Reference no: EM131837884

Global Staffing

1. Which one of the following statements represents the polycentric approach to International Human Resource Management?

a. All key positions of the host country subsidiary are filled by nationals of the parent company.

b. Host country nationals are never recruited to manage subsidiaries in their own country.

c. Host country nationals are recruited to manage the subsidiaries in their own country.

d. Always uses top managers from the parent country in the subsidiary.

e. The MNE divides its operations into geographic regions and moves staff within

particular regions, e.g. Europe, America, Asia, rather than between regions

2. Which one of the following statements is correct?

a. In the geocentric approach the MNE divides its operations into geographic regions

and moves staff within particular regions, e.g. Europe, America, Asia, rather than

between regions.

b. In the ethnocentric approach to IHRM all key positions of the host country

subsidiary are filled by nationals of the parent company.

c. In the regiocentric approach to IHRM the best people are used for all the key jobs,

whatever their nationality or the geographical location of the post to be filled.

d. The polycentric approach involves separating out the different geographical/regional

areas in which the MNE operates.

e. In the international approach, top managers from the parent country are always

used to manage the overseas subsidiary.

3. Often the reason why expatriate assignments fail and why some immigrants and migrant workers in the UK find difficulty in assimilating into the British way of life is because of:

a. cultural differences.

b. homesickness.

c. climate.

d. reduction in remuneration in pay and conditions.

4. The problems associated with repatriation of an employee who has worked on an

international assignment include:

a. feelings of reverse culture shock.

b. a sense of isolation and inability to fit back onto the home culture.

c. communication about what the new job will be where the job will be located.

d. Both a and b.

5. Which of the following is not an example of an internal recruiting source?

a. Nominations

b. Global talent management inventories

c. In-house global leadership programs

d. Executive search firms

6. Two benefits related to the use of internal recruiting sources are

a. increasing the size of the applicant pool and reducing infighting.

b. increasing the quality of the applicant pool and enhanced reputation.

c. reduced labour costs and enhanced reputation.

d. all of these.

7. Which of the following is not one of the categories for spousal support programs that are critical to trailing spouses' satisfaction with their foreign relocations?

a. Personal adjustment

b. Career maintenance

c. Offset of loss of income

d. Education opportunities

8. Expatriate success is defined as:

a. completion of the foreign assignment (achieving the original goals and objectives).

b. cross-cultural adjustment while on assignment.

c. good performance on the job while on the foreign assignment.

d. all of these.

9. The most important selection criteria for international assignments include all of the following except

a. job suitability

b. cultural adaptability

c. developing cultural sensitivity

d. desire for foreign assignments

10. Selections for international transfer are most successful when based on which of the following factors?

a. Maturity of the candidate

b. Ability to handle foreign languages

c. Desire to for an overseas assignments

d. All of these