International Human Resource Management
Final Exam
Course Introduction
International Human Resource Management explores the strategies, practices, and challenges involved in managing a diverse workforce across international borders. The course examines topics such as global staffing, expatriate management, comparative human resource practices, cross-cultural communication, and the impact of international labor laws and economic environments. Through case studies and practical applications, students will develop a deep understanding of how multinational organizations attract, develop, and retain talent in a complex and dynamic global context. Special emphasis is given to adapting HRM policies to different cultural environments and aligning them with overall business strategy.
Recommended Textbook
Managing Human Resources 8th Global Edition by David B Balkin
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17 Chapters
2337 Verified Questions
2337 Flashcards
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Page 2
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
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134 Verified Questions
134 Flashcards
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Sample Questions
Q1) Emergent strategies provide organizations with a sense of purpose and a guide for allocating resources.
A)True
B)False
Answer: False
Q2) What strategic choices does a company have regarding issues such as staffing and performance appraisals? How does the concept of fit relate to decisions made about such HR strategies?
Answer: Summary of suggested answer -
Staffing - internal vs. external recruitment, empowerment vs. centralization of decision making, informal vs. formal employee socialization.
Performance appraisal - standard or customized, development tool or control mechanism.
An HR strategy's effect on firm performance is always dependent on how well it fits with other factors. This fact leads to a simple yet powerful prediction for HR strategies that has been widely supported by research:Fit leads to better performance, and lack of fit creates inconsistencies that reduce performance. Fit refers to the compatibility between HR strategies and other important aspects of the organization.
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Chapter 2: Managing Work Flows and Conducting Job Analysis
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Sample Questions
Q1) What type of team would work best in a situation where you expect only a part-time commitment from each member, where each member will work in a different city or state, and where rapid communication is important?
A)A virtual team
B)A problem-solving team
C)A special-purpose team
D)A self-managing all-purpose team
Answer: A
Q2) A ________ is a detailed summary of a job's tasks, duties, and responsibilities associated with the work flows. It emphasizes efficiency and control.
A)work flow job description
B)specific job description
C)general job description
D)task-related job description
Answer: B
Q3) A(n)________ is a team consisting of volunteers from a unit or department who meet one or two hours per week to discuss quality improvement, cost reductions, or improvement in the work environment.
Answer: problem-solving team
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Chapter 3: Understanding Equal Opportunity and the Legal Environment
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138 Verified Questions
138 Flashcards
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Sample Questions
Q1) When conducting a job interview, an interviewer:
A)may ask questions regarding health to ensure proper consideration of ADA issues.
B)should only ask questions that are clearly related to job performance.
C)may ask questions regarding ethnic origin to meet affirmative action requirements.
D)should investigate any EEO-related issues observed in the applicant.
Answer: B
Q2) The ADAAA broadened the definition of a disability and added communicating to the list of major life activities.
A)True
B)False
Answer: False
Q3) The Civil Rights Act of 1991 prohibited: A)quotas.
B)affirmative action plans.
C)jury trials in sexual harassment suits.
D)punitive and compensatory damage payments.
Answer: A
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Page 5
Chapter 4: Managing Diversity
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Sample Questions
Q1) Which of the following is a true statement about Latinos in the U.S. workplace?
A)Most second-generation Latinos live in highly homogenous neighborhoods.
B)Few Latinos have earned senior executive positions in major corporations.
C)Most second-generation Latinos use English as their primary language.
D)Few Latinos have developed their own small businesses.
Q2) Refer to Additional Case 4.4. In order to determine where biases are coming from,
Xavier should consider which of the following?
A)Having all new employees attend a diversity seminar
B)Developing an affirmative action strategy
C)Instituting an old boys' network
D)Performing a diversity audit
Q3) The percentage of homosexuals in the U.S. population is best described as:
A)unknown.
B)nearly 15%.
C)less than 2%.
D)declining slowly.
Q4) The set of activities involved in integrating nontraditional employees into the workforce and using their diversity to the firm's competitive advantage is referred to as
Q5) What are some of the problems faced by disabled employees?
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Chapter 5: Recruiting and Selecting Employees
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Sample Questions
Q1) You are considering three candidates for a manager's job. Each candidate's experience and education are quite similar. You want to know how each candidate will perform, given certain tasks or situations. Your best selection tool for predicting this is:
A)an assessment center.
B)personality testing.
C)psychological testing.
D)an unstructured interview.
Q2) Cut scores are used to make final decisions regarding employee selection. A)True B)False
Q3) A firm's current customers are a convenient and cost-effective employee source. A)True B)False
Q4) What is human resource planning? How can effective selection procedures improve the HR planning process?
Q5) The process of orienting new employees to the organization, or the unit in which they will be working, is referred to as ________.
Q6) ________ is how many workers the organization will need in the future.
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Chapter 6: Managing Employee Separations, Downsizing, and Outplacement
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139 Verified Questions
139 Flashcards
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Sample Questions
Q1) A firm with too many management layers and bureaucratic work processes would most likely benefit from:
A)rightsizing.
