HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN 12 TH EDITION BY COLE TEST BANK

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HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN 12 TH EDITION BY COLE TEST BANK

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HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN 12 TH EDITION BY COLE TEST BANK

CHAPTER 5

Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) The drawbacks of which forecasting technique include subjectivity and the potential for group
pressure to lead to less accurate assessments than could be obtained through other means?
1)
A) the Delphi technique.
B) managerial judgment.
C) a formal expert forecast.
D) an informal expert forecast.
E) the nominal group technique.
Answer: E
Explanation: A)
B)
C)
D)
E)
2) Inadequate human resources planning within an organization can result in direct costs when
labour demand decreases significantly for an extended period of time. Which of the following
provides an accurate reason for this:
2)
A) it would cause hiring more HR staff.
B) severance pay is required for a large number of staff.
C) there is a link to privacy laws.
D) there are project management costs.
E) it would cause costs associated with hiring part-time workers.
Answer: B
Explanation: A)
B)
C)
D)
E)
3) The drawbacks of which forecasting technique include the fact that judgments may not efficiently
use objective data?
3)
A) the nominal group technique
B) the Delphi technique
C) an informal expert forecast
D) a formal expert forecast
E) managerial judgment
Answer: B
Explanation: A)
B)
C)
D)
E)
1
4) Each of the following statements about the relationship between HRP and strategic planning is true
EXCEPT:
4)
A) HRP has long been part of the strategic planning process.
B) HRP and strategic planning become effective when there is a reciprocal and interdependent
relationship between them.
C) failure to integrate HRP and strategic planning can have very serious consequences.
D) determining whether or not people will be available is a critical element of strategic planning.
E) environmental scanning is a critical component of both HRP and strategic planning.
Answer: A
Explanation: A)
B)
C)
D)
E)
5) Many employers are seeking strategies to set aside stereotypes and prejudice that older workers: 5)
A) are difficult to work with.
B) are less productive.
C) do not want to try new things.
D) are resistant to change.
E) all of the above.
Answer: E
Explanation: A)
B)
C)
D)
E)
6) Like ________, ratio analysis assumes that productivity remains much the same and is therefore not
appropriate in changing environments.
6)
A) trend analysis
B) regression analysis
C) time-series analysis
D) a scatter plot
E) the nominal group technique
Answer: A
Explanation: A)
B)
C)
D)
E)
2
7) The first step in the HRP process, after the HR implications of the firms strategic plans have been
analyzed, is:
7)
A) monitoring and evaluating the results.
B) planning and implementing HR programs to balance supply and demand.
C) forecasting availability of internal and external candidates.
D) job analysis and design.
E) forecasting future human resources needs.
Answer: E
Explanation: A)
B)
C)
D)
E)
8) Two approaches used to gather qualitative data in order to forecast HR demand (or supply) are: 8)
A) ratio analysis and nominal group technique.
B) nominal group and Delphi technique.
C) regression analysis and nominal group technique.
D) trend analysis and scatter plot.
E) scatter plot and Delphi technique.
Answer: B
Explanation: A)
B)
C)
D)
E)
9) Community growth rates and attitudes affect: 9)
A) occupational market conditions.
B) general economic conditions.
C) unemployment rates.
D) competitors strategies.
E) local labour markets.
Answer: E
Explanation: A)
B)
C)
D)
E)
3
10) The process of reviewing human resources requirements to ensure that the organization has the
required number of employees, with the necessary skills to meet its goals, is known as:
10)
A) training and development.
B) selection.
C) strategic planning.
D) human resources planning.
E) recruitment.
Answer: D
Explanation: A)
B)
C)
D)
E)
11) Today, the most significant environmental factor relates to the dramatic demographic changes in: 11)
A) the service sector.
B) the technological sector.
C) the small business sector.
D) the public sector.
E) labour force composition.
Answer: E
Explanation: A)
B)
C)
D)
E)
12) When labour demand equals labour supply: 12)
A) project management skills are critical for achieving balance.
B) compensation and benefits are most important.
C) HR personnel must hire more recruiters.
D) occupational health and safety is critical in achieving balance.
E) performance management is critical in achieving balance.
Answer: E
Explanation: A)
B)
C)
D)
E)
4
13) Each of the following statements about local labour markets is true EXCEPT: 13)
A) One reason growing cities are attractive to employers is the promise of large future labour
markets.
B) They are affected by community growth rates and attitudes.
C) Provincial/local development and planning agencies can be excellent sources of local labour
market information.
D) In communities experiencing population increases, it is often impossible to attract new
business.
E) Chambers of commerce can be excellent sources of local labour market information.
Answer: D
Explanation: A)
B)
C)
D)
E)
14) Manual or computerized records summarizing employees education, experience, interests, skills,
etc., which are used to identify internal candidates eligible for transfer and/or promotion, are
known as:
14)
A) staffing tables.
B) job descriptions.
C) skills inventories.
D) Markov analyses.
E) replacement charts.
Answer: C
Explanation: A)
B)
C)
D)
E)
15) To project the supply of outside candidates, employers generally assess all of the following
EXCEPT:
15)
A) occupational market conditions.
B) general economic conditions.
C) competitors strategies.
D) local labour market conditions.
E) national labour market conditions.
Answer: C
Explanation: A)
B)
C)
D)
E)
5
16) In contrast to quantitative approaches, qualitative techniques rely solely on: 16)
A) a scatter plot.
B) multiple regression analysis.
C) trend analysis.
D) regression analysis.
E) expert judgments.
Answer: E
Explanation: A)
B)
C)
D)
E)
17) To successfully fill positions internally, organizations must manage performance and careers.
Performance is managed through:
17)
A) training and development.
B) effective recruitment policies and systems.
C) career tracking.
D) effective selection and placement strategies.
E) implementing a suitable reward structure.
Answer: E
Explanation: A)
B)
C)
D)
E)
18) Projected openings are filled by using the following sources of supply: 18)
A) promoted employees.
B) external and internal sources.
C) unemployed individuals.
D) employees who are transferred.
E) individuals employed at other firms.
Answer: B
Explanation: A)
B)
C)
D)
E)
6
19) Computing the number of employees in the firm at the end of the last five years is associated with
which of the following forecasting techniques?
