Question 1

Which of the following is a type of international assignment where the employee is relocated for a period of time,usually in excess of a year?

Accepted Answer

An "expatriate" refers to an employee who is relocated to a different country for a period of time, usually more than a year. Option A, "international commuters," refer to employees who travel frequently between two or more countries for work. Option C, "short-term assignment," refers to international assignments lasting between three to twelve months. And option D, "moderate-term assignment," refers to international assignments lasting between one to three years.

Question 2

An organization has implemented HRM systems for its foreign subsidiaries that are consistent with the local economic,political,and legal environment.What approach is the organization using?

Accepted Answer

The organization is using an adaptive IHRM (International Human Resource Management) approach because it is adapting its HRM systems to the local economic, political, and legal environment. The organization recognizes the importance of tailoring its HRM practices to meet the needs and requirements of its foreign subsidiaries. This approach helps to ensure that its HRM systems are effective in different cultures and contexts, and can help to improve organizational performance and employee engagement.

Question 3

The Conference Board of Canada has identified four major areas of focus for workforce planning in an international context.Which of the following is NOT one of these areas?

Accepted Answer

The three areas that are identified by The Conference Board of Canada for workforce planning in an international context include understanding local labour market data, issues relating to external human capital demand and supply, and flexible labour practices. The existing market is not identified as one of the major areas of focus for workforce planning.

Question 4

Following an organization's multinational business strategy,it's HR systems are standardized across its subsidiaries all over the world.What approach is the organization adopting?

Accepted Answer

The organization is adopting an exportive IHRM approach where its HR systems are standardized across all subsidiaries worldwide. In this approach, there is a centralized approach to managing HR functions, and the parent company's policies and practices are exported to subsidiaries. This approach is usually adopted by organizations with a strong global integration strategy, where standardization and uniformity of HR practices are critical for achieving business goals.

Question 5

Which of the following is NOT an HR support structure that seeks to ensure that employees and their families deployed in dangerous parts of the world always return home safely?

Accepted Answer

While environmental assessments may be important in some HR support structures, they do not necessarily play a role in ensuring the safe return of employees deployed in dangerous parts of the world. The other options listed - precautionary actions and procedures, contingency planning, and risk assessments - all directly relate to this goal.

Question 6

An organization has reduced transaction costs,ensured the consistency of its corporate policies all over the world,and gained control over its subsidiaries.What approach has the organization adopted?

Accepted Answer

The exportive IHRM approach involves centralizing HR practices and policies from the headquarters to subsidiaries, ensuring consistency and control, and reducing transaction costs globally.

Question 7

An organization is combining home HR practices with local practices and selecting the most qualified people for the appropriate positions no matter where these candidates come from.What approach has the organization adopted?

Accepted Answer

The organization has adopted the integrative IHRM approach. This approach combines home HR practices with local practices, and ensures that the most qualified candidates are selected for appropriate positions regardless of their origin. The organization is taking a global outlook, while also recognizing the need to adapt to local cultural and legal contexts.

Question 8

Which of the following has been rated by multinational corporations as the most critical goal of international HRM?

Accepted Answer

Attracting and retaining managers who are competent to represent the company in a global arena has been rated as the most critical goal of international HRM by multinational corporations. This is because having competent global managers is crucial for the success of a company in the global marketplace. While compensating, training, and orienting managers are also important, the ability to attract and retain talented managers who can represent the company effectively in diverse cultural and business environments is considered the top priority.

Question 9

An organization is adopting a strategy that introduces culturally sensitive products with the least amount of cost.What strategy is the organization adopting?

Accepted Answer

The answer of An organization is adopting a strategy that...

Question 10

What is the first major challenge in forecasting the demand for labour in an international setting?

Accepted Answer

Developing an understanding of the labour market is the first major challenge in forecasting the demand for labour in an international setting. Without this understanding, it would be difficult to accurately predict the level of demand for labour and the specific skills and qualifications that will be needed in the workforce. Understanding cultural differences, people practices, and HR policies may also be important factors, but they are not the primary challenge in forecasting labour demand.

Question 11

An organization is projecting global competence supply,forecasting global competence needs,and developing a blueprint to establish global competence pools within companies.What is the organization undertaking?

Accepted Answer

The organization is undertaking strategic international HR planning, which involves projecting and forecasting global competence supply and needs, as well as developing a blueprint for establishing global competence pools within companies.

Question 12

Which of the following is a key challenge for managers in their overseas assignments,and a critical HR aspect in the internationalization of Canadian companies and their employees?

Accepted Answer

Struggling to fit in can be a key challenge for managers in their overseas assignments. It is also a critical HR aspect in the internationalization of Canadian companies and their employees as it pertains to cross-cultural communication, understanding of local customs and norms, and the ability to adapt to different work environments.

Question 13

Expatriate employee security produces a wide range of HR-related challenges for international placements.Which of the following is a HR support structure in the area of international employee safety?

Accepted Answer

The HR support structure in the area of international employee safety includes risk assessment processes, which involve analyzing and assessing potential risks that expatriate employees may face in a foreign country. This helps organizations develop effective strategies to mitigate the risks and ensure the safety of their international workforce. Environmental assessments, organizational needs assessments, and legislative reviews may also be relevant in certain contexts, but they are not specific to employee safety and security.

Question 14

What best defines the human resources management issues,functions,policies,and practices that result from the strategic goals and activities of multinational enterprises?

Accepted Answer

Strategic international HR management focuses specifically on the human resources management issues, functions, policies, and practices that result from the strategic goals and activities of multinational enterprises. It involves aligning HR strategies with the overall strategic goals of the organization and addressing the challenges of managing a diverse workforce across different countries and cultures. The other choices, while related, do not specifically address the human resources management aspects of multinational enterprises.

Question 15

Which of the following is a type of international assignment where the employee may make frequent trips to the host country but does not relocate to that country?

Accepted Answer

Frequent flyers are employees who make regular trips to a host country for work but do not relocate there.

Question 16

HR managers face a number of challenges related to employment legislation when their organizations expand across national borders.Which of the following is typical of those challenges?

Accepted Answer

Employment policies and processes vary significantly from country to country, posing a challenge for HR managers as they must ensure compliance with local laws and regulations when their organizations operate internationally.

Question 17

An organization's strategy is to concentrate on the development of foreign markets by selling to foreign nationals.What strategy is the organization following?

Accepted Answer

The answer of An organization's strategy is to concentrate on...

Question 18

HR managers face a number of challenges related to workforce diversity when their organizations expand across national borders.Which of the following is NOT typical of these challenges?

Accepted Answer

Family and divorce issues for expatriates are personal challenges faced by employees rather than challenges directly related to workforce diversity management by HR managers.

Question 19

An organization's strategy is to standardize its products and services around the world to gain efficiency.What strategy is the organization adopting?

Accepted Answer

The answer of An organization's strategy is to standardize its...

Question 20

An organization is internationalizing by exporting goods abroad as a means of seeking new markets.What strategy is the organization following?

Accepted Answer

The answer of An organization is internationalizing by exporting goods...

Quiz 11: Strategic International HRM