Exam 15: Managing Human Resources Globally

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

In the United States,unionized employees earn less than non-unionized employees.

A(n)_____ emphasizes the norms and practices of the parent company relying on parent-country nationals.

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

The best way to reduce expatriate turnover is a career development plan.

Identify the four Cs of the Human Resource Manager.

Which country is now Manpower's largest market ahead of the United States?

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

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

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

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

The going rate approach is the most widely used method in expatriate compensation.

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

The majority of a multinational enterprise's employees would typically comprise of _____.

Which of the following is an advantage of hiring parent-country nationals?

The term "HRM" indicates that people are key resources of the firm to be actively managed and developed.

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

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