Department Copy: 2021-22 / Term-II (SEM-IV) / ISE-I

ShramaSadhana Bombay Trust’s

COLLEGE OF ENGINEERING AND TECHNOLOGY
BAMBHORI, POST BOX NO94, JALGAON – 425001(MS)
Department of Business Administration (MBA)

Subject : 406 C: International HRM ISE :I

Faculty : FarozaKazi Marks : 10
Academic Year : 2021-22 (Term-II) Time : 1 Hours
Instructions to the candidate:
1. There is no negative marking and each question carries 1 mark.
2. Attempt ALL QUESTIONS Compulsorily.
3. Maximum marks are 60 and Minimum passing are 24.
4. Total obtained marks (Out of 60) will be scaled down to 10 by dividing 6.

Section-I: Unit-I
Marks: 05 CO 1, Understand, Associated PSO9
Course Student should be able to understand the nature of International Human Resource
Outcome Management
Q1] Maximum Marks 10 and Minimum Passing Marks 4
Sr
Question
No
HRM as practiced by multinational organizations is called

A. global HRM
1.
B. personnel management practices
C. domestic HRM
D. international HRM
A major difference between International HRM and Domestic HRM is the

A. increased complexities such as currency fluctuations, foreign HR policies

2. and practices, and differing labour laws
B. number of employees covered by the HR policies
C. ease with which employees adjust to new cultures
D. development of effective cross-border management styles
The scope of international human resource management (IHRM) includes:

A. staff recruitment
3.
B. staff development
C. compensation
D. all of the above
Which of the following statements is not true?

A. People management in MNCs poses specific problems and challenges

4. B. The nature and implementation of specific HR practices depends upon the socio-economic
contexts in which the firm operates
C. There remains considerable variety in the HRM policies followed by MNCs
D. There is an emerging international model of HRM

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 The key questions to be asked when developing an international HRM policy is

A. Who is going to coordinate the HRM functions?

5.
B. What type of organization is desired?
C. How can cross-border training be designed?
D. When should the HR manager begin developing HR policies?
To be effective in the international HRM policies must

A.reflect an international view

6. B.focus on domestic issues
C.accommodate differences in management styles
D.effectively transplant HRM policies and practices from the home country to all other
offices
The country where the headquarters of a multinational company is located is known as

A. host country
7.
B. home country
C. Third Country
D. None of the above
What is meant by the term MNC?

A. Multi National Career

8.
B. Multi National Corporation
C. Multi National Committee
D. Multi National Co-operation
Which of the following is not a category of an employee in an international firm?

a) Third –country national

9.
b) Parent-country national
c) Host-country national
d) Multi-country national
PCN in International HRM is

A. Post Country Network

10.
B. Position Country National
C Past Country Network
D Parent country nationals
Global assignments in which employees are sent to understand global operations and are required to
have intercultural understanding are called

11. A. strategic assignments

B. development assignments
C. non development assignments
D. managerial assignments
____________ dynamics is defined as the process of continuously strengthening resources and
enhancing employee’s performance

12. a) system
b) management
c) organizational
d) recruitment

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 __________ involves the application of HRM practices to an international setting

13. a) HRM
b) IHRM
c) marketing
d) none of these
IHRM involves _________ of the right people at the right positions, irrespective of geographic
locations

14. a) selection
b) employment
c) rejection
d)all of these
__________ affects all areas of endeavor, including how projects are managed
a) privatization
15. b) industrialization
c) liberalization
d) globalization
_____________ country nationals are also known as parent country nationals

16. a)host
b)home
c)third
d)all of the above
________ are the managers who are citizens of countries other than the one in which the MNC is
headquarters

17. a)TCNs
b)host country nationals
c)parent country nationals
d)none of the above
Host country nationals are employed because they know the taste and preferences of the_________

18. a)local workers

b)global managers
c)TCNs
d)home country nationals
_________ is associated with global strategy implementation among 5 key areas in significance of
IHRM in International Business

19. a)challenge
b)commitment
c)cost effectiveness
d)competence
When is the international division structure appropriate?

a) When foreign operations are relatively small

20.
b) When foreign operations are relatively high
c) When pressure to respond to local needs is high
d) When pressure to respond to local need is low

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 When is the geographical division appropriate?

