MCQs QB HRM in GB

MCQs - HRM in GP
1) HRM practiced by multinational organization’s is termed as the

following.
Globalization
Personnel management practices
Domestic HRM
International HRM
2) The system involves technological, economic, political and cultural

exchanges by advances in communication, transportation and
infrastructure.
Liberalization
Standardization
Globalization
Privatization
3) IHRM is concerned with these issues that cross national boundaries.

HRM
Operations
Finance
General management
4) This is the basic function of IHRM.

Employee welfare
Recruitment & Selection
Labour relations
Career planning & Development
5) It consists of task analysis, skill analysis and abilities analysis.

Job analysis
Planned progression
Job engineering
Job enlargement
6) A major difference between domestic and international HRM.

Number of employees covered by the HR policies
The emergence of effective cross-border management styles
Ease with which employees adjust to new cultures
Increased complexities such as currency fluctuations, foreign HR
policies and practices and divergent labour laws
7) These corporations believe that home country nationals are more

intelligent, reliable and trustworthy than foreign nationals.
Ethnocentric
Geocentric
Regiocentric
Polycentric
8) In this approach, the MNC treats each subsidiary as a distinct entity with
some decision making autonomy.
Ethnocentric
Geocentric
Regiocentric
Polycentric
9) A major motive for using this approach is that it allows interaction

between executives transferred to regional headquarters from
subsidiaries and parent country nationals posted to the regional
headquarters.
Ethnocentric
Geocentric
Regiocentric
Polycentric
10) This approach subscribes to the view of employing the best people in
key positions throughout the organization without the consideration of
any nationality.
Ethnocentric
Geocentric
Regiocentric
Polycentric
11)The process of continuously strengthening resources and enhancing

employee performance.
Organizational dynamics
Organizational structure
Lifetime employment
Communication
12) The discipline that expands the scope of domestic management to

encompass international and multicultural spheres.
Convergence of cultures
Cross cultural management
Work culture
Culture shock
13)This occurs when multiple cultures become more like one another
through exposure to traditions, ideals and languages.
Cultural convergence
Cultural sensitivity
Reverse culture shock
14)This concept involves understanding and knowing about different

cultures, accepting the differences and similarities in order to build
meaningful relationships.
IHRM
Comparative HRM
Teamwork
15)A way to welcome the newcomers and make them feel comfortable
with the company.
Training
Orientation
Selection
Empowerment
16)The frustration and confusion faced by an expatriate that result from

being bombarded by uninterpretable cues.
Comparative HRM
Culture shock
Cross cultural training
17)A term used to describe the feelings of surprise, disorientation,

confusion etc. experienced when people return to their home country
and find they do not fit in as they used to.
Culture shock
18)The aggregate of the various HR systems used to manage people in

the MNC, both at home and overseas.
Personnel management
Planning
IHRM
HRM
19)This function is closely related to training, providing employees with

opportunities for growth and education on an individual basis.
Career planning and development
Compensation and benefits
Performance appraisal
Employee welfare
20)This function from the international perspective is more difficult and

complex.
Job analysis
Human resource planning
Career planning and development
Training
21) The process of giving employees a certain degree of autonomy and

responsibility for decision making regarding specific organisational tasks.
Duty
Compensation
Empowerment
Promotion
22) There is greater involvement of the HR manager in the personal life

of employees.
IHRM
Domestic HRM
Traditional HRM
Personnel management
23) It describes organizational behaviour within countries and cultures and

improves the interaction of co-workers, managers, executives, clients,
partners etc.
Convergence of cultures
Work culture
24) Their main objective is to promote relationships between different

cultures as well as disseminate its ideas and activities.
Conflict management
Work culture
25) The first contribution to cross cultural management research were

made in the
following year.
2000s
1960s
1990s
1980s
26) Employee productivity and organizational objectives can be achieved

if the below is eliminated from the organization.
Conflict
Competition
Communication
Empowered atmosphere
27) In China and Japan, the following factor is the most important
determinant in promoting workers.
Skills
Qualifications
Experience
Age
28) A systematic method of investigation that seeks to explain the

patterns and variations encountered in cross national HRM.
a. Comparative HRM
b. International HRM
c. Cross cultural management
d. Cultural sensitivity
29) Types of employees of an international firm are as follows.

