Exam 15: Managing Human Resources Globally

In HRM,_____ refers to the determination of salary and benefits.

Returning expatriates may experience a loss of status.

The "best fit" school argues that a firm needs to search for the best external and internal fit.

A psychological contract is a written contract signed by the employer and the expatriation candidate.

Integrating individuals from two (parent and host) countries is a lot more complex than molding managers from a variety of nationalities.

The advantage of hiring employees who are host-country nationals is that it facilitates control by headquarters.

A _____ approach is the opposite of an ethnocentric approach.

_____ entails the evaluation of employee's work for promotion,retention,or termination purposes.

MNEs pursuing home replication strategy typically hire _____ as top managers at local subsidiaries.

What are the problems related with inpatriation?

Ethnocentrism continues to characterize many MNEs: knowledge transfer is typically one way-from headquarters to subsidiaries via expatriates.

MNEs with a _____ strategic orientation follow a geocentric staffing approach.

Which of the following staffing approaches focuses on the norms and practices of the host country? 

Repatriation,if not managed well,can be traumatic for expatriates and their families,but not for the firm.

Which of the following staffing approaches is said to be color blind (the "color" refers to the color of the manager's passport)? 

The advantage of hiring employees who are parent-country nationals is that they bridge the gap between headquarters and the subsidiary.

A compensation approach that pays expatriates the prevailing rate for comparable positions in a host country is called the _____ approach.

MNEs hire only host-country nationals to work at a local subsidiary.