MAN 6635 UPDATED EXAMS TEST PAPER
QUESTIONS AND ANSWERS SURE A+
✔✔inpatriates - ✔✔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 - ✔✔Employees who are hired locally
✔✔Domestic internationalists - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔Employees who spend essentially their whole
careers in international assignments, moving from one locale to another.
✔✔Stealth assignees - ✔✔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.
✔✔Immigrants (A) - ✔✔Traditional third-country nationals, employees who are hired to
work in a foreign subsidiary but whose home of citizenship is another country; thus they
become immigrants to the country of the subsidiary.
✔✔Immigrants (B1) - ✔✔People hired by the parent firm to work in the parent country.
These immigrants are born in a foreign country and raised in the parent (of the firm)
country.
✔✔Immigrants (B2) - ✔✔People hired by the parent firm to work in the parent country.
They are born and raised in a foreign country and then immigrate to the parent (of the
firm) country later in life.
✔✔Immigrants (B3) - ✔✔People hired by the parent firm to work in the parent country.
They are born in the parent (of the firm) country of foreign immigrant parents and raised
either in the parent country or their native (foreign) country.
✔✔Internships - ✔✔Also known as temporary immigrants, these workers are brought
into a firm's home country to work for short periods (6 months to 2 years) as interns or
trainees, used especially to fill in for labor shortages.
✔✔Returnees (A) - ✔✔Emigrants who are hired to return to their home countries and
work for the firm there.
✔✔Returnees (B) - ✔✔Emigrants who are already employed by the firm and selected to
return to their home countries and work for the firm there.
✔✔Second-generation expatriates - ✔✔Naturalized citizens (immigrants who have
become citizens) who are sent on foreign assignment to countries other than their
countries of birth. The assumption is that since they have lived through the "expatriate"
, experience once, they should be better able (than those without this experience) to
handle it the second time
✔✔Just-in-time expatriates - ✔✔Ad hoc or contract expatriates, who are hired outside
the firms just as they are needed and just for one assignment
✔✔Reward assignees - ✔✔Employees who are late in their career and who are given a
desirable foreign assignment to enjoy and to pad their pensions when they retire in a
couple of years (pay is higher on international assignment).
✔✔Punishment assignees - ✔✔Employees who are late in their career and who are
sent to a difficult locale or undesirable assignment as a way to sideline them to finish
out their careers, rather than have to discipline or terminate them because of marginal
performance.
✔✔Outsourced Employees - ✔✔Situation that occurs when the MNE decides to pay
someone else (in another country) for the services of an "employee" or group of
employees. That is, the firm moves work to another country, subcontracting to a local
firm to do the work.
✔✔Self-initiated foreign workers - ✔✔Individuals who travel abroad (usually as tourists
or students) but who seek work as they travel and are hired in the foreign location, often
by firms from their home countries. Or they may be individuals who travel to foreign
countries seeking work in those countries. In either case, the initiative is taken by the
individuals who are purposely seeking work in a foreign country
✔✔Retirees - ✔✔Refers to hiring a firm's retirees for short-term foreign assignments
✔✔Recruitment - ✔✔Involves searching for and attracting qualified applicants to create
an applicant pool
✔✔Selection - ✔✔Focuses on 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
✔✔Three goals of recruiting - ✔✔Attract many applicants.
Attract quality applicants who "fit" the position.
Increase the likelihood of acceptances.
*internal vs external recruitment
✔✔External recruitment sources - ✔✔Referrals
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QUESTIONS AND ANSWERS SURE A+
✔✔inpatriates - ✔✔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 - ✔✔Employees who are hired locally
✔✔Domestic internationalists - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔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 - ✔✔Employees who spend essentially their whole
careers in international assignments, moving from one locale to another.
✔✔Stealth assignees - ✔✔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.
✔✔Immigrants (A) - ✔✔Traditional third-country nationals, employees who are hired to
work in a foreign subsidiary but whose home of citizenship is another country; thus they
become immigrants to the country of the subsidiary.
✔✔Immigrants (B1) - ✔✔People hired by the parent firm to work in the parent country.
These immigrants are born in a foreign country and raised in the parent (of the firm)
country.
✔✔Immigrants (B2) - ✔✔People hired by the parent firm to work in the parent country.
They are born and raised in a foreign country and then immigrate to the parent (of the
firm) country later in life.
✔✔Immigrants (B3) - ✔✔People hired by the parent firm to work in the parent country.
They are born in the parent (of the firm) country of foreign immigrant parents and raised
either in the parent country or their native (foreign) country.
✔✔Internships - ✔✔Also known as temporary immigrants, these workers are brought
into a firm's home country to work for short periods (6 months to 2 years) as interns or
trainees, used especially to fill in for labor shortages.
✔✔Returnees (A) - ✔✔Emigrants who are hired to return to their home countries and
work for the firm there.
✔✔Returnees (B) - ✔✔Emigrants who are already employed by the firm and selected to
return to their home countries and work for the firm there.
✔✔Second-generation expatriates - ✔✔Naturalized citizens (immigrants who have
become citizens) who are sent on foreign assignment to countries other than their
countries of birth. The assumption is that since they have lived through the "expatriate"
, experience once, they should be better able (than those without this experience) to
handle it the second time
✔✔Just-in-time expatriates - ✔✔Ad hoc or contract expatriates, who are hired outside
the firms just as they are needed and just for one assignment
✔✔Reward assignees - ✔✔Employees who are late in their career and who are given a
desirable foreign assignment to enjoy and to pad their pensions when they retire in a
couple of years (pay is higher on international assignment).
✔✔Punishment assignees - ✔✔Employees who are late in their career and who are
sent to a difficult locale or undesirable assignment as a way to sideline them to finish
out their careers, rather than have to discipline or terminate them because of marginal
performance.
✔✔Outsourced Employees - ✔✔Situation that occurs when the MNE decides to pay
someone else (in another country) for the services of an "employee" or group of
employees. That is, the firm moves work to another country, subcontracting to a local
firm to do the work.
✔✔Self-initiated foreign workers - ✔✔Individuals who travel abroad (usually as tourists
or students) but who seek work as they travel and are hired in the foreign location, often
by firms from their home countries. Or they may be individuals who travel to foreign
countries seeking work in those countries. In either case, the initiative is taken by the
individuals who are purposely seeking work in a foreign country
✔✔Retirees - ✔✔Refers to hiring a firm's retirees for short-term foreign assignments
✔✔Recruitment - ✔✔Involves searching for and attracting qualified applicants to create
an applicant pool
✔✔Selection - ✔✔Focuses on 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
✔✔Three goals of recruiting - ✔✔Attract many applicants.
Attract quality applicants who "fit" the position.
Increase the likelihood of acceptances.
*internal vs external recruitment
✔✔External recruitment sources - ✔✔Referrals
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