MAN 6635 CORE EXAM STUDY GUIDE
QUESTIONS AND ANSWERS SURE A+
✔✔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
Advertisements
Employment Agencies
Our Competitors
Colleges and Universities
✔✔Types of Selection Measures - ✔✔Resumes & References
Background Checks
Cognitive Ability Tests
Personality Inventories
Interviews
Work Samples
Drug Tests
Integrity Tests
✔✔NEO-PIR Personality Dimensions - ✔✔Conscientiousness
Agreeableness
Extraversion
Neuroticism
Openness to Experience
, ✔✔3 goals of Managing International Assignees - ✔✔-Find suitable candidates for
assignments
-Help employees and their families complete the assignments
-Retain these employees once their assignment ends
✔✔Methods of selecting international assignees - ✔✔-Global talent management
inventories
-In-House global leadership programs
-International succession planning programs
-Nominations from supervisors or other expatriates
✔✔Selection of International Assignees (What are their attributes) - ✔✔Cultural
Empathy
Open-Mindedness
Emotional Stability
Social Initiative
Flexibility
✔✔International Assignee Failures - ✔✔-turnover upon repatriation
-dropout
-brownout
-Lack of acceptance by local nationals
-Damage to overseas business relationships
-Inability to identify and train a local successor
-No use of foreign experience in assignment after repatriation
-Personal dissatisfaction with the experience
-inability of the spouse to adjust (cultural adjustment/lack of career)
-MNE is to blame or assignee
-culture shock/training
✔✔International Assignee Success - ✔✔-Completion of foreign assignment
-Cross-cultural adjustment while on assignment
-Good job performance while on foreign assignment
✔✔Repatriation - ✔✔-Effective international assignments do not end until the manager
has been successfully repatriated into company headquarters.
-The move back home is often more difficult than the original move abroad.
✔✔challenges of repatriation - ✔✔-Repatriate typically reassigned to position similar to
the one they left for the international assignment
-Repatriates find it difficult to relate the value of their global experience to local
managers
✔✔Successful Repatriation - ✔✔-Provide organizational support for repatriates before
the foreign assignment
QUESTIONS AND ANSWERS SURE A+
✔✔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
Advertisements
Employment Agencies
Our Competitors
Colleges and Universities
✔✔Types of Selection Measures - ✔✔Resumes & References
Background Checks
Cognitive Ability Tests
Personality Inventories
Interviews
Work Samples
Drug Tests
Integrity Tests
✔✔NEO-PIR Personality Dimensions - ✔✔Conscientiousness
Agreeableness
Extraversion
Neuroticism
Openness to Experience
, ✔✔3 goals of Managing International Assignees - ✔✔-Find suitable candidates for
assignments
-Help employees and their families complete the assignments
-Retain these employees once their assignment ends
✔✔Methods of selecting international assignees - ✔✔-Global talent management
inventories
-In-House global leadership programs
-International succession planning programs
-Nominations from supervisors or other expatriates
✔✔Selection of International Assignees (What are their attributes) - ✔✔Cultural
Empathy
Open-Mindedness
Emotional Stability
Social Initiative
Flexibility
✔✔International Assignee Failures - ✔✔-turnover upon repatriation
-dropout
-brownout
-Lack of acceptance by local nationals
-Damage to overseas business relationships
-Inability to identify and train a local successor
-No use of foreign experience in assignment after repatriation
-Personal dissatisfaction with the experience
-inability of the spouse to adjust (cultural adjustment/lack of career)
-MNE is to blame or assignee
-culture shock/training
✔✔International Assignee Success - ✔✔-Completion of foreign assignment
-Cross-cultural adjustment while on assignment
-Good job performance while on foreign assignment
✔✔Repatriation - ✔✔-Effective international assignments do not end until the manager
has been successfully repatriated into company headquarters.
-The move back home is often more difficult than the original move abroad.
✔✔challenges of repatriation - ✔✔-Repatriate typically reassigned to position similar to
the one they left for the international assignment
-Repatriates find it difficult to relate the value of their global experience to local
managers
✔✔Successful Repatriation - ✔✔-Provide organizational support for repatriates before
the foreign assignment
