MAN6635 EXAM 2 || With Questions &
Answers (100% Correct)
Methods for correcting a shortage - ANSWER - Existing people work harder
Use temporary employees
Outsource
Promote from within
Decrease voluntary turnover
Recruit and hire new people
Workforce - ANSWER - An enterprises employees
Labor Force - ANSWER - The pool of potential employees from which the firm attracts
and hires its workforce
MNEs will likely need to: - ANSWER - find staff in whatever location they operate
learn to recruit and hire in multiple locations and cultures
logically deploy staff internationally
Challenge for international workforce planning - ANSWER - -availability of data
-increasing diversity of labor forces
-brain drain
-lack of suitable candidates for management
-Population characteristics (age)
Staffing for an MNE involves - ANSWER - hiring at the local level
managing a mobile workforce
Approaches to MNE staffing - ANSWER - Ethnocentric
Polycentric
Global
Ethnocentric Staffing Approach - ANSWER - Fill key managerial positions with HQ staff
Appropriate when:
Local management skill insufficient
Close coordination with HQ is critical
High level of technical capability required
Proprietary technology is used extensively
Polycentric Staffing Approach - ANSWER - Fill key managerial positions with locals
Appropriate when company wants to "act local"
Global Staffing Approach - ANSWER - Best managers are recruited from within or
outside the company, regardless of nationality
,Very well might not be from home or host country
International Business Strategy - ANSWER - No overseas office or operations
Generally used for exporting, licensing, or subcontracting
Multi-domestic Business Strategy - ANSWER - Subsidiaries in multiple countries
operate independently within each country, independently of operations in other
countries, and often fairly independently of parent company headquarters
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
expatriates or international assignees - ANSWER - 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.
*when the return home, they are repatriates
inpatriates - ANSWER - host country nationals are relocated to HQ of the parent firm,
generally for more than one year, for the purposes of learning the organizations
products and culture
Local hires or nationals - ANSWER - Employees who are hired locally
Domestic internationalists - ANSWER - Employees who never leave home country but
conduct international business with customers, suppliers, and colleagues in other
countries via telephone, teleconference, e-mail etc.
International commuters - ANSWER - Employees who live in one country (typically their
home country), but who work in another (host) country and regularly commute across
borders to perform aspects of their work. They may live at home in one country yet
commute on a daily or weekly basis to another country to work.
Frequent business travelers - ANSWER - Employees who, on a frequent basis, take
international trips that last a few days, weeks, or months at a time. These international
trips usually include travel to a variety of countries or continents to visit MNE sites or
customers.
Short-term international assignees - ANSWER - Employees on assignments that last
less than one year but more than a few weeks (increasingly being used to substitute for
longer-term international assignments and typically do not include the relocation of the
employee's family).
, International assignees - ANSWER - This is an international assignment that lasts more
than one year and includes full relocation. This is the traditional expatriate and the focus
of most research and surveys about international employees. These international
assignments many be immediate term (12-24 months) or long-term (24 to 36 months).
Localized employees - ANSWER - Situation where the employee was sent to work in a
foreign country but hired as a local employee (with some allowances for relocation).
This may be because they really want to work in that country, often because they marry
a local spouse or for some other reason want to spend the rest of their careers in that
location. It may also involve an international assignee who is converted to permanent
local status once the assignment period is over.
Permanent cadre or globalists - ANSWER - Employees who spend essentially their
whole careers in international assignments, moving from one locale to another.
Stealth assignees - ANSWER - International assignees who are relocated by their
managers without ever informing HR, so that they do not show up in the records,
benefits, and support systems used to manage such employees. Many short-term
assignees fall under this category.
What kind of human resources do we have, what kind are we likely to need, and how do
we bring those into alignment? - ANSWER - Supply forecasting
Demand forecasting
HR practices
Forecasting Global Supply & Demand - ANSWER - -What historical events likely
affected the global supply of or demand for labor?
-Who are some people throughout history that likely affected the global supply of or
demand for labor?
-What global forces in the near future that might affect the supply of or demand for
labor?
Forecasting Demand - ANSWER - How much labor will we need?
-Benchmarking
*How much labor does a business like ours use?
Is there any reason why we may differ?
