Deck 12: Winning Through Effective, Global Talent Management

Question 1

Cultural diversity eases the process of sharing information, technology, and innovations between the home office and foreign outposts.

Answer 1

False

Question 2

Tests that are given to candidates as a part of the evaluation process must be related to the job.

Answer 2

True

Question 3

SHRM as a function is restricted to the managers and executives of the human resources department.

Answer 3

False

Question 4

Most preemployment assessment tests measure sexual orientation, health-related issues, and age.

Question 5

A "right" worker is one who not only understands the job but whose goals and aspirations match those of the company.

Question 6

Nonmonetary pay refers to benefits that don't involve tangible value.

Question 7

Firms that effectively manage their international HR typically outperform competitors in terms of identifying new international business opportunities and adapting to changing conditions worldwide.

Question 8

Companies that measure intangibles such as employee performance, innovation, and change perform better than companies that don't use such metrics.

Question 9

Employees want projects that engage their heads as well as their hearts.

Question 10

The new principles of management require a focus on outcomes and results, not just numbers and compliance.

Question 11

Paying a wage is a standard practice, and therefore the competitive advantage can come only by paying a higher amount.

Question 12

Studies show that most firms select expatriate managers on the basis of a global mind-set rather than on the basis of technical expertise.

Question 13

The "make" decision is useful when it is too difficult to predict exactly which skills will be needed in the future.

Question 14

Strategic metrics are the easiest to measure and include counting the number of new people hired, fired, transferred, and promoted.

Question 15

Organizational efforts to enable, develop, and motivate human capital improve accounting profits as well as shareholder value.

Question 16

Developing an effective international workforce is much more difficult for a competitor to emulate than buying technology or securing capital.

Question 17

Rewards need to be linked to performance so that employees are naturally inclined to pursue outcomes that will earn rewards and further the organization's success at the same time.

Question 18

Diversity in a group in terms of expertise, gender, age, and background, leads to the problem of groupthink.

Question 19

A company should invest equally in training for all jobs rather than disproportionately investing more in developing people in the key strategic jobs on which the company's success is most dependent.

Question 20

Typical ratios associated with strategic metrics include the training cost factor and training cost percentage.

Question 21

The employee-performance aspects of the Balanced Scorecard analyze employee capabilities, satisfaction, retention, and productivity.

Question 22

_____ refers to that aspect of an organization that helps job candidates to determine whether the organization offers the kind of environment that excites them.

A)High-performance work system
B)Organizational commitment
C)Signature experience
D)Internal marketing
E)Work engagement

Question 23

Human capital refers to the:

A)accumulated benefits enjoyed by an organization as a result of the knowledge and life experiences that form an integral part of a new employee.
B)long-term cost that an organization bears in the recruitment, training, and retention of an employee.
C)economic benefits enjoyed by an organization's human resources.
D)collective sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that a company's employees choose to invest in their work.
E)financial impact of the human resources function on the overall functioning and performance of an organization.

Question 24

_____ refers to a set of management practices that attempts to create an environment within an organization in which the employee has greater involvement and responsibility.

A)Employee engagement
B)High-performance work system
C)Organizational commitment
D)Internal marketing
E)Work engagement

Question 25

Incentives, gainsharing, and profit sharing are different methods employed to retain employees.Which of the following HR functions are they a part of?

A)Training and development
B)Compensation management
C)Human resource information system
D)Recruitment
E)Employee induction program

Question 26

The war for talent refers to the:

A)competition between organizations to bench highly paid talented employees for a short duration to make short-term financial savings.
B)competition between organizations to reduce the average wages across the industry.
C)competition between organizations to attract and retain the most able employees.
D)competition between organizations to ensure training and development facilities for low-performing employees.
E)competition between organizations to empower employees by involving them in the administrative process.

Question 27

_____ refer to anticipating the need for human capital and setting a plan to meet it.

A)Talent management
B)Training and development
C)Compensation management
D)Employee induction program
E)Succession plan

Question 28

_____ refers to a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company.

A)Talent management
B)Training and development
C)Compensation management
D)Employee induction program
E)Succession plan

Question 29

The effectiveness of a gainsharing plan depends on employees seeing a relationship between what they do and how well the organization performs.

Question 30

In human resources management (HRM), "making" an employee means:

A)hiring a person who doesn't yet have all the needed skills to fulfill the role but who can be trained to develop them.
B)hiring a person who is willing to accept a lower cash compensation for the same job with the other job conditions remaining the same.
C)hiring an employee who is willing to work from home and shall be paid half the salary than that paid to other employees.
D)hiring an employee who has all the necessary skills and experience to fulfill the role from day one.
E)hiring a worker who shall simultaneously hold two positions but shall be paid the salary for one, whichever is higher.

