IHRM QUIZ 1

What does IHRM stand for?

• International Hiring Resource Management
• International Human Resource Management
• Internal Human Resource Management
• International Hospitality Resource Management

Which of the following best describes IHRM?

• Managing employees only within one country
• Managing employees across different countries
• Managing financial resources globally
• Managing only expatriate employees

Which of the following is a major difference between Domestic HRM and IHRM?

• Domestic HRM deals with higher cultural diversity
• IHRM must manage multiple legal systems
• Domestic HRM uses more technology
• IHRM has fewer recruitment challenges

A person from the home country working in a foreign subsidiary is called:

• Host-Country National (HCN)
• Parent-Country National (PCN)
• Third-Country National (TCN)
• Local Manager

An employee who is a citizen of the country where the foreign subsidiary is located is called:

• Expatriate
• Parent-Country National (PCN)
• Host-Country National (HCN)
• Foreign Worker

An employee from a third country, working in a foreign subsidiary, is referred to as:

• Host-Country National (HCN)
• Third-Country National (TCN)
• Parent-Country National (PCN)
• Local Contractor

Which of the following is NOT a challenge faced by IHRM?

• Managing diverse cultures
• Dealing with multiple currencies
• Adhering to local labor laws
• Ignoring global talent acquisition

Why is cultural understanding important in IHRM?

• It reduces operating costs
• It improves communication and management effectiveness
• It helps employees find housing
• It shortens visa processing times

One major function of IHRM that domestic HRM usually deals with less is:

• Expatriate management
• Employee onboarding
• Internal promotions
• Local payroll processing

Which of the following best describes a goal of IHRM?

• Focus only on home-country employees
• Standardize all HR practices globally without changes
• Manage and support employees across different countries and cultures
• Avoid adapting HR practices to local needs