Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2016 Winter 3rd Sem 2830503 International Human Resource Management Ihrm Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3? ? EXAMINATION ? WINTER 2016
Subject Code: 2830503 Date: 05/01/2017
Subject Name: International Human Resource Management (IHRM)
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q ? 1 (A) Multiple Choice Questions. Each is carrying 1 mark.
1 Citizens of country other than host country or home country are
classified as;
a. Host country nationals b. Expatriates
c. Home country nationals d. Third country nationals
2 In managing international compensation, approach in which
package compensation equalizes cost between home country and
international employees is called
a. Headquarters approach b. Cash flow approach
c. Income statement approach d. Balance sheet approach
3 Corporation orientation in which managers of host country
understand behavior and culture of host country market is classified
as
a. Ethnocentric b. Polycentric
c. Geocentric d. Expat centric
4 A major difference between IHRM and domestic HRM is the
a. Increased complexity such
as currency functions,
foreign HR policies and
practices and differing
labor laws
b. Number of employees
covered by the HR
policies
c. Ease with which
employees adjust to new
culture
d. Development of effective
cross border mgt. style
5 When a person from one culture communicate with a person from
another culture they are engaging in;
a. Cross cultural
communication
b. Two way communication
c. Multi focus
communication
d. Verbal communication
6 Factors creating the global market place include all of the following
except;
6
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Page 1 of 4
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3? ? EXAMINATION ? WINTER 2016
Subject Code: 2830503 Date: 05/01/2017
Subject Name: International Human Resource Management (IHRM)
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q ? 1 (A) Multiple Choice Questions. Each is carrying 1 mark.
1 Citizens of country other than host country or home country are
classified as;
a. Host country nationals b. Expatriates
c. Home country nationals d. Third country nationals
2 In managing international compensation, approach in which
package compensation equalizes cost between home country and
international employees is called
a. Headquarters approach b. Cash flow approach
c. Income statement approach d. Balance sheet approach
3 Corporation orientation in which managers of host country
understand behavior and culture of host country market is classified
as
a. Ethnocentric b. Polycentric
c. Geocentric d. Expat centric
4 A major difference between IHRM and domestic HRM is the
a. Increased complexity such
as currency functions,
foreign HR policies and
practices and differing
labor laws
b. Number of employees
covered by the HR
policies
c. Ease with which
employees adjust to new
culture
d. Development of effective
cross border mgt. style
5 When a person from one culture communicate with a person from
another culture they are engaging in;
a. Cross cultural
communication
b. Two way communication
c. Multi focus
communication
d. Verbal communication
6 Factors creating the global market place include all of the following
except;
6
Page 2 of 4
a. Lowering of cost of doing
business globally
b. Privatization and
globalization of govt.
services
c. Growth in domestic
business
d. Satellites and computer
technology
Q ? 1 (B)
Give the meaning of the following. Each is carrying 1 mark.
1. TCN
2. Tax Equalization Allowance
3. Expatriate
4. COLA
4
Q ? 1 (C)
Which are the ways to enter into foreign market?
4
Q ? 2 (A)
Explain repatriation process in detail.
7
Q ? 2 (B)
What is ?Social dumping? & discuss effects of social dumping.
OR
7
Q ? 2 (B) Discuss variable affecting expatriate performance?
7
Q ? 3 (A) Discuss Hofstede?s model of cultural dimensions in detail.
7
Q ? 3 (B) You are from corporate headquarters, as a member of the HR dept., you
are responsible for managing international assignments. You have to
select an expatriate, suggest staffing approach you would like to use and
why?
OR
7
Q ? 3 (A)
(A) You are appointed as an expatriate for an international assignment.
Explain role of an expatriate.
7
Q ? 3 (B) How will you appraise the employees working for an
international assignment?
7
Q ? 4 (A)
You are the group HR director for a small company that has begun to
use international assignments. You are considering using an external
consulting firm to provide pre-departure training for employees. Design
components of pre-departure training in detail.
7
Q ? 4 (B) Explain factors contribute to re-entry shock?
OR
7
Q ? 4 (A) Explain consequences of dual career couples and suggest ways to handle
these consequences.
7
Q ? 4 (B) Explain the following approaches of international compensation: 7
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Page 1 of 4
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3? ? EXAMINATION ? WINTER 2016
Subject Code: 2830503 Date: 05/01/2017
Subject Name: International Human Resource Management (IHRM)
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q ? 1 (A) Multiple Choice Questions. Each is carrying 1 mark.
