Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2016 Summer 3rd Sem 2830503 International Human Resource Management Ihrm Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2016
Subject Code: 2830503 Date: 09/05/2016
Subject Name: International Human Resource Management (IHRM)
Time: 10.30 AM TO 01.30 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)
1
2
3
4
5
6
Multiple Choice Questions
An expatriate is;
A) Is an employee transferred out of their home base to the firm?s
International operation
B) Is an employee transferred into a parent organization
C) Is an employee who understands international business operation
D) Is an employee who has works in more than one country
Which department of an organization is the major use of language translation
service?
A) Tax department
B) Shipping department
C) Human Resource department
D) Operations
One major difference between domestic and international HRM is;
A) Staff hiring
B) Tax equalization
C) Housing Relocation
D) Risk
Which of the following is not a major external factor that influences IHRM?
A) The state of the economy
B) Type of Government
C) Generally accepted practice of doing business
D) Regulatory requirements
What activity in IHRM would not be required in a domestic environment?
A) Staff Orientation
B) Tax equalization
C) Terrorism consideration
D) Relocation assistance
The concept of stagnation in the context of recruitment means;
A) Lack of appropriate selection criteria
B) HR staff having very limited experience outside the HR function
C) Over reliance on the internal labor market to fill new positions
D) Lack of integration of R&S into the wider HR function
06
Q.1 (b) Explain the following terms;
i) Pre-Departure Training
ii) Tax equalization allowance
04
Q.1 (C) Write a note on ethnocentric and polycentric approach. 04
Q.2 (a) ?Companies can hire or buy in values by the way they recruit and select staff? In
pairs, or in small groups, discuss this statements in the context of the following:
? The recruitment and selection process in the country.
07
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1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2016
Subject Code: 2830503 Date: 09/05/2016
Subject Name: International Human Resource Management (IHRM)
Time: 10.30 AM TO 01.30 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)
1
2
3
4
5
6
Multiple Choice Questions
An expatriate is;
A) Is an employee transferred out of their home base to the firm?s
International operation
B) Is an employee transferred into a parent organization
C) Is an employee who understands international business operation
D) Is an employee who has works in more than one country
Which department of an organization is the major use of language translation
service?
A) Tax department
B) Shipping department
C) Human Resource department
D) Operations
One major difference between domestic and international HRM is;
A) Staff hiring
B) Tax equalization
C) Housing Relocation
D) Risk
Which of the following is not a major external factor that influences IHRM?
A) The state of the economy
B) Type of Government
C) Generally accepted practice of doing business
D) Regulatory requirements
What activity in IHRM would not be required in a domestic environment?
A) Staff Orientation
B) Tax equalization
C) Terrorism consideration
D) Relocation assistance
The concept of stagnation in the context of recruitment means;
A) Lack of appropriate selection criteria
B) HR staff having very limited experience outside the HR function
C) Over reliance on the internal labor market to fill new positions
D) Lack of integration of R&S into the wider HR function
06
Q.1 (b) Explain the following terms;
i) Pre-Departure Training
ii) Tax equalization allowance
04
Q.1 (C) Write a note on ethnocentric and polycentric approach. 04
Q.2 (a) ?Companies can hire or buy in values by the way they recruit and select staff? In
pairs, or in small groups, discuss this statements in the context of the following:
? The recruitment and selection process in the country.
07
2
? How would these ?fit? with the concept of hiring and buying in corporate
values?
(b) Are female expatriate different? Explain 07
OR
(b) What should be the main objective and bases for a multinational firm with regard
to its compensation policies?
07
Q.3 (a) What factors contribute to re-entry shock? 07
(b) What is ?Social dumping? and why should unions be concerned about it? 07
OR
Q.3 (a) Discuss the major variables associated with appraisal of expatriate managerial
performance.
07
(b) Discuss different modes of entering in international business. 07
Q.4 (a) What is culture? Discuss cultural issues for an expatriate. 07
(b) Explain the role of non ? expatriate. 07
OR
Q.4 (a) Discuss the factors influencing the global work environment. 07
(b) What is the difference between global manager and global mindset? 07
Q.5 Case Study:
Training issues in KPMG
KPMG one of the major accounting firms ? provides accounting, auditing and
tax services. Majority of its employees are Chartered Accountants and CPAs.
