BB302 Global HRM

Which concept measures the extent to which less powerful members of organisations accept and expect power to be distributed unequally?

• Individualism vs. Collectivism
• Power Distance Index
• Uncertainty Avoidance
• Masculinity vs. Femininity

What is the primary challenge in managing a global workforce?

• Recruiting local employees
• Understanding and adapting to different cultural norms and practices
• Implementing technology
• Conducting performance appraisals

Which strategy involves preparing employees and their families for international assignments, including cultural and language training?

• Expatriate Management
• Diversity and Inclusion Programs
• Global Talent Pool Expansion
• Employee Referral Programs

What is a key feature of global HRM that differentiates it from domestic HRM?

• Focus on individual performance
• Emphasis on local labour laws
• Coordination across multiple countries and cultures
• Use of technology in recruitment

What does the term 'cross-cultural training' refer to in a global HRM context?

• Training employees to use new software
• Training focused on understanding and managing cultural differences
• Training for physical fitness and health
• Technical skills training for specific job roles

Which of the following is an important consideration when designing a global compensation package?

• Local tax implications
• Employee preference for work hours
• Language skills
• Team performance metrics

What does the term 'localisation' mean in the context of global HRM practices?

• Implementing uniform HR policies worldwide
• Tailoring HR practices to fit local cultural and legal requirements
• Centralising HR functions at the headquarters
• Outsourcing HR functions to local agencies

Which performance management approach involves collecting feedback from an employee’s supervisors, peers, and subordinates?

• Traditional annual appraisals
• Peer reviews
• Forced ranking
• 360-degree feedback

Why is understanding local labour laws crucial for global HRM?

• To standardise employment practices across countries
• To ensure legal compliance and avoid penalties
• To simplify recruitment processes
• To implement global diversity initiatives

What is a primary benefit of using a geocentric approach in global staffing?

• It is less expensive to implement
• It uses human resources efficiently by seeking the best talent regardless of nationality
• It avoids cultural myopia
• It relies solely on local managers for subsidiary operations