1 Citizens of country other than host country or home country are
classified as;
a. Host country nationals b. Expatriates
c. Home country nationals d. Third country nationals
2 In managing international compensation, approach in which
package compensation equalizes cost between home country and
international employees is called
a. Headquarters approach b. Cash flow approach
c. Income statement approach d. Balance sheet approach
3 Corporation orientation in which managers of host country
understand behavior and culture of host country market is classified
as
a. Ethnocentric b. Polycentric
c. Geocentric d. Expat centric
4 A major difference between IHRM and domestic HRM is the
a. Increased complexity such
as currency functions,
foreign HR policies and
practices and differing
labor laws
b. Number of employees
covered by the HR
policies
c. Ease with which
employees adjust to new
culture
d. Development of effective
cross border mgt. style
5 When a person from one culture communicate with a person from
another culture they are engaging in;
a. Cross cultural
communication
b. Two way communication
c. Multi focus
communication
d. Verbal communication
6 Factors creating the global market place include all of the following
except;
6
Page 2 of 4
a. Lowering of cost of doing
business globally
b. Privatization and
globalization of govt.
services
c. Growth in domestic
business
d. Satellites and computer
technology
Q ? 1 (B)
Give the meaning of the following. Each is carrying 1 mark.
1. TCN
2. Tax Equalization Allowance
3. Expatriate
4. COLA
4
Q ? 1 (C)
Which are the ways to enter into foreign market?
4
Q ? 2 (A)
Explain repatriation process in detail.
7
Q ? 2 (B)
What is ?Social dumping? & discuss effects of social dumping.
OR
7
Q ? 2 (B) Discuss variable affecting expatriate performance?
7
Q ? 3 (A) Discuss Hofstede?s model of cultural dimensions in detail.
7
Q ? 3 (B) You are from corporate headquarters, as a member of the HR dept., you
are responsible for managing international assignments. You have to
select an expatriate, suggest staffing approach you would like to use and
why?
OR
7
Q ? 3 (A)
(A) You are appointed as an expatriate for an international assignment.
Explain role of an expatriate.
7
Q ? 3 (B) How will you appraise the employees working for an
international assignment?
7
Q ? 4 (A)
You are the group HR director for a small company that has begun to
use international assignments. You are considering using an external
consulting firm to provide pre-departure training for employees. Design
components of pre-departure training in detail.
7
Q ? 4 (B) Explain factors contribute to re-entry shock?
OR
7
Q ? 4 (A) Explain consequences of dual career couples and suggest ways to handle
these consequences.
7
Q ? 4 (B) Explain the following approaches of international compensation: 7
Page 3 of 4
1. The going rate approach
2. The balance sheet approach
Q ? 5 Case Study: Unwanted Promotion
Mrs. Wilfred joined Toyota as an automobile engineer in its USA
operations. She is in her late 40s and supporting the education of her
two children and the unemployed husband. In fact, her husband was
retrenched consequent upon 2008 global economic crisis. The company
plans to start its operations in Georgia.
She could not get any kind of promotion in USA during her
20years career. Her superior attributes her performance as the reason
and she attributes the glass ? ceiling as the reason for being not
promoted.
One day, her superior Mr. Michael called her and appraised her
that the company is contemplating to start its operations in its Georgia
plant in three months time and she was promoted as Head of the
Operations department of the Georgia plant with double her current
remuneration as base salary along with a number of allowances like
hardship allowance, educational allowance for children, exchange rate
stability allowance, COLA, settling in allowance. Her total
remuneration in Georgia would be three times of her current
remuneration. Further, the company is contemplating to provide a
suitable job to her husband in Georgia plant.
Mrs. Wilfred listened coolly and replied without any kind of
emotions, that I can?t accept this promotion.
Questions:
1. Do you think that the management?s action of not promoting
Mrs. Wilfred in USA?s operation is the reason for declining
the offer by Mrs. Wilfred?
2. Is it due to the political conditions in Georgia, Mrs. Wilfred
did not accept the promotion?
3. If you were at the place of Mrs. Wilfred which decision you
take? Why?
OR
14
Q ? 5 Case Study: Whom do you satisfy? Expatriates or Nationals? 14
Hi-tech electronics Limited was established in 2010 in
Kaulalumpur, Malayisa. It produces and markets all types of electronic
goods in most of the Asian and Pacific countries. It has been one among the
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Page 1 of 4
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3? ? EXAMINATION ? WINTER 2016
Subject Code: 2830503 Date: 05/01/2017
Subject Name: International Human Resource Management (IHRM)
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q ? 1 (A) Multiple Choice Questions. Each is carrying 1 mark.
1 Citizens of country other than host country or home country are
classified as;
a. Host country nationals b. Expatriates
c. Home country nationals d. Third country nationals
2 In managing international compensation, approach in which
package compensation equalizes cost between home country and
international employees is called
a. Headquarters approach b. Cash flow approach
c. Income statement approach d. Balance sheet approach
3 Corporation orientation in which managers of host country
understand behavior and culture of host country market is classified
as
a. Ethnocentric b. Polycentric
c. Geocentric d. Expat centric
4 A major difference between IHRM and domestic HRM is the
a. Increased complexity such
as currency functions,
foreign HR policies and
practices and differing
labor laws
b. Number of employees
covered by the HR
policies
c. Ease with which
employees adjust to new
culture
d. Development of effective
cross border mgt. style
5 When a person from one culture communicate with a person from
another culture they are engaging in;
a. Cross cultural
communication
b. Two way communication
c. Multi focus
communication
d. Verbal communication
6 Factors creating the global market place include all of the following
except;
6
Page 2 of 4
a. Lowering of cost of doing
business globally
b. Privatization and
globalization of govt.
services
c. Growth in domestic
business
d. Satellites and computer
technology
Q ? 1 (B)
Give the meaning of the following. Each is carrying 1 mark.
