Human Resource Information Systems Basics Applications and Future Directions 3rd Edition by Michael J. Kavanagh -Test Bank

Human Resource Information Systems Basics Applications and Future Directions 3rd Edition by Michael J. Kavanagh -Test Bank

Chapter 15: Human Resource Information Systems and International Human Resource Management

 

Multiple Choice Questions

 

1. The country in which an international business operates is a/an:
2. receptive country.
3. adaptive country.
4. resource country.

*D. host country.

 

2. Because cultural environments differ across the world:
3. Management styles must remain consistent
4. U.S. corporations have an advantage over firms from other nations

*C. Strategies, structures, and management styles that work in one area of the world may be inappropriate in another

1. the culture must adapt to the goods and services offered by transnational corporations

 

3. When a multinational corporation (MNE) sends employees from its home country, these employees are referred to as:
4. Host country nationals.
5. Third country nationals.
6. International managers.

*D. Expatriates.

 

4. One of the most important tasks of the International HR department is to gather information about the culture of countries where the MNE does business to try to estimate the cultural differences between the home countries of employees and the countries where they may be assigned. This can help to prevent ______________.
5. Future shock.

*B. Culture shock.

1. International disorientation.
2. Expatriate stress.

 

5. Repatriation is a process designed to:
6. Train expatriates prior to their first international assignment

*B. Help expatriate employees make the transition back home

1. Adapt leadership and decision-making styles to the host country
2. Reduce communication errors in foreign assignments

 

6. Which of the flowing is true?
7. The “going rate” and balance sheet” approaches to international employee compensation is equally complex to administer.
8. The “going rate” approach to international employee compensation is more complex to administer than the “balance sheet” approach.

*C. The “balance sheet” approach to international employee compensation is more complex to administer than the “going rate” approach.

1. Neither the “going rate” nor “balance sheet” approaches to international employee compensation are very complicated to administer.

 

7. Which of the following International HR functions will be impacted by country culture?
8. Selection
9. Training
10. Compensation

*D. All of the above

 

8. Direct costs associated with expatriate failure include all of the following EXCEPT:
9. Training costs for expatriate
10. Training costs for expatriate’s family
11. Relocation costs

*D. Negative influences on future promotions

 

9. A __________ produces and distributes identical products and services worldwide, while ________ emphasizes flexibility and customization to meet the needs of differing customer groups worldwide.
10. Global corporations, multinational corporations.
11. Multinational corporations, international corporations.
12. International corporations, global corporations.

*D. Multinational corporations, global corporations.

 

10. A country that serves as the home for a corporation’s headquarters is referred to as the:
11. Host country.
12. Third country.

*C. Parent country.

1. First country.