IHRM Review Questions – Interim Exam
1. Introduction to the Logic of the Course
1. What is human resource management (HRM)
the policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. 2. What is the purpose of HRM?
3. Identify and define HRM activities (practices)
a. Strategic Human resource management
b. Job analysis - The procedure for determining the duties and skill requirements for a job and the kind of person who should be hired for it; c. HR planning - the process of deciding what positions the firm will have to fill, and how to fill them; d. HR recruiting - Developing an applicant pool for the specific position to be filled; e. Employee testing, selection, interviewing candidates - To select the best candidates for the job from a pool of applicants; f. Orientation - A procedure for providing new employees with basic background information about the firm g. Personnel training (The process of teaching new employees the basic skills they need to perform their jobs) and development (The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in the job requirements and in client and customer demands (Noe, R. et al, 1996)). h. Performance appraisal - Evaluating an employee’s current and past performance relative to the person’s performance standards; i. Career planning and development - A deliberate process through which a person becomes aware of personal career-related attributes and the lifelong series of stages that contribute to his or her career fulfillment; j. Compensation (All forms of pay or rewards going to employees and arising from their employment) and benefits (Indirect financial and nonfinancial payments employees receive for continuing their employment with the company); k. Taking care of Employee safety and health.
l. Dealing with legal HRM aspects (Labor relations – unions) m. International Human Resource Management
4. What is HR triad? What does it consist of?
described HR Triad as the three key partners involved in a strategic and effective human resource partnership which are employees, line managers and human resource professionals. a. HR Professionals (inside/ outside HR professionals, departments, organizations) b. Line managers/ top managers
5. What are the myths about HR? What is the reality?
6. What does IHRM analyse?
a. Cross-cultural management – examining human behavior within organizations from an international perspective b. Comparative approach – compare and analyze HRM systems in various countries c. Aspects of HRM in multinational firms
1. The HR activities of procurement, allocation & utilization 2. The countries where IHRM occurs:
Host-country where subsidiary may be located
Parent-country where firm is headquartered
Other-countries that may be
source of labor, finance & other inputs
3. The employees of an international firm:
HCNs (host country nationals)
PCNs (parent .. .. )
.. .. )
7. Understand and define the terms:
a. Expatriate- non-citizens of the countries in which they are working. Employees sent by a company in one country to manage operations in a different country.
a. Inpatriate- person transferred from subsidiary into parent country (headquarters) b. Local- citizens of the country were they are working;
c. Third-country national (TCN)- is a country other than the host or parent country, and the company may or may not have a facility their. d. Parent-country national (PCN)- the country in which the company’s corporate headquarters is located Host-country national (HCN)- the country in which the parent country organization seeks to locate (or has already located) a facility
8. How does domestic HRM differ comparing to IHRM?
IHRM is more complex than domestic HRM:
IHRM has …
1. more HR...
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