MAN 6635 LATEST EVALUATION EXAM
QUESTIONS AND ANSWERS SURE A+
✔✔Reliability - ✔✔Degree to which our measure is free of random error
✔✔Specificity - ✔✔Degree to which the measure gives specific guidelines for:
Behavioral expectations
Behaviors that need to be improved
✔✔Strategic Congruence - ✔✔The extent to which the performance management
system elicits job performance that is consistent with the organization's strategy, goals,
and culture.
✔✔In recent years, there has also been a trend to send expatriates on shorter, project
based assignments (two to twelve months versus one to three years) and to shift more
quickly toward hiring host-country nationals. This has three main advantages: - ✔✔(1)
Hiring local citizens is generally less costly than relocating expatriates. Local citizens
also know the cultural and political landscape of the country and are often more likely to
be able to gain the support of local staff members.(2) Since local governments usually
want good jobs for their citizens, foreign employers may be required to hire locally(3)
Most customers want to do business with companies (and people) they perceive to be
local versus foreign
✔✔transnational teams - ✔✔teams composed of members of multiple nationalities
working on projects that span multiple countries
✔✔To better understand the local market there are a few things firms can do: - ✔✔(1)
International HR managers should get to know the universities, technical schools, and
primary schools in the area(2) International HR managers should develop networks in
the business and government communities(3) To effectively select employees in a local
environment, international HR managers must understand the employees of the firm's
competitors
, ✔✔failure rate - ✔✔The percentage of expatriates who do not perform satisfactorily
✔✔Five essential elements of training and development programs that prepare
employees for working internationally: - ✔✔1. language training
2. cultural training
3. assessing and tracking career development
4. managing personal and family life
5. repatriation
✔✔global compensation system - ✔✔A centralized pay system whereby host-country
employees are offered a full range of training programs, benefits, and pay comparable
with a firm's domestic employees but adjusted for local differences
✔✔To be effective, an international compensation program must: - ✔✔1. . Provide an
incentive to leave the United States
2. Allow for maintaining an American standard of living
3. Provide for security in countries that are politically unstable or present personal
dangers
4. Include provisions for good health care
5. Reimburse the foreign taxes the employee is likely to have to pay (in addition to
having to pay domestic taxes) and help him or her with tax forms and filing
6. Provide for the education of the employee's children abroad, if necessary
7. Allow for maintaining relationships with family, friends, and business associates via
trips home and other communication technologies
8. Facilitate the expatriate's reentry home
9. Be in writing
✔✔Repatriation interviews serve several purposes: - ✔✔1. They help expatriates
reestablish old ties with the home organization and may prove to be important for
setting new career paths
2. The interview can address technical issues related to the job assignment itself
3. The interview can address general issues regarding the company's overseas
commitments, such as how relationships between the home and host countries should
be handled
4. The interview can be very useful for documenting insights an individual has about the
region. These insights can then be incorporated into training programs for future
expatriates. However, if the learning is not shared, then each new expatriate to a region
may have to go through the same cycle of adjustment
✔✔How does international human resources management differ from domestic human
resources management? - ✔✔International human resources management differs from
domestic human resources management in several ways. Functions and activities that
are unique to international human resources management include relocation, orientation
and translation services to help employees adapt to a new and different environment
outside their own country. Assistance with taxation matters, banking, investment
QUESTIONS AND ANSWERS SURE A+
✔✔Reliability - ✔✔Degree to which our measure is free of random error
✔✔Specificity - ✔✔Degree to which the measure gives specific guidelines for:
Behavioral expectations
Behaviors that need to be improved
✔✔Strategic Congruence - ✔✔The extent to which the performance management
system elicits job performance that is consistent with the organization's strategy, goals,
and culture.
✔✔In recent years, there has also been a trend to send expatriates on shorter, project
based assignments (two to twelve months versus one to three years) and to shift more
quickly toward hiring host-country nationals. This has three main advantages: - ✔✔(1)
Hiring local citizens is generally less costly than relocating expatriates. Local citizens
also know the cultural and political landscape of the country and are often more likely to
be able to gain the support of local staff members.(2) Since local governments usually
want good jobs for their citizens, foreign employers may be required to hire locally(3)
Most customers want to do business with companies (and people) they perceive to be
local versus foreign
✔✔transnational teams - ✔✔teams composed of members of multiple nationalities
working on projects that span multiple countries
✔✔To better understand the local market there are a few things firms can do: - ✔✔(1)
International HR managers should get to know the universities, technical schools, and
primary schools in the area(2) International HR managers should develop networks in
the business and government communities(3) To effectively select employees in a local
environment, international HR managers must understand the employees of the firm's
competitors
, ✔✔failure rate - ✔✔The percentage of expatriates who do not perform satisfactorily
✔✔Five essential elements of training and development programs that prepare
employees for working internationally: - ✔✔1. language training
2. cultural training
3. assessing and tracking career development
4. managing personal and family life
5. repatriation
✔✔global compensation system - ✔✔A centralized pay system whereby host-country
employees are offered a full range of training programs, benefits, and pay comparable
with a firm's domestic employees but adjusted for local differences
✔✔To be effective, an international compensation program must: - ✔✔1. . Provide an
incentive to leave the United States
2. Allow for maintaining an American standard of living
3. Provide for security in countries that are politically unstable or present personal
dangers
4. Include provisions for good health care
5. Reimburse the foreign taxes the employee is likely to have to pay (in addition to
having to pay domestic taxes) and help him or her with tax forms and filing
6. Provide for the education of the employee's children abroad, if necessary
7. Allow for maintaining relationships with family, friends, and business associates via
trips home and other communication technologies
8. Facilitate the expatriate's reentry home
9. Be in writing
✔✔Repatriation interviews serve several purposes: - ✔✔1. They help expatriates
reestablish old ties with the home organization and may prove to be important for
setting new career paths
2. The interview can address technical issues related to the job assignment itself
3. The interview can address general issues regarding the company's overseas
commitments, such as how relationships between the home and host countries should
be handled
4. The interview can be very useful for documenting insights an individual has about the
region. These insights can then be incorporated into training programs for future
expatriates. However, if the learning is not shared, then each new expatriate to a region
may have to go through the same cycle of adjustment
✔✔How does international human resources management differ from domestic human
resources management? - ✔✔International human resources management differs from
domestic human resources management in several ways. Functions and activities that
are unique to international human resources management include relocation, orientation
and translation services to help employees adapt to a new and different environment
outside their own country. Assistance with taxation matters, banking, investment