4
2
3
5
30) An experience a person may have when one moves to a cultural

environment which is different from one’s own.
Culture shock
Work culture
Leadership style
Organization structure
31) He is a local national in the foreign country who assists the expatriate in
dealing with cultural issues.
a. Director
b. Understudy
c. Mentor
d. Manager
32) It refers to the patterns of movement over time in the interactions

between the people in the organisation.
a. Organisational design
b. Cross cultural communication
c. Teamwork
d. Organisational dynamics
33) This involves hands-on, exemplary oversight that drives innovation,

knowledge and performance.
Self-awareness
Flexibility
Leadership
Emotional intelligence
34) The global manager must have this ability to set the path that others will
follow.
a. Vision
b. Adaptability
c. Negotiator
d. Well spoken
35) They differ in their values, cultures and attitudes.

Towns
Schools
Companies
Nations
36) Understanding of these issues benefits the organisation in managing the

problems and complexities involved in international business.
a. Geographical
b. Cross cultural
c. National
d. Demographical
37) This plays an important role in bringing out the best in the employees and
making them
loyal to the organisation.
Employee welfare
Labour relations
Work culture
Flexibility
38) It explores the extent to which HRM differs between different countries or
between different regions of a country.
Comparative HRM
IHRM
39) The feature of cross-cultural HRM which refers to the coexistence of

variety of national
cultures in multinational enterprises.
Transforming
Adaptability
Diversity
Convergence
40) Differences in ______ are recognized as a major barrier to effective cross-

cultural communication.
language
customs
costumes
CULTURE
41) _________ approach is the most common system in usage by multinational

firms.
a) going rate
b) balance sheet
c) coming rate
d) fill rate
42) An MNC does not have _______ across all of its subsidiaries.
flexibility
conformity
uniformity
euality
43) ______ probably causes the most concern to HR practitioners and
expatriates.
education
accommodation
taxation
traditional
44) Firms must rethink the__________ view in international compensation,
that local conditions dominate compensation strategy.
a) traditional
b) modern
c) liberal
d) separatist
45) The compensation should be such that if offers financial ________ in terms
of benefits, social security.
a) freedom
b) restriction
c) protection
d) removing
46)If the international assignment is accepted, the lack of a ________ for the
accompanying spouse or partner may cause difficulties to adjustment and even
contribute to failure.
a) Work Permit
b) Job permit
c) Permit
d) Visa
47) The compensation policy must give due consideration to _______a and
ease of administration.
a) inequity
b) equity
c) economy
d) society
48) Using an online ________ system may potentially save the employer time.
a) E- Recruitment
b) E-Employment
c) E-Work
d) E-Workplace
49) Multinational companies indeed place heavy reliance on relevant _______
skills during the expatriate selection process
a) management
b) social
c) studying skill
d) technical
50) ________ refers to the international labor pool of workers.
national workforce
global workforce
regional workforce
local workforce

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MCQs - HRM in GP

1) HRM practiced by multinational organization’s is termed as the

2) The system involves technological, economic, political and cultural

3) IHRM is concerned with these issues that cross national boundaries.

4) This is the basic function of IHRM.

5) It consists of task analysis, skill analysis and abilities analysis.

6) A major difference between domestic and international HRM.

7) These corporations believe that home country nationals are more

9) A major motive for using this approach is that it allows interaction

11)The process of continuously strengthening resources and enhancing

12) The discipline that expands the scope of domestic management to

14)This concept involves understanding and knowing about different

16)The frustration and confusion faced by an expatriate that result from

17)A term used to describe the feelings of surprise, disorientation,

18)The aggregate of the various HR systems used to manage people in

19)This function is closely related to training, providing employees with

20)This function from the international perspective is more difficult and

21) The process of giving employees a certain degree of autonomy and

22) There is greater involvement of the HR manager in the personal life

23) It describes organizational behaviour within countries and cultures and

24) Their main objective is to promote relationships between different

25) The first contribution to cross cultural management research were

26) Employee productivity and organizational objectives can be achieved

28) A systematic method of investigation that seeks to explain the

29) Types of employees of an international firm are as follows.

30) An experience a person may have when one moves to a cultural

32) It refers to the patterns of movement over time in the interactions

33) This involves hands-on, exemplary oversight that drives innovation,

35) They differ in their values, cultures and attitudes.

36) Understanding of these issues benefits the organisation in managing the

39) The feature of cross-cultural HRM which refers to the coexistence of

40) Differences in ______ are recognized as a major barrier to effective cross-

41) _________ approach is the most common system in usage by multinational

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