Deck 15: The IHRM Department, Global Workforce Analytics, Professionalism, and Future Trends

Question 1

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.

Answer 1

True

Question 2

A world-class IHR department operates only at the operational level.

Answer 2

False

Question 3

There is a growing realization, particularly in large MNEs, that there is a lack of HR talent around the world.

Answer 3

True

Question 4

There is too little consistency in HR infrastructures for delivery of IHR programs around the world.

Question 5

One of the most significant challenges for IHR is that the HR function is, for many reasons, not a highly globalized function.

Question 6

Quality benchmarks for IHR departments include the ability of IHRM to deal with events proactively and the inclusion of IHRM in key business issues.

Question 7

The changing nature of IHRM means that IHR departments need more specialists.

Question 8

Demonstrating the contribution of the IHRM department involves research to determine best IHR practices around the world and using them to assess the quality of the firm's activities as well as to develop better IHR practices.

Question 9

Global workforce analytics refers to approaches organizations use to utilize specific data analysis tools/techniques and relevant metrics to analyze IHRM-related data for effective decision-making.

Question 10

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.

Question 11

MNEs will need and expect their IHR executives to assist

A) in the strategic management of their global businesses.
B) in developing IHR policies for operations around the globe.
C) in hiring and developing highly productive workforces in multiple countries.
D) all of these.

Question 12

The on-going professionalization of IHR requires

A) the recognition by top executives that IHRM is critical to the success of the global enterprise.
B) development of IHRM managers.
C) increased opportunities for formal education in IHR.
D) all of the above.

Question 13

The Human Resource Certification Institute is identifying and codifying the "body of knowledge" in IHR and designing a testing procedure for

A) certifying professional skill and knowledge in IHRM.
B) certifying IHRM practices and policies.
C) certifying that IHRM regulations have been adhered to.
D) all of the above.

Question 14

The competent IHR manager of the future will have to demonstrate their ability to

A) develop global leadership.
B) implement effective recruiting and staffing strategies to attract the best talent for a global workforce.
C) design and implement global HR systems.
D) all of the above

Question 15

The new structures for delivering IHR services (such as outsourcing, shared services, and centers of excellence) are ____________ incorporated into HR development.

A) already being
B) not being
C) extensively
D) always

Question 16

IHRM professionals are constantly challenged by a changing global workforce who demand

A) top level leadership from within their own countries.
B) respect by corporate HQs for local office dynamics.
C) that the parent firm initiate development opportunities for local employees.
D) all of the above.

Question 17

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.

A) reduction, within domestic
B) integration, national
C) segregation, national
D) integration, within domestic

Question 18

Which of the following is NOT a factor in the continuing development of IHRM within MNEs?

A) Managing the shift from domestic HRM to international HRM.
B) Ensuring effective knowledge management.
C) Providing HR services cost-effectively.
D) Maintaining access to the current high levels of available IHRM professionals.

Question 19

HR business partners play a critical role whether it is

A) implementing strategy at the local level.
B) designing and overseeing the transactional services at the bottom.
C) figuring out how to engage employees.
D) all of the above.

Question 20

Critics claim that IHR

A) is not being a true business partner.
B) do not have the IHR competencies that are required to meet all of the needs of the business.
C) are not going to be able to deliver innovation and flexibility.
D) all of the above.

Question 21

Which of the following is NOT a capability required for IHRM roles in the future?

A) Ability to educate and influence line managers.
B) Being computer and technology-literate.
C) Developing specialist knowledge.
D) Focusing on quality of IHR services.

Question 22

One way to improve the firm's overall international business competency is to __________ the people who have global knowledge and experience:

A) centralize
B) identify
C) disperse
D) all of the above

Question 23

List five general competencies of IHR professionals.

Question 24

Identify five interventions that IHR can do in order to proactively ensure the on-going future development of the MNE?

Question 25

Based on the fact that MNEs face many HR challenges when conducting business on a global scale, identify and explain the components on the "agenda" that IHRM departments should be encouraged to focus upon within their particular firm.

Question 26

In what ways does IHRM need to become more professionalized in order to deliver essential IHRM outputs to the firm?

Question 27

Discuss the importance of Global Workforce Analytics.