Question 1

Whether a firm chooses ethnocentric,polycentric,regiocentric or geocentric staffing approach depends on:

Accepted Answer

A)  Context specificities,local unit specificities,technological specificities and HR policies 
B)  Context specificities,competitive specificities,company specificities and IHRM practices 
C)  Context specificities,company specificities,local unit specificities,IHRM practices 
D)  Cultural specificities,regulatory specificities,local unit specificities,and IHRM practices 
A)  Context specificities,local unit specificities,technological specificities and HR policies 
B)  Context specificities,competitive specificities,company specificities and IHRM practices 
C)  Context specificities,company specificities,local unit specificities,IHRM practices 
D)  Cultural specificities,regulatory specificities,local unit specificities,and IHRM practices

Question 2

All of the following describe a non-expatriate EXCEPT:

Accepted Answer

A)  Person who relocates to another county 
B)  Road warrior 
C)  Globetrotter 
D)  Flexpatriate 
A)  Person who relocates to another county 
B)  Road warrior 
C)  Globetrotter 
D)  Flexpatriate

Question 3

Many developed countries are changing their legislation to facilitate employment related immigration which will make international transfer easier.

Accepted Answer

A) True 
 B)False

Question 4

What are some alternative assignment arrangements applied to address the dual career couple restraints on the selection process?

Accepted Answer

Important support measures include langu

Question 5

Why are expatriates considered boundary spanners?

Accepted Answer

Expatriates are considered boundary span

Question 6

Traditional assignments for expatriates usually range from 3 months to 1 year in a location.

Accepted Answer

A) True 
 B)False

Question 7

Virtual assignments rely on communication technologies and such assignees will never visit the host country.

Accepted Answer

A) True 
 B)False

Question 8

The European Union Social Charter allows for

Accepted Answer

A)  Spousal work permits 
B)  Expatriate to apply for citizenship 
C)  Free movement of citizens of member countries within the EU for work 
D)  Long term assignments 
A)  Spousal work permits 
B)  Expatriate to apply for citizenship 
C)  Free movement of citizens of member countries within the EU for work 
D)  Long term assignments

Question 9

The recruitment process is defined as the process of searching for a sufficient number of candidates to fill a position.

Accepted Answer

A) True 
 B)False

Question 10

Job hunting assistance is provided to spouses to find a job in host countries as a means of making an international assignment more family-friendly.

Accepted Answer

A) True 
 B)False

Question 11

Traditional expatriate assignments are referred to as a/an:

Accepted Answer

A)  Long term assignment 
B)  Extended assignment 
C)  Short term assignment 
D)  Contractual assignment 
A)  Long term assignment 
B)  Extended assignment 
C)  Short term assignment 
D)  Contractual assignment

Question 12

Indirect cost of the failure of an expatriate involving contact with key clients and host government officials may result in the long term loss of market shares.

Accepted Answer

A) True 
 B)False

Question 13

Third country nationals:

Accepted Answer

A)  Provide no assurance the subsidiary will comply with company objectives 
B)  Provide continuity of management as TCHs stay longer in positions 
C)  May be better informed than Parent Country Nationals about the host county environment 
D)  May impose an inappropriate HQ style 
A)  Provide no assurance the subsidiary will comply with company objectives 
B)  Provide continuity of management as TCHs stay longer in positions 
C)  May be better informed than Parent Country Nationals about the host county environment 
D)  May impose an inappropriate HQ style

Question 14

Which language is the common corporate language in the world?

Accepted Answer

A)  French 
B)  Spanish 
C)  English 
D)  Mandarin Chinese 
A)  French 
B)  Spanish 
C)  English 
D)  Mandarin Chinese

Question 15

A key driver in recruiting an inpatriate is the desire to create a global core competency thus increasing the organizations capability to "think global and act local".

Accepted Answer

A) True 
 B)False

Question 16

An indirect cost of the failure of an expatriate would be:

Accepted Answer

A)  Relocation expenses 
B)  Exchange rate 
C)  Loss of market share 
D)  Their replacement cost 
A)  Relocation expenses 
B)  Exchange rate 
C)  Loss of market share 
D)  Their replacement cost

Question 17

A sound business reason for pursing an ethnocentric staffing policy is:

Accepted Answer

A)  Employment of HCNs is normally less expensive 
B)  Perceived lack of qualified host nationals (HCN) 
C)  It supports cooperation and resource sharing across units 
D)  Reflects the goals of the owners 
A)  Employment of HCNs is normally less expensive 
B)  Perceived lack of qualified host nationals (HCN) 
C)  It supports cooperation and resource sharing across units 
D)  Reflects the goals of the owners