Question 31

In human resources management (HRM), "buying" an employee means:

A)hiring a person who doesn't yet have all the needed skills to fulfill the role but who can be trained to develop them.
B)hiring a person who is willing to accept a lower cash compensation for the same job with the other job conditions remaining the same.
C)hiring an employee who is willing to work from home and shall be paid half the salary than that paid to other employees.
D)hiring an employee who has all the necessary skills and experience to fulfill the role from day one.
E)hiring a worker who shall simultaneously hold two positions but shall be paid the salary for one, whichever is higher.

Question 32

The Workforce Scorecard is vital because most organizations have much better control and accountability over their raw materials than they do over their workforce.

Question 33

The most successful organizations manage and measure HR performance in terms of:

A)the relevance of industrial law as a part of the HRM practices.
B)the increasing role of information technology in the effective functioning of the HR department.
C)the effects of HRM practices on the marketing functions of the organization.
D)its strategic impact on the organization's functioning.
E)the increasing relevance of the training and development function as a part of the HR department.

Question 34

A principle from manufacturing that works well in talent management is:

A)running smaller batch sizes.
B)reducing in-process inventory.
C)focusing upon continuous improvement.
D)preventing, correcting, or drawing attention to errors as they occur.
E)scheduling what to produce, when to produce, and how much to produce.

Question 35

Achieving cultural diversity is a talent-management practice that is important for an organization because:

A)it brings about a sense of cultural and organizational superiority in the employees.
B)it assures that every employee has been evaluated on the same standards.
C)it brings about open-mindedness across cultures.
D)it helps the employees to become more ethnocentric.
E)it gives the employees exposure to international experience through job rotation.

Question 36

The Workforce Scorecard focuses on the strategy and metrics of the business.

Question 37

By assigning metrics to the HRM activities, managers can ensure they are working toward the strategic objectives of the organization.

Question 38

Consistent talent evaluation is a talent-management practice that is important for an organization because:

A)it brings about a sense of purpose amongst the employees.
B)it helps employees build successful peer networks across countries.
C)it assures that employees across the world are evaluated on the same standards.
D)it brings about open-mindedness across cultures.
E)it gives the employees exposure to international experience through job rotation.

Question 39

Strategic human resources management (SHRM) refers to an organizational approach to human resources management with a concern for:

A)the increasing role of information technology in the effective functioning of the HR department.
B)expanding the role of industrial law as a part of the HRM practices.
C)the effects of HRM practices on firm performance.
D)making employees less critical in the manufacturing process.
E)reinforcing the support function of the HR department.

Question 40

_____ refers to the process of combining tasks to form a whole job while taking into account issues of worker health and safety.

A)Job factor
B)Job selection
C)Job description
D)Job evaluation
E)Job design

Question 41

Most organizations use preemployment assessment tests to measure the behavioral traits of the candidates because they can tell the potential employer:

A)about the energy level and sociability of the candidate.
B)how fast someone can learn new things.
C)whether the candidate's professional inclinations match the job requirements.
D)about the cultural and religious background of the candidate.
E)about the race and ethnicity of the candidate.

Question 42

Which of the following factors should be true for a multinational to choose an expatriate?

A)The need to interact with local customers, suppliers, employees, or officials is paramount.
B)The corporate strategy is focused on multidomestic or market-oriented operations.
C)The customers prefer local employees over foreign personnel.
D)There are large cultural distances between the host country and candidate expatriates.
E)The corporate strategy is focused on global integration.

Question 43

Which of the following statements holds true for gainsharing?

A)It is the right to buy a piece of the business given to an employee to reward excellent service.
B)It is a form of pay in which an organization shares the profit with employees, such that employees receive a portion of the profit achieved from their efforts.
C)It requires employees to build project teams across countries.
D)These plans are most effective in companies with more than 1,000 people.
E)It refers to the cash wage paid at the end of every month in lieu of the service rendered to the company.

Question 44

Which of the following statements holds true for pay for performance?

A)It refers to the right to buy a piece of the business that may be given to an employee to reward excellent service.
B)It refers to a form of pay in which an organization shares the financial gains with employees, who receive a portion of the profit achieved from their efforts.
C)It refers to a form of variable pay where the employee earns additional compensation on the basis of achieved objectives.
D)It refers to a form of pay that is tied directly to an individual's performance in meeting specific business goals or objectives.
E)It refers to the cash wage paid at the end of every month in lieu of the service rendered to the company.

