Which activity is hr likely to perform at the corporate level using an upstream/downstream model?

In the context of balancing the dynamic tensions of duality and competing forces of convergence and divergence in global business management, this article examines various important company headquarters ‘upstream’ and local country unit ‘downstream’ processes and activities that must work in sync to build global synergies and effectively implement company strategy. Upstream processes and activities of global performance management considered here include strategic performance management integration and coordination, workforce internal alignment, knowledge management, and organizational learning. Downstream considerations include responsiveness to local conditions, sensitivity to cross cultural differences, establishment of the performance management relationship, and comprehensive training efforts.

HR in the Global ContextWhich critical role must HR assume in light of globalization?

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To approach global assignments from a strategic-systematicperspective, which action should HR take?

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What document legally authorizes a person to take employment inanother country?

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How does the Global Integration-Local Responsiveness matrix aid HRin developing policies and determining staffing needs?

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Which best describes a global organization?

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Which is considered a "pull" factor in attracting organizations towardglobalization?

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Which employee is considered a globalist?

Which major role does HR play in supporting global strategic management?

Partnering to create the organization's global strategy

Rationale: HR can support strategic management by helping to create global strategy, aligning HR activities with it, adapting the activities to local needs, and enhancing communication between the organization and its stakeholders.

Which best characterizes today's global organization?

Any organization, large or small, whose processes, actions, and decisions are firmly rooted in a carefully conceived global strategy

Rationale: Because of technologies and the growing ease of doing business across borders, a global organization is no longer defined by its size or physical presence in multiple countries but by its global strategy.

Which critical role does HR need to assume in light of globalization?

Balancing an organization's global strategy with policy localization to reflect national cultures and laws

Rationale: Globalization has made the role of HR more critical and more complex. In developing and implementing global strategies, global HR must constantly balance standardization of policies influenced by the organization's values and global strategy with the need to localize these policies through programs and practices that reflect organizational and national cultures and local laws.

Which characterizes globalization?

Global markets, economies, and technologies are increasingly interconnected.

Rationale: The integration of markets, nation-states, and technologies is enabling individuals, corporations, and nation-states to reach around the world farther, faster, deeper, and cheaper than ever before.

How does the demographic dichotomy bring new attention to generational differences?

By identifying educational and skills dividends and deficits between emerging and developed economies

Rationale: In the growing demographic dichotomy, developed countries are facing an aging workforce while emerging economy workforces are much younger. So globalization has brought new attention to generational, as well as cultural, diversity. The diaspora of increased global migration has made the workforce increasingly diverse in all countries.

Which illustrates a regiocentric global orientation as described by Perlmutter?

Senior management talent moves between countries within regions.

Rationale: In a regiocentric global orientation, operations are managed regionally. Communication and coordination are high within regions and less so between regions.

Which strategy should HR recommend to embrace diversity in the workforce at a greenfield operation?

Local responsiveness

Rationale: A greenfield operation is a way for an organization to grow its market by entering a new market and building its presence from the bottom up (as opposed to buying a local business). Since locals will understand the forces affecting diversity better than a global headquarters team, encouraging local HR to implement a diversity policy in a culturally appropriate way will be more effective.

Which activity is HR most likely to perform at the corporate level using an upstream/downstream model?

Strategic planning

Rationale: When using the upstream/downstream model, an organization keeps strategy at the corporate or upstream level since it does not require local adaptations.

Which is the primary benefit of a localization strategy?

Strong customer ties and responsiveness

Rationale: Localization enables an organization to place greater emphasis on local customers, products, partners, and labor sources. It also enables an organization to meet specific legal and cultural requirements and become a part of local networks.

Which is a primary goal of a transnational organization?

To build strong local and global identities

Rationale: A transnational corporation builds strong local and global identities. Ideas flow not only from headquarters to the subsidiaries but among subsidiaries and to headquarters. Localized processes and practices meet cultural and legal requirements in each market, and knowledge and experience are shared globally.

Which is a benefit to a global organization of having a geocentric approach to its compensation and benefits strategy?

It provides a single, cohesive approach that allows leaders to look at benefit offerings on a broader scale.

Rationale: In a geocentric organization, an international company is seen as a team, with management talent coming from any location in the enterprise. The strategic plan is to balance the global strategy with local culture and regulations.

Which of the following is a "push" factor for global expansion?

Need for new markets

Rationale: Organizations are pushed toward globalization in reaction to changes in the business environment (such as limited market opportunities in their home countries). The other factors listed here are "pull" factors. Organizations are pulled toward globalization through the promise of achieving greater organizational value.

In pursuit of cost savings, a western European company decides to partner with an organization in central Europe. In addition to a lower cost base, the company chose this partner over a Chinese prospect because of reduced geographical, cultural, and linguistic differences. Which outsourcing arrangement does this describe?

Near-shoring

Rationale: This is an example of near-shoring, where an organization outsources part or all of its operations to a nearby country. In this scenario, the manufacturer moves some of its operations to a lower-cost organization while maintaining geographic and cultural proximity. As such, travel distances will be less than relocating to China, and the new partner will most likely be more culturally aligned.

An assignee returning to the United States after several years in Asia says that he feels like an alien at home and at work. What does this demonstrate?

