Exam 15: Managing Human Resources Globally

Briefly describe going rate and balance sheet approach used to properly compensate,motivate,and retain expatriates.

An ethnocentric approach emphasizes the norms and practices of the parent company and the parent country of the MNE.

Identify different staffing approaches for subsidiaries.

The initial compensation of an expatriate is determined by performance appraisal.

In developed economies,a firm's key concern is to enhance competitiveness to fight off low-cost rivals from emerging economies.

Returning expatriates are referred to as _____.

Relocating employees of a foreign subsidiary to the MNE's headquarters for the purposes of filling skill shortages at headquarters and developing a global mind-set for such employees is called _____.

Compensation with a _____ makes locations,where pay is higher than in their home country,a more attractive place to work for PCNs and TCNs.

Performance appraisals are given only when an employee is not performing well.

MNEs intend to eventually replace even top-level expatriates with TCNs,in part to save cost.

Expatriates act as daily managers to run operations and to build local capabilities.

MNEs interested in a _____ strategy are typically polycentric in nature when staffing.

Proponents of the "best practices" school argue that firms should adopt "best practices" with respect to certain contexts.

Which of the following is an advantage of using the balance sheet approach of compensation? 

Most inpatriates are expected to eventually return to their home country to replace expatriates.

Describe the different roles of expatriates.

The majority of an MNE's employees are typically parent-country nationals.

In staffing,elimination of language and cultural barriers is an advantage of hiring _____.

Analyze managing labor relations at home and abroad.

_____ refers to HRM activities associated with hiring employees and filling positions.