19)
A) trend analysis
B) time-series analysis
C) regression analysis
D) a scatter plot
E) ratio analysis
Answer: A
Explanation: A)
B)
C)
D)
E)
20) You have been asked by the CEO to advise on how to reduce the workforce by 10% over the next 2
years. There is little in the budget for payment of up-front money. Which of the following would
you NOT recommend?
20)
A) reduced work weeks
B) buyouts and early retirement packages
C) work sharing
D) layoffs based on reverse seniority
E) job sharing
Answer: B
Explanation: A)
B)
C)
D)
E)
21) Outplacement is: 21)
A) a service offered by an outside agency that provides job opportunities.
B) a service within a company facilitated by HR professionals.
C) a service offered by an outside agency that is provided to executives only.
D) a service within a company that provides resume-writing and interview-skill workshops.
E) a service offered by an outside agency that can assist terminated employees in finding
employment elsewhere.
Answer: E
Explanation: A)
B)
C)
D)
E)
7
22) You have just been hired as the Director of Human Resources at a mid sized engineering company.
The CEO has asked you to assist her in forecasting future human resources needs and to first use a
forecasting technique which would generate an exchange of ideas among Directors of each
division. She is concerned that you use a technique which will lead to greater acceptance of results
among Directors. Which technique do you use?
22)
A) the nominal group technique
B) an informal expert forecast
C) nominal group technique
D) a formal expert forecast
E) regression analysis
Answer: A
Explanation: A)
B)
C)
D)
E)
23) A ________ illustrates the relationship between two factors: a measure of business activity and
staffing levels.
23)
A) time-series analysis
B) scatter plot
C) ratio analysis
D) trend analysis
E) regression analysis
Answer: B
Explanation: A)
B)
C)
D)
E)
24) Demographic trends have a significant impact on: 24)
A) local labour market conditions.
B) unemployment rates.
C) national labour market conditions.
D) general economic conditions.
E) occupational market conditions.
Answer: C
Explanation: A)
B)
C)
D)
E)
8
25) Effective HRP helps an organization to do all of the following EXCEPT: 25)
A) achieve its goals and objectives.
B) plan and coordinate recruitment, selection, training, and career planning more effectively.
C) anticipate and avoid shortages and surpluses of human resources.
D) make major labour market demands more successfully.
E) comply with privacy laws.
Answer: E
Explanation: A)
B)
C)
D)
E)
26) Which of the following is the first step in human resource planning? 26)
A) forecasting future HR needs
B) forecasting the availability of external candidates
C) balancing supply and demand
D) analyzing the HR implications of the organizations strategic plans
E) forecasting the availability of internal candidates
Answer: E
Explanation: A)
B)
C)
D)
E)
27) Which of the following statements is true? 27)
A) By 2010, one in two Canadians will be age 50 or older.
B) Effective HRP involves focusing on monitoring trends only.
C) Probably the most significant environmental factor in HRP in Canada today relates to
dramatic changes in labour-force composition.
D) The number of young people in the Canadian labour force is now increasing.
E) Currently, the fastest growing groups in the Canadian labour force are visible minorities and
persons with disabilities.
Answer: C
Explanation: A)
B)
C)
D)
E)
9
28) Specific strategies must be formulated to balance supply and demand. Possible scenarios are: 28)
A) there is a shortage of labour.
B) labour supply exceeds demand.
C) expected demand matches supply.
D) supply matches expected demand.
E) all of the above.
Answer: E
Explanation: A)
B)
C)
D)
E)
29) To deal with a labour shortage, firms often use all of the following strategies EXCEPT: 29)
A) recruiting.
B) subcontracting work.
C) scheduling overtime.
D) transferring and promoting employees.
E) offering generous early retirement and buyout packages.
Answer: E
Explanation: A)
B)
C)
D)
E)
30) Which of the following statements about merit-based promotions is true? 30)
A) Using seniority, the employee who is promoted is always the most competent.
B) A promotion is sometimes based on an assessment of future potential.
C) Promotions involve the movement of an employee from one job to another that is the same
level in responsibility.
D) Unions often prefer that merit be the deciding factor.
E) When promotions are based on seniority, objectivity is a problem.
Answer: B
Explanation: A)
B)
C)
D)
E)
10
31) A method of forecasting internal labour supply that involves tracking the pattern of employee
movements through various jobs and developing a transitional probability matrix is known as:
31)
A) multiple regression analysis.
B) trend analysis.
C) computerized forecasting.
D) Markov analysis.
E) ratio analysis.
Answer: D
Explanation: A)
B)
C)
D)
E)
32) Advantages associated with a transfer include: 32)
A) more employee autonomy.
B) an increase in task significance.
C) the fact that new challenges are the inevitable result.
D) the fact that skills and perspectives may be broadened.
E) a pay increase for the employee involved.
Answer: D
Explanation: A)
B)
C)
D)
E)
33) A statistical technique involving the use of a mathematical formula to project future demands,
based on an established relationship between an organizations employment level and some
measurable factor of output, is known as:
33)
A) regression analysis.
B) a computerized forecast.
C) a scatter plot.
D) ratio analysis.
E) trend analysis.
Answer: A
Explanation: A)
B)
C)
D)
E)
11
34) Quantitative techniques to forecasting include all of the following EXCEPT: 34)
A) a scatter plot.
B) trend analysis.
C) regression analysis.
D) ratio analysis.
E) the nominal group technique.
Answer: E
Explanation: A)
B)
C)
D)
E)
35) Factors that should be considered when forecasting the number and type of people needed to meet
organizational objectives include all of the following EXCEPT:
35)
A) decisions to upgrade the quality of products or services or enter into new markets.
B) quality and nature of employees.
C) projected turnover.
D) projected recruitment figures.
E) the financial resources available to each department.
Answer: D
Explanation: A)
B)
C)
D)
E)
36) Regardless of the forecasting method utilized, modifications are made based on: 36)
A) changing market conditions.
B) HRIS data.
C) managerial judgment.
D) changing economic conditions.
E) management control systems.
Answer: C
Explanation: A)
B)
C)
D)
E)
12
37) Potential solutions when labour supply exceeds labour demand include all of the following
EXCEPT:
37)
A) downsizing through attrition.
B) subcontracting.
C) employee layoffs.
D) termination of employment.
E) instituting a hiring freeze.
Answer: B
Explanation: A)
B)
C)
D)
E)
38) A pictorial representation of all jobs within the organization, along with the number of current
incumbents and future employment requirements, is known as:
38)
A) a scatter plot.
B) a skills inventory.
C) an organization chart.
