JAI SHRIRAM ENGINEERING COLLEGE

TIRUPPUR – 638 660

Approved by AICTE, New Delhi & Affiliated to Anna University, Chennai
Recognized by UGC & Accredited by NAAC and NBA (CSE and ECE)
SCHOOL OF MANAGEMENT STUDIES

Academic Year 2023-2024

TWO MARK QUESTIONS

CLASS/ SEM I MBA / I

COURSE CODE / NAME BA4020 – INTERNATIONAL HUMAN RESOURCE MANAGEMENT

FACULTY IN-CHARGE Ms.S.ABIRAMI.

UNIT 1

1. Short note on Harvard model

Harvard Model of HRM is an HR strategy framework that helps organizations utilize their
human resources in accordance with their strategic needs. When an organization's employees
are properly managed, it is more likely to achieve its objectives.

2. Importance of IHRM in Multinational Corporation.

 Emphasis on Core Competency.
 Reorganization.
 Technological Changes.
 Compensation for Human Resources.
 Need for work enforcement.

3. Meaning of HRM
Human resource management is the strategic approach to nurturing and supporting
employees and ensuring a positive workplace environment. Its functions vary across different
businesses and industries, but typically include recruitment, compensation and benefits,
training and development, and employee relations.

4. Significance of Standardization
The goal of standardization is to ensure uniformity to certain practices within the industry.
Standardization focuses on the product creation process, operations of businesses, technology
in use, and how specific compulsory processes are instituted or carried out.
5. Define IHRM
According to Hugh Scullion, International HRM (IHRM) involves the HRM issues and
problems arising from the internationalization of business, and the HRM strategies, policies
and practices which firms pursue in response to the internationalization of business.

6. Outline 5p model
The 5P's Model is based on five constitutional aspects:
 Purpose
 Principles
 Processes
 People
 Performance.

7. What is the matching model in IHRM

Fombrun proposed the 'matching model', which indicated that HR systems and the
organization structure should be managed in a way that is congruent with organizational
strategy.

8. Important factors involved in the selection decision in IHRM

 The recruitment campaign
 The geographic location of candidates
 The literacy skills of the candidates
 The number of candidates applying for a position
 The correct use of assessment
 Attractiveness of the position
 The selection process itself

9. Four approaches in IHRM

 Ethnocentric
 Polycentric
 Geocentric
 Regiocentric

10. Write about IHRM policies

HR policies are guidelines that companies set for employee relations in the workplace.
They're a standardized set of rules that ensure consistency by outlining acceptable behavioral
standards, employee expectations, disciplinary procedures, and organizational obligations.

11. Contextual model

Contextual models are theoretical descriptions of context. These assist scholars and
individuals to systematically account for contextual variables and meaning in human
interaction.
12. European model
Theories of European HRM focus the subject on stakeholders rather than shareholders and
encompass a wide view of the topic. Such theories arise from the unique context of Europe
and reflect the conceptual specifics and the internal variety of European HRM.

13. Localization
Localization is the process of adapting and customizing a product to meet the needs of a
specific market, as identified by its language, culture, expectations, local standards and legal
requirements.
14. Evolution of HRM
The evolution of HRM can be traced back to the early 20th century when the focus was on
maintaining records and ensuring compliance with labor laws. Over time, the role of HRM
has evolved to become more strategic and proactive in aligning human capital with the
organization's goals and objectives.

15. HRM practices

A crucial international HRM practice is to be open with the employees, regardless of the
success or failure of the business. Companies that foster transparency of communication and
feedback make employees feel trusted and respected. Transparency also promotes
participation and engagement.

Unit 2

1. Define the term competitive advantage

Competitive Advantage: A competitive advantage is a set of qualities or attributes

that allows a company to outperform its rivals in the market. It could be achieved
through cost leadership, differentiation, innovation, or other strategies that make a
company's products or services more desirable or cost-effective compared to
competitors.

2. What is strategic orientation

Strategic Orientation: This refers to the approach or mindset of a company when it

comes to strategic decision-making. It involves aligning the company's actions, plans,
and resources in accordance with its long-term goals and strategies.

3. Recall the gist of Internalisation

 Internalization: In the context of business, internalization refers to a firm's decision
to handle activities internally within its own organization rather than outsourcing
them to external parties. It involves bringing certain functions or processes in-house
for better control, efficiency, or strategic reasons.

