MAN 6635 Final Exam International Human
Resource Management | Questions with 100%
Correct Answers | Verified | Latest Update 2026
Save
Terms in this set (74)
Forecasting supply & demand Consider what global forces in the near future that
might affect the supply of or demand for labor
Forecasting Demand Consider how much labor will we need
Benchmarking, statistical methods, subject matter
experts (educated guesses)
Forecasting Supply Consider how much labor will we have
Requires us to anticipate how people will move up
through (and out of) the company. We do this using
a Transitional Matrix.
Also requires us to examine our business
environment by asking these questions:
What's the unemployment rate?
Is that likely to change?
What is the overall size of our labor pool?
Are people training for the jobs for which we
anticipate vacancies?
,Surplus vs. shortage in supply and Comparing the results of demand and supply
demand forecasting forecasting tells us whether we're likely to have a
surplus or a shortage.
Depending on which one we forecast, we plan to
implement various strategies for creating
equilibrium.
Methods for correcting a surplus Downsize
Reduce pay
Demotions
Transfers
Early retirement
Wait for natural attrition
Hiring freeze
Downsizing 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 - Which is
worse?
- Damage to future employment chances over time
- Skill erosion
Drawbacks of downsizing - Often irreplaceable people are let go
- Survivors just work harder
- Survivors become disillusioned
, Methods for correcting a shortage - Existing people work harder
- Use temporary employees
- Outsource
- Promote from within
- Decrease voluntary turnover
- Recruit and hire new people
Workforce An enterprise's employees
Labor Force The pool of potential employees from which the
firm attracts and hires its workforce
Challenges of international staffing Availability of data
- IHR professionals must often develop such data
from independent sources.
- MNEs should not make the assumption that local
labor forces will be adequate to provide the talent
they need.
Increasing Diversity of Labor Forces
Brain Drain
Lack of Suitable Candidates for Management
Populations Characteristics
Approaches to MNE staffing: Ethnocentric
Polycentric
Global
Resource Management | Questions with 100%
Correct Answers | Verified | Latest Update 2026
Save
Terms in this set (74)
Forecasting supply & demand Consider what global forces in the near future that
might affect the supply of or demand for labor
Forecasting Demand Consider how much labor will we need
Benchmarking, statistical methods, subject matter
experts (educated guesses)
Forecasting Supply Consider how much labor will we have
Requires us to anticipate how people will move up
through (and out of) the company. We do this using
a Transitional Matrix.
Also requires us to examine our business
environment by asking these questions:
What's the unemployment rate?
Is that likely to change?
What is the overall size of our labor pool?
Are people training for the jobs for which we
anticipate vacancies?
,Surplus vs. shortage in supply and Comparing the results of demand and supply
demand forecasting forecasting tells us whether we're likely to have a
surplus or a shortage.
Depending on which one we forecast, we plan to
implement various strategies for creating
equilibrium.
Methods for correcting a surplus Downsize
Reduce pay
Demotions
Transfers
Early retirement
Wait for natural attrition
Hiring freeze
Downsizing 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 - Which is
worse?
- Damage to future employment chances over time
- Skill erosion
Drawbacks of downsizing - Often irreplaceable people are let go
- Survivors just work harder
- Survivors become disillusioned
, Methods for correcting a shortage - Existing people work harder
- Use temporary employees
- Outsource
- Promote from within
- Decrease voluntary turnover
- Recruit and hire new people
Workforce An enterprise's employees
Labor Force The pool of potential employees from which the
firm attracts and hires its workforce
Challenges of international staffing Availability of data
- IHR professionals must often develop such data
from independent sources.
- MNEs should not make the assumption that local
labor forces will be adequate to provide the talent
they need.
Increasing Diversity of Labor Forces
Brain Drain
Lack of Suitable Candidates for Management
Populations Characteristics
Approaches to MNE staffing: Ethnocentric
Polycentric
Global