Question 45

Which of the following statements holds true for a third-country national?

A)It refers to an individual who is neither a citizen of the contracting government nor the citizen of the country of operations.
B)It refers to an individual who works for a political organization which consists of a number of countries.
C)It refers to an individual who is not a citizen of the contracting government but the citizen of the country of operations.
D)It refers to an individual who is a citizen of the contracting government as well as the citizen of the country of operations.
E)It refers to an individual who is a not citizen of the country of operations but the citizen of the contracting government.

Question 46

_____ refers to a job interview where the candidate is asked to describe in specific and behavioral detail how he or she would respond to a hypothetical situation.

A)Screening Interview
B)Informational Interview
C)Committee Interview
D)Situational Interview
E)Stress Interview

Question 47

Others orientation forms one of the key characteristics that decides the ability of a manager to succeed as an expatriate.Others orientation refers to the ability to:

A)strengthen his or her self-esteem, self-confidence, and mental well-being.
B)interact effectively with host-country nationals.
C)understand why people of other countries behave the way they do.
D)adjust to a particular posting given the culture of the assignment's country.
E)communicate from a position of dominance for greater efficiency in work.

Question 48

Cultural toughness forms one of the key characteristics that decides the ability of a manager to succeed as an expatriate.Cultural toughness refers to the ability to:

A)strengthen his or her self-esteem, self-confidence, and mental well-being.
B)interact effectively with host-country nationals.
C)understand why people of other countries behave the way they do.
D)adjust to a particular posting given the culture of the assignment's country.
E)communicate from a position of dominance for greater efficiency in work.

Question 49

Perceptual ability forms one of the key characteristics that decide the ability of a manager to succeed as an expatriate.Perceptual ability refers to the ability to:

A)strengthen his or her self-esteem, self-confidence, and mental well-being.
B)interact effectively with host-country nationals.
C)understand why people of other countries behave the way they do.
D)adjust to a particular posting given the culture of the assignment's country.
E)communicate from a position of dominance for greater efficiency in work.

Question 50

In a _____, all individuals work together daily to accomplish their jobs.

A)display team
B)project team
C)work team
D)partnership team
E)parallel team

Question 51

Self-orientation forms one of the key characteristics that decides the ability of a manager to succeed as an expatriate.Self-orientation refers to the ability to:

A)strengthen his or her self-esteem, self-confidence, and mental well-being.
B)interact effectively with host-country nationals.
C)understand why people of other countries behave the way they do.
D)adjust to a particular posting given the culture of the assignment's country.
E)communicate from a position of dominance for greater efficiency in work.

Question 52

Developing global leaders is a talent-management practice that is important for an organization because:

A)it brings about a sense of cultural and organizational superiority in the employees.
B)it assures that every employee has been held to the same level of skills and standards.
C)it brings about open-mindedness across cultures.
D)it helps the employees in building successful peer networks.
E)it gives the employees exposure to international experience through job rotation.

Question 53

_____ refer to individuals or firms that benefit from a shared resource or the actions of others without paying or contributing their fair share of the costs.

A)Line riders
B)Stowaways
C)Free riders
D)Linebackers
E)Piggy backers

Question 54

A _____ is a team that is formed around a joint venture or strategic alliance.

A)display team
B)project team
C)work team
D)partnership team
E)parallel team

Question 55

At-will employment refers to a doctrine that stipulates that a contract of employment:

A)can be terminated by either the employer or the employee but on the condition that the employee has completed one year of service.
B)can be terminated by either the employer or the employee at any time for any legal reason.
C)can be terminated by the employer or the employee at any time for reasons as specified by the employer.
D)can be terminated by either the employer or the employee but on the condition of the payment of a compensational amount.
E)cannot be terminated by the employer or the employee for any reason.

Question 56

_____ refers to a performance-management tool that helps managers define the performance categories that relate to the company's strategy.

A)Behaviorally Anchored Rating Scale
B)Critical Incident Technique
C)Field Review Technique
D)Graphic Rating Scale
E)Balanced Scorecard

Question 57

_____ refers to a team that exists alongside an individual's daily team.

A)Display team
B)Project team
C)Work team
D)Partnership team
E)Parallel team

Question 58

Most organizations use preemployment assessment tests to measure candidates' thinking styles because they can tell the potential employer:

A)about the candidate's energy level and sociability.
B)how fast someone can learn new things.
C)about the cultural and religious background of the candidate.
D)whether the candidates' professional inclinations match the job's requirements.
E)about the race and ethnicity of the candidate.