B)discharges.
C)downsizing.
D)early retirements.
Q2) Elizabeth is a 59-year-old account representative at a large bank. Due to the increasing popularity of online banking, the bank has more employees than it needs. Recently, the bank has offered early retirement to account representatives between the ages of 55 and 65 who have been with the company for a minimum of 15 years. Four employees, including Elizabeth, meet these requirements. It is most likely that:
A)the bank is violating the Equal Pay Act by forcing female employees to retire.
B)the bank is violating the Age Discrimination Act by forcing Elizabeth to retire.
C)Elizabeth has received poor performance appraisals for many years.
D)Elizabeth must make her decision by a specific date.
Q3) ________ is a company strategy to reduce the scale and scope of its business in order to improve the company's financial performance.
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Page 8
Chapter 7: Appraising and Managing Performance
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131 Verified Questions
131 Flashcards
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Sample Questions
Q1) A performance appraisal system in which workers review their supervisors is called a(n)________.
Q2) Yolanda tends to appraise all workers in her department at the high end of the measuring scale. This may be due to a severity error.
A)True
B)False
Q3) Sam, a data analyst, has not been completing tasks as quickly as his manager, Elizabeth, would like. Elizabeth has scheduled a meeting with Sam to discuss the issue. What should Elizabeth do first at the meeting?
A)Ask Sam if he has been having personal problems at home
B)Enroll Sam in a training and development program
C)Tell Sam that he could lose his position soon
D)Define the performance problem for Sam
Q4) The critical-incident technique is useful for developing BARS.
A)True
B)False
Q5) What are the advantages and disadvantages of using trait, behavioral, and outcome data to measure employee performance? In your answer, discuss the level of legal defense that each method provides.
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Chapter 8: Training the Workforce
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Sample Questions
Q1) Realistic information about the demands of the job, the organization's expectations of the job holder, and the work environment is called a(n)________.
Q2) A(n)________ is a device or situation that replicates job demands at an off-the-job site.
Q3) Cross-functional training involves training employees to perform operations in areas other than their assigned jobs.
A)True
B)False
Q4) The variability of quality and content of OJT between businesses:
A)is beneficial because of the increased diversity of abilities.
B)makes it difficult for managers to judge the skill level of workers from other firms.
C)makes OJT undesirable for small businesses that lack large HR departments.
D)makes OJT the best choice for most organizations because of the lack of distractions.
Q5) Job rotation and apprenticeships are forms of on-the-job training.
A)True
B)False
Q6) ________ is the mastery of basic skills.
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Page 10
Chapter 9: Developing Careers
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Sample Questions
Q1) A system in which an organization announces job openings to all employees on a bulletin board, in a company newsletter, or through a phone recording or computer system is referred to as a(n)________.
Q2) Which of the following best explains why the career development field has experienced significant change in recent decades?
A)More college graduates pursue careers with non-profit organizations.
B)Self-employment is a preferred career path for professionals.
C)Career paths are less structured and predictable.
D)Job security is an important career element.
Q3) Which of the following actions would be LEAST likely to help a subordinate find career anchors?
A)Giving the worker opportunities to develop work standards
B)Offering the worker responsibility for a company program
C)Setting goals that are easily accomplished
D)Allowing for a flexible work schedule
Q4) Barriers to the advancement of women and minorities are clearly visible and can be eliminated through career development strategies.
A)True
B)False
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Chapter 10: Managing Compensation
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Sample Questions
Q1) Rose works for a home interiors company. She hostesses several parties a week and sells various kinds of home decorations. She receives a commission on all that she sells. Rose receives:
A)fixed compensation.
B)membership-contingent compensation.
C)performance-contingent compensation.
D)risk sharing rewards.
Q2) A(n)________ is a pay plan in which different compensation systems are established for employees or groups at different organizational levels.
Q3) Refer to Additional Case 10.2. Which of the following methods would Sean LEAST likely use?
A)Interviewing employees
B)Using a point factor system
C)Analyzing equipment costs
D)Distributing questionnaires to managers
Q4) The benefits portion of an employee's pay averages 42% of the total compensation package.
A)True
B)False
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Chapter 11: Rewarding Performance
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Sample Questions
Q1) Stock options provide the executive with "free" company stock, normally with no strings attached.
A)True
B)False
Q2) Dan, Laura, and Chuck are preparing a poster presentation for an upcoming business conference. Laura and Chuck have each dedicated over 10 hours to the task.
Dan has contributed about 2 hours to the project, but he will receive equal credit with Laura and Chuck for the project's completion. In HR terms, Dan is:
A)a free-rider.
B)experience deficient.
C)a lesser-contributor.
D)negligent.
Q3) Individual-based pay-for-performance is most likely to:
A)provide employees with a broader understanding of an organization.
B)significantly enhance trust between management and labor.
C)give organizations compensation flexibility.
D)work against TQM at an organization.
Q4) A(n)________ is a financial incentive that is given on a one-time basis and does not raise the employee's base pay permanently.