4. Infer the term international alliance

International Alliance: An international alliance is a cooperative agreement between
two or more companies or organizations from different countries to work together
toward common goals. These alliances can take various forms, such as joint ventures,
strategic partnerships, or collaborations, and are often formed to gain access to new
markets, technologies, or resources.

5. What is expatriate failure

Expatriate Failure: Expatriate failure occurs when an employee working in a foreign
country on an international assignment is unable to adapt or perform effectively in the
new environment. This can happen due to various reasons such as cultural differences,
inability to adjust, family issues, or job dissatisfaction.

6. What is mean by joint venture

Joint Venture: A joint venture is a business arrangement where two or more
companies collaborate by pooling their resources and expertise to create a new entity
for a specific project or venture. It allows companies to share risks, costs, and
knowledge while pursuing opportunities in new markets or industries.

7. Define franchising
Franchising: Franchising is a business model where a franchisor grants a franchisee
the right to use its business model, brand, and processes in exchange for fees or
royalties. The franchisee operates their business under the established brand
guidelines and benefits from the support and reputation of the franchisor.

8. List out mode of entry in IB

Modes of Entry in International Business (IB):
 Exporting
 Licensing
 Joint Ventures
 Strategic Alliances
 Wholly Owned Subsidiaries
 Franchising
 Mergers and Acquisitions

9. What is mean by licencing

Licensing: Licensing is a business arrangement where a licensor grants permission to
another party (licensee) to use its intellectual property, such as patents, trademarks, or
technology, in exchange for fees or royalties.
10. Culture context of IHRM
Culture Context of IHRM: International Human Resource Management (IHRM)
considers the impact of cultural differences on HR practices in multinational
companies. It involves understanding and adapting HR policies, practices, and
strategies to fit different cultural contexts across various countries where a company
operates.

11. Types of organisational culture

Types of Organizational Culture: Organizational culture can be categorized into
various types:
 Hierarchical Culture: Emphasizes structure, rules, and control.
 Clan Culture: Focuses on collaboration, teamwork, and employee engagement.
 Adhocracy Culture: Values innovation, risk-taking, and flexibility.
 Market Culture: Driven by competition, achievement, and results.

12. What is global strategy

Global Strategy: A global strategy is a plan of action that seeks to create a
competitive advantage by leveraging opportunities across different countries. It
involves standardizing products/services for global markets or adapting them to local
preferences while maintaining a cohesive worldwide approach.

13. What do you mean by direct investment

Direct Investment: Direct investment involves a company investing in or controlling
foreign assets or enterprises, which could include setting up subsidiaries, acquiring
stakes in foreign companies, or establishing operations in a foreign country.

14. What do you mean by merger

Merger: A merger is a strategic corporate combination where two separate
companies come together to form a single new entity. It involves the consolidation of
assets, operations, and management of both companies to create a stronger, larger
organization.

15. What do you mean by acquisition

Acquisition: An acquisition occurs when one company takes over another company
by purchasing a majority stake or all of its shares. Unlike a merger, in an acquisition,
one company remains while the other may cease to exist as a separate entity,
becoming part of the acquiring company.

Unit 3
1. Identify the challenges in international mangers staffing?
Challenges in International Managers Staffing:
 Cultural Differences: Adapting to different cultural norms and practices in a
new country can be challenging.
 Language Barriers: Communication may be hindered due to language
differences.
 Global Mindset: Finding managers who possess a global perspective and can
work effectively across diverse environments.
 Legal and Regulatory Compliance: Complying with various employment
laws and regulations in different countries.
 Family Issues: Addressing the concerns of the expatriate's family regarding
relocation.

2. What are the reasons to adopt outsourcing in recruitment?
Reasons to Adopt Outsourcing in Recruitment:
 Cost Efficiency: Outsourcing recruitment processes can be more cost-
effective than maintaining an in-house recruitment team.
 Expertise Access: Access to specialized skills and expertise from external
recruitment agencies.
 Focus on Core Business: Allows the company to focus on its core operations
while experts handle recruitment tasks.

3. What are the essence of staffeing international managers?

Essence of Staffing International Managers:
 Identifying and selecting individuals with cross-cultural competencies.
 Providing necessary training and support for successful integration into the
new environment.
 Ensuring a balance between local responsiveness and global mindset in
managers.

4. Define recruitment?
Recruitment: Recruitment is the process of identifying, attracting, and selecting
qualified candidates to fill job vacancies within an organization.

5. What do you mean by staffing?

Staffing: Staffing involves the entire process of acquiring, deploying, and retaining a
workforce in an organization.

