IHRM

1 .Someone who lives and works in a foreign country is (a)n

• A. expartriate.

• B. holiday maker.

• C. international jet-setter.

• D. immigrant.

2. A major difference between International HRM and Domestic HRM is the

• A. number of employees covered by the HR policies.

• B. increased complexities such as currency fluctuations, foreign HR policies and practices, and differing labour laws.

• C. ease with which employees adjust to new cultures.

• D. development of effective cross-boarder management styles.

3. HRM as practised by multinational organisations is called

• A. global HRM.

• B. personnel management practices.

• C. domestic HRM.

• D. international HRM.

4. The key questions to be asked when developing an international HRM policy is

• A. who is going to coordinate the HRM functions?

• B. what type of organisation is desired?

• C. how can cross-boarder training be designed?

• D. when should the HR manager begin developing HR policies?

5. Which of the following are the key advantages of a regio-centric approach?

• 1. A. Minimisation of language barriers.

• 1. B. Similar cultural and practical expectations may facilitate communication and coordination.

• 1. C. Eliminate adjustment problems of recently relocated expatriates.

• 1. D. A level of sensitivity to regional conditions, and interaction between regional and parent country nationals at the regional headquarters level.

6. What is meant by ‘reverse culture shock’?

• 1. A. Disillusionment of expatriate workers on arrival to their foreign assignment.

• 1. B. Disillusionment of expatriate workers during their foreign assignment.

• 1. C. Disillusionment of expatriate workers before taking a foreign assignment.

• 1. D. Disillusionment of expatriate workers on return to their home country after a foreign assignment.

7. Which of the following are the key advantages of a poly-centric approach? Select all that apply:

• 1. A. Minimisation of language barriers.

• 1. B. Eliminate adjustment problems of recently relocated expatriates.

• 1. C. Similar cultural and practical expectations may facilitate communication and coordination.

• 1. D. A level of sensitivity to regional conditions, and interaction between regional and parent country nationals at the regional headquarters level.

8. Which of the following are the key advantages of an ethno-centric approach?

• 1. A. Similar cultural and practical expectations may facilitate communication and coordination.

• 1. B. Eliminate adjustment problems of recently relocated expatriates.

• 1. C. A level of sensitivity to regional conditions, and interaction between regional and parent country nationals at the regional headquarters level.

• 1. D. Minimisation of language barriers.

9. What name is given to the practice of appointing staff on a worldwide basis regardless of national origin?

• 1. A. Regio-centric.

• 1. B. Geo-centric.

• 1. C. Poly-centric.

• 1. D. Ethno-centric.

10. Which of the following describes a ‘polycentric’ approach to staffing? Select all that apply:

• 1. A. Filling all key positions with parent country nationals.

• 1. B. Dividing operations into several geographical regions and freely transferring staff between each region.

• 1. C. Parent country nationals fill managerial positions at headquarters.

• 1. D. Locals fill managerial positions in national subsidiaries.