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Chapter 12: Designing and Administering Benefits
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Sample Questions
Q1) A 401(k)is a tax-deferred individual contributor retirement plan.
A)True
B)False
Q2) A qualified retirement plan:
A)requires employees to pay taxes on current income, but not retirement distributions.
B)prohibits employees from paying tax on contributions to the plan.
C)favors highly compensated employees over lower-paid workers.
D)prevents employers from taking a tax deduction.
Q3) Most people can expect that Social Security will provide approximately ________ of their needed retirement income.
A)50%
B)35%
C)25%
D)15%
Q4) Workers' compensation:
A)only covers an employee who is not at fault for his/her injury.
B)provides medical care, income, and rehabilitation expenses.
C)replaces 75% of the disabled worker's income.
D)is part of Social Security.
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Chapter 13: Developing Employee Relations
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Sample Questions
Q1) Which of the following topics would LEAST likely be addressed in an employee handbook?
A)Drug-testing procedures
B)Family leave policies
C)Safety rules
D)Pay ranges
Q2) Speak-up programs and open-door programs are formal programs designed to encourage upward communication.
A)True
B)False
Q3) ________ communication allows employees at lower levels to communicate their ideas and feelings to higher-level decision makers.
A)Downward
B)Lateral
C)Two-way
D)Upward
Q4) ________ is the process of making information available to decision makers, wherever they are located.
Q5) As a manager, how would you make meetings more effective?
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Chapter 14: Respecting Employee Rights and Managing Discipline
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Sample Questions
Q1) Refer to Additional Case 14.1. Which of the following questions is LEAST relevant to implementing a random drug-testing policy at Catalina?
A)How can managers make comparisons of drug test results?
B)How should employees with positive drug test results be treated?
C)How will managers maintain security over urine samples?
D)How can employees legally using prescription drugs be protected?
Q2) Which of the following is a serious violation that would most likely lead to a shortening of the discipline process?
A)Bonnie is about fifteen minutes late to work every day.
B)Mac is enrolled in night classes and regularly falls asleep at his desk during work hours.
C)Bryce takes small items, such as calculators and printer cartridges, home for his personal use.
D)Rihanna is caught about once a week smoking in the storage closet in a no-smoking building.
Q3) A(n)________ is a contract that spells out explicitly the terms of the employment relationship for both employee and employer.
Q4) A right protected by specific laws is referred to as a(n)________.
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Chapter 15: Working With Organized Labor
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Sample
Questions
Q1) In ________, one party focuses on convincing its counterpart that the cost of disagreeing with its terms is very high. It is often used when laborers are willing and able to sustain a long strike that will hurt the company.
A)good faith bargaining
B)distributive bargaining
C)integrative bargaining
D)decertification bargaining
Q2) Unions typically advocate merit pay plans over group pay incentives.
A)True
B)False
Q3) Refer to Additional Case 15.4. Which of the following is a true assessment of Kaia's benefits proposal?
A)The bargaining topic is mandatory and will be discussed in bargaining.
B)The bargaining topic is illegal and cannot be discussed during bargaining.
C)The bargaining topic is permissive and can be discussed if both sides agree.
D)Bargaining topics should be focused on company politics rather than economic issues.
Q4) The independent federal agency created by the Wagner Act to administer U.S. labor law is the ________.
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Chapter 16: Managing Workplace Safety and Health
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Sample Questions
Q1) Business owners have the right to demand a search warrant from OSHA inspectors.
A)True
B)False
Q2) OSHA's highest inspection priority would be which of the following?
A)"High-hazard" industries and occupations
B)Follow-ups of employee complaints about unsafe working conditions
C)Workplaces with incidents of fatalities or hospitalization of five or more workers
D)Situations involving "imminent danger" in the workplace
Q3) Kingston Enterprises received a notice to provide information to employees about hazardous substances in the work environment. The notification was most likely in response to the:
A)Americans with Disabilities Act.
B)Occupational Safety and Hazard Act.
C)Hazard Communication Standard.
D)NIOSH Act.
Q4) Both OSHA and NIOSH inspectors may inspect worksites and gather information from employers and employees about hazardous materials.
A)True
B)False
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Chapter 17: International HRM Challenge
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Sample Questions
Q1) Management by objectives assumes that:
A)a large power distance exists between employees and managers.
B)management and employees are unlikely to take risks.
C)managers and employees view performance and its related rewards as important.
D)management encourages rigidly stereotyped gender roles for employees.
Q2) A significant difference between selecting an expatriate manager and selecting a manager for a domestic assignment is:
A)reviewing the candidate's political views.
B)screening the candidate's spouse and family.
C)measuring the candidate's interpersonal skills.
D)assessing the candidate's psychological make-up.
Q3) Geert Hofstede identified five measures or dimensions of culture. One of those dimensions, the extent to which individuals expect a hierarchical structure that emphasizes status differences between subordinates and superiors, is called:
A)power distance.
B)individualism.
C)uncertainty avoidance.
D)masculinity/femininity.
Q4) A(n)________ is a citizen of one country living and working in another country.
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