Question 59

Which of the following is a form of variable pay where the employee earns additional compensation on the basis of achieved objectives?

A)Base pay
B)Share ownership
C)Bonus
D)Signing amount
E)Indirect pay

Question 60

_____ refers to the analysis of a job's internal value that is intended to identify how critical a given job is to the organization's success.

A)Job factor
B)Job footprint
C)Job depth
D)Job evaluation
E)Job design

Question 61

Which of the following is true about a project team?

A)In a project team, profit sharing, recognition rewards, and stock options are appropriate pay schemes.
B)A project team is a permanent team, which meets intermittently during the life of the project.
C)A project team is formed around a joint venture or strategic alliance.
D)In a project team, all individuals work together daily to accomplish their jobs.
E)A project team usually meets on a part-time rather than a full-time basis and deals with specific issues.

Question 62

What are the circumstances under which managers may want to choose a local hire rather than an expatriate?

Question 63

What factors contribute to expatriate failure in US-headquartered multinational firms?

Question 64

Discuss the hybrid reward schemes devised in order to get the best of both the individual-based reward schemes and the team-based reward schemes.

Question 65

_____ are those that tell the company what it has accomplished.

A)Stock market indicators
B)Leading indicators
C)Development indicators
D)Lagging indicators
E)Prospective indicators

Question 66

How does diversity lead to innovation and problem solving?

Question 67

What questions does the HR department need to answer in order to ensure the relevance and competitiveness of an organization in a fast-changing world?
Competence- To what extent does the company have the required knowledge, skills, and abilities to implement its strategy?

Question 68

Leadership and workforce behavior, which is a key aspect of the Workforce Scorecard, refers to the:

A)ability of the organization to measure the intangible attributes of the workforce.
B)capacity of the workforce to understand the strategy and embrace it.
C)skills needed by the workforce to execute the strategy.
D)professional attitude of the workforce that will lead to the attainment of the company's key strategic objectives.
E)achievement of the key strategic objectives for the business by the workforce.

Question 69

What are the four predictors that decide the ability of a manager to succeed as an expatriate?

Question 70

Explain what job design is.

Question 71

What are the circumstances under which managers may want to choose an expatriate instead of a local hire?

Question 72

Workforce mind-set and culture is one of the key sequential elements of the Workforce Scorecard.It refers to the:

A)ability of the organization to measure the intangible attributes of the workforce.
B)capacity of the workforce to understand the strategy and embrace it.
C)skills needed by the workforce to execute the strategy.
D)consistent behavior of the workforce in ways that will lead to the attainment of the company's key strategic objectives.
E)workforce achievement of the business's key strategic objectives.

Question 73

Why is the role of SHRM critical in the functioning of the global firms?

Question 74

Work-relatedcompetencies, which are key to the Workforce Scorecard, refer to the:

A)ability of the organization to measure the intangible attributes of the workforce.
B)capacity of the workforce to understand the strategy and embrace it.
C)skills needed by the workforce to execute the strategy.
D)professional attitude of the workforce that will lead to the attainment of the company's key strategic objectives.
E)workforce achievement of the business's key strategic objectives.

Question 75

The _____ when applied to HRM helps managers align all HRM activities with the company's strategic goals.

A)Behaviorally Anchored Rating Scale
B)Critical Incident Technique
C)Field Review Technique
D)Graphic Rating Scale
E)Balanced Scorecard

Question 76

What steps can managers take in order to retain their star employees?

Question 77

How can managers help employees to grow and further their professional goals?

Question 78

_____ are forecasts that help an organization see where it is headed.

A)Stock market indicators
B)Leading indicators
C)Development indicators
D)Lagging indicators
E)Retrospective indicators

Question 79

Workforce Scorecard refers to the application of the _____ concept to an organization's human capital to identify and measure the behaviors, skills, mind-sets, and results required for the workforce to contribute to the company's success.

A)Behaviorally Anchored Rating Scale
B)Critical Incident Technique
C)Field Review Technique
D)Graphic Rating Scale
E)Balanced Scorecard

Question 80

Workforce success is one of the key sequential elements of the Workforce Scorecard.It refers to the:

A)ability of the organization to measure the intangible attributes of the workforce.
B)capacity of the workforce to understand the strategy and embrace it.
C)skills needed by the workforce to execute the strategy.
D)consistent behavior of the workforce in ways that will lead to the attainment of the company's key strategic objectives.
E)achievement of the key strategic objectives for the business by the workforce.