Reverse culture shock

Rationale: Upon returning to their home country, many assignees experience reverse culture shock (reentry shock). The organization and their home surroundings are neither what they left nor what they anticipated returning to.

How should HR support an international assignee during his or her assignment?

By coordinating communication and visits to the home country

Rationale: HR coordinates communication and visits to the home country during the assignment period.

During which stage of the global assignment process should criteria for the ideal expatriate candidate be developed?

Assessment and selection

Rationale: The criteria and standards should be defined in the assessment and selection stage. These criteria help narrow the focus for successful candidates.

In order to approach global assignments from a strategic-systematic perspective, which action should HR take?

Develop future executives with essential global perspectives.

Rationale: Developing future executives with essential global perspectives is a primary action in a strategic-systematic approach.

In the assessment and selection step of the global assignment process, which aspect is critical to the success of the assignment?

Involving the right people

Rationale: The only option that falls under the assessment and selection step is involving the right people. The other options refer to the management and assignee decision and pre-departure preparation steps.

What is one thing an organization can do to help ensure a global assignment's success for both the individual and the organization?

Provide well-planned, ongoing training and support.

Rationale: Ongoing training and support is critical throughout the assignment, not just before. Both expatriation and repatriation require equal attention. Assignments should be viewed as a process, not an activity. All criteria, not just functional and communication skills, should be considered in candidate selection.

Which is the best option to help an international assignee rapidly acclimate to the new country's culture?

Secure a specialized third-party vendor to provide the assignee with a customized settling-in program.

Rationale: To navigate the complexities of global assignments, a specialized third-party vendor is the best resource. Although the other options may be generally helpful, they are not specifically targeted to assist the assignee in acclimating to the global assignment.

Why is cross-cultural training critical for international assignees and their families?

It reduces the risk of failed assignments.

Rationale: Effective international assignments involve many practices. Cross-cultural training for assignees and their families not only reduces the risk of failed assignments but also helps to manage expectations and to facilitate adjustment and performance.

An employee has been selected for an international assignment. This first-time assignment is expected to last two to three years and involves full relocation. Why is a well-crafted global letter of assignment a key part of the assignment plan?

It addresses the terms and conditions of the assignment.

Rationale: A letter of assignment evolves from the assignment plan and addresses the business aspects of the assignment as well as compensation, benefits, and local work rules. Taking the time to ensure that the information provided is clearly articulated, thorough, consistent, and unambiguous sets clear and reasonable expectations between the employer and the employee. In turn, this information sets the stage for a successful first-time international assignment.

Which employee is considered a globalist?

Assignee who moves from one international assignment to another

Rationale: Globalists spend their entire careers in international assignments, moving from one locale to another.

Repatriation

Process by which employees returning from international assignments reintegrate into their home country's culture, conditions, and employment.

Near-shoring

Practice of contracting a part of business processes or production to an external company in a country that is relatively close (e.g., within the same own region).

Local responsiveness (LR)

Globalization strategy that emphasizes adapting to the needs of local markets and allows subsidiaries to develop unique products, structures, and systems.

Globalization

Status of growing interconnectedness and interdependency among countries, people, markets, and organizations worldwide.

Onshoring

Relocation of business processes or production to a lower-cost location inside the same country as the business.

Offshoring

Method by which an organization relocates its processes or production to an international location through subsidiaries or third-party affiliates.

Global integration (GI)

Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations.

Identity alignment

Extent to which diversity is embraced in management of people, products/services, and branding.

Reverse innovation

Innovations created for or by emerging-economy markets and then imported to developed-economy markets.

Multinational enterprises (MNEs)

Organizations that own or control production or service facilities in one or more countries other than the home country.

Redeployment

Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country.

Outsourcing

Process by which an organization contracts with third-party vendors to provide selected services/activities instead of hiring new employees.

Process alignment

Extent to which underlying operations such as IT, finance, or HR integrate across locations.

Assignees

Employees who work outside their home countries.

How does the issue of allegiance in global assignments affect the processes of global assignment selection and assignee management?

It enables HR to deliver support appropriate to the assignee's unique needs.

Rationale: A global assignee may feel allegiance to the home country or to the host country, depending on the individual and the circumstances. This can affect the ease of the transition into a host country's culture and processes and of the assignee's return to the home country. It does not affect logistics, but it can indicate which candidates are likely to be more successful in global assignments. An employee who has a history of being compliant will probably be aware of and respect the need for compliance in different countries.

Which type of program promotes ongoing career development support, repatriation assistance, and advice for international assignees?

Mentoring

Rationale: Mentoring programs can be very significant for the international assignee. They provide a number of benefits, including the value of having an advocate and personal coach while abroad.

Which action is characteristic of an organization that approaches global assignments from a strategic-systematic perspective?

Coordinating critical functions among the home office and foreign locations

Rationale: The strategic-systematic approach to global assignments, which is characterized by coordinating and controlling functions among the home office and foreign locations, is more cost-effective than the alternative tactical-reactive approach and yields much better long-term results.

Which activity is HR most likely to perform at the corporate level using an upstream downstream model?

What is downstream strategy HR?

Which HR task is usually associated with a Multidomestic corporation?

How does HR support strategic management in a global organization quizlet?