Podcast
Questions and Answers
What type of appearance generally results in higher ratings during interviews?
What type of appearance generally results in higher ratings during interviews?
Which non-verbal cue is NOT linked to higher interview scores?
Which non-verbal cue is NOT linked to higher interview scores?
In what context are attractive females rated more positively?
In what context are attractive females rated more positively?
What is the first step in creating situational interviews?
What is the first step in creating situational interviews?
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When evaluating attractive and less attractive females for managerial jobs, which statement is true?
When evaluating attractive and less attractive females for managerial jobs, which statement is true?
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What is a key benefit of supervisory reinforcement in maintaining new methods and performance standards?
What is a key benefit of supervisory reinforcement in maintaining new methods and performance standards?
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Which of the following is NOT a problem associated with job analysis?
Which of the following is NOT a problem associated with job analysis?
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Which characteristic is associated with the willingness and ability of workers to engage in job crafting?
Which characteristic is associated with the willingness and ability of workers to engage in job crafting?
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What is an example of contamination in job analysis?
What is an example of contamination in job analysis?
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What is the primary purpose of flexible work arrangements in organizations?
What is the primary purpose of flexible work arrangements in organizations?
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What is a critical requirement when hiring outside of Canada?
What is a critical requirement when hiring outside of Canada?
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Which of the following selection strategies requires passing all tests taken at once?
Which of the following selection strategies requires passing all tests taken at once?
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What is the consequence of setting the criterion cut-off too high?
What is the consequence of setting the criterion cut-off too high?
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Which of the following factors is NOT directly related to recruiting for diversity?
Which of the following factors is NOT directly related to recruiting for diversity?
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What is a primary benefit of coaching as a training method?
What is a primary benefit of coaching as a training method?
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Which training method is particularly designed for workers to practice at the same pace as they would on the actual production line?
Which training method is particularly designed for workers to practice at the same pace as they would on the actual production line?
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What is a common disadvantage of job rotation as a training method?
What is a common disadvantage of job rotation as a training method?
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What is a defining characteristic of apprentice training?
What is a defining characteristic of apprentice training?
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What is a key limitation of lectures as an off-site training method?
What is a key limitation of lectures as an off-site training method?
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What are KSAOs used to describe in the context of job analysis?
What are KSAOs used to describe in the context of job analysis?
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Which of the following best defines job analysis?
Which of the following best defines job analysis?
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Which of the following refers to a grouping of related duties and tasks performed by individuals?
Which of the following refers to a grouping of related duties and tasks performed by individuals?
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What is the primary goal of competency modeling?
What is the primary goal of competency modeling?
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Which element is NOT typically included in a job description?
Which element is NOT typically included in a job description?
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How can job descriptions be kept up to date?
How can job descriptions be kept up to date?
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What is the role of subject matter experts (SMEs) in job analysis?
What is the role of subject matter experts (SMEs) in job analysis?
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What does job specification primarily focus on?
What does job specification primarily focus on?
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What is one consequence of performing thorough job analysis?
What is one consequence of performing thorough job analysis?
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Which of the following accurately describes 'tasks' in a job analysis?
Which of the following accurately describes 'tasks' in a job analysis?
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What characterizes an automatic need for hiring?
What characterizes an automatic need for hiring?
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What is the purpose of the recruitment funnel?
What is the purpose of the recruitment funnel?
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What is a realistic job preview (RJP) intended to achieve?
What is a realistic job preview (RJP) intended to achieve?
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What distinguishes passive recruitment from active recruitment?
What distinguishes passive recruitment from active recruitment?
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Which approach would involve forecasting additional labor needs during busy periods?
Which approach would involve forecasting additional labor needs during busy periods?
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What factor is crucial in ensuring a quality pool of applicants?
What factor is crucial in ensuring a quality pool of applicants?
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What represents a challenge in the recruitment sources strategy?
What represents a challenge in the recruitment sources strategy?
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Why is having enough applicants in the first stage of recruitment important?
Why is having enough applicants in the first stage of recruitment important?
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Study Notes
Definitions
- International companies: companies export and import, but their investments are within one home country
- Multinational companies: operate in multiple countries but with clearly designated headquarters in their home country
- Transitional companies: have operations in multiple countries, act like borderless companies and do not consider any one country as the center of operations
- Offshoring: producing overseas or performing some operations overseas
- Outsourcing: moving some operations of the company to a different company (does not necessarily involve an international operation)
- Global integration: ensures companies establish a common corporate culture and common ways of doing business
- Local differentiation: transfer of practices across units through the use of people, information technology, standardized procedures and rules
Issues
- Projecting global competence supply
- Forecasting global competence needs
- Developing a blueprint to establish global competence pools within companies
Strategic International HRM
- HRM issues, functions, policies, and practices
- Result from the strategic activities of multinational enterprises
- Affect international concerns and goals
Dimensions of Culture (Hofstede)
- Individualism vs. Collectivism: Degree to which individuals define themselves as individuals versus through their relationships.