D) a staffing table.
E) a replacement chart.
Answer: D
Explanation: A)
B)
C)
D)
E)
39) Highly educated immigrants are the predominant drivers of: 39)
A) national labour market conditions.
B) local labour market conditions.
C) organizational training and development.
D) competitors strategies.
E) growth.
Answer: E
Explanation: A)
B)
C)
D)
E)
13
40) A hiring freeze is all of the following except: 40)
A) no outsiders are hired.
B) when openings are filled by reassigning current employees.
C) a common response to an employee surplus.
D) a strategy that most employers use initially to balance demand and supply.
E) a solution when demand exceeds supply.
Answer: E
Explanation: A)
B)
C)
D)
E)
41) You have been hired as the Director of HR at Targus Inc., a clothing retailer. Due to a reduction in
consumer demand you have been asked to advise management on how to reduce the amount of
staff by 5% over the next 2 years. Although a slow method for reducing numbers the option which
generally presents the least amount of problems is:
41)
A) introducing a reduced work week.
B) laying off employees.
C) downsizing through attrition.
D) offering attractive buyout packages.
E) offering attractive early-retirement packages.
Answer: C
Explanation: A)
B)
C)
D)
E)
42) A potential solution when labour demand exceeds labour supply is: 42)
A) hiring temporary workers.
B) work sharing.
C) job sharing.
D) finding employees alternative jobs within the organization.
E) any of the above
Answer: A
Explanation: A)
B)
C)
D)
E)
14
43) Short-term and long-range HR demand forecasts provide: 43)
A) present employees who can be transferred or promoted to meet anticipated needs.
B) the full staffing equation.
C) internal supply forecasts.
D) half of the staffing equation.
E) external supply forecasts.
Answer: D
Explanation: A)
B)
C)
D)
E)
44) Factors that should be taken into account when determining an appropriate severance package
include all of the following EXCEPT:
44)
A) ethnic origin.
B) salary.
C) the individuals likelihood of obtaining alternative employment.
D) years of service.
E) age.
Answer: A
Explanation: A)
B)
C)
D)
E)
45) SUBS: 45)
A) top up employment insurance.
B) are usually provided to non-union employees.
C) are benefits that are paid indefinitely.
D) decrease income levels when on the job.
E) increase income levels when on the job.
Answer: A
Explanation: A)
B)
C)
D)
E)
15
46) Canada faces a long-term labour shortage. Many employers are seeking strategies to increase the
workforce participation of:
46)
A) visible minorities.
B) aboriginal peoples.
C) older workers.
D) people with disabilities.
E) women.
Answer: C
Explanation: A)
B)
C)
D)
E)
47) Although flexible work arrangements have traditionally been associated with improving work/life
balance, they are increasingly seen as part of a ________.
47)
A) flextime plan
B) telecommuting plan
C) business strategy
D) compressed workweek
E) departments overhead
Answer: C
Explanation: A)
B)
C)
D)
E)
48) Survivor sickness is: 48)
A) a physical illness caused by a toxic building.
B) a sickness found among whitecollar workers.
C) a range of emotions that can include feelings of betrayal or violation, guilt, and detachment.
D) a sickness found among production workers.
E) an illness causing errors in work and reduced performance.
Answer: C
Explanation: A)
B)
C)
D)
E)
16
49) The layoff-avoidance strategy introduced by the federal government is known as: 49)
A) job sharing.
B) work sharing.
C) supplemental unemployment benefits.
D) the early leave package.
E) the reduced work week.
Answer: B
Explanation: A)
B)
C)
D)
E)
50) You have been hired as the Director of HR at Targus Inc., a clothing retailer. To project the supply
of outside candidates in the HRP process for the firm you will need to assess:
50)
A) staffing tables.
B) skills inventories.
C) succession plans.
D) national labour market conditions.
E) management inventories.
Answer: D
Explanation: A)
B)
C)
D)
E)
51) A reality is that Canadas population is aging as the baby boom cohort approaches retirement.
Currently, ________ of all Canadian workers retire before the age of 65.
51)
A) 20% B) 33% C) 67% D) 80% E) 50%
Answer: C
Explanation: A)
B)
C)
D)
E)
52) Management inventories: 52)
A) are a method used to arrive at a group decision involving outside experts.
B) record information about managerial responsibilities and management training used to
identify internal candidates eligible for promotion.
C) are visual representations of who will replace whom in the event of a job opening.
D) are a method of forecasting labour supply that involves tracking the pattern of employee
movements.
E) are used to keep track of employees qualifications.
Answer: B
Explanation: A)
B)
C)
D)
E)
17
53) A major Canadian automaker has laid off 20% of its workforce over the course of 2 years. You are
the HR professional responsible for surveying the employees remaining with the company to
determine their level of engagement and job satisfaction. The survey responses indicate that many
employees are experiencing feelings of guilt and detachment. What these employees are likely
experiencing is known as:
53)
A) survivor sickness.
B) employee apathy.
C) survivor-guilt syndrome.
D) reality shock.
E) a negative work ethic.
Answer: A
Explanation: A)
B)
C)
D)
E)
54) With which of the following strategies for handling a labour surplus is the potential for a human
rights violation most closely associated?
54)
A) early retirement packages
B) job sharing
C) work sharing
D) reduced work weeks
E) termination of employment
Answer: A
Explanation: A)
B)
C)
D)
E)
55) Other employers are switching to a plan that they call flexyear. Flexyear is when: 55)
A) two or more employees can share a single full-time job.
B) employees work four ten-hour days instead of the more usual five eight-hour days.
C) employees can choose the number of hours that they want to work each month over the next
year.
D) employees work from home.
E) employees flexible workdays are built around a core of midday hours.
Answer: C
Explanation: A)
B)
C)
D)
E)
18
56) The initial response to a labour shortage is often: 56)
A) layoffs.
B) transfer.
C) retraining.
D) promotion.
E) scheduling overtime.
Answer: E
Explanation: A)
B)
C)
D)
E)
57) You have just been hired as the Director of Human Resources at Greenlight Inc., a mid sized
Canadian furniture manufacturer. You are considering implementing compressed workweeks. The
following would be a potential advantage of implementing this at Greenlight:
57)
A) improved efficiency and reduction in absenteeism.
B) reduction in paid overtime.
C) reduction in absenteeism.
D) improved efficiency, reduction in absenteeism, and reduction in paid overtime.
