Exam 1: Global Professional in Human Resources

A company decides to pursue an international assignment program to fill a new position in its new office in Beijing, China With the assistance of the human resources professional, the management team has finalized a list of job-specific selection criteria of the ideal candidate for the fole. During the interviewing process, they utilize various tools to isolate out the success factors. After deciding on the candidate and the individual accepting the offer, the human resources professional works with vendors to provide cross-cultural training before and during the assignment and plans all the logistical details for the relocation. The human resource professional also assists the individual by providing contacts and setting up meeting to orientate the expatriate before and during the assignment, ie mentors, expatriate community, etc. In this scenario, which of the following actions items were forgotten to ensure a successful international assignment?

According to Gregersen and Black, which of the following type of expatriate is the most likely to work through problems by constantly weighing the pros and cons of basing decision s on localized values vs. the corporation's standardized procedures and processes?

When assessing the gaps between actual and desired organizational performance, which of following measures would NOT considered ?

The success of an internal business process is evaluated by the extent to which that process meets the objectives of its function. Which of the following best describes this measurement of success?

You are in the process of developing a global compensation structure. Which of the following factors does NOT affect the strategy pursued ?

A U.S. based high tech company decides to build a R&D office in Bangalore, India. Which of the following terns describes this kind of expansion decision?

An organization is in the growth stage of the oraganizational life cycle. If has five locations, one in the U.S. (headquarters), two in Asia, one in South America, and one in Europe. The company has decided to utilize a geographic oranizational structure. Although the foreign locations are relatively new, each office has focused on building both technical talent within is own site. Therefore , each location is fully operational each running fairly independently. However, once a year the executive team form headquarters visits each office to meet with the managers at each site to discuss the coming fiscal year's strategic goals and objectives, Which of the following factors does NOT play a factor in determining the global staffing approach in this scenario?

Which of the following factors is NOT likely an issue a human resources professional would help a family to work through to determine the appropriateness of an international assignment for the family at that time?

A U.S. Based high tech company has built a R&D office in Bangalore, India. Four years have passed since greenfield operation was successfully built. During this time, the new location has taken on higher priority engineering projects and has trained and developed managerial skills of its newly recruited managers in Bangalore. Headquarters wants the office to take on a new engineering project that would expand its business by adding a new product line. This project has been identified as the most important objective for the corporation in the mid-term. However, the site still lacks technical knowledge in a particular area. Which of the following types of international assignments is the most appropriate in order to fill this knowledge gap ?

Which of the following describes the global compensation and benefits strategy that would BEST align with an organization that has decided to pursue a polycentric staffing approach?

Which of the following is a disadvantage of utilizing internal recruitment methods ?

A U.S. based high tech company has built a R&D office in Bangalore, India. Four years have passed since the Greenfield operation was successfully built. During this time, the new location has taken on higher priority engineering projects and trained and developed managerial skills of its newly recruited manages in Bangalore. Headquarters wants the office to take on a new engineering project that would expand its business in the U.S. by adding a new product line. This project has been identified as the most important objective for the corporation in the mid-term. The project is still in the phase of identifying specifications and developing milestones, where the engineering management team is working closely with the product manager. The management team understand that is must create an international assignment program to have this project run smoothly. The team believes that extended business travel would be the most appropriate program. In order t confirm their belief, the HR manager does extensive research. The analysis shows that extended business travel will result in $10,000,000 additional revenue in the first year and $5,000,000 additional revenue in the second year due to the customization of the product to customer demand. The cost of the program is $400,000 initial investment plus a variable cost of $100,000 per year. What is the break-even point？

The following non-immigrant visa allows managers, who work for a foreign employer, to work in the United States for a parent, subsidiary, or affiliate company if the individual worked as a manager  during one of the last three years:

Which of the following selection methods is NOT an effective tool to determine the cultural adaptability and a suitable leadership style of an individual for an international assignment?

Which of the following represents motivator to a culture that values asvription?

Productivity measures the _______and _______ of work done, taking into account the cost of the resources it took to do the work

An organization is in the global stage of globalization. Which of the following BEST describes the key functions of human resources professionals working in this company at this time?

Which of the following decribes an employee's motivational potential, according to the job characteristics mode?

The HR Director of a multinational, U.S.-based company is proposing a staffing plan where foreign offices are staffed with as local nationals as possible instead of expatriates. Which of the following are NOT business justifications for this proposal?

A company has decided to terminate the employment of an executive for performance reasons. The HP Manager to create a severance package. Which of the following factors would NOT be considered when creating the final severance package?