Bachelor of Management Studies (B.M.S.) SEM VI 2020 21 2020-21 HRM In Global Perspective Question Paper - Mumbai University | munotes

Questions asked in this paper

1. Q1 According to Morgan, the three broad human resource activities are procurement,
2. Q2 The of the employee is a major driver of the employee’s compensation and employment contract
3. Q3 is concerned with the HRM issues that cross national boundaries
   • a) Personal Management
   • b) Selection
   • d) Training and Development
4. Q4 The first contribution to cross cultural management research were made in the
5. Q5 is an experience a person may have when one moves to a cultural environment which is different from one’s own In approach, Selection of best people for key jobs are done, regardless of nationality
6. Q7 In approach international staff is transferred within same region
   • a)Polycentric
   • c) Geocentric
   • d) Ethnocentric Subsidiaries are usually managed by local nationalsin
   • a) Polycentric
   • b) Ethnocentric
   • c) Geocentric
   • d) Regio centric To Fulfill international legal compliance, hr managers should be familiar with the of many different jurisdictions
7. Q10 Inthe only had the practice of IHRM become more sophisticated but research into it’s policy & practice established THRM plays a lead rule, when there is a possibility that the talented employees
8. Q11 would quit jobs due to
   • a) Cultural differences
   • b) Peer differences
   • c) Management differences
9. Q12 In approach training originates at headquarters
   • a) Multi-stage
   • b) De-centralized
   • c) Centralized
   • d) Polycentric
10. Q13 In approach cultural backgrounds of the trainers & trainees are
11. Q14 In approach training is given locally
    • a) Multi-stage
    • b) Centralized
    • c) Geo-centric
    • d) Decentralized
12. Q15 THRM plays a very significant role in cross cultural management by dealing with
    • a) performance appraisal
    • b) investor management
    • c) conflict management
    • d) media management
13. Q16 Returning to one’s home culture after growing accustomed to new one is called as
    • a) comparative HRM
    • c) cultural shock
14. Q17 A good international HR personnel understands that a key to
15. Q18 Employees are one of the organization’s most effective resources as they help to edge out competition, even when competition is a larger company
    • a) Unskilled
    • b) Skilled
    • c) Multinational
    • d) Domestic
16. Q19 When a company has customers residing in many different countries employees on cross-cultural communication becomes extremely essential
    • a) Selecting
    • b) Hiring
    • c) Training
    • d) guiding
17. Q20 is the effective function of international human resource
    • a) resource
    • b) performance
    • c) finance
    • d) material
18. Q21 Some people consider international HRM is similar to
    • a) Event
    • b) Man
    • c) Expatriate
    • d) Finance
19. Q22 Rapid growth of has increased the number of MNCs, resulting in increased mobility of human resources
    • b) recession
    • d) de-centralization
20. Q23 In the domestic service, the involvement of HR with employee’s family is
    • a) substantial
    • b) limited
    • c) varied
    • d) unlimited
21. Q24 In approach most ideal person for each job is selected
    • a) polycentric
    • b) geocentric
    • c) regio centric
    • d) ethnocentric
    • a) job
    • b) pay
    • c) trust
    • d) skill
22. Q26 Changing is the main reason for the emergence of diversity
    • a) jobs
    • b) politics
    • c) demographics
    • d) trade relations
23. Q27 is being aware that both cultural differences as well as cultural similarities exist between people
    • a) diversity
    • b) variety
    • c) sensitivity
    • d) convergence
24. Q28 when multiple cultures become more like one another through exposure to traditions, idea’s and languages
    • a) Repatriation
    • b) Comparative HRM
    • c) Cultural Convergence
    • d) Expatriation
    • a) Relocation
    • b) logistics
    • c) selection
    • d) hiring
25. Q30 In approach, MNC treats each subsidiary as a distinct entity with
    • a) polycentric
    • b) ethnocentric
    • c) Regio centric
    • d) Geocentric
26. Q31 If the US multinational IBM employs British citizens in its British operations , these British employees are called as
27. Q32 If the US multinational IBM sends US citizens to Asia Pacific Countries an assignment, US citizens are called as
28. Q33 Key management positions are held by parent country nationals in
    • b) Ethnocentric
    • c) Geocentric
    • d) Polycentric 1 is defined as ‘the ability to function effectively in another
    • a) intellectual competence
    • b) adaptability
    • c) diplomacy The is the foundation block for international compensation 2 whether the employee is a PCN or TCN A third approach to international compensation called 3 begun to emerge, particularly in the Asia Pacific Region
    • a) balance sheet
    • b) Going Rate
    • c) Local Plus
