Bachelor of Management Studies (B.M.S.) SEM VI 2022 2023 Apr 2023 S ELECTIVE HUMAN RESOURCE HRM IN GLOBAL PERSPECTIVE Question Paper - Mumbai University | munotes

Questions asked in this paper

1. Q1 All questions are compulsory
2. Q2 Figures to the right indicate the maximum marks
3. Q1 (A) Choose the correct answer and rewrite the statement. (Attempt any eight) 8 marks
4. Q1 The scope of international human resource management (IHRM) includes:
   • (a. staff recruitment, b. staff development, c. compensation, d. all of the above)
5. Q2 To be effective in the international environment HRM policies must:
   • (a. reflect an international view, b. accommodate differences in management Styles, c. focus on domestic issues, d. effectively transplant HRM policies and practices from the home country to all other offices.)
6. Q3 A major difference between domestic and international HRM is the result of:
   • (a. increased complexities such as currency fluctuations, b. foreign HR policies and practices, and divergent labour laws, the number of employees covered by the hr policies, c. the ease with which employees adjust to new cultures, d. the emergence of effective cross-border management
7. Q4 Global assignments in which employees are sent to understand global operations and are required to have intercultural understanding are called:
   • d. managerial assignments.)
8. Q5 The following are valid reasons for using an ethnocentric international staffing strategy,
   • (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.)
9. Q6 Which of the following factors is least likely to be directly related to the success of an
   • (a.The personality of the expatriate. b.The intentions of the expatriate. c.The inability of the spouse to adjust.d.The type of products produced by the organization.)
10. Q7 Expatriate failure is best defined as: (a failure to recoup the costs of investment in an expatriate.b. early return of the expatriate
    • C.repatriation. d. re-assimilating the expatriate.)
11. Q8 Offshoring is
    • (a. Substituting foreign for domestic labor. b.Subcontracting a part of production to another
12. Q9 Martians Co. of the UK has expanded to 7 countries in South America. All its managers are UK citizens. The company relies on:
    • (a. a host-country national. b. an expatriate. c. a foreign assignment. d. all of the above.)
13. Q10 MNEs from are more likely to rely on home-country managers for senior
14. Q1 A) State whether the following statements are True or False :-( Any seven) 7 marks
15. Q1 Expatriates are known as road warriors, globetrotters or flex patriates
16. Q2 PCNs are managers who are citizens of countries other than in which MNC is headquartered
17. Q3 Ethnocentric policy is best when it comes to Global HRM
18. Q4 There is more risk involved in domestic HRM as compared to international HRM
19. Q5 To keep expatriates whole is the basic characteristic of Going Rate Approach Paper Subject Code: 86004 Human Resource : HRM in Global Perspective
20. Q6 Reverse cultural shock means returning to one’s home culture after growing accustomed to a
21. Q7 Local plus approach is used for short term assignments and temporary transfers
22. Q8 Organizations need to be restructured in order to be more competitive
23. Q9 Expatriates should have an introverted personality
24. Q10 Third country nationals are also known as headquarter nationals
25. Q2 A. Explain the features and significance of International Human Resource Management. 8 marks
    • B. What are the essential qualities of global managers? State some qualities with examples of global managers. (7)
26. Q2 C. Differentiate between IHRM and Domestic HRM 8 marks
    • D. Cross-cultural sensitivity is a must to handle a global corporation State some issues in handling cross cultural developments. (7)
27. Q3 A. Explain the criterias for expatriate selection . 8 marks
28. Q3 B.A. Define International Performance Management Explain variables affecting Expatriate performance management. (7)
29. Q3 C.Discuss the approaches to international compensation. 8 marks
30. Q3 D.What do you mean by Cross Cultural Training? Discuss the issues related to Cross Cultural Training. (7)
31. Q4 A. Discuss the significance of using expatriates for global assignments. 8 marks
32. Q4 B. How do you repatriate? Explain the process of repatriation. 7 marks
33. Q4 C. Is family significant in expatriation? State the role of family in expatriation. 8 marks
34. Q4 D. What do you mean by repatriate? State the various challenges of repatriation. 7 marks
35. Q5 A. State some significance of Off-Shoring. 8 marks
36. Q5 .B. What are the ways to manage HR in a virtual organization? State a few examples. 7 marks
37. Q5 Write short notes on:- ( Any Three) 15 marks
38. Q1 Non -Expatriate
39. Q2 Trade Union and International IR
40. Q3 Criminalization of Bribery
41. Q4 Knowledge Management and IHRM
42. Q5 Role of technology in IHRM

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