MODULE 2 - Global Talent Acquisition & Mobility

Question 0

Assimilation

Answer 0

Process through which an employee becomes a committed member of an organizational team.

Question 1

Assignee

Answer 1

All-encompassing term used to describe an international worker: global, local, cross-border, or moving within a region or country.

Question 2

Bona fide occupational qualification (BFOQ)

Answer 2

Exception to US definition of employment discrimination; situation in which gender, religion, or national origin is reasonably necessary to carry out the particular job function in the normal operations of the business or enterprise.

Question 3

Brain drain

Answer 3

Exit of educated and skilled citizens from emerging in developing countries for better-paying jobs and developed countries.

Question 4

Competency

Answer 4

Set of behaviors encompassing knowledge, skills, and abilities and attitudes and attributes that, when taken together, are critical to successful performance of the specific task or function.

Question 5

Competency model

Answer 5

Collection of competencies related to specific position or job function.

Question 6

Core competencies

Answer 6

Knowledge, attitudes, attributes, and abilities that employee must possess in order to successfully perform job functions that are essential to the organization’s operation.

Question 7

Cost of hire

Answer 7

Traditional measure of recruiting costs; determined by taking the total costs of all hires and dividing that figure by the number of new hires.

Question 8

Cost per higher (CPH)

Answer 8

Measure of the effort exerted (defined in financial terms) to staff and have a decision and organization.

Question 9

Days to fill

Answer 9

Number of days from when a job requisition is open until the offer is excepted by the candidate; also known as time to fill.

Question 10

Employment-at-will (EAW)

Answer 10

Principal stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there’s a law or contract to the contrary and that employees have the right quit a job at any time.

Question 11

Employment branding

Answer 11

Process of positioning and organization as an “employer of choice” in the labor market.

Question 12

Expatriate

Answer 12

Term used collectively to refer to employees since abroad to work in the country other than where they live; also known as international assignee.

Question 13

Extraterritoriality

Answer 13

(1) state of being beyond the jurisdiction of local laws; (2) extension of the power of the country’s laws over its citizens outside that country’s sovereign national boundaries.

Question 14

Global staffing

Answer 14

HR function that identifies staffing needs throughout a global enterprise and then recruits, selects, and deploys worldwide talent resources to meet those requirements.

Question 15

Global talent acquisition

Answer 15

Actions an organization takes to meet current and future skill needs for operations worldwide; managing of talent and skills as a single resource across the entire globe, with the objective of moving the strategic goals of the global organization forward over the long-term.

Question 16

Head count

Answer 16

Number of people on an organization’s payroll at a particular moment in time; also known as full-time equivalency (FTE).

Question 17

Post-country nationals (HCNs)

Answer 17

Employees working in their own country; also known as local nationals.

Question 18

Inpatriate

Answer 18

Term generally used to describe employees brought in from another country to work at the headquarters country for a specified period.

Question 19

International assignee

Answer 19

Term used collectively to refer to employees sent abroad to work in a country other than where they live; also known as expatriate.

Question 20

Job analysis

Answer 20

Systematic study of jobs to determine what activities and responsibilities they include, the personal qualifications necessary for performance of the jobs, the conditions under which the work is performed, and the reporting structure.

Question 21

Job competencies

Answer 21

Behaviors, abilities, and attributes that can link individuals or teams to enhance performance; the critical success factors needed to perform a given role in an organization.

Question 22

Job description

Answer 22

Written description of a job and its requirements, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure.

Question 23

Job specifications

Answer 23

Description of the qualifications necessary for an incumbent to have a reasonable chance of being able to perform a job.

Question 24

Local nationals (LNs)

Answer 24

Employees working in their own country; also known as host-country nationals (HCNs).

Question 25

Negotiation

Answer 25

Process of discussing something with someone in order to reach an agreement; in business, often involves each party attempting to persuade other to agree with his or her point of view and ultimate goal is to reach agreement in a way that both parties find acceptable.

Question 26

Onboarding

Answer 26

Process of enabling an employee to become familiar with a new location; eases the entry into a new organization, new job, and a new culture.

Question 27

Parent-country nationals (PCNs)

Answer 27

Citizens of the organization’s headquarters country who reside and work abroad.

Question 28

Recruitment

Answer 28

Process of encouraging candidates to apply for job openings.

Question 29

Redeployment

Answer 29

Process by which an organization moves an employee out of a position.

Question 30

Reliability

Answer 30

Ability of an instrument to measure consistently.

Question 31

Relocation

Answer 31

Process of moving people throughout an organization.

Question 32

Repatriate

Answer 32

Term used to refer to employees when they return home from an international assignment.

Question 33

Repatriation

Answer 33

Process of re-integrating employees back into the home country after an assignment; includes adjustment to the new job and we just went to the home culture and conditions.

Question 34

Return on investment (ROI)

Answer 34

Calculation that measures the economic return on an asset or project.

Question 35

Secondment

Answer 35

Term used to describe a situation in which an organization temporarily signs and employee to a local subsidiary or affiliated company; also called temporary secondment or posting.

Question 36

Selection

Answer 36

Process followed to interview and evaluate candidates to select those best qualified for a targeted position.

Question 37

Sourcing

Answer 37

Precursor to actual recruitment; generates a pool of qualified applicants and identifies individuals who may be potential employment suspects or referral points for other suspects.

Question 38

Third-country nationals (TCNs)

Answer 38

Employees who are citizens of countries other than where they work or where the organization’s headquarters resides.

Question 39

Validity

Answer 39

Ability of an instrument to measure what it is intended to measure.

Question 40

Workforce analytics

Answer 40

Software products or tools to help at organization draw conclusions from HR data quickly and efficiently.

Question 41

Workforce planning

Answer 41

Process and organization uses to analyze its workforce and the term of the steps it must take to prepare for future needs.