1. TCN
2. Tax Equalization Allowance
3. Expatriate
4. COLA
4
Q ? 1 (C)
Which are the ways to enter into foreign market?
4
Q ? 2 (A)
Explain repatriation process in detail.
7
Q ? 2 (B)
What is ?Social dumping? & discuss effects of social dumping.
OR
7
Q ? 2 (B) Discuss variable affecting expatriate performance?
7
Q ? 3 (A) Discuss Hofstede?s model of cultural dimensions in detail.
7
Q ? 3 (B) You are from corporate headquarters, as a member of the HR dept., you
are responsible for managing international assignments. You have to
select an expatriate, suggest staffing approach you would like to use and
why?
OR
7
Q ? 3 (A)
(A) You are appointed as an expatriate for an international assignment.
Explain role of an expatriate.
7
Q ? 3 (B) How will you appraise the employees working for an
international assignment?
7
Q ? 4 (A)
You are the group HR director for a small company that has begun to
use international assignments. You are considering using an external
consulting firm to provide pre-departure training for employees. Design
components of pre-departure training in detail.
7
Q ? 4 (B) Explain factors contribute to re-entry shock?
OR
7
Q ? 4 (A) Explain consequences of dual career couples and suggest ways to handle
these consequences.
7
Q ? 4 (B) Explain the following approaches of international compensation: 7
Page 3 of 4
1. The going rate approach
2. The balance sheet approach
Q ? 5 Case Study: Unwanted Promotion
Mrs. Wilfred joined Toyota as an automobile engineer in its USA
operations. She is in her late 40s and supporting the education of her
two children and the unemployed husband. In fact, her husband was
retrenched consequent upon 2008 global economic crisis. The company
plans to start its operations in Georgia.
She could not get any kind of promotion in USA during her
20years career. Her superior attributes her performance as the reason
and she attributes the glass ? ceiling as the reason for being not
promoted.
One day, her superior Mr. Michael called her and appraised her
that the company is contemplating to start its operations in its Georgia
plant in three months time and she was promoted as Head of the
Operations department of the Georgia plant with double her current
remuneration as base salary along with a number of allowances like
hardship allowance, educational allowance for children, exchange rate
stability allowance, COLA, settling in allowance. Her total
remuneration in Georgia would be three times of her current
remuneration. Further, the company is contemplating to provide a
suitable job to her husband in Georgia plant.
Mrs. Wilfred listened coolly and replied without any kind of
emotions, that I can?t accept this promotion.
Questions:
1. Do you think that the management?s action of not promoting
Mrs. Wilfred in USA?s operation is the reason for declining
the offer by Mrs. Wilfred?
2. Is it due to the political conditions in Georgia, Mrs. Wilfred
did not accept the promotion?
3. If you were at the place of Mrs. Wilfred which decision you
take? Why?
OR
14
Q ? 5 Case Study: Whom do you satisfy? Expatriates or Nationals? 14
Hi-tech electronics Limited was established in 2010 in
Kaulalumpur, Malayisa. It produces and markets all types of electronic
goods in most of the Asian and Pacific countries. It has been one among the
Page 4 of 4
top five companies as for the level of technology and one among the top
three companies regarding marketing of the products in Malaysia. The
company?s policies and practices concerning human resources management
are top in the country. The company?s salary administration policies and
practices were taken as guidelines not only by the other companies but also
by various wage boards and pay commissions in the country. But this
company has been struggling a lot because of a minor problem relating to
administration of salary and benefits. The problem is stated here under.
The company employed nearly 400 national young graduate and
post graduate engineers and 20 expatriate engineers. These employees are
from the cream of the company?s present human resource. The expatriate
employees occupied higher positions in all the departments including
Human Resource Department. The company?s salary policy and benefits
policy were formulated mainly on the basis of the expatriate employees?
desires. The base salary of the company is the same for both the expatriate
and national employees. But expatriates receive additional allowances like
international market allowance, housing allowance and entertainment
allowance, educational allowance, risk allowance, settling in allowance, car
allowance, housing allowance and entertainment allowance. Thus,
expatriates receive nearly 250% more salary than the nationals doing the
same job.
The national employees demanded the management to pay
equally with that of expatriates immediately. According to them, the pay
pocket frustrates them severely.
Questions:
1. What is the crucial issue in this case?
2. If you were the HR manager of the company, whom do you
satisfy?
******************
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This post was last modified on 19 February 2020