Exam 9: Selecting and Evaluating International Employees

Using home-country professionals to evaluate expatriates is challenging because of distance, which can often be an impediment, and home-country professionals cannot observe expatriates and their performance in the foreign locations where they work.

Compared to the United States, performance evaluation systems in Middle Eastern countries are usually more informal, with less use of evaluation metrics, forms, and documentation.

A major challenge for home-country professionals who must conduct performance evaluations of expatriates includes gaining access to the information they need to make a quality evaluation.

Which of the following is not considered an advantage for having a performance evaluation done by a home-country professional?

What is meant by the statement "all human resource managers, domestic or not, are global"? What aspects of the role of the HR manager support this statement?

Drawbacks to the common option of recruiting parent-county nationals (PCNs) for top management positions in foreign subsidiaries include which of the following?

What are the three core questions facing multinationals when it comes to managing and appraising employee performance?

The best time to evaluate expatriates depends on when evaluations are conducted in the home country regardless of the nature of the overseas assignment.

The three key features of the context of the assignment when evaluating expatriate performance are the environment in which the job is done, the task or tasks themselves, and the personal characteristics of the expatriate.

The rationale for having PCNs, HCNs, TCNs, and other types of employees working side-by-side wherever possible is that a diverse work environment improves innovation and learning, outcomes that ultimately raise subsidiary performance.

Expatriates' performance evaluations should be conducted according to which of the following schedules?

According to experts, identifying the best possible international employees for a specific overseas position requires that the decisions should be made by doing which of the following?

Human resource professionals in medium to large multinationals have broad and deep challenges that their domestic counterparts do not because they must:

Many U.S. multinational companies are seemingly "multinational" in name only-at least when it comes to the percentage of board members who have international work experience.

Which of the following factors impact how much local tailoring takes place when a multinational uses a blended approach to employee appraisal?

For most American managers, self-focused training improves performance more than group-focused training because Americans generally find information about their ability to succeed at a task (self-focused training) more useful than information about the ability of a group to which they belong (group-focused training).

Measuring an expatriate's performance can be extremely challenging for many reasons? Which of the following would not be considered an important challenge?

Cultural differences that contribute to the challenge of screening foreign candidates include which of the following?

Why is it important that IHRM professionals be involved in most phases of international strategy and goal development? What, specifically, can they do to help address problems?

Regardless of how the performance of expatriates is going to be evaluated, it is important that multinationals do which of the following?