Question 1

Identify the four Cs of the Human Resource Manager.

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Question 2

Briefly describe going rate and balance sheet approach used to properly compensate,motivate,and retain expatriates.

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Question 3

What are the potential issues that arise during repatriation?

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Question 4

Identify different staffing approaches for subsidiaries.

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Question 5

How do institutions and resources affect human resource management?

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Question 6

Which of the following is an advantage of using the balance sheet approach of compensation?

Accepted Answer

The balance sheet approach to compensation aims to equalize the purchasing power of employees so that they can maintain a similar standard of living in their host country as they would in their home country. This method helps to minimize fluctuations in pay between the overseas assignment and repatriation to the parent country, ensuring a smoother financial transition for the expatriate.

Question 7

Bristall Inc.is a steel manufacturing company headquartered in the United States with subsidiaries in India,China,and the United States.To create a global mind-set for its subsidiary employees,Bristall Inc.relocated its employees in India to the United States.This employee relocation is an example of _____.

Accepted Answer

The employee relocation described in the scenario is an example of inpatriation. Inpatriation refers to the process of bringing employees from foreign subsidiaries to work at the headquarters of a multinational company in the home country. This is done in order to create a global mindset among employees and to share knowledge and skills across the different locations of the company. Expatriation, on the other hand, refers to the process of sending employees from the home country to work at a foreign subsidiary. Benchmarking is a process of comparing company performance with that of best-in-class companies, while collusion refers to secret or illegal cooperation between companies.

Question 8

What are the problems related with inpatriation?

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Question 9

_____ is leading the world in managerial compensation.

Accepted Answer

The United States is known to have some of the highest average managerial compensation in the world. It is common for top executives in the US to earn salaries and bonuses worth millions of dollars each year. By comparison, other countries like Japan, China, and Germany typically have lower average executive salaries.

Question 10

Analyze managing labor relations at home and abroad.

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Question 11

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

Accepted Answer

France has become Manpower's largest market, surpassing the United States.

Question 12

_____ entails the evaluation of employee's work for promotion,retention,or termination purposes.

Accepted Answer

Performance appraisal is the process of evaluating an employee's work performance for promotion, retention or termination. Benchmarking is a process of comparing company practices and performance with that of industry peers. A replacement chart is a visual representation of potential successors for key positions. Open-book management is a management philosophy that involves sharing financial and operational information with employees to improve performance and accountability.

Question 13

The most widely used method in expatriate compensation is _____.

Accepted Answer

The balance sheet approach is the most widely used method in expatriate compensation because it ensures that the expatriate maintains the same standard of living in the host country as they did in their home country. The balance sheet approach calculates the expatriate's compensation package based on three components: home country pay, benefits, and taxes; allowances for cost of living and housing in the host country; and potential additional compensation for hardship or inconvenience of living in the host country. The going rate approach is a market-based approach that sets the expatriate's compensation based on what other employees in the host country are earning in similar positions. The pay-per-impression approach compensates expatriates based on the significance of the work they are doing in the host country. The employee's request approach allows the expatriate to negotiate their compensation package based on their personal preferences and needs.

Question 14

Describe the different roles of expatriates.

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Question 15

Compensation with a _____ makes locations,where pay is higher than in their home country,a more attractive place to work for PCNs and TCNs.

Accepted Answer

The going rate approach is a method of compensation that pays employees the prevailing wage for their job in their geographic location. This makes locations where pay is higher than in their home country a more attractive place to work for PCNs and TCNs.

Question 16

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

Accepted Answer

The going rate approach pays expatriates the prevailing rate for comparable positions in a host country. The other options, pay-per-impression and merit rate, are not commonly used approaches for expatriate compensation. The balance sheet approach uses a combination of home and host country compensation and benefits to ensure expatriates are neither advantaged nor disadvantaged by their international assignment.

Question 17

When expatriates evaluate HCNs,cultural difference may create problems.In ____ countries,performance appraisals based on statements made by subordinates could potentially undermine the power and status of supervisors.

Accepted Answer

High power-distance cultures value hierarchy and authority, and subordinates may feel uncomfortable giving feedback or evaluating their supervisors. This can create problems when expatriates evaluate HCNs based on performance appraisals. In individualistic cultures (A), employees may be more comfortable giving feedback, while uncertainty avoidance (C) and masculinity (D) refer to different cultural dimensions that do not directly relate to power distance and evaluation by subordinates.

Question 18

Relocating employees of a foreign subsidiary to the MNE's headquarters for the purposes of filling skill shortages at headquarters and developing a global mind-set for such employees is called _____.

Accepted Answer

Relocating employees of a foreign subsidiary to the MNE's headquarters for the purposes of filling skill shortages at headquarters and developing a global mind-set for such employees is called inpatriation. It is the opposite of expatriation, which refers to sending employees from the home country to work in a foreign subsidiary. Inpatriation is also known as reverse expatriation.

Quiz 15: Managing Human Resources Globally