6. List out the approaches of staffing?

Approaches to Staffing:
 Ethnocentric Approach: Fills key positions with employees from the home
country.
  Polycentric Approach: Employs locals from the host country to manage
operations.
 Geocentric Approach: Seeks the best talent regardless of nationality for
global positions.

7. What do you mean by expatriates?

Expatriates: Expatriates are individuals who live and work in a country other than
their native country or the country of their previous residence.

8. What do you mean by Impatriate?

Impatriate: Impatriates are individuals who are brought into a company's
headquarters from foreign subsidiaries or operations to share their expertise and
experiences.

9. List out the role of non expatriates?

Non-expatriates play various roles including local managers, employees in subsidiary
offices, and individuals contributing to the global strategy without relocating.

10. Define selection?

Selection: Selection is the process of choosing the most suitable candidate from a
pool of applicants who have been recruited for a specific job.

11. List out the recruitment process?

Recruitment Process:
 Identifying job vacancies
 Creating job descriptions and specifications
 Advertising the job openings
 Receiving and reviewing applications
 Conducting interviews and assessments
 Selecting and hiring candidates

12. List the international recruitment sources?

International Recruitment Sources:
 Global job boards and websites
 International recruitment agencies
 International career fairs and events
 Social media platforms
 Networking and employee referrals

13. Mention various methods involved in selection?

Methods Involved in Selection:
 Interviews
 Assessment Centers
 Psychometric Tests
 Background Checks
 References
 Group Discussions

14. List the current practices involved in recruitment and selection?

Current Practices in Recruitment and Selection:
 AI-driven recruitment tools
 Diversity and inclusion initiatives in hiring
 Remote/virtual hiring processes
 Employer branding strategies
 Data-driven decision-making in recruitment

15. List out the external recruitment sources?

External Recruitment Sources:
 Job boards (local and international)
 Recruitment agencies
 Referrals from existing employees
 Social media platforms
 Career fairs and events

Unit 4

1. Write a note on HCN?

HCN (Host Country Nationals): Host Country Nationals are individuals hired by a
multinational company who are citizens of the country where the subsidiary or branch
of that company is located. These individuals bring local knowledge, language
proficiency, and cultural insights that can be valuable for the company's operations in
that specific country.

2. What are the issues faced by HR managers in multinational performance

management?
Issues Faced by HR Managers in Multinational Performance Management:
 Cultural Differences: Varying performance expectations and interpretations
across cultures.
 Standardization vs. Localization: Balancing uniform performance standards
with cultural variations.
 Language Barriers: Communication challenges impacting performance
assessment.
 Global Integration: Aligning performance measures with global objectives.

3. Interpret the concept of repatriation training?

 Repatriation Training: Repatriation training is designed to help employees who are
returning to their home country after an international assignment to readjust to their
home culture, workplace, and lifestyle. It aims to ease the transition and leverage the
skills gained abroad.

4. Define expatriate training?

Expatriate Training: Expatriate training involves preparing employees for
international assignments. It covers cultural adaptation, language training, job-specific
skills for the new location, and support for personal and family adjustments.

5. List out some of training program given to PCN and TCN?

Training Programs for PCN (Parent Country Nationals) and TCN (Third
Country Nationals):
 Language and Cultural Adaptation Training
 Cross-cultural Communication Workshops
 Country-specific Business Practices Training
 Technical or Job-Specific Training for the New Location

6. What is sensitivity training?

Sensitivity Training: Sensitivity training aims to increase awareness and
understanding of cultural differences and potential biases. It helps individuals develop
empathy and adapt their behavior to be more culturally sensitive and inclusive.

7. What is repatriate training?

Repatriate Training: Repatriate training helps returning expatriates reintegrate into
their home culture and workplace, addressing any challenges they might face in
readjusting to their old environment.

8. What are the component of diversity training?

Components of Diversity Training:
 Understanding Cultural Differences
 Managing Bias and Stereotypes
 Promoting Inclusivity and Equity
 Building Cross-Cultural Communication Skills

9. Draw the expatriate training cycle?

Expatriate Training Cycle:
 Pre-Departure Training
 On-Site Adaptation Training
 Ongoing Support and Skill Development
 Repatriation Training

10. List the cultural issues involved in performance management?

Cultural Issues in Performance Management:
  Varying definitions of success and performance across cultures.
 Communication styles and feedback preferences differing among cultures.
 Different attitudes towards hierarchy, authority, and leadership.

11. What do you mean by international performance management?

International Performance Management: International Performance Management
refers to the process of managing and evaluating the performance of employees across
different countries and cultures to ensure alignment with global organizational
objectives.

