In the MNE
Why is it important for HRM to consider formal and informal rules of the game in different regions?
Helps ensure compliance with local labor laws and cultural norms
What is a full immersion training ?
Intensive exposure to a foreign culture and language by living within that culture
What is a reverse culture shock ?
Culture shock experienced by people returning to their country of origin
What is the global talent pool ?
Employees who are systematically prepared to assume leadership
What are Third-Country Nationals (TCNs) in the context of multinational enterprises (MNEs)?
a) Employees from the parent country working in the host country
b) Local employees hired within the host country
c) Employees from neither the parent nor host country working in the host country
d) Expatriates returning to their home country
C. Employees from neither the parent nor host country working in the host country
How can HR managers help expatriates manage culture shock effectively?
Physical exercise, relaxation techniques, and connecting with other expatriates help
what are the challenges multicultural teams face?
may face communication and conflict challenges
What are headhunter companies ?
Companies specializing in finding suitable people for senior positions
What is the difference between parent country nationals and host country nationals ?
PCNs are employees from the parent company’s home country working abroad, while HCNs are locals hired in the host country.
Which capability is NOT essential for successful expatriates ?
a) Intellectual capability
b) Psychological capability
c) Social capability
d) Technical capability
d) Technical capability
Intellectual, psychological, and social capabilities are emphasized for success, while technical skills alone are insufficient
What is a psychological contract ?
An informal understanding of expected delivery of benefits in the future for current services
What are full immersion training ?
Intensive exposure to a foreign culture and language by living within that culture
What are the main reasons for hiring third-country nationals (TCNs) in global HRM?
--> They bring fresh perspectives, cultural neutrality, and may have specialized skills
--> They offer unique perspectives outside of the parent and host countries
--> TCNs often provide neutrality and fresh insights, bridging the gap between parent and host countries.
What is culture shock ?
Anticipation = Pre-departure excitement and anxiety
Honeymoon period = excitement + enjoyment of new experiences
Frustration = missing home and friends, pressures at work rises
Normalisation = New friends, getting used to lifestyle, finding your way around
What is the difference between a contract work and commuter assignments ?
--> commuter assignments = Assignments that involve regular stays abroad but with the main base remaining back home
--> contract work = short assignment for a specific project or contract
What are inpatriates ?
Employees of a foreign subsidiary relocated to the MNE’s headquarters for the purposes of
(1) filling skill shortages at headquarters
(2) developing a global mindset for such inpatriates.
What is the primary challenge in global human resource management (HRM)?
Finding and retaining talent
Talent management is a core challenge in global HRM due to the need for skilled employees in strategic roles
What are the roles of expatriates ?
--> monitors
--> ambassadors
--> daily managers
--> trainers
What is repatriation and what challenges is there ?
repatriation = facilitating return of expats
challenges =
--> professional : career anxiety; work adjustment; loss of status and pay
--> private life : friends and family moved on and can't relate; hard for partner/children to adjust
What are the factors in the selection of expatriates ?
--> Corporate HQ preferences : functional skills, knowlegde of company, loyalty, trust
--> Subsidiary preferences : local knowledge, language skills, cultural sensitivity
--> Individual preferences : career progression, remuneration, family