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An international corporation has implemented a dual-career policy for expatriate families. What is the primary strategic benefit of this policy in global talent management?
What is the term used to describe local employees working at a multinational organization's headquarters?
A young technical expert is sent to Hong Kong to improve the current human resource information system (HRIS). The current workforce is resisting change and takes direction only from their senior manager. What cultural conflict is being demonstrated?
Which of the following are economic benefits that an employer can derive from having a strong employer brand? (Select TWO options.)
The relationship between HR investment and financial performance is most affected by:
Which of the following is considered an equalization adjustment in an international assignee's compensation package?
A U.S. organization has a shipload of fresh vegetables and fruit sitting on the dock in a foreign country. The organization's local distribution manager pays the dock master to ensure that the shipment is sorted and loaded onto the refrigerated trucks in a timely manner. Has the organization's representative violated the Foreign Corrupt Practices Act (FCPA)?
An organization acquires a manufacturing company and replaces the host-country manager with their first expatriate manager. The manager is unfamiliar with the local customs and does not speak the language. The manager was given a directive from headquarters to reduce workforce by 10% immediately. This results in a disruptive protest which the manager is unable to contain. After 3 months, the organization repatriates the manager.
The organization sets a policy that requires hiring local managers in future cross-border acquisitions. What stage of organizational development does this represent?
Which of the following is the most important initial step in global site selection?
Which country would have the most success with a strictly defined reporting structure?
An organization acquires a manufacturing company and replaces the host-country manager with their first expatriate manager. The manager is unfamiliar with the local customs and does not speak the language. The manager was given a directive from headquarters to reduce workforce by 10% immediately. This results in a disruptive protest which the manager is unable to contain. After 3 months, the organization repatriates the manager.
The organization stabilizes after hiring a local manager to run the manufacturing plant. This staffing approach is:
An international manufacturing firm is implementing a centralized HR information system to replace multiple regional systems. Resistance is strong among EMEA and APAC subsidiaries due to concerns about data privacy, workflow changes, and perceived loss of autonomy. What should HR do FIRST to address this resistance while supporting the global strategy?
In the context of a transnational business model, which HR approach best supports knowledge sharing across regional and global teams?
A manager from a high-context culture needs to deliver constructive feedback to a team member from a low-context culture. To successfully deliver feedback, the manager will:
What assignment compensation structure often makes it difficult to localize long-serving expatriates?
A global energy firm is experiencing increased compliance issues in several developing countries where it has recently expanded. To strengthen global governance, the CHRO is asked to standardize the company’s code of conduct. What is the MOST effective way HR can ensure adoption across diverse cultural environments?
What are the challenges faced by multinational enterprises regarding global mobility and talent management? (Select TWO options.)
A decentralized global consulting group is experiencing low shareholder returns. Global leadership has attributed this issue to perceived low employee performance and is looking at ways to improve it.
Employees are entering goals in a new global human resource information system (HRIS) for the first time. HR can best guide the goal process by ensuring that employees:
Which of the following are strategic rationales for leveraging cultural diversity in a global organization? (Select TWO options.)
The most important outcome of a globally consistent onboarding program is that it:
A CEO asks the HR department to assist in identifying key personnel to help implement global growth. What is the HR department’s best response?
An international assignee who will be setting up operations in another country should demonstrate:
When designing a global compensation strategy, the most important consideration is:
Prior to beginning the localization process for an employee, HR should first:
Which term applies when there is no external frame of reference for comparing one set of rules to another set of rules?
An executive who grew up in a collectivist culture relocates to a new country with an individualistic culture. Which behavior is the executive most likely to demonstrate in response to conflict?
Organizations established expressly for an international market are known as:
A common challenge for an organization using mediation as a form of dispute resolution is that:
The main objective of Title VII (of the Civil Rights Act) when hiring a U.S. citizen is to:
Administering a legally defensible and non-discriminatory performance appraisal requires:
During a global expansion, an organization uses a matrix structure combining regional managers and functional leads. HR notices confusion among employees about reporting lines and decision-making authority. What is the BEST HR strategy to clarify accountability?
TESTED 12 Sep 2025