MAN6635 INTERNATIONAL HR FINAL
EXAM QUESTIONS AND ANSWERS
100% ACCURATE
Method of forecasting labor supply - ANSWER-Transitional Matrix, allows us to
anticipate how people will move up through and out of the company
Methods for correcting a surplus - ANSWER--Downsize
-reduce pay
-demotions
-transfers
-early retirement
-wait for natural attrition
-hiring freeze
Downsizing strategy - ANSWER-Companies choose this strategy when:
- attempting to reduce costs
-closing or altering production facilities
-outsourcing and offshoring for economic reasons
Human suffering is high
-financial and psychological damage
-damage to future employment chances
-skill erosion
Drawbacks of downsizing - ANSWER--often irreplaceable people are let go
-survivors just work harder
-survivors become disillusioned
Methods of correcting a shortage - ANSWER--Existing people work harder
-use temporary employees
-Outsource
-Promote from within
-Decrease voluntary turnover
-recruit and hire new people
Labor force - ANSWER-the pool of potential employees from which the firm attracts and
hires its workforce
Challenges of international workforce planning - ANSWER--Availability of Data
-increasing diversity of labor forces
-Brain drain
-Lack of suitable candidates for management
, -developed economies struggle with labor shortages with aging populations and
emerging/developing economies struggle with labor surpluses with large young labor
pools
Global business strategy - ANSWER-unified strategy implemented for all countries
regardless of their culture or national differences
transnational business strategy - ANSWER-firms work hard to be seen as a local firm
that draws upon global expertise technology and resources
International assignees/expatriates - ANSWER-when parent country nationals are
transferred to another country to work in a subsidiary or other type of operation of the
MNE for more than one year
inpatriates - ANSWER-when host country nationals are relocated to HQ of the parent
firm for the purposes of learning the organizations products and culture
recruitment - ANSWER-the set of activities designed to identify and attract potential
employees
goals
-attract many applicants
-attract quality applicants
-increase the likelihood of acceptances
selection - ANSWER-focuses on gathering and analyzing information about applicants
in order to select the most suitable person for the job
Ethnocentric staffing approach - ANSWER-Fill key managerial positions with people
from headquarters
Appropriate when:
-local management skills insufficient
-close coordination with HQ is critical
-high level of technical capability required
-proprietary technology is used extensively
Advantages of ethnocentric staffing - ANSWER--HQ staff familiar with company goals,
products, technology, policies and procedures
-HQ staff knows how to get things done through HQ
Disadvantages of ethnocentric staffing - ANSWER--lack of opportunities to develop
local managers
-risk poor adaptation or lack of effectiveness of IA
polycentric staffing - ANSWER--fill key managerial positions with locals
-appropriate when company wants to "act local"
EXAM QUESTIONS AND ANSWERS
100% ACCURATE
Method of forecasting labor supply - ANSWER-Transitional Matrix, allows us to
anticipate how people will move up through and out of the company
Methods for correcting a surplus - ANSWER--Downsize
-reduce pay
-demotions
-transfers
-early retirement
-wait for natural attrition
-hiring freeze
Downsizing strategy - ANSWER-Companies choose this strategy when:
- attempting to reduce costs
-closing or altering production facilities
-outsourcing and offshoring for economic reasons
Human suffering is high
-financial and psychological damage
-damage to future employment chances
-skill erosion
Drawbacks of downsizing - ANSWER--often irreplaceable people are let go
-survivors just work harder
-survivors become disillusioned
Methods of correcting a shortage - ANSWER--Existing people work harder
-use temporary employees
-Outsource
-Promote from within
-Decrease voluntary turnover
-recruit and hire new people
Labor force - ANSWER-the pool of potential employees from which the firm attracts and
hires its workforce
Challenges of international workforce planning - ANSWER--Availability of Data
-increasing diversity of labor forces
-Brain drain
-Lack of suitable candidates for management
, -developed economies struggle with labor shortages with aging populations and
emerging/developing economies struggle with labor surpluses with large young labor
pools
Global business strategy - ANSWER-unified strategy implemented for all countries
regardless of their culture or national differences
transnational business strategy - ANSWER-firms work hard to be seen as a local firm
that draws upon global expertise technology and resources
International assignees/expatriates - ANSWER-when parent country nationals are
transferred to another country to work in a subsidiary or other type of operation of the
MNE for more than one year
inpatriates - ANSWER-when host country nationals are relocated to HQ of the parent
firm for the purposes of learning the organizations products and culture
recruitment - ANSWER-the set of activities designed to identify and attract potential
employees
goals
-attract many applicants
-attract quality applicants
-increase the likelihood of acceptances
selection - ANSWER-focuses on gathering and analyzing information about applicants
in order to select the most suitable person for the job
Ethnocentric staffing approach - ANSWER-Fill key managerial positions with people
from headquarters
Appropriate when:
-local management skills insufficient
-close coordination with HQ is critical
-high level of technical capability required
-proprietary technology is used extensively
Advantages of ethnocentric staffing - ANSWER--HQ staff familiar with company goals,
products, technology, policies and procedures
-HQ staff knows how to get things done through HQ
Disadvantages of ethnocentric staffing - ANSWER--lack of opportunities to develop
local managers
-risk poor adaptation or lack of effectiveness of IA
polycentric staffing - ANSWER--fill key managerial positions with locals
-appropriate when company wants to "act local"
