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A. Physical differences among employees
B. Social differences among employees
C. Historical differences among groups
D. Managerial difference among employees
A. 1970
B. 2000
C. 2010
D. 2005
A. Japan
B. South Africa
C. India
D. China
A. Positive discrimination
B. The quota system
C. The possibility for individuals to compete for social rewards without constraints
D. Policies concerned with the specific needs of traditionally disadvantaged groups
A. The business case
B. The social justice approach
C. A radical approach to equal opportunities
D. Affirmative action
A. Employing people of different races
B. Collecting information about employees’ gender, race, religion, sexuality and ethnic group
C. Providing diversity training to all employees
D. Publishing the organisation’s demographic data
A. Globalisation
B. Large immigration movements to western countries
C. The existence of race, gender, class, sexual and other inequalities resulting from historical and social systems such as slavery, colonialism, patriarchy, capitalism and so on
D. Limited availability of work opportunities
A. Support the employment of people who have traditionally being discriminated against
B. Support the employment of people who may not be suitable for the position
C. Support a culture of conflict
D. Support people who generally do not want to work
A. Organisational brand
B. Organisational culture
C. CSR strategy
D. Corporate structure
A. It involves experts in the management of people
B. It can easily coordinate activities across the whole organisation
C. It can buttress the integration of equality and diversity across the different areas of the business
D. It has direct access to the demographic of the organisation