1. JOSEPH’S COLLEGE OF COMMERCE (AUTONOMOUS)

End semester examination –  April 2013

B.COM / B.B.M.  – VI SEMESTER

  International Human Resource Management

 (HR ELECTIVE PAPER- IV)

Duration: 3 Hours                                                                                            Max. Marks: 100

Section-A

 

1. Answer in one or two sentences. Each question carries two marks.              (10×2=20)

 

1. Define IHRM.
2. Give any four approaches to international compensation.
3. Give any four issues in staff selection by MNCs’.
4. Define repatriation.
5. Who is an expat?
6. Specify any four types of employees of MNCs’ based on assignments.
7. What comprises of repatriation process?
8. Give any four Indian multinational companies.
9. Bring out any two HRM practices in India.
10. Give any two functions of Trade Unions.

 

Section-B

 

1. Answer any four of the following. Each question carries 5 marks.              (4×5=20)

 

11. Explain the various causes for the failure of an expat.
12. Explain the factors influencing International Compensation.
13. Distinguish between HRM practices of USA and Japan.
14. Explain the objectives of International Compensation.
15. Differentiate between domestic and international HRM.
16. Explain the various sources of recruitment in international context.

 

Section-C

 

• Answer any three of the following. Each question carries 15 marks.        (3×15=45)

 

17. Explain various approaches of International recruitment.
18. Bring out the various types of training programs to be conducted for international employees.
19. Explain the activities and issues of IHRM.
20. Explain in detail the challenges of International Performance Management.
21. Describe the influence of Trade Unions on MNCs’. What are the MNCs’ strategies for the same?

 

 

Section-D

 

1. Case Study- Compulsory question.                                                             (15 marks)

 

Hi-Tech Electronics Ltd. was established in 2006 in Kaulalumpur, Malaysia. It produces and markets all types of Electronics goods in most of the Asian and Pacific countries. It has been one among the top companies as per the level of the technology and one among the top three companies regarding the marketing of the products in Malaysia. The company’s policies and practices concerning human resources management are top in the country. The company’s salary Administration policies and practices were taken as guidelines not only by other companies but also by various wage boards and pay commissions in the country. But this company has been struggling a lot because of a minor problem relating to administration of salary and benefits.

The problem is stated here under.

The company employed nearly 400 national young graduate and post graduate engineers and 20 expatriate engineers. These employees form the cream of the company’s present human resource. The expatriate employees occupied higher positions in all the departments including Human Resources Department. The company’s salary policy and benefits policy were formulated mainly on the basis of the expatriate employee’s desire. The base salary of the company is the same for both expatriate and national employees. But expatriates receive additional allowances, like international market allowance, educational allowance, risk allowance, setting-in allowance, car allowance, housing allowance and entertainment allowance. Thus, expatriates receive nearly 250% more salary than the nationals doing the same job.

The national employees demanded the management to pay equally with that of the expatriates immediately. According to them, the pay pocket frustrates them severely.

 

Questions:

 

1. What is the crucial issue in this case?

 

1. I f you were the HR manager of the company, whom do you satisfy?

 

 

 

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