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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. Tariffs are taxes collected on goods that are shipped across national boundaries.
2. Licensing is typically used by manufacturing firms that want to globalize.
3. In many cases, private companies handle the evacuation and care of injured employees working in global facilities.
4. Regarding tax equalization payments, U.S. citizens living overseas can exclude up to $50,000 of income earned abroad.
5. In today's marketplace, expatriates from the USA typically are paid generous premiums for taking overseas assignments.
6. The most successful expatriate programs provide orientation before and after the international assignment and continual development opportunities during the assignment.
7. During the self-selection phase, expatriate candidates must consider whether their spouses and children are interested in relocating internationally.
8. With polycentric staffing, companies primarily hire expatriates to staff higher-level foreign positions.
9. A multinational corporation is based in one country and produces goods or provides services in one or more foreign countries.
10. In Chile, unions are generally allowed only in companies of 15 workers or more.
11. E-learning is less costly than instructor-led training and serves as a re-usable tool.
12. Normally, the bulk of employees in international offices will be expatriates because they are less costly and more reliable than locals.
13. Data protection laws in the U.S. and French are similar, which eases compliance issues for U.S. based MNCs operating in France.
14. Changes to the U.S. tax code do not affect expatriates, whose compensation depends solely on host-country wage standards.
15. 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.
16. An organization that has corporate units in a number of countries that are integrated to operate as one organization worldwide is a multinational corporation.
17. 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.
18. 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.
19. In most cases, global firms employ host-country nationals with the long-term goal of turning over control to local management.
20. Experts recommend giving returning expatriates jobs with less responsibility than their international assignments to help ease the repatriation process.
21. Relocation is the process of bringing expatriates home.
22. Doing business globally exposes U.S. companies to an environment that permits bribery, which goes against the Foreign Corrupt Practices Act of the United States.
23. Chilean textile unions are allowed to participate in collective bargaining, but miner and carpenter unions are prohibited from the activity.
24. According to surveys, less than 5% of repatriated employees leave a firm soon after an international assignment ends.
25. In most cases, compensation for host-country nationals tends to be twice the prevailing wage rate in the area.

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