BUS 325 Week 6 QuizBUS/325 Global Human Resource Management Week 6 Quiz (Chapter 5) â?? StrayerBUS..

BUS 325 Week 6 QuizBUS/325 Global Human Resource Management Week 6 Quiz (Chapter 5) – StrayerBUS 325 Week 6 Quiz – StrayerCHAPTER 5: Sourcing Human Resources for Global Markets – Staffing, Recruitment and SelectionTRUE/FALSE 1. “Assignments as control†is a characteristic of an ethnocentric staffing approach. 2. Upon comparing the compensation packages of PCN and HCN employees, given an ethnocentric approach of staffing, there are little to no differences found in the pay for the two groups. 3. A disadvantage of a geocentric policy is it can be expensive to implement because of increased training and relocation. 4. Regional managers may not be promoted to HQ positions in a regiocentric approach to staffing. 5. Study of Chinese MNEs has confirmed that Western models of staffing policies are not applicable to Chinese MNEs. 6. A short term international assignment is defined as anything up to 1 year. 7. Frequent trips to the host country are necessary in a virtual non-standard assignment. 8. The duration of an expatriate assignment will not necessarily have an impact on the personâ€s ability to develop networks. 9. 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 localâ€. 10. Non-expatriates experience fewer stressors than expatriates as they are not responsible for duties at the home office while on international assignments. 11. Traditional assignments for expatriates usually range from 3 months to 1 year in a location. 12. Virtual assignments rely on communication technologies and such assignees will never visit the host country. 13. The U-curve is based on psychological reactions to a cultural adjustment of an international assignment. 14. The term expatriate failure has been defined as the premature return of an expatriate before the period of assignment is completed. 15. Many developed countries are changing their legislation to facilitate employment related immigration which will make international transfer easier. 16. Lack of fluency in the corporate language is rarely a factor in the selection process in a MNE. 17. The “coffee machine†system is a common form of selection process in the UK. 18. 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. 19. “Trailers†are the spouses of expatriates. 20. Most expatriates are recruited externally. 21. 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. 22. The recruitment process is defined as the process of searching for a sufficient number of candidates to fill a position. MULTIPLE CHOICE 1. Ethnocentric organizations are best characterized by:a.Key personnel positions are held by headquarter personnel.b.Subsidiaries are managed by local nationals (HCN)c.A worldwide integrated business which nationality is ignored in favor of abilityd.Staff may move outside their countries but only within a particular geographic region. 2. All of the following is an approach to managing and staffing subsidiaries EXCEPT:a.Ethnocentricc.Geocentricb.Polycentricd.Multicentric 3. A sound business reason for pursing an ethnocentric staffing policy is:a.Employment of HCNs is normally less expensiveb.Perceived lack of qualified host nationals (HCN)c.It supports cooperation and resource sharing across unitsd.Reflects the goals of the owners 4. Polycentric approaches to international staffing:a.Uses the “assignment as control†approach to reduce perceived high riskb.Uses HCNs to manage subsidiaries and they are often promoted to headquartersc.Can be expensive to implementd.Has very few divisions in the HR staffing department 5. A disadvantage of a polycentric policy is:a.Employment of HCNs is less expensiveb.Host-country managers have limited opportunities to gain experience outside of their own countryc.It can produce federalism at a regional rather than country basisd.Has very few from divisions in the HR staffing department 6. A MNE taking a global approach to its operations and recognizing that each HQ and subsidiary makes a unique contribution with unique competence is described as:a.Regiocentricc.Geocentricb.Polycentricd.Multicentic 7. Hiring host country nationals for a multinational enterprise have the following advantages EXCEPT:a.Language and other barriers are eliminatedb.Government policy may dictate hiring of HCNc.Hiring cost are reducedd.Organizational control and coordination is maintained and facilitated 8. The most common reason for an international assignment is:a.Need for controlc.To fill a skills gapb.Less expensive HR costd.Host government pressures 9. Key organizational reasons for international staffing assignment include all of the following EXCEPT:a.Culture exchangec.Management developmentb.Position fillingd.Organization development 10. “Extended international assignments†are defined as assignments:a.Up to 3 monthsc.1 to 5 yearsb.Up to 1 yeard.Over 5 years 11. Employees on oil rigs would usually be classified as which non-standard assignment?a.Contractual assignmentc.Rotational assignmentb.Commuter assignmentd.Virtual assignment 12. An example of an employee working on a contractual assignment of a non-standard is a/an:a.Part time loan of an employee for one week to one monthb.Three years assignment to start up a Greenfield sitec.Oil rig workerd.R&D project team 13. Traditional expatriate assignments are referred to as a/an:a.Long term assignmentc.Short term assignmentb.Extended assignmentd.Contractual assignment 14. “Bumble Bee†is a description of an expatriate role as:a.Agent of direct controlc.Transferor of corporate valuesb.Network buildersd.Boundary spanners 15. Boundary spanning refers to activities that:a.Expand ownership in a different countryb.Gather information that bridge internal and external organizational contextsc.Exporting information and technology across country boundariesd.Expatriates are seldom called on to perform for the organization 16. All of the following describe a non-expatriate EXCEPT:a.Person who relocates to another countyc.Globetrotterb.Road warriord.Flexpatriate 17. Third country nationals:a.Provide no assurance the subsidiary will comply with company objectivesb.Provide continuity of management as TCHs stay longer in positionsc.May be better informed than Parent Country Nationals about the host county environmentd.May impose an inappropriate HQ style 18. Whether a firm chooses ethnocentric, polycentric, regiocentric or geocentric staffing approach depends on:a.Context specificities, local unit specificities, technological specificities and HR policiesb.Context specificities, competitive specificities, company specificities and IHRM practicesc.Context specificities, company specificities, local unit specificities, IHRM practicesd.Cultural specificities, regulatory specificities, local unit specificities, and IHRM practices 19. Three key organizational reasons for using the various forms of international assignments are:a.Position filling, crisis management and organizational developmentb.Responding to requests from local employees, management development and organizational developmentc.Position filling, management development and responding to requests by parent company employees for international assignmentsd.Position filling, management development and organizational development 20. Recruitment is defined as:a.The process of gathering information for the purpose of evaluating who should be employedb.Searching for and obtaining job candidatesc.Promoting employees within the organization to fill international management positionsd.Transferring functional managers to headquarters