10.

The objective of free departure training is to assist expatriate to adjust to the

demand of living and working in a ……
1 point

foreign location
Local location
Industrial location
Community location

Clear selection

The primary selection criteria for most MNEs is ………. Of existing employees
1 point

Technical ability
Skill
knowledge
Performance

Clear selection

---------------- is not factor/constraint of multinational performance management.

1 point

Whole v/s Part

Separation by time
Separation by distance
Culture briefing

For the __________________ there are no universal or international rights and

wrongs, it all depends on a particular culture values and beliefs:
1 point

Ethical relativism
Ethical absolutism
Ethical universalism
All of the Above

The _______________ believes there are fundamental principles of right and wrong
which tranced culture boundaries:
1 point

Ethical relativism
Ethical absolutism
Ethical universalism
All of the Above
The Organization factors need for studies that consider the HR implications of
construal modes where the firm is operating at:
1 point

arm- length
owned operations
both a & b
None of these

10. The objective of free departure training is to assist expatriate to adjust to the
demand of living and working in a ……
1 point

foreign location
Local location
Industrial location
Community location

Clear selection

The primary selection criteria for most MNEs is ………. Of existing employees
1 point

Technical ability
Skill
knowledge
Performance

Clear selection

---------------- is not factor/constraint of multinational performance management.

1 point

Whole v/s Part

Separation by time
Separation by distance
Culture briefing

Clear selection

For the __________________ there are no universal or international rights and

wrongs, it all depends on a particular culture values and beliefs:
1 point
Ethical relativism
Ethical absolutism
Ethical universalism
All of the Above

Clear selection

The _______________ believes there are fundamental principles of right and wrong
which tranced culture boundaries:
1 point

Ethical relativism
Ethical absolutism
Ethical universalism
All of the Above

Clear selection

The Organization factors need for studies that consider the HR implications of
construal modes where the firm is operating at:
1 point

arm- length
owned operations
both a & b
None of these

Clear selection

Back

Next
Mechanism to develop and reinforce a glob corporate culture,
1 point

Compensation
Monetary
Non-monetary
both ‘a’ and ‘b’

Clear selection

How many common allowance are there:

1 point

6
5
2
9

Clear selection

“Frequent flyer” also known as ---------------.

1 point

Expatriate
Non Expatriate
Inpatriates
All

Clear selection

going rate approach based on

1 point

local market
international market
money market
home country market

Clear selection

Comprised of perimeter security search protocols into and out of facilities internal
search protocols protection and lighting in parking areas and the use of cameras in the
workplace:
1 point

In-facility security
cyber-terrorism
industrial espionage
None of the these

Clear selection

The process that enables MNE to evaluate individual or corporate performance is

called:
1 point

Performance Management
Training
Recruitment
Control

A type of expatriate assignment that involve two-way transfer of existing process is

------------.
1 point
Technical
Development
Strategic
Functional

Clear selection

The term of international cadre usually refers to a group of…… who have been
selected for specialized management.
1 point

Effective manager
High potential employees
Board of directors
Chief executive officer

Clear selection

……. refers to a learning opportunity design to help employees grow

1 point

Training
Development
Education
All of above

Clear selection

In which Hard and software and human system to deal with hacking, information theft,
internal sabotage
1 point

In-facility security
Industrial espionage
Cyber-terrorism
None of the these

Clear selection

IHRM issue relating to managing to globally. The issue associated with that impact on
the HR function and practices as these issue relate to strategic HRM in the MNE:
1 point

external factors
Organization factors
international factors
All of the Above

Clear selection
Culture specific knowledge relates to the:
1 point

Effective dimension
Culture sensitivity
Cognitive culture
Culture value

In managing international compensation approaches in which packages compensation

equalizes cost between home country and international
1 point

Head quarter approaches

Cash flow approaches
Income statement approaches
balance –sheet approaches

The lump sum payments given to employees, who move from one assignment to an-
other are classified as:
1 point

Ethnocentric allowance
Hardship allowance
Foreign service premiums
Mobility premiums

HRIS stands for:

1 point

human resource information systems

human resource international system
both and b
Option 4
none of these

One of the reasons for international assignment is……

1 point

Performance development
Management development
Skill development
Work development

Successful repatriated managers often find:

1 point

the MNE appreciates their success and they receive a high-level home country assignment
their new position in the home country typically lacks the level of authority of their previous
assignment
their standard of living increases
all of the above

.new responsibilities, family, different culture, and daily stress are cause
of…………………… for expatriates.
1 point

failure
Effort
success
happiness

An important indicator of further career progression and value place an international

experience:
1 point

Status and pay position

Re-entry position
Re-adjustment
Re-enter shock

Foreign service inducements are usually made in the form of a:

1 point

% of wages
percentage of salary
% of workers
None of these

the expatriate are the employees who are send to work……on the long-term job
assignment
1 point

local company
offices
government agencies
abroad

Compensation can be _____ benefits.

1 point

Monetary
Non-monetary
both ‘a’ and ‘b’
None of the above

cost-of-living allowance is also called as:

1 point
BOLA
DOLA
COLA
COSTA

……. Remains the most common form of pre-departure training

1 point

Social awareness training

Cultural awareness training
Language awareness training
Skill awareness training

Wages represents _____ rates of pay.

1 point

Hourly
Weekly
Daily
Monthly

Volatility may require that goals be in order to respond to potential market

contingencies.
1 point

Be rigid
Be flexible
Both a & b
None of these

performance gaps might be eliminated with ---------------.

1 point

Performance appraisal methods

Training and Development
By giving more assignments
All

Training aims to improve employees

1 point

Current employs performance

Current employs position
Current work skills and behavior
Attitude and behavior

How many constraints for multinational performance management ---------------.

1 point

1
3
5
7

the compensation given to expatriates for exceptionally hard working and living
conditions at certain locations is classified as
1 point

Ethnocentric allowances
mobility premiums
hardship allowances
Foreign Service premium

Variables affecting expatriate performance.

1 point

Compensation packages
Task
Headquarters’ support
All

--------------- may be faced with dual goals.

1 point

Virtual assignee
TCN
HCN
Both b & c

Technical assignments are --------------- activities.a) b) c) d)

1 point

Short term
Long term
Medium
High profile

Relocation specialist provide ____to expatriate.

1 point

Research and Development

Training and development
a&b
Practical assistance