MAN6635 Exam 2 | Questions with 100% Correct
Answers | Verified | Latest Update 2026
Save
Practice questions for this set
Learn 1 /7 Study using Learn
Training and development programs, courses and events that are developed
and organized by the company
Choose an answer
How to determine how much labor is
1 2 Global Staffing Approach
needed
3 Formal Training 4 Methods for Correcting Surplus
Don't know?
Terms in this set (114)
,How to determine how much labor is Benchmarking, statistical methods, subject matter
needed experts
Benchmarking a process by which a company compares its
performance with that of high-performing
organizations
Statistical Methods Looking at "leading indicators". Example: sales this
year correlate with labor demand next year
Subject matter experts "Educated Guesses" taking into account factors
such as new product launches, changes with
competitors, etc.
Methods for Correcting Surplus Downsize, reduce pay, demotions, transfers, early
retirement, wait for natural attrition, hiring freeze
Methods for correcting shortage Existing people work harder, temporary
employees, outsource, promote from within,
decrease voluntary turnover, recruit and hire new
people
Workforce Enterprises employees
Labor force The pool of potential employees from which the
firm attracts and hires its workforce
Challenges of International Staffing - Availability of data (about labor forces)
- Increasing diversity of labor forces
- Brain Drain (citizens leaving countries for jobs
with better pay)
- Lack of suitable candidates for management
- Populations Characteristics (ex. aging population)
, Approaches to MNE Staffing Ethnocentric, Polycentric, Global
Ethnocentric Staffing Approach - Fill key managerial positions with HQ staff
- Done when local management skill is insufficient
- Pro: HQ familiar with company
- Con: Risk of poor adaptation
Polycentric Staffing Approach - Fill key managerial positions with locals
- Done when company wants to "act local"
- Pro: local managers familiar with area
- Con: Difficulty coordinating activities between
subsidiary and HQ
Global Staffing Approach - Best managers recruited from within or outside of
the company regardless of nationality
- Pro: largest pool of applicants
- Con: Lack of managers who want to work all
around the world
International Business Strategy - No overseas office or operations
- Generally used for exporting, licensing or
subcontracting
- Ethnocentric
- Send managers from HQ
Multi-domestic Business Strategy - Subsidiaries in multiple countries operate
independently within each country, independently
of operations in other countries, and often fairly
independent of parent company HQ
- Polycentric
- Hire locally
Global Business Strategy - Unified strategy implemented for all countries
regardless of culture or national differences
Answers | Verified | Latest Update 2026
Save
Practice questions for this set
Learn 1 /7 Study using Learn
Training and development programs, courses and events that are developed
and organized by the company
Choose an answer
How to determine how much labor is
1 2 Global Staffing Approach
needed
3 Formal Training 4 Methods for Correcting Surplus
Don't know?
Terms in this set (114)
,How to determine how much labor is Benchmarking, statistical methods, subject matter
needed experts
Benchmarking a process by which a company compares its
performance with that of high-performing
organizations
Statistical Methods Looking at "leading indicators". Example: sales this
year correlate with labor demand next year
Subject matter experts "Educated Guesses" taking into account factors
such as new product launches, changes with
competitors, etc.
Methods for Correcting Surplus Downsize, reduce pay, demotions, transfers, early
retirement, wait for natural attrition, hiring freeze
Methods for correcting shortage Existing people work harder, temporary
employees, outsource, promote from within,
decrease voluntary turnover, recruit and hire new
people
Workforce Enterprises employees
Labor force The pool of potential employees from which the
firm attracts and hires its workforce
Challenges of International Staffing - Availability of data (about labor forces)
- Increasing diversity of labor forces
- Brain Drain (citizens leaving countries for jobs
with better pay)
- Lack of suitable candidates for management
- Populations Characteristics (ex. aging population)
, Approaches to MNE Staffing Ethnocentric, Polycentric, Global
Ethnocentric Staffing Approach - Fill key managerial positions with HQ staff
- Done when local management skill is insufficient
- Pro: HQ familiar with company
- Con: Risk of poor adaptation
Polycentric Staffing Approach - Fill key managerial positions with locals
- Done when company wants to "act local"
- Pro: local managers familiar with area
- Con: Difficulty coordinating activities between
subsidiary and HQ
Global Staffing Approach - Best managers recruited from within or outside of
the company regardless of nationality
- Pro: largest pool of applicants
- Con: Lack of managers who want to work all
around the world
International Business Strategy - No overseas office or operations
- Generally used for exporting, licensing or
subcontracting
- Ethnocentric
- Send managers from HQ
Multi-domestic Business Strategy - Subsidiaries in multiple countries operate
independently within each country, independently
of operations in other countries, and often fairly
independent of parent company HQ
- Polycentric
- Hire locally
Global Business Strategy - Unified strategy implemented for all countries
regardless of culture or national differences