E) decreased willingness of workers to work some evenings/weekends.
Answer: D
Explanation: A)
B)
C)
D)
E)
58) Alice is the HR consultant advising Nexus Inc., a small but successful software development firm
on how to conduct human resource planning. She is currently explaining the forecasting supply
step in the planning process to the CEO and confirms that projected openings are to be filled by
using two sources. They are:
58)
A) transferring and promotion.
B) recruitment and promotion.
C) internal and external supply.
D) contracting-out and outsourcing.
E) overtime and temporary workers.
Answer: C
Explanation: A)
B)
C)
D)
E)
19
59) In general terms, the lower the rate of unemployment: 59)
A) the larger the labour demand.
B) the smaller the labour demand.
C) the larger the labour supply.
D) the smaller the labour supply.
E) the easier it will be to recruit.
Answer: D
Explanation: A)
B)
C)
D)
E)
60) Alice is the HR consultant advising Nexus Inc., a small but successful software development firm
on how to conduct human resource planning. In forecasting future demand for human resources
what step should she advise management to take first?
60)
A) develop a staffing table
B) create a replacement chart
C) project the sales for each of the firms products and calculate the volume of production
needed to meet sales requirements
D) project the sales for each of the firms products and estimate quality and nature of employees
needed
E) project turnover
Answer: C
Explanation: A)
B)
C)
D)
E)
61) Drawbacks of attrition include the following: 61)
A) Employees do not accept this strategy.
B) It takes a short period of time.
C) It is hard to implement.
D) The organization has no control over who goes and who stays.
E) It costs large sums of money.
Answer: D
Explanation: A)
B)
C)
D)
E)
20
62) You have just been hired as the Director of Human Resources at a mid sized engineering company.
The CEO has asked you to assist her in forecasting future human resources needs and to first use a
qualitative technique which is useful for long-range forecasting. Which technique do you choose?
62)
A) the Delphi technique
B) a formal expert forecast
C) the nominal group technique
D) managerial judgment
E) an informal expert forecast
Answer: A
Explanation: A)
B)
C)
D)
E)
63) External environmental factors that are most frequently monitored in HR and strategic planning
include all of the following EXCEPT:
63)
A) demographic trends.
B) economic conditions.
C) international trade patterns.
D) new or revised laws.
E) market and competitive trends.
Answer: C
Explanation: A)
B)
C)
D)
E)
64) When the internal supply of employees exceeds the organizations demand, strategies used by
employers include all of the following EXCEPT:
64)
A) laying off employees.
B) downsizing through attrition.
C) initiating job-share positions.
D) making early retirement mandatory.
E) offering attractive buyout packages.
Answer: D
Explanation: A)
B)
C)
D)
E)
21
65) Which of the following is a quantitative approach to forecasting? 65)
A) trend analysis and the nominal group technique
B) trend analysis
C) the Delphi technique
D) managerial judgment
E) the nominal group technique
Answer: B
Explanation: A)
B)
C)
D)
E)
66) Each of the following statements about occupational market conditions is true EXCEPT: 66)
A) HRDC is a good source of information on occupational demand and supply.
B) Organizations generally want to forecast the availability of potential candidates in specific
occupations.
C) HRDC forecasts are useful for determining whether any projected imbalances will be
self-correcting.
D) In recent years, there has been an undersupply of nurses.
E) In recent years, there has been an oversupply of IT specialists.
Answer: E
Explanation: A)
B)
C)
D)
E)
67) Permitting a group to critically evaluate a wide range of views is an advantage of which forecasting
technique?
67)
A) the Delphi technique
B) managerial judgment
C) an informal expert forecast
D) a formal expert forecast
E) the nominal group technique
Answer: A
Explanation: A)
B)
C)
D)
E)
22
68) Each of the following statements about HRP is true EXCEPT: 68)
A) a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.
B) it can lead to significant costs if done poorly.
C) it is also known as employment planning.
D) a fundamental HRP decision when demand exceeds supply is whether projected positions
will be filled externally or internally.
E) it is a reactive process.
Answer: E
Explanation: A)
B)
C)
D)
E)
69) The guarantee by the employer to pay specified compensation and benefits in the case of
termination due to downsizing or restructuring is known as:
69)
A) a guaranteed annual wage.
B) a severance package.
C) supplemental unemployment benefits.
D) wage protection insurance.
E) a golden parachute clause.
Answer: E
Explanation: A)
B)
C)
D)
E)
70) Strategic plans are created and carried out by: 70)
A) a CFO.
B) a Board of Directors.
C) people.
D) Human Resources personnel.
E) a CEO.
Answer: C
Explanation: A)
B)
C)
D)
E)
23
71) A forecasting technique for determining future staff needs by using ratios between sales volume
and the number of employees needed is:
71)
A) ratio analysis.
B) time-series analysis.
C) trend analysis.
D) regression analysis.
E) a scatter plot.
Answer: A
Explanation: A)
B)
C)
D)
E)
72) In general terms, the lower the rate of unemployment: 72)
A) the larger the labour supply.
B) the harder it is to fill skills-shortage positions.
C) the easier it is to fill positions.
D) the less competition there is for employees.
E) the more difficult it is to recruit employees.
Answer: E
Explanation: A)
B)
C)
D)
E)
73) A decision-making technique that involves a group of experts meeting face to face, which can be
used for HR forecasting, is known as:
73)
A) a formal expert forecast.
B) the Delphi technique.
C) managerial judgment.
D) the nominal group technique.
E) an informal expert forecast.
Answer: D
Explanation: A)
B)
C)
D)
E)
TRUE/FALSE. Write T if the statement is true and F if the statement is false.
74) External supply is one source of human resources supply. 74)
Answer: True False
Explanation:
75) Exchanging ideas without face-to-face interaction is a characteristic of the nominal group
forecasting technique.
75)
Answer: True False
Explanation:
24
76) A labour surplus exists when the internal supply of employees exceeds the organizations demand.
Most employers respond initially by terminating employment.
76)
Answer: True False
Explanation:
77) Forecasts for various occupations are available from a number of sources, but these sources are not
very helpful for determining whether any projected imbalances will be self-correcting or whether
they will require specific intervention on the part of governments and/or private-sector
organizations.
77)
Answer: True False
Explanation:
78) HRP is a process of reviewing human resources requirements to ensure that an organization has
the required number of employees, with the necessary skills, to meet its goals.
