Effective expatriation focuses on the following, EXCEPT: ___________________________.
a.filling a business need
b.just-in-time workers
c.preparing the expatriate for mission accomplishment
d.sharing of knowledge and skills
The drivers of global HRM are as follows, EXCEPT _____________________________.
a.Efficiency
b.HRM affordability
c.Information exchange
d.Global vision
The following is or are cost-effective way/s of doing an international transfer, EXCEPT:
___________________.
a.management of personnel
b.the use of local people
c.the use of third-country nationals
d.the use of ICT
The failure of expatriates can be attributed to an/a______________________.
a.inaccuracy in recruitment and selection, failure to use ICT, selections of expatriates
based on of their technical abilities only,
b.selections of expatriates because of their technical abilities only, cultural empathy,
and interpersonal skills that are often ignored in the selection, and failure to use ICT,
c.cultural empathy and interpersonal skills that are often ignored in the selection,
failure to use ICT, and inaccuracy in recruitment and selection
d.inaccuracies in recruitment and selection, selections of expatriates on the basis of
their technical abilities only, cultural empathy, and interpersonal skills that are often
ignored in the selection.
, Multinational enterprises pursue international transfers of employees for the following
reasons to:
a.provide non-existing skills in that location, the internationalisation of the
management team, and to expose employees to the various branches of the company,
b.provide non-existing skills in that location, to expose employees to the various
branches of the company, and to provide opportunities for management,
c.provide non-existing skills in that location, the internationalisation of the
management team and to expose employees to the various industries
d.provide non-existing skills in that location, the internationalisation of the
management team, and to provide opportunities for management
The expatriates may have the following challenge/s during the process of repatriation, a
loss of__________:
a.income, loss of autonomy, job loss
b.career direction, loss of income, job loss
c.autonomy, jobs loss, loss of career direction
d.income, loss of career direction, loss of autonomy
The use of third country nationals for international transfers has one of the following
advantages:
a.They are originally from the host country.
b.They are originally from the parent company.
c.Their use emphasizes the organisation’s commitment to the use of flexible patterns
of work.
d.Their use emphasises the organisation’s commitment to using talent wherever it
may be.
The following is an enabler of global HRM:
a.Efficiency
b.Global provision
c.Information exchange and organisational learning
d.e-enabled HR and knowledge transfer
a.filling a business need
b.just-in-time workers
c.preparing the expatriate for mission accomplishment
d.sharing of knowledge and skills
The drivers of global HRM are as follows, EXCEPT _____________________________.
a.Efficiency
b.HRM affordability
c.Information exchange
d.Global vision
The following is or are cost-effective way/s of doing an international transfer, EXCEPT:
___________________.
a.management of personnel
b.the use of local people
c.the use of third-country nationals
d.the use of ICT
The failure of expatriates can be attributed to an/a______________________.
a.inaccuracy in recruitment and selection, failure to use ICT, selections of expatriates
based on of their technical abilities only,
b.selections of expatriates because of their technical abilities only, cultural empathy,
and interpersonal skills that are often ignored in the selection, and failure to use ICT,
c.cultural empathy and interpersonal skills that are often ignored in the selection,
failure to use ICT, and inaccuracy in recruitment and selection
d.inaccuracies in recruitment and selection, selections of expatriates on the basis of
their technical abilities only, cultural empathy, and interpersonal skills that are often
ignored in the selection.
, Multinational enterprises pursue international transfers of employees for the following
reasons to:
a.provide non-existing skills in that location, the internationalisation of the
management team, and to expose employees to the various branches of the company,
b.provide non-existing skills in that location, to expose employees to the various
branches of the company, and to provide opportunities for management,
c.provide non-existing skills in that location, the internationalisation of the
management team and to expose employees to the various industries
d.provide non-existing skills in that location, the internationalisation of the
management team, and to provide opportunities for management
The expatriates may have the following challenge/s during the process of repatriation, a
loss of__________:
a.income, loss of autonomy, job loss
b.career direction, loss of income, job loss
c.autonomy, jobs loss, loss of career direction
d.income, loss of career direction, loss of autonomy
The use of third country nationals for international transfers has one of the following
advantages:
a.They are originally from the host country.
b.They are originally from the parent company.
c.Their use emphasizes the organisation’s commitment to the use of flexible patterns
of work.
d.Their use emphasises the organisation’s commitment to using talent wherever it
may be.
The following is an enabler of global HRM:
a.Efficiency
b.Global provision
c.Information exchange and organisational learning
d.e-enabled HR and knowledge transfer