Question 18

Female expatriates tend to be employed by companies:

Accepted Answer

A)  That are small 
B)  With over 1000 employees 
C)  In the marketing field 
D)  Going into the USA 
A)  That are small 
B)  With over 1000 employees 
C)  In the marketing field 
D)  Going into the USA

Question 19

The selection process of an expatriate places a heavy reliance on:

Accepted Answer

A)  Relevant technical skills 
B)  Past performances 
C)  Marital status 
D)  Desire to relocate 
A)  Relevant technical skills 
B)  Past performances 
C)  Marital status 
D)  Desire to relocate

Question 20

"Independents" are defined in the text as:

Accepted Answer

A)  Professional women who are self-selected expatriates 
B)  Trailers 
C)  Minority foreign female 
D)  Neither a Democrat or Republican expatriate 
A)  Professional women who are self-selected expatriates 
B)  Trailers 
C)  Minority foreign female 
D)  Neither a Democrat or Republican expatriate

Whether a firm chooses ethnocentric,polycentric,regiocentric or geocentric staffing approach depends on:

All of the following describe a non-expatriate EXCEPT:

Many developed countries are changing their legislation to facilitate employment related immigration which will make international transfer easier.

What are some alternative assignment arrangements applied to address the dual career couple restraints on the selection process?

Why are expatriates considered boundary spanners?

Traditional assignments for expatriates usually range from 3 months to 1 year in a location.

Virtual assignments rely on communication technologies and such assignees will never visit the host country.

The European Union Social Charter allows for

The recruitment process is defined as the process of searching for a sufficient number of candidates to fill a position.

Job hunting assistance is provided to spouses to find a job in host countries as a means of making an international assignment more family-friendly.

Traditional expatriate assignments are referred to as a/an:

Indirect cost of the failure of an expatriate involving contact with key clients and host government officials may result in the long term loss of market shares.

Third country nationals:

Which language is the common corporate language in the world?

A key driver in recruiting an inpatriate is the desire to create a global core competency thus increasing the organizations capability to "think global and act local".

An indirect cost of the failure of an expatriate would be:

A sound business reason for pursing an ethnocentric staffing policy is:

Female expatriates tend to be employed by companies:

The selection process of an expatriate places a heavy reliance on:

"Independents" are defined in the text as:

Introduction

The Cultural Context of IHRM

The Organizational Context

IHRM in Cross-Border Mergers & Acquisitions, International Alliances and SMEs

International Performance Management

International Training,Development and Careers

International Compensation

International Industrial Relations and The Global Institutional Context

IHRM Trends and Future Challenges

Filters

Exam 5: Sourcing Human Resources for Global Markets – Staffing, Recruitment and Selection

Whether a firm chooses ethnocentric,polycentric,regiocentric or geocentric staffing approach depends on:

All of the following describe a non-expatriate EXCEPT:

Many developed countries are changing their legislation to facilitate employment related immigration which will make international transfer easier.

What are some alternative assignment arrangements applied to address the dual career couple restraints on the selection process?

Why are expatriates considered boundary spanners?

Traditional assignments for expatriates usually range from 3 months to 1 year in a location.

Virtual assignments rely on communication technologies and such assignees will never visit the host country.

The European Union Social Charter allows for

The recruitment process is defined as the process of searching for a sufficient number of candidates to fill a position.

Job hunting assistance is provided to spouses to find a job in host countries as a means of making an international assignment more family-friendly.

Traditional expatriate assignments are referred to as a/an:

Indirect cost of the failure of an expatriate involving contact with key clients and host government officials may result in the long term loss of market shares.

Third country nationals:

Which language is the common corporate language in the world?

A key driver in recruiting an inpatriate is the desire to create a global core competency thus increasing the organizations capability to "think global and act local".

An indirect cost of the failure of an expatriate would be:

A sound business reason for pursing an ethnocentric staffing policy is:

Female expatriates tend to be employed by companies:

The selection process of an expatriate places a heavy reliance on:

"Independents" are defined in the text as:

Introduction

The Cultural Context of IHRM

The Organizational Context

IHRM in Cross-Border Mergers & Acquisitions, International Alliances and SMEs

International Performance Management

International Training,Development and Careers

International Compensation

International Industrial Relations and The Global Institutional Context

IHRM Trends and Future Challenges

Filters