78)
Answer: True False
Explanation:
79) A strategy used to deal with an employee surplus is the promotion of employees. 79)
Answer: True False
Explanation:
80) Specific strategies must be formulated to balance supply and demand considerations. 80)
Answer: True False
Explanation:
81) Trend analysis is valuable as an initial estimate of HR demand only. 81)
Answer: True False
Explanation:
82) Starting in 2011, labour force growth in Canada will be entirely dependent on new immigrants. 82)
Answer: True False
Explanation:
83) Ratio analysis involves making forecasts based on the ratio between two causal factors. 83)
Answer: True False
Explanation:
84) Human Resources Planning is a reactive process which both anticipates and influences an
organizations future.
84)
Answer: True False
Explanation:
85) Flextime is a plan whereby employees flexible workdays are built around a core of midday hours. 85)
Answer: True False
Explanation:
86) Highly educated immigrants are the predominant drivers of growth in the Canadian labour pool. 86)
Answer: True False
Explanation:
25
87) Managerial judgment is central to qualitative forecasting, but plays only a small role in quantitative
forecasting techniques.
87)
Answer: True False
Explanation:
88) To project the supply of outside candidates, employers assess general economic conditions. 88)
Answer: True False
Explanation:
89) Regression analysis determines the line of best fit. 89)
Answer: True False
Explanation:
90) One of the most innovative ways to manage the coming labour shortage is through the use of
flexible work arrangements.
90)
Answer: True False
Explanation:
91) The first step to project the supply of outside candidates is to forecast local market conditions. 91)
Answer: True False
Explanation:
92) Failure to update skills and management inventories can lead to present employees being
overlooked for job openings.
92)
Answer: True False
Explanation:
93) A Markov analysis can be used to forecast internal labour supply. 93)
Answer: True False
Explanation:
94) Short-term and long-range HR demand forecasts only provide half of the staffing equation by
answering the question How many employees will we need?
94)
Answer: True False
Explanation:
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
95) You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., a
Canadian credit union. You will be implementing the nominal group technique for forecasting human resources
needs. What should you be aware of regarding the advantages and disadvantages of this technique?
Answer: The advantages of this technique include involvement of key decision makers, a future focus, and the fact
that the group discussion can facilitate the exchange of ideas and greater acceptance of results.
Disadvantages include: subjectivity and the potential for group pressure to lead to less accurate
assessment than could be obtained through other ways.
26
96) What are the factors that should be considered when forecasting the number and type of people needed to meet
the organizations objectives?
Answer: the demand for the organizations product or service
projected turnover as a result of resignations or termination
quality and nature of employees in relation to what management sees as the changing needs of the
organization
decisions to upgrade the quality of products or services or enter into new markets, which might change
the required employee skill mix
planned technological and administrative changes aimed at increasing productivity and reducing
employee headcount
the financial resources available to each department.
97) Explain what the Delphi Technique is, and what steps are involved in this process.
Answer: It is useful for long-range forecasting and other strategic planning issues.
It typically involves outside experts as well as company employees, based on the premise that outsiders
may be able to assess changes and their potential impact more objectively.
There are several steps involved in the process, including:
1. Problem identificationeach group member must submit a potential solution by completing a
questionnaire; direct face-to-face contact is not permitted
2. After the questionnaire is completed independently and anonymously, the results are compiled at a
centralized location.
3. A copy of the results is given to each member of the team.
4. If there are differences in opinion, each individual uses the feedback from other experts to fine-tune
his or her independent assessment.
5. The last 2 steps are repeated as often as necessary until a consensus is reached.
98) Explain the advantages and disadvantages of the Delphi Technique.
Answer: The advantages include: involvement of key decision makers and future focus. The technique permits the
group to critically evaluate a wide range of views. Disadvantages include the fact that judgments may
not use objective data efficiently, the time and costs involved, and the potential difficulty in integrating
diverse opinions.
27
99) Briefly describe the tools and techniques used to forecast the supply of internal candidates.
Answer: Some firms use the Markov analysis technique to track the pattern of employee movements through
various jobs and develop a transitional probability matrix for forecasting internal supply by specific
categories, such as position and gender. Such an analysis shows the actual number (and percentage) of
employees who remain in each job from one year to the next, as well as the proportions promoted,
demoted, transferred, and leaving the organization. These proportions (probabilities) are then used to
forecast human resources supply.
Skills inventories contain comprehensive information about the capabilities of current employees.
Prepared manually or using a computerized system, data gathered for each employee include name, age,
date of employment, current position, present duties and responsibilities, educational background,
previous work history, skills, abilities and interests. Information about current performance and
readiness for promotion is generally included as well. Data pertaining to managerial staff are compiled in
a management inventory. In addition to the information listed above, such inventories include the
number and types of employees supervised, duties of such employees, total budget managed, previous
managerial duties and responsibilities, and managerial training received.
Replacement charts are a visual representation of who will replace whom in the event of a job opening.
Many employers use such charts to keep track of potential internal candidates for their most important
positions. Such charts typically indicate age and replacement status of potential internal candidates,
based on two variables: present performance and promotability. Replacement charts provide an excellent
quick reference tool, they contain very little information. For that reason, many firms prefer to use
replacement summaries. Such summaries list likely replacements for each position and their relative
strengths and weaknesses, as well as information about current position, performance, promotability, age
and experience
Succession planning is the process used to ensure a suitable supply of successors for current and future
senior or key jobs, so that the careers of individuals can be effectively planned and managed. Activities
involved include: analysis of the demand for managers and professional by company level, function and
skill; audit of existing executives and projection of likely future supply from internal and external
sources; planning of individual career paths; career counseling; accelerated promotions, with
development targeted against the future needs of the business; performance-related training and
development; planned strategic recruitment; and the actual activities by which openings are filled.
100) You are the V.P. Human Resources at a major Canadian automaker which has been significantly impacted by
the recent recession. Briefly describe the major strategies available to you to deal with the labour surplus at the
firm.
Answer: You could initially respond to such a situation by implementing a hiring freeze, which means that
openings are filled by reassigning current employees, and no outsiders are hired unless authorization is
granted by the CEO due to extenuating circumstances. The surplus is slowly reduced through attrition,
which is the normal separation of employees from an organization due to resignation, retirement, or
death. Some organizations attempt to accelerate attrition by offering incentives to employees to leave,
such as buyout and early retirement programs.
