Chat with AIExam 15: The IHRM Department, Global Workforce Analytics, Professionalism, and Future Trends
One way to improve the firm's overall international business competency is to __________ the people who have global knowledge and experience:
(36) 
VerifiedC
There is too little consistency in HR infrastructures for delivery of IHR programs around the world.
(43) VerifiedTrue
In what ways does IHRM need to become more professionalized in order to deliver essential IHRM outputs to the firm?
(37) VerifiedAnswer should include coverage of the following key points:
•Importance of the function - all levels of the business need to recognize IHRM as being critical to the success of the global enterprise, as a valued part of becoming more competitive.
•Development of IHRM managers - important for IHR managers to have experience in line management and in global assignments as well. Need to develop a broader perspective on the global enterprise. Assist with strategic management, develop IHR policies for operations around the world, and hire and develop highly productive workforces in multiple countries (developing the strategic IHR manager).
•Development could involve - assigning HR generalists to overseas regional posts for two to three year periods. Assigning repatriated IAs from any function into IHR in an operating division or HQ - overseas experience adds credibility and can utilize their insights and experiences. Assigning graduate HR degree employees to overseas posts, perhaps pay them as locals.
•Education - from a formal perspective, increasing the number of HR professionals in the firm with postgraduate qualifications (it may be IHR units as part of a Masters degree as there are limited degrees available) assists in gaining more in-depth knowledge and skills.
•Certification - pursue the option of getting a number of IHR staff certified by the Society for Human Resource Management and the Human Resource Certification Institutes (they have identified the 'body of knowledge' for IHR). Possessing this credential shows a high degree of knowledge, and credibility within the organization, in this relatively new area of HRM.
Which of the following is NOT a factor in the continuing development of IHRM within MNEs?
(42) One strategy to strengthen the IHR department and to develop more competency in IHR is to assign domestic HR generalists to overseas regional locations for two-to three-year periods.
(28) Finding ways to develop a corporate 'glue' that will hold the organization effectively together is required to support the global and cultural aspects of international business.
(33) Which of the following is NOT a capability required for IHRM roles in the future?
(34) The competent IHR manager of the future will have to demonstrate their ability to
(32) One of the most significant challenges for IHR is that the HR function is, for many reasons, not a highly globalized function.
(40) The Human Resource Certification Institute is identifying and codifying the "body of knowledge" in IHR and designing a testing procedure for
(41) There is a growing realization, particularly in large MNEs, that there is a lack of HR talent around the world.
(35) A world-class IHR department operates only at the operational level.
(42) The new structures for delivering IHR services (such as outsourcing, shared services, and centers of excellence) are ____________ incorporated into HR development.
(41) Technology has made it possible for the transaction type of HR activities to be managed through in-sourcing and outsourcing, so now HR professionals must focus on the _______ of HR processes and managing HR projects across organizational and ____________ boundaries.
(43) 
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