HRIS and International HRM MCQs
HRIS and International HRM MCQs
The following HRIS and International HRM MCQs have been compiled by our experts through research, in order to test your knowledge of the subject of HRIS and International HRM. We encourage you to answer these 20 multiple-choice questions to assess your proficiency.
Please continue by scrolling down.
1: Balance-sheet approach is an approach for expatriate compensation that has as its goal the maintenance of a home-country living standard plus a financial inducement.
A. True
B. False
2: Cross-cultural suitability includes language _________ and a positive attitude toward the assignment in the specific country being considered.
A. Ability & cultural
B. Empathy
C. Adaptability
D. All of these
3: Cultural environment of countries is a shared set of _______ , and behaviors within a country.
A. Beliefs
B. Customs
C. Practices
D. All of these
4: A specific belief, attitude, or behavior that is defined as right or wrong, correct or incorrect, within a given culture in a country is known as _______ .
A. Strategic HRM
B. Relational eHRM
C. Culture shock
D. Cultural norm
5: The feeling of uneasiness and discomfort experienced when going from one culture to another.this is known as _____ .
A. Strategic HRM
B. Relational eHRM
C. Culture shock
D. Cultural norm
6: Direct costs of expatriate failure include the actual money spent on selecting and training, relocation costs for the expatriate
A. True
B. False
7: An economic and political union of a number of European countries is known as _______.
A. Expatriate
B. European Union
C. Expatriate failure
D. National culture
8: A parent-country national employee assigned to a subsidiary of a multinational enterprise in another country is known as ________.
A. Expatriate
B. European Union
C. Expatriate failure
D. National culture
9: ________ is the return of expatriates prior to the completion of their overseas assignments.
A. Expatriate
B. European Union
C. Expatriate failure
D. National culture
10: Global corporation provides flexible and customized products for each country’s market.
A. True
B. False
11: The process of integrating business operations and free flow of trade and competition across international borders is known as _______ .
A. Global corporation
B. Going-rate approach
C. Host-country approach
D. Host-country nationals
12: An approach to expatriate compensation that ties the base salary for international employees to the salary levels in the host country is known as _______.
A. Global corporation
B. Going-rate approach
C. Host-country approach
D. Host-country nationals
13: A form of compensating an expatriate based upon the salary levels in the host country is known as
A. Global corporation
B. Going-rate approach
C. Host-country approach
D. Host-country nationals
14: Employees of the multinational enterprise who are citizens of a country in which a branch or subsidiary is located is known as ______ .
A. Global corporation
B. Going-rate approach
C. Host-country approach
D. Host-country nationals
15: IHRIM is an organization for specialists in both human resources and human resources technology
A. True
B. False
16: International corporation is a domestic corporation that expands its business into markets ______ of its own country.
A. Intside
B. Outside
C. Both outside inside
D. None of these
17: Multinational corporation is a company that has expanded _________ of products or services into multiple countries to capitalize on lower costs.
A. Production
B. Distribution
C. Both a & b
D. None of these
18: Multinational enterprises is any organization that has a business presence in ________ .
A. Only one one country
B. Only his honor country
C. More than one country
D. Both b & c
19: N-tier architecture is the _______ in which databases, applications, and other resources are distributed among many different computers.
A. Software configurations
B. Hardware configurations
C. Both a & b
D. None of these
20: The norms, behaviors, beliefs, and customs that exist within a nation are known as ______ .
A. National culture
B. Repatriation
C. Both a & b
D. None of these
21: The software and hardware configurations in which databases, applications, and other resources are distributed among many different computers around the world is known as ______.
A. North American Free Trade Agreement
B. Parent-country nationals
C. Predeparture training
D. None of these
22: Employees of the multinational organization (MNE) who are citizens of the country in which the parent, or headquarters, of the MNE is located IS Known as _______ .
A. North American Free Trade Agreement
B. Parent-country nationals
C. Pre Departure training
D. None of these
23: Predeparture training is a training program for expatriates prior to taking an international position.
A. True
B. False
24: The process that occurs as the expatriate and family return to their homeland,this process is called ________
A. North American Free Trade Agreement
B. Parent-country nationals
C. Pre Departure training
D. Repatriation
25: “Think global, act local” is the most common advice regarding the management of a multinational enterprise (MNE)
A. True
B. False
26: Define third-country nationals:
A. The transfer of competencies learned in training to the job.
B. A type of multinational corporation that tailors business operations and HR management to the local culture.
C. Employees of the multinational enterprise who are citizens of a country other than the parent or host country.
D. None of these
27: Transfer of training is the transfer of competencies learned in training to the job.
A. True
B. False
28: Which type of multinational corporation that tailors business operations and HR management to the local culture?
A. Transfer of training
B. Administrative process
C. Transnational corporation
D. None of these
29: The communication boundary between the hardware device and the user of that hardware is known as ______.
A. User interface
B. Artificial intelligence
C. Balanced scorecard
D. Benchmarking
List of HRIS and International...
Available in:
HRIS and International HRM MCQs