There are a number of strategies to reduce the total number of hours worked. Included are job sharing,
which involves dividing the duties of a single position between two or more employees; reducing
full-time positions to part-time work; instituting a work-sharing arrangement, whereby employees
work three or four days a week and collect Employment Insurance on their non-work day(s); and placing
employees on a reduced work week, which involves employees working fewer hours and receiving less
pay.
It may be necessary for the firm to place employees on layoff. This involves the temporary withdrawal of
employment to workers for economic or business reasons. Layoffs may be of relatively short duration, or
may last months or even years.
When employees are no longer required by the organization, the employment relationship may be
permanently severed. This is known as termination. You should consider severance pay obligations and
supplying outplacement assistance.
28
101) Differentiate between trend analysis, ratio analysis, and regression analysis.
Answer: Trend analysis involves studying the firms employment levels over a period of years to predict future
needs. The purpose is to identify employment trends that might continue into the future. Because
employment levels rarely depend solely on the passage of time, but rather on factors such as changes in
sales volume and productivity, trend analysis can only provide an initial estimate
Ratio analysis involves making estimates based on the ratio between (1) some causal factor (such as sales
volume) and (2) number of employees required. Like trend analysis, ratio analysis assumes that
productivity remains about the same. Thus, ratio analysis can only provide an approximation of future
HR needs.
Regression analysis is a more sophisticated statistical technique that involves the use of a mathematical
formula to project future demands based on an established relationship between (1) an organizations
employment level (dependent variable) and (2) some measurable factor of output (independent variable)
such as revenue, sales, or production level. Where there are several dependent and/or independent
variables, multiple regression analysis is used.
102) You are the HR professional responsible for Human Resources Planning (HRP) at a major Canadian insurance
provider, Bonnvue Inc. Environmental scanning is a critical component of HRP. Which environmental factors
would you monitor as part of your responsibility for HRP?
Answer: economic conditions (general and regional)
market and competitive trends
new or revised laws and decisions of courts and quasi-judicial bodies
social concerns related to health care, childcare, and educational priorities
technological changes
demographic trends.
103) Explain the relationship between human resources planning and strategic planning.
Answer: Strategic plans are developed and implemented by people in the organization. Determining whether or
not the skills required will be available is a critical element of the strategic planning process. Although
production, financial and marketing plans have been recognized as important considerations in the
strategic planning process, HR plans are also seen today as another essential component. It is becoming
clear that HRP and strategic planning become effective when a reciprocal and interdependent
relationship exists between them.
104) Explain the importance of Human Resources Planning (HRP).
Answer: HRP provides a framework for the coordination and integration of HRM policies and practices related to
staffing and development activities, since they affect the requirements for and supply of human
resources. Effective HRP helps a firm to:
achieve its goals and objectives
plan and coordinate recruitment, selection, training, career planning, and other staffing and
development activities more effectively
achieve economies in hiring new workers
make major labour market demands more successfully
anticipate and avoid shortages and surpluses of human resources
control and/or reduce labour costs
utilize employees capabilities more effectively, thereby increasing performance and productivity, and
reducing dissatisfaction and turnover
establish employment equity goals and timetables that are realistic and attainable
29
105) You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., a
Canadian credit union. You will be implementing the nominal group technique for forecasting human resources
needs. Cite and explain the steps you will follow.
Answer: The steps are as follows:
Each member of the group independently writes down his or her ideas on the problem or issue.
Going around the table, each member then presents one idea.
This process continues until all ideas have been presented and recorded, typically on a flipchart.
No discussion is permitted during this step.
Clarification is then sought, followed by group discussion and evaluation.
Finally, each member is asked to rank the ideas.
This is done independently and in silence.
30

 

CHAPTER 17

Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) The following are reasons for using ethnocentric policies in staffing subsidiaries EXCEPT: 1)
A) maintaining a diverse corporate culture.
B) lack of qualified host-country senior management talent.
C) tighter control.
D) maintaining a unified corporate culture.
E) transferring the parent firms core competencies to a foreign subsidiary more expeditiously.
Answer: A
Explanation: A)
B)
C)
D)
E)
2) A process for ensuring success for managers in overseas assignments is: 2)
A) occupational health and safety training.
B) performance appraisal.
C) job enrichment.
D) overseas-oriented training.
E) job analysis.
Answer: D
Explanation: A)
B)
C)
D)
E)
3) The recruiting tool used in selecting managers for a foreign assignment which assesses the familys
probable success in handling the foreign transfer is referred to as:
3)
A) on-the-job interviewing.
B) organizational development.
C) job training.
D) situational interviews.
E) adaptability screening.
Answer: E
Explanation: A)
B)
C)
D)
E)
1
4) The following are traits that managers should possess when assigned domestically and overseas in
order to be successful EXCEPT:
4)
A) relational skills.
B) exploitive skills.
C) adaptability.
D) motivation.
E) technical skills.
Answer: B
Explanation: A)
B)
C)
D)
E)
5) Multinationals assign home-country nationals from their headquarters staff abroad on the
assumption that these managers are:
5)
A) motivated to adapt to a new culture.
B) multilingual.
C) eager to face a new challenge.
D) familiar with customers abroad.
E) more likely to implement instructions from headquarters.
Answer: E
Explanation: A)
B)
C)
D)
E)
6) High labour costs can require a focus on efficiency and on human resource practices aimed at
improving:
6)
A) employee turnover.
B) employee performance.
C) absenteeism rates.
D) grievance procedures.
E) selection practices.
Answer: B
Explanation: A)
B)
C)
D)
E)
2
7) Brian is the Director of HR for a car manufacturer. He must advise the V.P of Operations as to
whether the plant manager in India should be a local employee instead of an expatriate manager.
Which of the following includes the advantages of hiring local talent for this role:
7)
A) it is generally less expensive and the corporation may be viewed locally as a better citizen.
B) local talent is likely to have greater management experience.
C) it is generally less expensive.
D) it is generally less expensive and expatriates may emphasize short term projects.
E) expatriates may emphasize short term projects.
Answer: A
Explanation: A)
B)
C)
D)
E)
8) A committee in which plant workers consult with management about certain issues or share in the
governance of the workplace is called a(n):
8)
A) joint labour-management committee.
B) codetermination committee.
C) workers rights committee.
D) enterprise management committee.
E) works council.
Answer: E
Explanation: A)
B)
C)
D)
E)
9) The most important factor perceived by international assignees that contributes to success in a
foreign assignment is:
9)
A) family situation.
