Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
Chapter 13: HRIS and International HRM
Test Bank
Multiple Choice
1. The country in which an international business operates is a(n) ______.
A. receptive country
B. adaptive country
C. resource country
D. host country
2. Which of the following statements about appraising expatriate performance is
correct?
A. Supervisors of expatriates can easily observe their performance.
B. 360° feedback is inappropriate for expatriates.
C. Evaluations of expatriates tend to be based on the objective criteria used for other
employees in similar positions in the parent country.
D. Culturally bound biases do not affect the job performance of expatriates.
3. When a multinational corporation (MNE) sends employees from its home country,
these employees are referred to as ______.
A. host-country nationals
B. third-country nationals
C. international managers
D. parent-country nationals
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
4. One of the most important tasks of the international HR department is to gather
information about the culture of countries where the MNE does business to try to
estimate the cultural differences between the home countries of employees and the
countries where they may be assigned. This can help to prevent ______.
A. future shock
B. culture shock
C. international disorientation
D. expatriate stress
5. Repatriation is a process designed to _____.
A. train expatriates prior to their first international assignment
B. help expatriate employees make the transition back home
C. adapt leadership and decision-making styles to the host country
D. reduce communication errors in foreign assignments
6. Which of the following is true?
A. The “going rate” and “balance sheet” approaches to international employee
compensation are equally complex to administer.
B. The “going rate” approach to international employee compensation is more complex
to administer than the “balance sheet” approach.
C. The “balance sheet” approach to international employee compensation is more
complex to administer than the “going rate” approach.
D. Neither the “going rate” nor “balance sheet” approaches to international employee
compensation are very complicated to administer.
Johnson, Human Resource Information Systems, 5e
7. Which of the following international HR functions will be impacted by country culture?
A. selection
B. training
C. compensation
D. all of these
8. Direct costs associated with expatriate failure include all of the following EXCEPT
______.
A. training costs for expatriate (and family)
B. money spent on selecting the expatriate
C. relocation costs
D. negative influences on future promotions
9. ______ produce and distribute identical products and services worldwide, while
______ emphasize flexibility and customization to meet the needs of differing customer
groups worldwide.
A. Global corporations; multinational corporations
B. Multinational corporations; international corporations
C. International corporations; global corporations
D. Multinational corporations; global corporations
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
10. A country that serves as the home for a corporation’s headquarters is referred to as
the ______.
A. host country
B. third country
C. parent country
D. first country
11. An individual who was born in the United States and is currently working in Spain for
a company headquartered in Germany would be considered a ______.
A. third-country national
B. parent-country national
C. host-country national
D. home-country national
12. In a host country with low pay rates, which approach to international compensation
would pay expatriates more?
A. the balance-sheet approach
B. the going-rate approach
C. Both approaches would pay expatriates the same amount.
D. It is impossible to say which approach would pay expatriates more.
13. Which of the following is the definition of expatriate failure?
A. The expatriate fails to return to the home country.
B. The expatriate fails to outperform host-country nationals.
C. The expatriate fails to outperform other expatriates.
Johnson, Human Resource Information Systems, 5e
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D. The return of the expatriate to the home country before the international assignment
has been completed.
14. The essential elements of an effective predeparture training program include
______.
A. cultural awareness training, religious training, and monetary training
B. cultural awareness training, technical training, and holiday planning
C. training in cultural awareness, language, and practical matters regarding daily living
in the new culture
True/False
1. An approach to international compensation that is based on the local market rates in
the country where the employee is working is called the going-rate approach.
2. When expatriates fail in their assignments, the costs of training and relocation are
referred to as indirect costs.
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
3. The employee’s age is the major factor associated with expatriate failure.
4. The laws and regulations of the host country are determined, in part, by the societal
norms of that country.
5. The economic system of the host country has little impact on the way in which HR
programs and practices are used.
6. In a highly diverse workforce, the educational level of the workforce will be highly
varied.
7. A multinational corporation is less complex than an international corporation.
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
8. Organizations are increasingly shifting from an expatriate-focused workforce to a
global workforce.
9. During predeparture training for an expatriate, repatriation training should be covered.
10. Preliminary visits to the host country should not be a part of predeparture training for
an expatriate and his or her family.
11. The management of MNEs in the global market has been “Think Global, Act Local.”
12. Due to the complexity of labor laws in different countries, an HRIS must be
concerned with administrative details of the employees.
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
13. When staffing for managerial and nonmanagerial positions, the MNE needs to
determine whether personnel will be selected from the home-country, host-country, or
third-country talent pool.
14. A major use of an HRIS in an MNE is the collection and maintenance of labor
market data.
15. Maintaining an HRIS that includes a repository of information about the cultural
Essay
1. What are the objectives of an international compensation policy?
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
2. What are the individual factors involved in the selection of expatriates?
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
3. What are the different types of organizational forms corporations use for international
operations?
Ans: 1. International Corporation: An international corporation uses its existing
4. What are the important considerations in the appraisal of an expatriate’s
performance?
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
5. Briefly discuss four of the top challenges organizations face when going global.
6. Global corporations, due to their integrative international focus, must manage their
human capital through a transnational HRM system. What are the three attributes of this
HRM system?
7. What are the five elements that differentiate countries in terms of their cultural
environment for international business?
Johnson, Human Resource Information Systems, 5e
SAGE Publishing, 2021
8. What are the components of an HRIS in compensation administration in a MNE?