International Human Resource Management
Midterm Exam
Course Introduction
International Human Resource Management explores the strategies, policies, and practices involved in managing a global workforce. This course examines key topics such as talent acquisition, training and development, performance management, compensation, and labor relations across different countries and cultures. Students will analyze the impact of globalization on human resource functions, address challenges in cross-cultural communication and leadership, and evaluate the influence of international labor standards and legal frameworks. The course prepares students to develop effective HRM strategies for multinational organizations, fostering an understanding of how to manage diversity, expatriate assignments, and ethical considerations in an international context.
Recommended Textbook
Managing Human Resources 17th Edition by Scott Snell
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Page 2
Chapter 1: The Challenge of Human Resources Management
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85 Verified Questions
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Sample Questions
Q1) Downsizing is often used by organizations for the planned elimination of jobs.
A)True
B)False Answer: True
Q2) Family-friendly practices include offering flexible hours,telecommuting,and job sharing.
A)True
B)False Answer: True
Q3) Knowledge workers are employees whose responsibilities include only problem-solving.
A)True
B)False Answer: False
Q4) Which of the following is NOT a general responsibility of the HR manager?
A)Employee supervision
B)Strategic advice and counsel
C)Policy formulation and implementation
D)Employee advocacy
Answer: A
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Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) Succession planning is the process of identifying,developing,and tracking talented individuals so that they may eventually assume top-level positions.
A)True
B)False
Answer: True
Q2) _____ is the ability of an organization to rapidly reallocate resources to new or changing needs.
A)Coordination flexibility
B)Predicted flexibility
C)Organizational capability
D)Turnover capability
Answer: A
Q3) Cross-training and job rotations are intended to improve the _____ of an organization.
A)coordination flexibility
B)turnover capability
C)organizational capability
D)resource flexibility
Answer: D
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Page 4
Chapter 3: Equal Employment Opportunity and Human Resources Management
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Sample Questions
Q1) The Equal Employment Opportunity Commission (EEOC)conducts its operations through:
A)state and local government offices.
B)its administrative headquarters, district offices, and area offices.
C)the Department of Justice.
D)the Department of Labor.
Answer: B
Q2) U.S.government-owned corporations are exempted from the Civil Rights Act of 1964.
A)True
B)False
Answer: True
Q3) In 2011,about _____ of sexual harassment complaints filed with the EEOC were filed by men.
A)2 percent
B)16 percent
C)30 percent
D)50 percent
Answer: B
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Chapter 4: Job Analysis and Job Design
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Sample Questions
Q1) Work arrangement programs involving a work schedule that differs from normal workweek schedules of 9 to 5,five days a week,include all of the following EXCEPT:
A)the compressed workweek.
B)flextime.
C)job sharing.
D)job enrichment.
Q2) A compressed work week includes anything less than 40 hours worked per week.
A)True
B)False
Q3) Which popular method of job analysis was pioneered by the U.S.Air Force?
A)Dynamic job analysis
B)Team-based analysis
C)Task inventory analysis
D)Competency-based analysis
Q4) Telecommuting is effective in retaining valued employees.
A)True
B)False
Q5) Job sharing is effective with employees who desire to phase into retirement. A)True
B)False
6
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) Organizations accommodate dual-career couples by offering flexible work schedules.
A)True
B)False
Q2) A ____ occurs when a person has learned a job too well and is bored with day-to-day activities.
A)life plateau
B)content plateau
C)structural plateau
D)sabbatical plateau
Q3) Individual employees are responsible for initiating their own career planning.
A)True
B)False
Q4) Effectiveness of recruiters is often the main reason for applicants to select one organization over another.
A)True
B)False
Q5) What can managers do to improve the effectiveness of external recruitment?
Q7) Discuss some of the characteristics of a good mentor. Page 7
Q6) What are common difficulties faced by dual-career couples?
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Page 8
Chapter 6: Employee Selection
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Sample Questions
Q1) Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees.
A)True
B)False
Q2) If an organization's selection procedures yield comparable data over a period of time,the procedures are valid.
A)True
B)False
Q3) The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants.
A)True
B)False
Q4) Video interviews have the advantages of speed and cost effectiveness.
A)True
B)False
Q5) A pre-employment test is a subjective measure of behavior.
A)True B)False
Q6) Define the concepts of reliability and validity.
Page 9
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Chapter 7: Training and Development
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Sample Questions
Q1) Why is ethics training becoming more prevalent in companies?
Q2) All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT:
A)developing realistic goals and/or measures for each on-the-job training area.
B)tying employees' pay to their training progress.
C)planning a specific training schedule for each trainee.
D)conducting periodic evaluations, after training is completed, to prevent regression.
Q3) A study by the American Society for Training and Development found that organizations conduct need assessment less than _____ percent of the time.
A)50
B)40
C)30
D)20
Q4) By far the most common informal method used for training employees is on-the-job training.
A)True
B)False
Q5) Identify and discuss some of the desirable traits of a trainer.
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Chapter 8: Performance Management and the Employee
Appraisal Process
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Sample Questions
Q1) A similar-to-me error,like contrast,results in less than accurate performance ratings,but would not be considered discriminatory.
A)True
B)False
Q2) Behavioral methods specifically describe which actions should (or should not)be exhibited on the job.
A)True
B)False
Q3) What are some important guidelines for conducting a successful performance evaluation meeting?
Q4) Performance-related behaviors such as leadership ability,ability to delegate,and employee supportiveness may best be appraised by:
A)the manager/supervisor. B)peers.
C)subordinates.
D)the management team.
Q5) Managers need to constantly engage in a dialogue with their subordinates.
A)True B)False
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Chapter 9: Managing Compensation
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Sample Questions
Q1) In ____,employees are paid according to the number of units they produce.