B) confidence.
C) relational skills.
D) job knowledge.
E) extracultural openness.
Answer: A
Explanation: A)
B)
C)
D)
E)
3
10) The most likely destination for a foreign assignment today is: 10)
A) Peoples Republic of China.
B) Mexico.
C) Singapore.
D) Russia.
E) Brazil.
Answer: A
Explanation: A)
B)
C)
D)
E)
11) The type of organization where it is assumed that management candidates must be searched for on
a global basis because the best manager for any specific position anywhere on the globe may be
found in any of the countries in which the firm operates is known as a(n):
11)
A) geocentric organization.
B) multicentric organization.
C) homocentric business.
D) polycentric corporation.
E) ethnocentric corporation.
Answer: A
Explanation: A)
B)
C)
D)
E)
12) The citizens of a country who have jobs in the home country are referred to as: 12)
A) home-country nationals.
B) third-country nationals.
C) locals.
D) illegal immigrants.
E) expatriates.
Answer: C
Explanation: A)
B)
C)
D)
E)
4
13) The following are factors that demand adapting personnel policies and procedures to the
differences among countries in which subsidiaries are based EXCEPT:
13)
A) industrial relations factors.
B) import tax rates
C) economic factors.
D) labour cost factors.
E) cultural factors.
Answer: B
Explanation: A)
B)
C)
D)
E)
14) The process whereby employees have a legal right to a voice in setting company policies is: 14)
A) reengineering of work.
B) joint venturing.
C) career development.
D) codetermination.
E) strategic alliance.
Answer: D
Explanation: A)
B)
C)
D)
E)
15) A firm can bring together managers from far-flung subsidiaries and steep them for a week in the
firms cherished values and current strategy and policies in an attempt to build:
15)
A) commitment to the firm.
B) a unifying corporate culture.
C) esprit de corps.
D) interpersonal skills for teamwork.
E) compliance with the firms rules.
Answer: B
Explanation: A)
B)
C)
D)
E)
5
16) It is suggested that HR staff members in a foreign subsidiary are best drawn from: 16)
A) locals.
B) home country citizens.
C) third-country nationals.
D) host-country citizens.
E) parent country citizens.
Answer: D
Explanation: A)
B)
C)
D)
E)
17) When sending employees abroad, employers must address such practical issues as: 17)
A) naturalization.
B) developing talent on a global basis.
C) knowledge dissemination.
D) deployment.
E) assignment letters.
Answer: E
Explanation: A)
B)
C)
D)
E)
18) The process where the potential assignee and his or her family are exposed to information that can
be expected on the new job is known as:
18)
A) job enlargement.
B) realistic job previews.
C) management by objectives.
D) orientation.
E) organizational development.
Answer: B
Explanation: A)
B)
C)
D)
E)
6
19) According to a study on the success of international assignees, family situation includes the
following EXCEPT:
19)
A) spouses neutral opinion.
B) adaptability of spouse.
C) stable marriage.
D) willingness of spouse to live abroad.
E) adaptability of family.
Answer: A
Explanation: A)
B)
C)
D)
E)
20) The type of corporation where there is a conscious belief that only host country managers can ever
really understand the culture and behaviour of the host country market is known as a(n):
20)
A) multicentric corporation.
B) homocentric business.
C) geocentric organization.
D) ethnocentric organization.
E) polycentric corporation.
Answer: E
Explanation: A)
B)
C)
D)
E)
21) The process of moving back to the parent company and country from the foreign assignment and
returning to ones family and familiar surroundings is known as:
21)
A) confiscation.
B) reengineering.
C) repatriation.
D) expatriation.
E) acclimatization.
Answer: C
Explanation: A)
B)
C)
D)
E)
7
22) The following are demands that an expatriate manager may encounter on foreign assignment
EXCEPT:
22)
A) orientation and training in developing a managerial style.
B) family adjustment pressures.
C) the stress of being alone in a foreign land.
D) learning a new language.
E) cultural differences with the foreign country.
Answer: A
Explanation: A)
B)
C)
D)
E)
23) Codetermination, or mandatory worker representation on an enterprises board of directors, is
especially prevalent in:
23)
A) Germany. B) Sweden. C) Italy. D) Mexico. E) Japan.
Answer: A
Explanation: A)
B)
C)
D)
E)
24) Wide-ranging customs that vary from country to country demanding corresponding differences in
HR practices among a companys foreign subsidiary are:
24)
A) cultural differences.
B) foreign trade.
C) balance of payments.
D) trade deficits.
E) trade surpluses.
Answer: A
Explanation: A)
B)
C)
D)
E)
25) The citizens of the country in which the multinational companys headquarters is based are referred
to as:
25)
A) expatriates.
B) locals.
C) illegal aliens.
D) home-country nationals.
E) third-country nationals.
Answer: D
Explanation: A)
B)
C)
D)
E)
8
26) Expatriates represent a minority of managers; thus, most managerial positions are filled by: 26)
A) third-country nationals.
B) home-county nationals.
C) second-country nationals.
D) illegal aliens.
E) locals.
Answer: E
Explanation: A)
B)
C)
D)
E)
27) The citizens of a country other than the parent or the host country are referred to as: 27)
A) illegal immigrants.
B) home-country nationals.
C) locals.
D) third-country nationals.
E) expatriates.
Answer: D
Explanation: A)
B)
C)
D)
E)
28) Some organizations have moved away from full-scale relocation of an employee and his or her
family to other alternatives including:
28)
A) short-term assignments of between six months and one year with frequent home leave.
B) rotating foreign assignments.
C) dual households in the destination country.
D) job sharing on foreign assignments.
E) frequent short-term business trips.
Answer: A
Explanation: A)
B)
C)
D)
E)
9
29) A payment made to compensate a manager for cultural and physical adjustments that he or she
will have to make is called a(n):
29)
A) overseas incentive.
B) overseas bonus.
C) housing allowance.
D) education allowance.
E) mobility premium.
Answer: E
Explanation: A)
B)
C)
D)
E)
30) The relationship between the worker, the employer, and the labour union is referred to as: 30)
A) empowerment of employees.
B) human resources management.
C) industrial relations.
D) reengineering of work.
E) production management.
Answer: C
Explanation: A)
B)
C)
D)
E)
31) The number one concern when it comes to employee relocations is: 31)
A) cost projections.
B) candidate selection.
