Exam 20: International Human Resources

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.

All of the following would most likely improve the successful repatriation of expatriates EXCEPT ________.

Companies around the world typically find it easy to locate a number of executives able and willing to run foreign operations.

Which of the following is LEAST connected to superior HR management at an MNE?

Expatriate failure,broadly defined,indicates there is a breakdown in a company's selection policies to staff its foreign operations.

The ________ of compensation determines an expatriate's compensation on the prevailing pay scales in the locale of the foreign assignment.

According to research,expatriates posted to ________ encounter the greatest difficulty in finding accommodations,locating health care,and setting up finances.

A geocentric staffing policy seeks the best qualified people for key jobs throughout the organization,irrespective of their nationality.

The ethnocentric and polycentric staffing policies,unlike the geocentric staffing policy,rely on extensive use of expatriate managers.

A hardship allowance nullifies the risk that an expatriate will suffer a decline in his or her standard of living due to the exorbitant expense of a particular city.

Historically,companies searching their ranks for potential expatriates looked first for individuals with the necessary language proficiency and then evaluated their technical competence.

Mona,a native of India,is employed by IBM in the firm's facility in New Delhi. Mona is best described as a(n)________.

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

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

The MNE that aims to control the transfer of its unique core competencies overseas usually prefers an ethnocentric staffing policy.

Today,most expatriate assignments are for ________.

Historically,companies have not been particularly concerned with the challenge of repatriation in managing their international human resources.

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

Why is global HRM more difficult than domestic HRM? How can staffing a foreign facility with locals alleviate some of these HRM difficulties?

Which of the following trends has LEAST likely led to the increased demand for expatriate talent?