All Matches

Solution Library

Expert Answer

Textbooks

Search Textbook questions, tutors and Books

Oops, something went wrong!

Change your search query and then try again

Result Not Found

Books FREE
Tutors
Study Help
Hire a Tutor
AI Study Help New

Search
Sign In
Register

study help
business
international human resource management

Questions and Answers of International Human Resource Management

=+2 How can the effectiveness of global virtual teams be improved?
=+1 What are the major issues related to international T&D?
=+5 Evaluate whether the CCT program was effective.
=+4 Develop and deliver the CCT program.
=+3 Establish the goals and measures for determining training effectiveness.
=+2 Determine the specific cross-cultural training needs (from the organization level, assignment level, and the individual level).
=+Identify the type of global assignment for which CCT is needed.
=+j How will the MNE assess the differing content (skills and knowledge) that each locale requires?
=+j How does an MNE adapt a training program (in terms of both the content and the process of the training) to different countries and cultures?
=+joint venture develop its own training? Do they have the capability? Or are there strong reasons to insist on centrally developed training programs?
=+j To ensure respect for each host country’s culture, should each subsidiary or
=+j Should courses for management development be handled differently than training for host-country and third-country employees?
=+e-learning in the MNE? Can training programs be developed in various locations and made available to everyone? What are the effects of the various options?
=+training programs be exported from headquarters or should overseas employees be brought to centralized or regional training facilities? How effective is
=+“foreign” language(s)? Who should take responsibility (headquarters personnel, host-country specialists, or third-party vendors) for translation? Should
=+j What are the effects of language differences? Will there be translation problems (for both written and orally presented materials)? Are there differences in the meanings of words? Are there
=+j How should the training be delivered? Are there local cultural differences and learning preferences that need to be considered?
=+Trainers from headquarters? Local trainers? Independent trainers?
=+Who should deliver training in the foreign subsidiaries and joint ventures?
=+j Improve the effectiveness of global and virtual teams.
=+j Develop a global mindset, global competencies, and global leadership in the international organization.
=+to successfully complete their assignments and develop an effective global management team.
=+j Design cross-cultural training programs that enable international assignees
=+j Enabling a productive global workforce.
=+j Explain key learning objectives that drive training programs aimed at
=+j Identify the challenges of training an international workforce.
=+Advocate for training and development programs for the MNE’s global managers and workforce.
=+2 What are the human resource implications of these new ways of working?
=+working on a micro-multinational?
=+ Are you interested in creating or
=+to live and work wherever he or she wants?
=+ What skills and competencies will enable someone
=+Are you interested in working on global teams?
=+Do you want to work from home?
=+Where do you want to live and work?
=+1 Where are the best places in the world to live (and work)?
=+3 What do you think is the most significant challenge for IHRM in managing international assignees? Why?
=+how would you go about doing that and what characteristics would you look for to ensure success?
=+2 If you ever have the responsibility to select an associate for a foreign assignment,
=+assignment, what types of support programs would you expect or ask for?
=+1 If you are given the opportunity in your next job to go on an extended foreign
=+j What type of competencies does the organization seek in new applicants?
=+How will this affect the recruiting process?
=+Does the organization seek applicants who differ from the company’s current employees?
=+does the organization intend to offer compensation packages that are below market average, at market average, or above market average?
=+j What compensation strategy does the organization want to pursue? That is,
=+j Does the organization need applicants for short-term assignments or longterm assignments?
=+How many positions does the organization need to fill? Are these needs shortterm (less than a year) or long-term (greater than a year)?
=+j Explain the essential nature of repatriation.
=+j Describe the characteristics of successful IA selection programs and exemplary practices.
=+international assignments and the issue of failure in an IA assignment and reasons for it.
=+j Describe the general process of selection of international assignees (IAs) for
=+j Describe the various issues involved in recruiting international assignees or expatriates.
=+4 Are there other alternatives for finding enough talent to fill global needs?
=+3 What role does international HR need to take in coping with the cultural issues presented by the use of TCNs?
=+2 How can those culture-related concerns be understood and dealt with?
=+1 What culture-related problems and issues do you see in these uses of thirdcountry nationals?
=+4 What are the trends over the next ten years in global staffing for many MNEs?
=+working in IHRM, what policies or practices would you create to deal with foreign assignments?
=+3 If you are given the opportunity in your next job to go on an extended foreign assignment, what types of support programs would you expect or ask for? If you are
=+2 Why are so many countries bothered by their “brain drains”?
=+1 Why is planning and forecasting a global workforce so difficult?
=+ What will be the impact on the domestic workforces of MNEs that do this?
=+ Will the outsourcing and off-shoring of this type of work continue?
=+development, management development, etc. – are the various types of international employees used? Why? Which is most effective?
=+7 For which type of work and business purposes – management, sales, control, technology transfer, business development, product
=+Do the staffi ng, training, compensation, and management solutions also vary with the type of international assignment?
=+example, do difficulties with performance or retention vary with type of international assignment?
=+6 Are there specific management, organizational, and IHR outcomes that differ according to the type of international employee? For
=+5 Which performance management problems arise for which type of inter national employee? And which solutions are most appropriate?
=+ Does every type need full knowledge of how to conduct international business?
=+type of international employee require full cross-cultural preparation, training, and support?
=+4 Which international business or cross-cultural competency is required by which type of international employee? For example, does every
=+multidomestic, global, transnational) or structure (subsidiary, joint venture, alliance, sub-contract) or managerial orientation(ethnocentric, regiocentric, geocentric)?
=+the type of IE employed? Or, stated from the other direction, which type of IE tends to be used under which strategy (international,
=+3 Does the international strategy or structure of the fi rm influence
=+What form does the preparation and support take for each type of IE?
=+2 How does the preparation and support for each type of IE vary?
=+What is the extent of the use of each type of IE?
=+j Describe the implications of the different staffing options and the various types of employees for the MNE.
=+j on to staff their operations in the global marketplace.
=+terms of the different types of international employees that MNEs can draw
=+j Explain the many options available to MNEs for staffing their operations in
=+Describe the process of international workforce forecasting and the challenges involved in planning the international workforce for an MNE.
=+3 What do you predict for the future of unions and union relations in the global economy? Why?
=+ How would you advise those problems be resolved?
=+2 What problems do you see for MNEs like Ford Motor Company that must bargain with unions in multiple countries?
=+ Are there additional forms of employee representation?
=+What is the nature and role of bargaining? What role does the government play?
=+1 Compare union relations in two major countries. How are the unions (and employers) organized?
=+ Do you think we will see more of these types of representations in the future?
=+4 What are non-union workers’ representations?
=+3 How is the labor movement evolving as a response to increased globalization?
=+impact member states and MNEs?
=+2 How do European Union directives (such as those developed in the area of HR)
=+What is the nature of their impact?
=+1 How do the various labor standards promulgated by international organizations affect the MNE?
=+Can healthy employee relations be fostered in a union-free environment?
=+Is it possible to operate union-free?
=+who find themselves the subject of industrial action?Operating union-free

Showing 1200 - 1300 of 7187

First
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
Last

Services

Sitemap
Fun
Definitions
Become Tutor
Study Help Categories
Recent Questions
Expert Questions

Company Info

Security
Copyrights
Privacy Policy
Terms & Conditions
SolutionInn Fee
Scholarship

Get In Touch

About Us
Contact Us
Career
Jobs
FAQ
Campus Ambassador

Secure Payment

Download Our App

© 2024 SolutionInn. All Rights Reserved