20. Between 40% and 60% of employees that are sent abroad are likely to quit within _______ of returning home.

A. 18 months

B. 3 years

C. 6 months

D. 5 years

E. 1 year

________________________________________

21. Because the cost of living can vary greatly, the MOST common approach to determining expatriate pay is to equalize purchasing power across countries, which is known as _______.

A. the U.S. Department of State Indexes of Living Costs Abroad, Quarters Allowances, and Hardship Differentials plan

B. the balance sheet approach

C. hardship allowances

D. the home-country standard of living approach

E. the split pay approach

___________________________________________

22. Globally, what has been identified as the key to employee engagement?

A. Goal setting

B. Geographic location

C. Reputation of the organization

D. Performance management

E. Career opportunities

______________________________________

23. How does the multinational structure of an organization affect HR practices in the home country?

A. Subsidiary units often have their own HR departments in host countries.

B. HR is often run from international units within corporate headquarters.

C. There is an emphasis on standardizing HR practices worldwide.

D. HR must have a staff of trained employees who can travel on overseas assignments with little to no notice.

E. In host countries HR is run as a virtual team that reports activities to the home country.

______________________________________

24. What can an organization do to make the global HR system more acceptable to international employees?

A. Form global HR networks.

B. Treat local HR managers as equal partners.

C. Incorporate standard and specific methods whenever possible.

D. Try to standardize ends and competencies.

E. Try to work within the context of a strong corporate culture.

_____________________________________

25. Which of the following is one of the steps in developing a more effective global HR system?

A. Creating a strong corporate culture

B. Investigating problems

C. Forming global HR networks

D. Implementing the HR system

E. Standardizing specific methods