Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
Sample Answers to Discussion Questions
Chapter 13: HRIS and International HRM
1. Describe the differences between domestic and international HRM.
In addition to the three different types of employees (PCNs, HCNs, and TCNs), there are
2. What are the different types of organizational forms corporations use for international
operations?
International Corporation
➢ An international corporation uses its existing core competencies to expand operations
into foreign markets. These organizations compete in the global marketplace by exporting
3. What are the three types of employees who work in MNEs? Explain how an HCN
could change to become a TCN in an MNE.
1. Home-Country Nationals. Staffing the organization with expatriates (PCNs) is
advantageous because the organization can rely on the talent currently available. These
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
4. Describe the staffing process in an MNE. How does it differ from a domestic-only
corporation?
The complexities inherent in managing a global organization make staffing an especially
important part of the IHRM system. When staffing managerial and nonmanagerial
5. What are the causes of expatriate failure?
In general, one could state that the major factor affecting expatriate failure is the inability
to adjust to the new situation and culture by the expatriate and her or his family.
In terms of specific reasons for expatriate failure, Dowling and Welch (2005) cite the
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
6. Describe the training program for expatriates. Why is it recommended that the family
of the expatriate also receive training?
To assist the adjustment of the expatriate and his or her family to a new culture,
predeparture training is absolutely necessary and includes training in cultural awareness,
language, and practical matters regarding daily living in the new culture. Most MNEs
will also include preliminary visits as a part of predeparture training.
Table 14.1. Topics for Predeparture Training
1. Cultural values and religions
2. Websites for country information
3. Country history, recommended readings, videos, and achievements in the country
5. Information about other HCN expatriates in the country
6. Descriptions of the educational facilities and opportunities for families
7. Current news about the country, particularly its relationship to the parent country
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
8. Traditional family roles of father, mother, and children
9. Locations for shopping and shopping hours
7. What is the best method for completing performance appraisals for the three different
types of employees in an MNE?
Performance appraisal is an important process for documenting the performance of
employees, determining areas for development, deciding on pay increases and
promotional opportunities, and giving employees the opportunity to express their views.
It is important to evaluate the specific job-related competencies of the expatriate
manager. However, the role of an expatriate is somewhat more complex in that there are
non-job-related qualities they need to possess to perform their role effectively.
• First, it is important that the expatriate manager possess cross-cultural
interpersonal skills.
10. Dominant language of country; extent of bilingualism in country
11. Nonverbal gestures and their meanings
12. Political structure, particularly as it affects the operation of the MNE
business
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
8. What are the objectives of an international compensation plan?
The first objective for an MNE is to align its compensation administration with the
strategy of the firm. Compared with the domestic firm, this alignment is much more
complex for the MNE. It requires the MNE to have accurate and up-to-date labor market
compensation information for all of the countries in which the MNE has a presence.
9. What are the modifications necessary for using HRIS software applications that are
designed for domestic companies in an MNE?
The major modifications involve the multitude of different laws and regulations
regarding human capital in the countries that are involved in the MNE. This