    • d) Incremental 4 The going rate approach is also referred to as the 5 Market rate approach is a term referred to for
    • b) Incremental Approach A labour market is the relationship of communication between the suppliers and the organizations which demand
    • a) goods
    • c) money
    • d) material 7 Refers to international labour pool of workers is recruiting all management executives, who are highly skilled
    • a) job hunting
    • b) place hunting
    • c) head hunting
    • d) region hunting Companies and recruitment agents have moved much of their recruitment process to improve the speed
    • b) offshore
    • c) onshore 10 It should be noted that selection is the process between individual and organization
    • a) one-way
    • b) two-way
    • c) three-way
    • d) four-way 11 Multinational companies indeed place heavy reliance or
    • a) negotiation
    • b) persuasion
    • c) technical
    • d) social 12 International firms are usually required to demonstrate that a is not available before the host government will issue the necessary work permit 13 _ factors often have an influence on selection decisions
    • a) motivational
    • b) situational
    • c) regional
    • d) local 14 Difference in are recognized as a major barriers to effective
    • a) language
    • b) customs
    • c) costumes
    • d) food The compensation policy must give due consideration to and 15 ease of administration
    • a) inequity
    • b) equity
    • c) economy
    • d) market 16 is most common system used by MNC’s
    • a) Going Rate
    • b) balance sheet
    • c) Local Plus
    • d) Incremental 17 may be defined as financial remuneration that the employees receive in exchange of their labour 18 The employee expect a foreign assignment will offer opportunities for
    • a) political
    • b) position
    • c) financial
    • d) social 19 Training is normally viewed as a term educational process
    • a) medium
    • b) long
    • d) simple 20 acquisition of knowledge, skills and ability 21 Development is viewed as term learning process
    • a) long
    • b) medium
    • c) short
    • d) stable 22 Training refreshes the employee
    • a) revision
    • b) new
    • c) refresher
    • d) motivational 24 Performance management of is obviously more difficult than in the case of domestic managers
    • a) locals
    • b) expatriate
    • c) senior staff
    • d) factory staff 25 between the parents companies are a common problem
    • a) similar
    • b) conflicting
    • c) rigid
    • d) flexile 26 identify the physical psychological characteristics of a
    • a) results
    • b) traits
    • c) soft skill
    • d) goals 27 Motivation is derived from the word which means inner drive
    • b) motif
    • c) motive
    • d) motto 28 Managers have to work as of their subordinates
    • b) capacitors
    • c) facilitators 29 Factors including those factors which are in terms of money
    • a) non-monetary
    • b) monetary
    • c) social
    • d) physical 30 Good working environment will always motivate a person to work hard and also will reduce turnover
    • a) money
    • b) profit
    • c) labour
    • d) sales 31 Companies reward their employees with both goods, as well as
    • a) tangible
    • b) intangible
    • c) inferior
    • d) superior 32 Ticket to a popular spot event isa reward
    • a) monetary
    • b) non-monetary
    • c) security
    • d) familiar in different location in
    • a) incremental
    • b) local plus
    • c) going rate
    • d) balance sheet 1 are also known as headquarters national 2 is a person whose nationality is same as that of the country in which the company is operating 3 Some firms may cal] as “ international assignees’
    • a) Repatriates
    • b) Expatriates
    • c) Executive
    • d) Manager 4 are the people who travel internationally but do not relocate 5 is the phase in the repatriation process involves coping with reverse culture shock and career demand
    • a) Relocation
    • b) transition
    • c) transformation
    • d) readjustment Expatriates have two major motivations for accepting international assignment, namely career advancement and
    • a) stress buster
    • b) leisure tips
    • d) financial gains 7 An a person temporarily/ permanently residing as an immigrant, in a country often than that of his/ her citizenship
    • a) compatriot
    • b) expatriate
    • c) syndicate
    • d) repatriate as a form of a management control of their expatriates serve as the means through which strategic control of the subsidiary is accomplished
    • a) stable
    • b) knowledgeable
    • c) rigid
    • d) social 10 The greatest disadvantage of using expatriates is the possibility of expatriate
    • a) failure
    • b) success
    • c) breakdown
    • d) speed over 11 When the nationality of employee is neither that of headquarters nor the local subsidiary, they are called as 12 Adaption to host country may take a long time for

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