Exam 15: Managing Human Resources Globally

Non-native employees who work and reside in a foreign country are known as _____.

Describe the different roles of expatriates.

What are the potential issues that arise during repatriation?

PCNs generally stay in their positions longer and thus provide more continuity of management.

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

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

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

In an MNE,a perceived lack of talent and skills of HCNs often necessitates a(n)_____ approach.

Staffing,training and development,compensation and performance appraisal,and labor relations are main areas of HRM.

An MNE with transnational strategy typically staffs host-country nationals.

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

The process of selecting,managing,and motivating non-native employees to work abroad is called _____.

Which of the following types of employees in MNEs are often known as locals?

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

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

An MNE following a _____ strategy is more likely to hire a mix of parent-,host-,and third-country nationals as managers in their local subsidiary.

Externally,HRM is shaped by national and industry contexts.

Global standardization or transnational strategies often necessitate an ethnocentric approach,resulting in a mix of HCNs,PCNs,and TCNs.

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

The most widely used method in expatriate compensation is _____.