Question 1

You are in the process of evaluating the current global compensation structure, which is based on headquarters biases. One of the remote offices has a very unique culture, Because their culture is diffuse often combining family, life, and work together, is universalistic, and focuses on the collective group. On the other hand, the other locations, including headquarters, have a culture that is particularistic, individualistic, and specifically divides work and family. Which of the following aspects of the current structure might be affecting the unique location by the lack of adaptation to local pressure?

Options :

A : Defined goals are clear, relevant, and ensure line of sight

B : Company has adopted an aggressive sales commission plan for each salesperson

C : Company has adopted a gainsharing plan

D : Every employment offer is detailed in writing

Answer: B

Question 2

Which of the following is an intangible benefit of an international assignment?

Options :

A : Faster cross-border project completion times

B : Development of technical skills by local workers

C : Increased alignment of host country goals with overall company goals and objectives

D : Increased process efficiency

Answer: C

Question 3

Which of the following indicators is lagging indicator ?

Options :

A : Return of shareholder value

B : Reduced turnover

C : Customer satisfaction

D : Production throughput

Answer: A

Question 4

Which of the following is NOT a factor in benefits practices that Human Resources should consider when developing a global compensation and benefits strategy?

Options :

A : Life insurance benefits

B : Medical coverage

C : Reasons for termination

D : Leaves of absences

Answer: C

Question 5

Which of the following ways does a U.S. company practices regarding industrial relations differ from the approach of most nations?

Options :

A : Automatic representation

B : Government mandate approach

C : Positive approach

D : Employer free speech

Answer: D