The company has ambitious plan for expansion in view of boom in consultancy
industry consequent upon globalization. Company?s policy is promoting within
and therefore, most of its senior level employees are promoted from entry ? level
accountants. In view of its promotion policy, the company invests heavily on
training of employees in the form of development of in-house educational and
training facilities. Most of its employees receive training at frequent intervals in
the company?s training colleges.
Majority of training investments of the company is on technical and procedural
training for entry ? level accountants in the areas of accounting, finance, tax,
auditing project reports and report writing. However, KPMG has problems in
attracting dynamic energetic young graduates from the colleges and universities.
This situation, sometimes, discourages clients to continue with KPMG in case of
existing clients and approaching KPMG in case of new clients. This situation to
some extent is due to the ?fast ? in, fast ? out style of big ? time consulting.?
Employees of the company gradually learn to interpret the subtleties of clients
needs and sometimes employees have been let go due to the absence of
interpersonal skills.
The training colleges of the company therefore suggested to providing training
in interpersonal skills. But the line managers point out that the company has
conducted training in client and customer relations, just two years back. They
added that there is no improvement in customer relations and the return on
money spent on training can?t be justified. The senior managers of the company
feel that much investment on training is unnecessary as some of the trained
employees join other organizations.
However, most of the managers feel that investment on training is essential, but
the dilemma is that which part of the skill should receive more attention and
investment.
Questions:
1. Will training correct the problem of interpersonal relations?
2. Is training cost effective?
3. Is KPMG training the right knowledge and skills?
14
OR
Q.5 Case Study:
Failed Expatriate
14
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Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2016
Subject Code: 2830503 Date: 09/05/2016
Subject Name: International Human Resource Management (IHRM)
Time: 10.30 AM TO 01.30 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)
1
2
3
4
5
6
Multiple Choice Questions
An expatriate is;
A) Is an employee transferred out of their home base to the firm?s
International operation
B) Is an employee transferred into a parent organization
C) Is an employee who understands international business operation
D) Is an employee who has works in more than one country
Which department of an organization is the major use of language translation
service?
A) Tax department
B) Shipping department
C) Human Resource department
D) Operations
One major difference between domestic and international HRM is;
A) Staff hiring
B) Tax equalization
C) Housing Relocation
D) Risk
Which of the following is not a major external factor that influences IHRM?
A) The state of the economy
B) Type of Government
C) Generally accepted practice of doing business
D) Regulatory requirements
What activity in IHRM would not be required in a domestic environment?
A) Staff Orientation
B) Tax equalization
C) Terrorism consideration
D) Relocation assistance
The concept of stagnation in the context of recruitment means;
A) Lack of appropriate selection criteria
B) HR staff having very limited experience outside the HR function
C) Over reliance on the internal labor market to fill new positions
D) Lack of integration of R&S into the wider HR function
06
Q.1 (b) Explain the following terms;
i) Pre-Departure Training
ii) Tax equalization allowance
04
Q.1 (C) Write a note on ethnocentric and polycentric approach. 04
Q.2 (a) ?Companies can hire or buy in values by the way they recruit and select staff? In
pairs, or in small groups, discuss this statements in the context of the following:
? The recruitment and selection process in the country.
07
2
? How would these ?fit? with the concept of hiring and buying in corporate
values?
(b) Are female expatriate different? Explain 07
OR
(b) What should be the main objective and bases for a multinational firm with regard
to its compensation policies?
07
Q.3 (a) What factors contribute to re-entry shock? 07
(b) What is ?Social dumping? and why should unions be concerned about it? 07
OR
Q.3 (a) Discuss the major variables associated with appraisal of expatriate managerial
performance.
07
(b) Discuss different modes of entering in international business. 07
Q.4 (a) What is culture? Discuss cultural issues for an expatriate. 07
(b) Explain the role of non ? expatriate. 07
OR
Q.4 (a) Discuss the factors influencing the global work environment. 07
(b) What is the difference between global manager and global mindset? 07
Q.5 Case Study:
Training issues in KPMG
KPMG one of the major accounting firms ? provides accounting, auditing and
tax services. Majority of its employees are Chartered Accountants and CPAs.