A)hourly work
B)piecework
C)commission
D)production work
Q2) Employers may _____ their workforce to help them identify the most valuable contributors.
A)segment
B)reorganize
C)educate
D)overhaul
Q3) The Hay profile method uses which three factors for evaluating jobs?
A)Knowledge, skill, and responsibility
B)Responsibility, mental ability, and skill
C)Responsibility, knowledge, and mental ability
D)Knowledge, accountability, and mental ability
Q4) Pay secrecy seems to be an accepted practice in many organizations.
A)True
B)False
Q5) Briefly discuss the motivating value of pay equity for employees.
Page 12
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Chapter 10: Pay-For-Performance: Incentive Rewards
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Sample Questions
Q1) In 2011,a study by the American Psychological Association found that _____ of employees feel they receive inadequate nonmonetary awards and recognition for their contributions at work.
A)16 percent
B)25 percent
C)34 percent
D)43 percent
Q2) Which of the following is NOT a reason for variable pay plans to not achieve their proposed objectives or lead to organizational improvements?
A)Failure of incentive plans to satisfy employee expectations for pay gains
B)Employment of employee and management committees to gain cost-reduction improvements
C)Failure of management in giving adequate attention to the design and implementation of a plan
D)Reduced liability of employees in affecting performance standards
Q3) A bonus is an incentive payment that is supplemental to base wages.
A)True
B)False
Q4) Discuss the advantages of incentive pay programs.
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Chapter 11: Employee Benefits
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Sample Questions
Q1) Under the Family and Medical Leave Act (FMLA),employees are eligible to take leave if they have worked for their employers for at least twelve months,have at least _____ hours of service,and work in organizations that have 50 or more employees within a 75-mile radius
A)750
B)1,000
C)1,250
D)1,500
Q2) Workers' compensation programs serve to prevent financial disaster to employees who are injured or become ill through their work.
A)True
B)False
Q3) Mildly ill childcare facilities offer medical supervision in addition to traditional childcare arrangements.
A)True
B)False
Q4) Health care plans only cover medical,surgical,and hospital expenses.
A)True
B)False
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Chapter 12: Promoting Safety and Health
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Sample Questions
Q1) If a supervisor suspects that a subordinate has a severe drinking problem,the action to be avoided is:
A)carefully documenting evidence of declining performance.
B)confronting the employee with proof that his or her performance is deficient.
C)confronting the employee with his or her alcoholism during the first meeting and threatening with dismissal if the employee does not seek help.
D)assuring the employee that help is available without any penalty.
Q2) Problems associated with video display terminal use include all of the following EXCEPT:
A)visual difficulty.
B)muscle ache.
C)job stress.
D)lung disease.
Q3) In recent years Occupational Safety and Health Administration (OSHA) has stepped down its enforcement activities.
A)True
B)False
Q4) Discuss the four major factors that impact employee stress.
Q5) What is the role of supervisors in promoting workplace safety?
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Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) Ombudsmen solve problems by negotiating and mediating between supervisors and subordinates.
A)True
B)False
Q2) According to a recent report by the American Management Association,a third of employers have fired workers for misusing the Internet.
A)True
B)False
Q3) According to the Weingarten ruling,an employer must bargain with the employee's representative during an investigative interview.
A)True
B)False
Q4) During her interview,Angela is told by her future manager that if she is a good employee,she will have a permanent job with the company.This situation is an example of an implied contract.
A)True
B)False
Q5) What are some of the pros and cons of open-door policies?
Q6) What are the key components of a good disciplinary model?
Page 16
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Chapter 14: The Dynamics of Labor Relations
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Sample Questions
Q1) The Bill of Rights of Union Members gives every union member the right to attend and participate in union meetings,but not to vote on union business,which is an assigned duty of union officers.
A)True
B)False
Q2) NLRB election statistics show that currently unions win approximately 30 percent of representation elections.
A)True
B)False
Q3) A strike vote by union members does NOT mean that a strike will actually take place.
A)True
B)False
Q4) Once a union becomes certified,the employer is required to:
A)sign a labor agreement.
B)deduct union dues from the employees' paychecks.
C)begin negotiations leading toward a labor agreement.
D)notify employees of the bargaining relationship.
Q5) Briefly discuss some of the aggressive organizing tactics that unions sometimes employ.
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Chapter 15: International Human Resources Management
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Sample Questions
Q1) Because of low labor costs and language similarities,many Indian companies are finding the United States an attractive place to locate their facilities,particularly call centers.
A)True
B)False
Q2) Pay based on an expatriate's home country's compensation practices is known as:
A)home-based pay.
B)balance sheet scheduling.
C)cost-of-living pay scaling.
D)myopic earning.
Q3) Which of the following is the major reason for failure among expatriates?
A)A spouse's inability to adapt
B)A manager's personality
C)Inability to cope with larger responsibilities
D)Distaste for travel
Q4) Subsidiaries of multidomestic corporations are run as independent companies.
A)True
B)False
Q5) Describe helpful guidelines in repatriating employees from an overseas assignment.
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Chapter 16: Creating High-Performance Work Systems
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Sample Questions
Q1) Moving power downward in organizations frequently requires structural change.
A)True
B)False
Q2) Most high-performance work systems focus their training efforts on ensuring that employees have the skills necessary to assume a greater degree of responsibility.
A)True
B)False
Q3) Knowledge development goes hand-in-hand with information sharing in high-performance work systems.
A)True
B)False
Q4) Describe how an HR Scorecard can be used by organizations.
Q5) A process audit is used to determine whether a high-performance work system has been implemented as designed.
A)True
B)False
Q6) What are the critical issues involved in implementing a high-performance work system?
Q7) What are the fundamental principles of high-performance work systems?
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