21. a) When economies of scale are necessary

b) When customers' taste does not vary significantly across countries
c) When cultural differences are very high
d) When customers' taste varies significantly across countries
Which of the following is a global mindset?

22. a) Focus on domestic issues

b) Minimize differences between international and domestic environments
c) Transferability between domestic and international HRM practices
d) To formulate and implement HR policies that develop globally oriented staf
What is the main problem with the life-cycle approach to strategic IHRM?

23. a) The assumption that firms progress through a defined stages in a specific order
b) It does not explain what happens when the organization comes to the end of its life
c) The assumption that firms will grow
d) It focuses too little on the international context
What is the major problem with the theorizing of strategic IHRM?

24. a) It becomes obsolete very quickly as change occurs so fast

b) It is biased towards western ideas
c) It tends to offer a highly idealized perspective on strategy formulation
d) It fails to incorporate conflict
What is the major problem with the theorizing of strategic IHRM?

25. a It becomes obsolete very quickly as change occurs so fast

b It is biased towards western ideas
c It tends to offer a highly idealized perspective on strategy formulation
d It fails to incorporate conflict
Managing international resources in the global context is indeed ________ process

26. a) simple
b) lengthy
c) smooth
d) complex
Typically, in a global product structure:

27. a) adaptation to local needs is high

b) marketing is the most important function
c) marketing is subservient to operations
d) operations is subservient to marketing
In transnational firms, managers must emphasize:

28. a) the importance of control systems

b) formal hierarchies of the firm
c) dependence between subsidiaries
d) interdependence between subsidiaries

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 Most complex of international organization structures is :

29. A Global matrix structure

B Global functional structure
C Transnational network structure
D none
The transnational structure is:

30. a) dominated by hierarchy

b) not dominated by hierarchy
c) designed for vertically integrated international firm
d) appropriate for export firms

Section-II: Unit-II
Marks: 05 CO 2, Understand, Associated PO1 &PSO9
Student should be able to discuss factors in Social and Cultural Context of
Course Outcome
IHRM
Q2] Maximum Marks 10 and Minimum Passing Marks 4
Sr
Question
No
When a person from one culture communicates with a person from another
culture they are engaging in

1. A. cross-cultural communication
B. two-way communication
C. multi-focus communication
D. verbal communication
Cultures where non-verbal communications and indirect language are used to
transfer meaning are described as

2. A. low-context cultures
B. medium-context cultures
C. context cultures
D. high-context cultures
Cultures where verbal communications are explicit and direct are

A. low-context cultures
3.
B. medium-context cultures
C. context cultures
D. high-context cultures
Which of the following is not an aspect in understanding cultural differences?

A. Cultural intelligence
4.
B. Cultural sensitivity
C. Respect for all employees
D. Tolerance of all employees
Developing the long-term business relationship needed in joint ventures requires

A. the building of trust and commitment

5.
B. heavy financial investment
C. favourable foreign currency exchange
D. effective management skills

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 Trust is influenced by

A. ethical standards
6.
B. personality
C. culture
D. philosophy of life
HR issues that will require adaptation to fit different cultures include all of the
following except

7. A. training and development

B. performance Appraisal
C. compensation
D. job analysis
Culture is embedded in our

A. Minds
8.
B. Beliefs
C. Gestures
D. Expressions
Which of the following concepts is NOT one of Hofstede's dimensions of culture?