- Power Distance: Degree to which the society accepts unequal power distribution
- Uncertainty Avoidance: Degree to which society feels uncomfortable with uncertainty and emphasizes procedures or traditions
- Masculinity vs. Femininity: Degree to which a culture values achievement and materialism (masculine) or modesty, caring for the weak, and quality of life (feminine)
Corporate International Business Strategies
- Domestic Strategy: Exporting goods abroad as a means of seeking new markets
- Multi-domestic Strategy: Concentrates on the development of foreign markets by selling to foreign nationals
- Global Strategy: Aims to introduce products in chosen countries
- Multinational Strategy: Standardizing products
Strategic IHRM Approaches
- Adaptive: Flexibility for responding to various market demands
- Exportive: Taking a product and putting it in a box, shipping it to a location, remains the same as when it arrived
- Integrative: Piggybacks off another company to help expand
Cross-Cultural Training (CCT)
- Positive Influences: Expatriate self-development; Interpersonal skills; Cross-cultural perception
- Expatriate Training: Cultural adjustment; Work adjustment; Interactional adjustment
Risk Management
- Ensure the safety and security of employees
- Political turmoil, health risks, high crime, acts of terrorism
Compensation
- Ensures expatriates do not suffer a financial penalty from overseas assignments
Selection of Global Manager Candidates
- Five-factor personality model (OCEAN)
- Openness
- Conscientiousness
- Extraversion
- Agreeableness
- Neuroticism
- Trainability
Other Personal Characteristics
- Self-maintenance competencies
- Relationship competencies
- Interpersonal skills
Guidelines for Effective Training
- Assess and evaluate
- Clarify the purpose and goals
- Plan and design
- Implement
- Evaluate
Career Development
- Repatriation: returned to home country
Other Issues in the Strategic IHRM
- International performance appraisals
- International compensation
- International labor relations
Managing HR Globally
- Advantages: Access to wider talent; Transfer of expertise; Recruitment and selection
- Disadvantages: Cultural, legal and economic differences; Adapting practices; Home-country nationals; Parent-country nationals; Third-country nationals
Internationalization
- Close coordination is sometimes required between subsidiaries and parent companies
- Companies may give greater autonomy to subsidiaries to better fit local needs
- Wholly Owned Subsidiaries: Parent company has full control
- Joint Ventures and Strategic alliances: involve cooperation but less control
Managing Expatriates
- Expatriate: Person who lives and works in a different country
- Organizationally assigned expatriates: typically used for overseas work
Self-Initiated Expatriates
- Motivated by a desire to gain experience in different countries
Benefits of Expatriation
- Career advancement; Unique skills in knowledge dispersal
Downsides of Expatriates
- Over-reliance on expatriates can cause issues; Risks of failure; Costly assignments; Poor adjustment;
- Run risk of failure or poor adjustment.
Managing Employee Separation & Retention
- Voluntary turnover: departure initiated by employee (unhappiness and availability of better alternatives)
- Forms of withdrawal without quitting: Tardiness, Absenteeism
- Turnover Rate: (# departures / average employees) x 100
- Retention Rate: (# employees who stayed / # employees) x 100
Downsizing
- Workforce reduction: Attrition; Early retirement; Layoffs
- Work redesign: Assess/revise if necessary
- Systematic change: Changing organization's culture to enhance quality
- Reason for Downsizing: Declining profits; Business downturn
Inplacement/Outplacement issues
- Outplacement: counseling and job-search assistance for terminated workers
- Inplacement: reabsorbing terminated workers into new roles
Performance Management and Appraisals
- Objectives: Giving feedback; performance ratings based on criteria and standards.
- Challenges: Accurate measures, Bias, Practicality, Design features
Training
- Needs Assessment: Organizational Analysis; Task Analysis; Person Analysis
- Training Strategies: Speed; Innovation; Quality-enhancement; Cost-reduction
Methods of Training
- On-Site Training: On the job; Vestibule Training; Job Rotation
- Off-Site Training: Lectures; Audio-visual materials; Programmed instruction; Conferences; Computer-assisted instruction; Simulations; Role-playing
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Description
This quiz explores key concepts related to interview techniques, including appearance and non-verbal cues that impact ratings. Additionally, it delves into job analysis, selection strategies, and the effects of flexible work arrangements in organizations. Test your knowledge on these vital topics in organizational behavior!
