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Global Human Resource Management 2
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Global Human Resource Management 2
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25 Questions

1. Licensing is typically used by manufacturing firms that want to globalize.
2. In most cases, global firms employ host-country nationals with the long-term goal of turning over control to local management.
3. The Foreign Corrupt Practices Act prohibits U.S. firms from bribing foreign officials.
4. A host-country national (HCN) is an employee who is a citizen of the country where the subsidiary is located.
5. A multinational corporation is based in one country and produces goods or provides services in one or more foreign countries.
6. Tariffs are taxes collected on goods that are shipped across national boundaries.
7. For the most successful outcome, training and orientation for expatriates and their families should begin as soon as they arrive in their new foreign home.
8. A host-country national is an employee who is not a citizen of the country in which the firm's operation (or subsidiary) is located, but is a citizen of the country in which the organization is headquartered.
9. Changes to the U.S. tax code do not affect expatriates, whose compensation depends solely on host-country wage standards.
10. An example of a third-country national would be an Italian citizen working for a French company in Germany.
11. Licensing entails selling abroad, either directly or indirectly, by retaining foreign agents and distributors. It is a way that many small businesses enter the global market.
12. According to surveys, less than 5% of repatriated employees leave a firm soon after an international assignment ends.
13. With polycentric staffing, companies primarily hire expatriates to staff higher-level foreign positions.
14. During the self-selection phase, expatriate candidates must consider whether their spouses and children are interested in relocating internationally.
15. Japanese law prohibits criminal checks on Japanese citizens except when they are employed by U.S.-based firms.
16. Relocation is the process of bringing expatriates home.
17. With geocentric staffing, employers try to hire the best regional person for a position.
18. The communist system in China rewarded additional pay to hard workers, and modern global firms find that Chinese workers who are paid by the hour work extra hard.
19. In many cases, private companies handle the evacuation and care of injured employees working in global facilities.
20. Regarding tax equalization payments, U.S. citizens living overseas can exclude up to $50,000 of income earned abroad.
21. In most cases, compensation for host-country nationals tends to be twice the prevailing wage rate in the area.
22. The best employees for global assignments typically have strong communication skills, cultural adaptability, and technical competence.
23. The functional areas in global human resource management are unlike those in domestic human resource management because of cultural and economic differences around the world.
24. Global competition has forced all European Union labor organizations and lawmakers to revoke codetermination laws.
25. E-learning is less costly than instructor-led training and serves as a re-usable tool.

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