Opportunities & Challenges in HRM MCQs
Opportunities & Challenges in HRM MCQs
The following Opportunities & Challenges in HRM MCQs have been compiled by our experts through research, in order to test your knowledge of the subject of Opportunities & Challenges in HRM. We encourage you to answer these multiple-choice questions to assess your proficiency.
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1: A plan that provides some services (such as paying for movers and travel expenses) to all expatriates is known as ______ .
A. Coreflex plan
B. Work-to-family conflict
C. Workplace intervention
D. Workplace injuries
2: Cultural adjustment including factors such as transportation, entertainment, health system, education, and general living conditions.
A. True
B. False
3: Culture shock is the feeling of disorientation individuals experience when they enter a ______ .
A. old culture
B. new culture
C. Both possible
D. None of these
4: A person who is living and working in a different country than their country of origin is known as
A. Global integration
B. Global mindset
C. Expatriate
D. None of these
5: When a company standardizes its HR practices around the world is known as
A. _______ .
B. Global integration
C. Global mindset
D. Expatriate
E. None of these
6: Global mindset are Individuals who are open to learning about ________ .
A. different cultures
B. Same cultures
C. Both a & b
D. None of these
7: Define Inpatriates:
A. Host-country employees working in headquarter locations
B. Companies that export or import, but their investments are within one home country
C. The comfort felt with interacting with local individuals inside or outside work
D. All statement possible
8: The comfort felt with interacting with local individuals inside or outside work is known as ______ .
A. Interactional adjustment
B. Inpatriates
C. International companies
D. None of these
9: International Companies that export or import, but their investments are within one home country
A. True
B. False
10: A joint venture involves _______ coming together and investing to create a new company
A. two companies
B. two or more companies
C. Both a & b
D. None of these
11: Local differentiation is When organizations vary their HR practices in consideration of the local environment
A. True
B. False
12: Multinational companies operating in multiple countries but with clearly designated headquarters in _______ .
A. The foriegn country
B. their home country
C. Both b & c
D. None of these
13: When companies produce physical goods or perform some of their operations overseas it is known as ______ .
A. Offshoring
B. Organizationally assigned expatriate
C. Outsourcing
D. None of these
14: Organizationally assigned expatriate is When an expat is sent by the organization for a predetermined time to work in an overseas operation
A. True
B. False
15: Outsourcing Moving some operations of the organization to a ______ .
A. different organization
B. Same organization
C. Both possible
D. None of these
16: Reverse culture shock is a situation in which expatriates ______ of origin find that their country of origin does not feel like home anymore.
A. return to their field
B. return to their office
C. return to their country
D. None of these
17: A situation in which expatriates return to their country of origin and find that their country of origin does not feel like home anymore i s known as _____ .
A. Outsourcing
B. Reverse culture shock
C. Offshoring
D. None of these
18: ______ organizations have operations in multiple countries but do not consider any one country their center of operations.
A. Lntercontinental
B. Transnational
C. Multinational
D. International
19: Which of these involves moving some company operations to another company?
A. Outsourcing
B. Offshoring
C. Global integration
D. People-based integration
20: Varying a company’s practices in consideration of the cultural environment is called ______.
A. Outsourcing
B. Global differentiation
C. Local differentiation
D. Work adjustment
21: Compared to other countries, the United States has more ______.
A. Collective bargaining
B. Employer-based terms
C. Employment regulations
D. Protections for workers
22: France offers employees the “right to disconnect,” which means the right to ______.
A. Establish hours in which they are not required to check or answer e-mail
B. Take a short-term leave without loss of their current positions
C. Extended breaks during the work day
D. Terminate their employment with severance pay
23: When compared with other countries, the United States’ labor union membership as a percentage of the workforce is ______ in the world.
A. About average
B. Among the highest
C. Among the lowest
D. The lowest
24: Which is an important decision organizations must make regarding recruitment and selection when they operate overseas?
A. The appropriate mix of parent country, host country, and third country nationals to employ
B. The best way to train overseas employees in the language of the country of origin
C. The appropriateness of newcomer orientation and salary surveys in the host country
D. The best way to incorporate the company’s HR practices with minimum resistance
25: In many parts of the world, ______ is/are mandated.
A. Retirement fund matching contributions
B. Bonuses
C. Hiring through staffing agencies
D. Company-sponsored benefits
26: In ______, the prevalence of works councils affects labor law and constrains the way separations and discipline are approached.
A. Brazil
B. Japan
C. India
D. Europe
27: One benefit of expatriate assignments is their role in ______.
A. Diffusing knowledge
B. Solving interpersonal conflicts
C. Aligning business policies and practices
D. Implementing new functional operations
28: Which of the following is the biggest influence over an expatriate’s cultural adjustment?
A. Spouse adjustment
B. Pay decrease
C. Language barrier
D. Lack of patience
29: Some organizations assign expatriates and their families a(n) ______ who will stay in touch with them throughout the assignment and help them adjust to and decode the new culture.
A. HR practitioner
B. Colleague partner
C. Mentor
D. Cultural trainer
30: What is the benefit of short-term expatriate assignments over long-term ones?
A. The opportunity for an employee to report to two managers
B. The diminished disruptive effect on employees and their families
C. A greater challenge for the employee looking for career advancement
D. A more predictable expatriate term
31: What is one reason short-term expatriate assignments might occur on a cyclical basis?
A. High seasonal demand
B. Maternity leaves
C. Retirements
D. Terminations
32: Which is typically true of short-term expatriate assignments?
A. There is a pay increase for the term of the assignment
B. The employee’s permanent job is given away
C. The company covers travel expenses only to and from the location
D. The employee’s regular reporting relationship ends temporarily
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