C) candidate assessment.
D) relocation assistance.
E) family issues.
Answer: E
Explanation: A)
B)
C)
D)
E)
10
32) In a well-known study by Professor Geert Hofstede on international cultural differences, the extent
to which the less influential members of institutions accept and expect that power will be
distributed unequally is referred to as:
32)
A) political differences.
B) legal distinctions.
C) power distance.
D) religious practices.
E) need for power.
Answer: C
Explanation: A)
B)
C)
D)
E)
33) A four-step approach to special training for overseas candidates includes the following steps
EXCEPT:
33)
A) family dynamics.
B) attitudes and how they influence behaviour.
C) factual knowledge about the target country.
D) awareness of cultural differences.
E) language, adjustment, and adaptation.
Answer: A
Explanation: A)
B)
C)
D)
E)
34) The balance sheet approach for formulating expatriate pay uses the following home-country
groups of expenses EXCEPT:
34)
A) housing.
B) reserve.
C) income taxes.
D) goods and services.
E) job evaluation.
Answer: E
Explanation: A)
B)
C)
D)
E)
11
35) An international compensation trend used to reward managers is: 35)
A) variable pay.
B) a piece wage incentive.
C) an annual bonus.
D) perquisites.
E) a lump sum bonus.
Answer: A
Explanation: A)
B)
C)
D)
E)
36) ________ has become a way of life in countries in Latin America, which poses a special threat to
expatriates.
36)
A) Car theft
B) Street crime
C) Drug trafficking
D) Home invasions
E) Kidnapping
Answer: E
Explanation: A)
B)
C)
D)
E)
37) A tool that can be used to more effectively select employees for overseas assignments is a: 37)
A) job description.
B) job specification.
C) job analysis.
D) pencil-and-paper test.
E) language test.
Answer: D
Explanation: A)
B)
C)
D)
E)
12
38) An example of an assessment tool that focuses on the aptitudes and personality characteristics of
successful international candidates is the:
38)
A) Performance Indicator Assessment.
B) Overseas Assignment Inventory.
C) Myers-Briggs Type Indicator.
D) True Colours Assessment.
E) Job Evaluation Assessment.
Answer: B
Explanation: A)
B)
C)
D)
E)
39) A finding from the study on international cultural differences performed by Professor Geert
Hofstede which refers to the degree to which ties between persons are normally loose rather than
close is known as:
39)
A) legal practices vs. bribery.
B) loose-tight tension.
C) religious vs. sacrimonious practices.
D) individualism vs. collectivism.
E) mercantilism vs. trade isolation.
Answer: D
Explanation: A)
B)
C)
D)
E)
40) The policy in which the foreign subsidiary is staffed with host-country nationals and its
home-office headquarters with parent-country nationals is known as:
40)
A) geocentric.
B) ethnocentric.
C) homocentric.
D) multicentric.
E) polycentric.
Answer: E
Explanation: A)
B)
C)
D)
E)
13
41) Human resources managers must consider the impact of intercountry differences on human
resource operations conducted:
41)
A) across Canada.
B) intrafirm.
C) locally.
D) domestically.
E) globally.
Answer: E
Explanation: A)
B)
C)
D)
E)
42) Brian is the Director of HR for a global software development company. He is advising the Director
of Sales as to which of the sales managers to send to lead the sales department in India. Which of
the following are key traits Brian should consider in advising on the best candidate for the
expatriate assignment?
42)
A) interpersonal skills and cultural sensitivity
B) agreeableness
C) interpersonal skills, cultural sensitivity, and flexibility
D) cultural sensitivity only
E) There are no specific traits that are helpful to consider.
Answer: C
Explanation: A)
B)
C)
D)
E)
43) One of the most important business functions for executing global strategy is: 43)
A) research and development.
B) finance.
C) marketing.
D) human resources.
E) manufacturing.
Answer: D
Explanation: A)
B)
C)
D)
E)
14
44) Repatriation refers to the: 44)
A) process of moving from one country to another.
B) process of becoming a third-country national.
C) process of moving home then back to the host country.
D) process of moving back to the parent company and country from the foreign assignment.
E) process of moving family back to the home country.
Answer: D
Explanation: A)
B)
C)
D)
E)
45) In socialist countries, HR practices tend to shift toward preventing unemployment, even at the cost
of:
45)
A) long-range planning.
B) civil liberties.
C) freedom of expression.
D) career development.
E) efficiency.
Answer: E
Explanation: A)
B)
C)
D)
E)
46) The staffing policy in which all key management positions are filled by parent-country nationals is
known as:
46)
A) ethnocentric.
B) geocentric.
C) polycentric.
D) homocentric.
E) multicentric.
Answer: A
Explanation: A)
B)
C)
D)
E)
15
47) In the balance sheet approach, base salary will normally be in the same range as the managers: 47)
A) home-country salary.
B) foreign country salary.
C) peers.
D) performance appraisal.
E) annual bonus.
Answer: A
Explanation: A)
B)
C)
D)
E)
48) Realtex, an international resort development company has a staffing policy which seeks the best
people for key jobs throughout the organization, regardless of nationality. Realtex has the following
type of staffing policy:
48)
A) polycentric.
B) homocentric.
C) multicentric.
D) geocentric.
E) ethnocentric.
Answer: D
Explanation: A)
B)
C)
D)
E)
49) The following are reasons to rely on local, host country management for filling the foreign
subsidiarys management ranks EXCEPT:
49)
A) lower costs incurred with expatriates.
B) preference of employees to not work in a foreign country.
C) the multinational corporation may be seen as a better citizen.
D) preference of government for the nativization of local management.
E) lower costs incurred with local management.
Answer: A
Explanation: A)
B)
C)
D)
E)
16
50) The first step in ensuring the foreign assignees success is: 50)
A) job enrichment.
B) job previews.
C) human resource planning.
D) succession planning.
E) screening.
Answer: E
Explanation: A)
B)
C)
D)
E)
51) The major reason for using expatriates for staffing subsidiary operations is: 51)
A) greater understanding of the foreign laws.
B) lower costs incurred with expatriates.
C) better relationships with local customers.
D) technical competence.
E) greater familiarity with culture.
Answer: D
Explanation: A)
B)
C)
D)
E)
52) Multinational firms top executives are often categorized in the following classes: 52)
A) geocentric; ecocentric.
B) polycentric; biocentric.
C) ethnocentric; homocentric; multic

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