Hochschule für Technik und Wirtschaft Berlin

1st Examination Period

Study Programme: International Business (Bachelor)

Other

Course: Human Resource Management

Tutor: Dr. Meysam Salimi

Last Name, First

Name S A M P A I O M A R C E L O

Enrollment
Number 0 5 7 7 3 6 1
1. Make sure that your question paper is complete. It should consist of numbered pages 1 to 9.
Do not detach the pages. If your question paper is incomplete, ask for a complete one.
2. Do not write with a pencil.
3. Do not use your own blank paper. Blank paper is attached to this question paper. Extra
sheets will be provided on demand.
4. You will be excluded from the test if you
• cooperate in any form with other participants;
• keep your mobile phone switched on;
• use any form of PC, iTouch, iPod, etc.;
• use documents which are not allowed.
5. You have 90 minutes for the test.
6. You can reach a maximum number of 70 points.

I am in the thesis semester:

I hereby confirm that I am physically fit to take the test and that my question paper is complete.
I hereby confirm that the sent file is my own achievement.
Attention: ONLY exam files in PDF will be accepted.

Date of the exam Signature student

Exercise 1 2 3 4 Total Presentation

max 20 20 10 20 70 30
obtained

Points: Grade:
Signature examiner
 Exercise 1 20 points

1. (a) Does national culture affect the ‘selection process’ and the ‘organizational culture’? If
yes, how? (b) To what extent can culture be blamed for divergence in human resource
practices between countries? (c) Why is reward, as an HRM practice, relatively immune
to cultural influences?
a) Different cultures will affect how companies select candidates and how they operate.
If we use the Hofstede's cultural dimension model, we understand that selection and
organizational culture should be adapted to each country characteristics. The type of
interview, job description, training and many of human ressources practices have to take
into account these differences. For example, the selection process within a
country that is not confortable with uncertainty should have a very detailed description. That
is also the case for organizational culture. In countries where power distance is significant
(Japan), the norms of the firm on employee and authority relation is normally more rigid.
This can have positive and neggative effects. Studies have found that the considerable power
distance in South Korea was responsible for many flight accidents as the co-pilot would not
advise his superior, the pilot, in case of emergencies, as it was seen as lack of respect.

b) Culture has a great influence for divergence in human ressources practices because
what people value and what they think is right or wrong will naturally shape how employees
perceive the different practices. Indeed, human ressources managers should understand local
norms and their impact on how people understand work practices. On the other hand, in a
growing interdependent world, companies are standarizing international best practices in certain
industries, and cultural differerences.

c)
c) Reward is recause ost used one, is someth All humans being share the desire for financial rew

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Exercise 1 20 points

2
Exercise 2 20 points

2. (a) How should potential Global Managers be trained? (b) To what extent should
multinational corporations (MNCs) control knowledge management and centralize
information? (c) What factors make the learning experience more effective?

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Exercise 2 20 points

4
Exercise 3 10 points

(a) What factors should an employer consider before recruiting a new employee? (b) How
about sending an employee on expatriate assignments?

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Exercise 3 10 points

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Exercise 4 20 points

4. (a) What are the advantages of developing and implementing a transparent reward
philosophy? (b) How to design a compensation system that supports innovative work
behaviors (IWB) and firm innovation? (c) Are collective incentives productive?

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Exercise 4 20 points

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Extra Paper 1