MAN 6635 FINAL EXAM UPDATED QUESTIONS
AND ANSWERS SURE A+
✔✔Global Staffing Approach - ✔✔Best managers are recruited from within or outside
the company, regardless of nationality
Very well might not be from home or host country
Advantages
- Largest pool of qualified applicants
- Applicants tend to have
cultural flexibility and adaptability
bilingual or multilingual skills
- Perceived by employees as acceptable compromises between HQ and local
managers
Cheaper to transfer employees from some countries than others
Disadvantages
- Lack of managers who want to work all around the world
- Conflicting requirements of host governments
- If they'll go anywhere for your company, what's to keep them from going to another
company?
✔✔Business Strategies of MNEs & Staffing - ✔✔Global business strategy =
ethnocentric staffing
International business strategy = ethnocentric staffing
Multi-Domestic business strategy = polycentric staffing
Transnational business strategy = global staffing
, ✔✔International Assignees/Expatriate - ✔✔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, they are generally referred to as expatriates or
international assignees
✔✔Recruitment - ✔✔Searching for and attracting qualified applicants to create an
applicant pool
✔✔Selection - ✔✔Gathering and analyzing information about applicants in order to
select the most suitable person or persons for the job
✔✔Repatriation - ✔✔The process of bringing an international assignee and their family
back home from foreign assignment
✔✔3 goals of recruitment - ✔✔- Attract many applicants.
- Attract quality applicants who "fit" the position.
- Increase the likelihood of acceptances
✔✔Internal Recruitment Sources - ✔✔For All Jobs:
- Internal Job Posting
For International Assignment Specifically:
- Global Talent Management Inventories
- In-House Global Leadership Programs
- Former/Current Expatriates
- International Succession Planning Programs
- Nominations from supervisors or other expatriates
✔✔Positives and negative of recruiting from within - ✔✔Positives:
- Creates a well-known sample of applicants
- Reduces labor costs
Allows vacancies to be filled quickly
- Enhances employee development
- Enhances company reputation
Negatives:
- Creates another vacancy
- Being good at a job doesn't mean you'll necessarily be good at supervising that job or
doing that job abroad
✔✔External Recruitment Sources - ✔✔Referrals
- Some firms give bonuses for them
- Usually result in good fit between the new hire and the job
Advertisements
AND ANSWERS SURE A+
✔✔Global Staffing Approach - ✔✔Best managers are recruited from within or outside
the company, regardless of nationality
Very well might not be from home or host country
Advantages
- Largest pool of qualified applicants
- Applicants tend to have
cultural flexibility and adaptability
bilingual or multilingual skills
- Perceived by employees as acceptable compromises between HQ and local
managers
Cheaper to transfer employees from some countries than others
Disadvantages
- Lack of managers who want to work all around the world
- Conflicting requirements of host governments
- If they'll go anywhere for your company, what's to keep them from going to another
company?
✔✔Business Strategies of MNEs & Staffing - ✔✔Global business strategy =
ethnocentric staffing
International business strategy = ethnocentric staffing
Multi-Domestic business strategy = polycentric staffing
Transnational business strategy = global staffing
, ✔✔International Assignees/Expatriate - ✔✔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, they are generally referred to as expatriates or
international assignees
✔✔Recruitment - ✔✔Searching for and attracting qualified applicants to create an
applicant pool
✔✔Selection - ✔✔Gathering and analyzing information about applicants in order to
select the most suitable person or persons for the job
✔✔Repatriation - ✔✔The process of bringing an international assignee and their family
back home from foreign assignment
✔✔3 goals of recruitment - ✔✔- Attract many applicants.
- Attract quality applicants who "fit" the position.
- Increase the likelihood of acceptances
✔✔Internal Recruitment Sources - ✔✔For All Jobs:
- Internal Job Posting
For International Assignment Specifically:
- Global Talent Management Inventories
- In-House Global Leadership Programs
- Former/Current Expatriates
- International Succession Planning Programs
- Nominations from supervisors or other expatriates
✔✔Positives and negative of recruiting from within - ✔✔Positives:
- Creates a well-known sample of applicants
- Reduces labor costs
Allows vacancies to be filled quickly
- Enhances employee development
- Enhances company reputation
Negatives:
- Creates another vacancy
- Being good at a job doesn't mean you'll necessarily be good at supervising that job or
doing that job abroad
✔✔External Recruitment Sources - ✔✔Referrals
- Some firms give bonuses for them
- Usually result in good fit between the new hire and the job
Advertisements
