they returned home but were uncertain about their likely new workplace practices.

Which of the following most accurately describes the current state of HRM efforts to staff international operations?

Kevin, a marketing executive with Ace Electronics, has relocated to India for an expatriate assignment.Kevin's wife, Julia, and three children have joined him.Ace Electronics provides the family with money intended to help Julia find a job and develop cross-cultural skills.Which of the following is Ace providing the family?

How do MNEs benefit from superior international HRM especially when filling expatriate positions? What costs do MNEs face when expatriate assignments are unsuccessful?

________ refers to the activities that an organization carries out to put the right person into the right job in the right place at the right time for the right salary.

A growing number of MNEs are increasing expatriate allowances to entice employees to move overseas.

The past few years have seen fewer females sent on international assignments.

Which of the following interpretative frameworks does NOT automatically presume that a particular nation provides a solution to every problem or an explanation for every action?

Advantages of adopting a polycentric approach include which of the following?

Upon selection of an executive for an expatriate posting, the most common predeparture training involves a range of instructive profiles of major aspects of the host country.

What types of employees are increasingly being chosen for expatriate assignments? What characteristics are firms seeking when selecting expatriates?

Shelly, a sales manager at Best Computers, has recently moved from Dallas to Hong Kong for an expatriate assignment.Shelly is feeling disoriented, irritable, and stressed about her new job and living arrangements in Hong Kong, which means that she is most likely experiencing ________.