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IHRM

IHRM
33問 • 1年前
  • ユーザ名非公開
    • 通報

    問題一覧

  • 1

    Operate in its home country

    MULTINATIONAL

  • 2

    Company belongs to another country

    Subsidiary

  • 3

    Denotes the location

    Headquarters

  • 4

    HRM refers to these activities

    1. Human resource planning. 2. Staffing (recruitment, selection, placement). 3. Performance management. 4. Training and development. 5. Compensation (remuneration) and benefits. 6. Industrial relations.

  • 5

    Model developed by Morgan

    he represents IHRM on three dimensions:

  • 6

    Allocation and utilization

    human resource activities

  • 7

    International HRM activities

    national or country categories

  • 8

    The three categories of employees of an international firm:

    PCN (Parent Country Nationals-employees whose nationality

  • 9

    interplay among the three dimensions; human resource activities, countries of operation and type of employees .

    International HRM

  • 10

    International Human Resource Management (IHRM)

    Is a field study

  • 11

    International Human Resource Management (IHRM)

    the process of procuring, allocating, and effectively utilizing human resource

  • 12

    who is a foreign national that is temporarily or permanently transferred to work in the home country of their employer

    INPATRIATE

  • 13

    individual who is a citizen of one country but is living and working in another country

    Expatriate

  • 14

    different contexts and how the choice between inpatriate and expatriate might change

    Context 1: Global Companies Context 2: Government Agencies Context 3: Academic Institutions Context 4: Business Travel

  • 15

    EXCEPTIONS TO THE RULES

    1. Short-term Assignments-only working in foreign country for short period 2. Dual Citizenship-employees who hold dual citizenship 3. Virtual Assignments-remote work and virtual teams 4. Local Hires-describe employees

  • 16

    IMPORTANCE & PURPOSE OF INTERNATIONAL HRM

    chart

  • 17

    employing the human resources

    Locally Responsive:

  • 18

    firm is unique.

    Emphasis on Core Competency:

  • 19

    undergone a sea change.

    Reorganization:

  • 20

    Talent is not easily available

    Competition for Human Resources

  • 21

    faster pace.

    Technological Changes

  • 22

    crucial role to play in empower.

    Need for Workforce Empowerment

  • 23

    growing.

    Cost Effectiveness

  • 24

    achieve global competitiveness

    Competence:

  • 25

    good work culture

    Developing good work culture

  • 26

    achieve its objectives

    Achievement of Objective:

  • 27

    to operate internationally, HR must engage in activities not necessary in a domestic environment

    More HR activities

  • 28

    international HR managers face the problems for more than one national group of employees

    The need for a broader perspective

  • 29

    housing arrangements, health care, compensation packages etc internationally

    More involvement in employees’ personal lives

  • 30

    human and financial consequences of failure in the international arena are more severe than in domestic business

    Risk exposure

  • 31

    the type of government, the state of the economy and the accepted policies and procedures of the host countri

    Broader external influences

  • 32

    international HR can be attributed to six factors:

    1.More HR activities 2.The need for a broader perspective 3.More involvement in employees’ personal lives 4.Changes in emphasis as the workforce mix of expatriates and locals varies 5.Risk exposure 6.Broader external influences

  • 33

    These five additional moderators are: (crucial factors)

    • The cultural environment. • The industry (or industries) with which the multinational is primarily involved. • Complexity involved in operating in different countries employing different national categories of employees • The extent of reliance of the multinational employee on its home-country domestic market. • The attitudes of senior management.

    • trama

    trama

    ユーザ名非公開 · 82問 · 1年前

    trama

    trama

    82問 • 1年前
    ユーザ名非公開

    final strama

    final strama

    ユーザ名非公開 · 6問 · 1年前

    final strama

    final strama

    6問 • 1年前
    ユーザ名非公開

    Final strama

    Final strama

    ユーザ名非公開 · 74問 · 1年前

    Final strama

    Final strama

    74問 • 1年前
    ユーザ名非公開

    IHRM

    IHRM

    ユーザ名非公開 · 42問 · 1年前

    IHRM

    IHRM

    42問 • 1年前
    ユーザ名非公開

    AIS

    AIS

    ユーザ名非公開 · 8問 · 1年前

    AIS

    AIS

    8問 • 1年前
    ユーザ名非公開

    問題一覧

  • 1

    Operate in its home country

    MULTINATIONAL

  • 2

    Company belongs to another country

    Subsidiary

  • 3

    Denotes the location

    Headquarters

  • 4

    HRM refers to these activities

    1. Human resource planning. 2. Staffing (recruitment, selection, placement). 3. Performance management. 4. Training and development. 5. Compensation (remuneration) and benefits. 6. Industrial relations.

  • 5

    Model developed by Morgan

    he represents IHRM on three dimensions:

  • 6

    Allocation and utilization

    human resource activities

  • 7

    International HRM activities

    national or country categories

  • 8

    The three categories of employees of an international firm:

    PCN (Parent Country Nationals-employees whose nationality

  • 9

    interplay among the three dimensions; human resource activities, countries of operation and type of employees .

    International HRM

  • 10

    International Human Resource Management (IHRM)

    Is a field study

  • 11

    International Human Resource Management (IHRM)

    the process of procuring, allocating, and effectively utilizing human resource

  • 12

    who is a foreign national that is temporarily or permanently transferred to work in the home country of their employer

    INPATRIATE

  • 13

    individual who is a citizen of one country but is living and working in another country

    Expatriate

  • 14

    different contexts and how the choice between inpatriate and expatriate might change

    Context 1: Global Companies Context 2: Government Agencies Context 3: Academic Institutions Context 4: Business Travel

  • 15

    EXCEPTIONS TO THE RULES

    1. Short-term Assignments-only working in foreign country for short period 2. Dual Citizenship-employees who hold dual citizenship 3. Virtual Assignments-remote work and virtual teams 4. Local Hires-describe employees

  • 16

    IMPORTANCE & PURPOSE OF INTERNATIONAL HRM

    chart

  • 17

    employing the human resources

    Locally Responsive:

  • 18

    firm is unique.

    Emphasis on Core Competency:

  • 19

    undergone a sea change.

    Reorganization:

  • 20

    Talent is not easily available

    Competition for Human Resources

  • 21

    faster pace.

    Technological Changes

  • 22

    crucial role to play in empower.

    Need for Workforce Empowerment

  • 23

    growing.

    Cost Effectiveness

  • 24

    achieve global competitiveness

    Competence:

  • 25

    good work culture

    Developing good work culture

  • 26

    achieve its objectives

    Achievement of Objective:

  • 27

    to operate internationally, HR must engage in activities not necessary in a domestic environment

    More HR activities

  • 28

    international HR managers face the problems for more than one national group of employees

    The need for a broader perspective

  • 29

    housing arrangements, health care, compensation packages etc internationally

    More involvement in employees’ personal lives

  • 30

    human and financial consequences of failure in the international arena are more severe than in domestic business

    Risk exposure

  • 31

    the type of government, the state of the economy and the accepted policies and procedures of the host countri

    Broader external influences

  • 32

    international HR can be attributed to six factors:

    1.More HR activities 2.The need for a broader perspective 3.More involvement in employees’ personal lives 4.Changes in emphasis as the workforce mix of expatriates and locals varies 5.Risk exposure 6.Broader external influences

  • 33

    These five additional moderators are: (crucial factors)

    • The cultural environment. • The industry (or industries) with which the multinational is primarily involved. • Complexity involved in operating in different countries employing different national categories of employees • The extent of reliance of the multinational employee on its home-country domestic market. • The attitudes of senior management.