12. List the current trends involved in international training and development?
Current Trends in International Training and Development:
 Virtual and Remote Training Solutions
 Personalized Learning Paths
 Emphasis on Cultural Competency and Inclusion
 Technology-driven Training Platforms

13. List some of the methods involved in IPM?

Methods in IPM:
 Balanced Scorecard
 360-Degree Feedback
 Management by Objectives (MBO)
 Key Performance Indicators (KPIs)

14. List the effective measures involved in expatriate training program?

Effective Measures in Expatriate Training Programs:
 Cross-Cultural Training
 Language and Communication Training
 Practical On-Site Training
 Psychological Support for Adjustment

15. What are the components of expatriate training program?

Components of Expatriate Training Programs:
 Cultural Adaptation Training
 Language Training
 Job-Specific Training
 Family Support and Adaptation Assistance
 Unit 5

1. Define International Compensation

International Compensation: International Compensation refers to the monetary and
non-monetary benefits provided to employees working in multinational companies
across different countries. It encompasses the strategies and practices used to fairly
and competitively remunerate employees in various global locations.

2. Mention the various components of International Compensation

Components of International Compensation:
 Base Salary
 Bonuses and Incentives
 Allowances (housing, transportation, cost of living)
 Benefits (healthcare, retirement, insurance)
 Stock Options or Equity
 Hardship and Location Premiums

3. What are the emerging issues in International Compensation

Emerging Issues in International Compensation:
 Equity and Fairness: Ensuring fairness in compensation across different
countries and cultures.
 Global Mobility Challenges: Addressing the complexities of expatriate
compensation and tax regulations.
 Diversity and Inclusion: Tailoring compensation to be inclusive and diverse
across regions.

4. Reproduce the idea of International Compensation

Idea of International Compensation: International compensation is about aligning
remuneration practices across multiple countries while considering local laws,
economic conditions, cultural differences, and company objectives. It aims to attract
and retain talent globally while maintaining fairness and competitiveness.

5. List the approaches involved in International Compensation

Approaches in International Compensation:
 Global Compensation Structures: Creating uniform compensation structures
across the organization.
 Local Adaptation: Adjusting compensation to fit the local market conditions
and cultural norms.

6. List any two challenges in International Compensation

Challenges in International Compensation:
  Currency Fluctuations: Dealing with currency variations impacting
compensation values.
 Differing Cost of Living: Adjusting compensation for variations in the cost of
living among different countries.

7. What do you mean by International Labour Standards

International Labour Standards (ILS): International Labour Standards are a set of
guidelines and principles established by international organizations (like the
International Labour Organization - ILO) to ensure basic rights and protections for
workers globally. These standards cover aspects like wages, working hours, safety,
and more.

8. What is the difference between domestic compensation and international

compensation
Difference between Domestic and International Compensation:
 Domestic Compensation: Typically tailored to one country's market and
regulations.
 International Compensation: Considers multiple countries' laws, cultures,
currencies, and economic conditions.

9. What is International Compensation management

International Compensation Management: International Compensation
Management involves the strategic planning, implementation, and administration of
compensation packages for employees working in different countries to attract, retain,
and motivate a diverse global workforce.

10. List the objective of international compensation

Objectives of International Compensation:
 Attract and retain global talent.
 Ensure fairness and equity across diverse regions.
 Comply with local regulations and standards.
 Motivate and incentivize employees globally.

11. What are the issues involved in International Compensation

Issues in International Compensation:
 Compliance with diverse legal and regulatory frameworks.
 Balancing global consistency with local adaptability.

12. List out the importance of international compensation

Importance of International Compensation:
 Attracts and retains talent in a competitive global market.
 Motivates employees by offering fair and competitive rewards.
 Enhances employee satisfaction and engagement.
 13. What are the factors consideration in International Compensation
Factors Considered in International Compensation:
 Local Market Conditions
 Cost of Living Variations
 Exchange Rates
 Legal and Tax Regulations
 Cultural Norms

14. What is the Role of ILS

Role of ILS: International Labour Standards serve as guidelines to ensure fair and
decent working conditions, protect workers' rights, and promote social justice
globally.

15. List some of the International Labour Standards

Some International Labour Standards:
 Minimum Wage Standards
 Occupational Safety and Health Regulations
 Equal Pay for Equal Work
 Child Labor Protections

***************

Prepared by Dean-MBA
Ms.S.Abirami Dr.P.Megaladevi