A. Capitalism
9.
B. Power
C. Uncertainty
D. Individualism
Ethnocentric orientation is a predisposition towards —

10. A. Regionalism
B. geographically proximate regions
C. the home country
D. the global economy
When a person from one culture communicates with a person from another
culture they are engaging in

11. A. cross-cultural communication

B. two-way communication
C. multi-focus communication
D. verbal communication
When the firms adopt a strategy of limiting recruitment to the nationalities of the host country
where the branch is located, it is called

12. A. polycentric approach

B. geocentric approach
C. ethnocentric approach
D. None of the above
When an international firm follows a strategy of choosing only from the nationals of the parent
country, it is called

13. A. polycentric approach

B. geocentric approach
C. ethnocentric approach
D. None of the above

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 When the firms choose a strategy of recruiting the most suitable persons for the positions available
in the firm, irrespective of their nationalities, it is called

14. A. polycentric approach

B. geocentric approach
C. ethnocentric approach
D. None of the above
The following are valid reasons for using an ethnocentric international staffing strategy, except:

15. A. maintaining a unified corporate culture

B. maintaining a diverse corporate culture
C. lack of qualified managers in the host country
D. maintaining tight control
The staffing policy in which all key management positions are filled by home country nationals is
termed:

16. A. polycentric
B. ethnocentric
C. geocentric
D. multicentric
Which of the following are the key advantages of a region-centric approach?

A. Minimization of language barriers

17. B. Similar cultural and practical expectations may facilitate communication and coordination
C. Eliminate adjustment problems of recently relocated expatriates
D. A level of sensitivity to regional conditions, and interaction between regional and parent
country nationals at the regional headquarters level
Which of the following are the key advantages of an ethno-centric approach?

A. Similar cultural and practical expectations may facilitate communication and coordination
18. B. Eliminate adjustment problems of recently relocated expatriates
C. A level of sensitivity to regional conditions, and interaction between regional and parent
country nationals at the regional headquarters level
D. Minimization of language barriers
What name is given to the practice of appointing staff on a worldwide basis regardless of national
origin?

19. A. Region-centric
B. Geo-centric
C. Poly-centric
D. Ethno-centric
Which of the following describes an 'ethnocentric' approach to staffing?

A. Filling all key positions with parent country nationals

20. B. Parent country nationals fill managerial positions at headquarters
C. Dividing operations into several geographical regions and freely transferring staff between
each region
D. Locals fill managerial positions in national subsidiaries

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 Which of the following refers to a region-centric approach to staffing?

A. Filling all key positions with parent country nationals

21. B. Parent country nationals fill managerial positions at headquarters
C. Locals fill managerial positions in national subsidiaries
D. Dividing operations into several geographical regions and freely transferring staff between
each region
Which of the following is a polycentric structure?

22. A. global area

B. matrix
C. global product
D. global function
Which of the following is a geocentric structure?

A. global area
23.
B. global product
C. matrix
D. global function
_____________ approach is basically taken up while employing host country nationals in the
subsidiary of the MNC Operating in that country

24. a) geocentric
b)region-centric
c)polycentric
d)ethnocentric
__________ management describes organizational behaviour within countries and culture

a) indo-cultural
25.
b) human resource
c) cross cultural
d) behavioural
Tendency of _________ company in case of MNC’s to have some work culture in an overseas
company

26. a) host
b) parent
c)both
d)none of the above
__________ helps to manage the cultural diversity

a) fashion training
27.
b) cuisine training
c) language training
d) culture training
Posting of home country nationals for all key management positions throughout the globe is
supported by

28. A Geocentric staffing model

B Polycentric staffing model
C Ethnocentric staffing model
D none

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 The biggest problem likely experienced by the seller of products in different cultures is a lack of

A. supply of culture
29.
B. demand for culture
C. cultural awareness
D. profit from culture
Effective multicultural management can provide an organization with competitive advantage as a
result of

30. A. the organization having a reputation as a desirable place to work Incorrect

B. the organization appreciating various perspectives and showing an openness to new ideas
incorrect
C. the organization being able to draw on a wider and richer knowledge base incorrect
D. all of the above correct

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