-Statistical Methods
*Look at "leading indicators." For example: Sales this year correlate with labor demand
next year
*Does not account for chance, change, rapid fluctuation, or the zombie apocalypse
-Subject Matter Experts- "Educated Guesses"
*Take into account other factors (e.g., new product launches, changes with competitors,
changes in technology, changes in the economy)
How do we forecast supply (how much labor we will have) - ANSWER - Transitional
Matrix
Answers (100% Correct)
Methods for correcting a shortage - ANSWER - Existing people work harder
Use temporary employees
Outsource
Promote from within
Decrease voluntary turnover
Recruit and hire new people
Workforce - ANSWER - An enterprises employees
Labor Force - ANSWER - The pool of potential employees from which the firm attracts
and hires its workforce
MNEs will likely need to: - ANSWER - find staff in whatever location they operate
learn to recruit and hire in multiple locations and cultures
logically deploy staff internationally
Challenge for international workforce planning - ANSWER - -availability of data
-increasing diversity of labor forces
-brain drain
-lack of suitable candidates for management
-Population characteristics (age)
Staffing for an MNE involves - ANSWER - hiring at the local level
managing a mobile workforce
Approaches to MNE staffing - ANSWER - Ethnocentric
Polycentric
Global
Ethnocentric Staffing Approach - ANSWER - Fill key managerial positions with HQ staff
Appropriate when:
Local management skill insufficient
Close coordination with HQ is critical
High level of technical capability required
Proprietary technology is used extensively
Polycentric Staffing Approach - ANSWER - Fill key managerial positions with locals
Appropriate when company wants to "act local"
Global Staffing Approach - ANSWER - Best managers are recruited from within or
outside the company, regardless of nationality
,Very well might not be from home or host country
International Business Strategy - ANSWER - No overseas office or operations
Generally used for exporting, licensing, or subcontracting
Multi-domestic Business Strategy - ANSWER - Subsidiaries in multiple countries
operate independently within each country, independently of operations in other
countries, and often fairly independently of parent company headquarters
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
expatriates or international assignees - ANSWER - 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.
*when the return home, they are repatriates
inpatriates - ANSWER - host country nationals are relocated to HQ of the parent firm,
generally for more than one year, for the purposes of learning the organizations
products and culture
Local hires or nationals - ANSWER - Employees who are hired locally
Domestic internationalists - ANSWER - Employees who never leave home country but
conduct international business with customers, suppliers, and colleagues in other
countries via telephone, teleconference, e-mail etc.
International commuters - ANSWER - Employees who live in one country (typically their
home country), but who work in another (host) country and regularly commute across
borders to perform aspects of their work. They may live at home in one country yet
commute on a daily or weekly basis to another country to work.
Frequent business travelers - ANSWER - Employees who, on a frequent basis, take
international trips that last a few days, weeks, or months at a time. These international
trips usually include travel to a variety of countries or continents to visit MNE sites or
customers.
Short-term international assignees - ANSWER - Employees on assignments that last
less than one year but more than a few weeks (increasingly being used to substitute for
longer-term international assignments and typically do not include the relocation of the
employee's family).
, International assignees - ANSWER - This is an international assignment that lasts more
than one year and includes full relocation. This is the traditional expatriate and the focus
of most research and surveys about international employees. These international
assignments many be immediate term (12-24 months) or long-term (24 to 36 months).
Localized employees - ANSWER - Situation where the employee was sent to work in a
foreign country but hired as a local employee (with some allowances for relocation).
This may be because they really want to work in that country, often because they marry
a local spouse or for some other reason want to spend the rest of their careers in that
location. It may also involve an international assignee who is converted to permanent
local status once the assignment period is over.
Permanent cadre or globalists - ANSWER - Employees who spend essentially their
whole careers in international assignments, moving from one locale to another.
Stealth assignees - ANSWER - International assignees who are relocated by their
managers without ever informing HR, so that they do not show up in the records,
benefits, and support systems used to manage such employees. Many short-term
assignees fall under this category.
What kind of human resources do we have, what kind are we likely to need, and how do
we bring those into alignment? - ANSWER - Supply forecasting
Demand forecasting
HR practices
Forecasting Global Supply & Demand - ANSWER - -What historical events likely
affected the global supply of or demand for labor?
-Who are some people throughout history that likely affected the global supply of or
demand for labor?
-What global forces in the near future that might affect the supply of or demand for
labor?
Forecasting Demand - ANSWER - How much labor will we need?
-Benchmarking
*How much labor does a business like ours use?
Is there any reason why we may differ?
-Statistical Methods
*Look at "leading indicators." For example: Sales this year correlate with labor demand
next year
*Does not account for chance, change, rapid fluctuation, or the zombie apocalypse
-Subject Matter Experts- "Educated Guesses"
*Take into account other factors (e.g., new product launches, changes with competitors,
changes in technology, changes in the economy)
How do we forecast supply (how much labor we will have) - ANSWER - Transitional
Matrix