The company has ambitious plan for expansion in view of boom in consultancy
industry consequent upon globalization. Company?s policy is promoting within
and therefore, most of its senior level employees are promoted from entry ? level
accountants. In view of its promotion policy, the company invests heavily on
training of employees in the form of development of in-house educational and
training facilities. Most of its employees receive training at frequent intervals in
the company?s training colleges.
Majority of training investments of the company is on technical and procedural
training for entry ? level accountants in the areas of accounting, finance, tax,
auditing project reports and report writing. However, KPMG has problems in
attracting dynamic energetic young graduates from the colleges and universities.
This situation, sometimes, discourages clients to continue with KPMG in case of
existing clients and approaching KPMG in case of new clients. This situation to
some extent is due to the ?fast ? in, fast ? out style of big ? time consulting.?
Employees of the company gradually learn to interpret the subtleties of clients
needs and sometimes employees have been let go due to the absence of
interpersonal skills.
The training colleges of the company therefore suggested to providing training
in interpersonal skills. But the line managers point out that the company has
conducted training in client and customer relations, just two years back. They
added that there is no improvement in customer relations and the return on
money spent on training can?t be justified. The senior managers of the company
feel that much investment on training is unnecessary as some of the trained
employees join other organizations.
However, most of the managers feel that investment on training is essential, but
the dilemma is that which part of the skill should receive more attention and
investment.
Questions:
1. Will training correct the problem of interpersonal relations?
2. Is training cost effective?
3. Is KPMG training the right knowledge and skills?
14
OR
Q.5 Case Study:
Failed Expatriate
14
3
Mr. Amar Ali Khan ? a Malaysian national and an MBA from International
Islamic University Malaysia was unable to fulfill the long awaited desire of his
wife of working and living in a foreign country. Finally, situation has set in as
Ghana Telikom, Accra, Ghana selected Mr. Amar Ali Khan as its Marketing
Manager on a contract basis for a three year period. Mrs. Khan was excited and
planned for the departure of the entire family including two children, her old
parents. In fact, Mr. Amar tried to convince his wife that he does not know
anything of Ghana. In addition, he informed his wife that the culture, climate,
living cost, social security and political situation of Ghana are quiet different that
of Malaysia and he has no clear idea of all these aspects. But Mrs. Amar did not
listen to him and ultimately she herself decided the date for their travel.
The Ghana telikom could not arrange for their work permit, visa, and air tickets
before the date fixed by Mrs. Khan. Than Mrs. Khan asked her husband to
arrange for visitor?s visa for all of them and buy the tickets from their savings as
Ghana telecom any how reimburses the cost of travel. Mr. Khan could not
displeased his wife and ultimately they landed and Accra as planned by Mrs.
Khan.
The housing and schooling facilities in Accra are quiet inferior to the
expectations of the Mr. and Mrs. Khan. However, she initially did not complain
as everything was done as per her wishes. But the two children started
complaining of the facilities in the school every day. Sooner or the later, her
mother felt sick and Mr. khan have to spend 50% of his savings for her medical
expenses, as Ghana Telikom?s pay package does not include the medical
allowances for other than employee, spouse, and children of employees. Sooner
or later, Mrs. Khan?s father ? in ? law also fell sick and started experiencing
financial crisis.
Mrs. Khan?s honeymoon stage was over within three months and her desire of
living in a foreign country was also fulfilled. Sooner, she developed a negative
picture of Ghana and started feeling that they could not live properly as the food
stuff they desire is not available in Ghana as well as the entertainment facilities
are not according to their taste. She started murmuring and pressurizing Mr.
Khan that we should go back to Malaysia as the home land is far better than any
other country including Ghana. All the family members could muster the
strength and support for Mrs. Khan. Thus, all the members pressurized Mr. Khan
that we should leave Ghana within 15 days.
Mr. Khan could not do anything except tendering his resignation and Ghana
telikom did not pay for their return fare, as he did not honor the contract of
working for three years. His superior expressed his unhappiness over the
resignation, as the Ghana telikom has to restart the selection process for the job
of Marketing Manager. Mr. Khan requested his friends in Malaysia to send
money for their return fares as his savings were just dismal. Finally, the whole
family landed in Malaysia.
Answer the following questions:
1. Discuss the major reasons for the failure of Mr. Khan.
2. To what extent Ghana Telikom is responsible for failure of Mr. Khan?
3. What strategies do you suggest for the prevention of such expatriate
failures?
*************
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This post was last modified on 19 February 2020