1. Give an example of a third- country national: A. A Swiss manager working for a U.S. firm in Switzerland B. A U.S. manager working for a U.S. firm in the United States C. A British manager working for a British company in the United States D. A U.S. manager working for a Swiss X firm in the United States 2. There are several advantages of using TCN. Identify which of the following is not one of these advantages? A. TCN usually considerably cheaper B. TCN takes the organization away from criticism as ethnocentric C. TCN often has a cultural awareness which can be beneficial D. TCN has an adequate knowledge of home office goals and procedures

1. Give an example of a third- country national: A. A Swiss manager working for a U.S. firm in Switzerland B. A U.S. manager working for a U.S. firm in the United States C. A British manager working for a British company in the United States D. A U.S. manager working for a Swiss X firm in the United States 2. There are several advantages of using TCN. Identify which of the following is not one of these advantages? A. TCN usually considerably cheaper B. TCN takes the organization away from criticism as ethnocentric C. TCN often has a cultural awareness which can be beneficial D. TCN has an adequate knowledge of home office goals and procedures

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 9DQ

See similar textbooks

Similar questions

An American automobile manufacturing company has just recruited an Italian Country Manager to oversee its operations in Europe. The Country Manager is based in Milan, Italy. What types of performance dimensions and indicators should be used to evaluate the performance of this Country Manager? What weight should be given to each dimension of performance in the overall performance evaluation of the Country Manager? What criteria should be used to determine the weighting of the various dimensions? Which compensation approach would you use to structure the compensation of the Country Manager? How would you link the performance metrics and compensation?
Kazim Ladimeji (2012) and other writers have put forward some best practices that can be used to acquire the best talent for international assignments. The incorporation of these practices into the hiring process can allow the organization to optimize its selection of international assignees. In no more than 400 words discuss 4 best practices that should be utilised giving justification for same.
C . What role does cultural sensitivity training play in preparing employees for cross-cultural assignments and interactions?
Identify some of the cultural issues that will affect a company operating in such different parts of the world and whose employees may not be representative of the national cultures of each country
How can an organization ensure that it is able to attract and retain top talent in a competitive market, and what role does staffing play in this process?
International Human Resource Management (IHRM) Please answer the following 3 multiple choice questions. Please double check your answers ! Thank you. 1. HR practitioner must manage and assist certain HR related issues for addressing the challenges and practical realities of Merger & acquisition which include all of the followings except : A. Developing new compensation strategy B. Retention of key talented employees C. Creating new policies to guidelines for the new organization D. None 2. An international compensation package is designed with the basic objective of keeping the expatriate whole, this is called as: A. A balance sheet approach B. A going rate approach C. A good idea D. An off-balance sheet approach 3. HR plays several roles in the organization through active policy and procedure. But the most essential purpose of HR policy is to : A. Guide the employees in preventing a disputes and lockout B. Assist workers in solving their workplace problems C.…
What are the key challenges and considerations in staffing for international or global organizations?
"An effective external recruitment minimises employee problems for an organisation. This can result in enhanced employee performance and low employee cost." Justify this statement either by agreeing or disagreeing to this.
Q) you work for an operating company that is operating a joint venture witha national oil company. Your company has expats to work with kocal staff to perform the daily operations and field development. The national oil company is the only operator in the country and there are no government safety or conservation regulations. Operating standards are well below your company's published internal standards for safety and environmental issues. What do you do?
Discuss six human resource challenges pertaining to global/international assignments during covid-19 pandemic. Critically elaborate each challenge and provide real examples by international firms on expatriate management during/post pandemic. Note: Need 2000 words. Please do not give a copy paste answer, and please cite your reference properly. Example of HR challenges that can be elaborated are: cost implication (cost of assignments, accommodations, tax, medical treatment) compensation package (allowances, hardship/cola) tax or compliance issues (travel restrictions, visa issues etc) Employee relations (communication/well-being/support/mental health) Safety and health (increase of health insurance) Culture and language barrier (difficulty to read and understand local SOPs) Others (personal/family/dependent matters)
Considering that having a global business operation requires strategic thinking and management efforts, do you think selecting local staff for international assignment is a good decision? Evaluate TWO (2) possible strategic training and development initiatives that the company can initiate, and ONE (1) critical HR practice together with FOUR (4) justifications, that is significant for the company to successfully implementing development plan for the selected candidates
Mandatory wages and salaries are required for employees, however, there are limited benefits that are mandatory withinthe South African context. Assess the ways in which employee benefits would assist in enhancing employee engagement,loyalty and ultimately retention of talent.