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GPHR 2019 > Talent Acquisition & Mobility > Flashcards

Talent Acquisition & Mobility Flashcards

1
Q

Cost for IA’s

A

Between 200-300% of the employees salary

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2
Q

*Ethnocentric staffing (first step in the global maturity phase)

A
  1. Step

Company or culture.

Believe you are the Best, Smartest, etc.

Key positions are held for HQ’s only.

HQ CONTROL

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3
Q

Polycentric staffing

A
  1. Step

Locals control of key positions.

LOCAL CONTROL

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4
Q

Regiocentric staffing

A
  1. Step

Start to accept people from the region so they staff with people from HQ’s, local and the surrounding area.

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5
Q

Geocentric staffing (highest level of global maturity)

A
  1. Step

See people for their contributions and will staff people from all around the world.

Companies should to be geocentric.

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6
Q

Demand vs Supply

A

Effects: pay, jobs, training, benefits, etc.

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7
Q

Job analysis

A

In depth analysis of the position

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8
Q

Job description

A

Summary of the analysis

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9
Q

*Succession planning

A

Developing the people who are going to move up in the organization.

A lot of planning and prep to ensure we have the right people in the right place.

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10
Q

Interview styles

A

Structured interview:

Every person gets asked the same questions.

Prevents people to ask illegal questions.

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11
Q

Pattern interview

A

Loose structure, same topics but more freedom than structured.

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12
Q

Stress interview

A

Putting people under pressure to evaluate whether the candidate can handle the stress.

Police officers.

Examples: yelling at at applicant trying to get them to react.

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13
Q

Directive interview

A

Similar to pattern and structured.

Scripted and preplanned.

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14
Q

Indirective interview

A

Not scripted, go with the flow.

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15
Q

*Behavioural interview

A

Hire people for their skills but fire them for their behaviours.

How they have handled situations in the past.

Tell me about a time…

Most popular form of interviewing in the world.

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16
Q

Politically correct answers

A

Someone who is trained on interviewing

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17
Q

Non verbal bias

A

Trying to over read body language or eye contact. There is a difference between cultures in their body language.

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18
Q

Similar to me bias

A

Wanting to hire people who are most similar to the interviewer.

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19
Q

Group/Team interview

A

Sometimes work but sometimes it doesn’t bc there tends to be a leader and they overshadow the rest.

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20
Q

Staffing issues:

Non discrimination/diversity

A

It can be difficult to ensure you hire a diverse group of people.

It’s best to have a multicultural workforce because we want people to attack problems from all angles.

You are likely representing your customers better with a diverse team.

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21
Q

European Union free movement

A

Legal right to move within the EU all you need is citizenship papers from one country. Can work in any country.

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22
Q

What is human capital?

A

People = Assets

Rich countries attract more educated people therefore enriching their human capital.

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23
Q

Succession planning

A

Preparing for the future

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24
Q

Replacement planning

A

Reactionary when someone is leaving or has left

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25
Q

How does HR become strategic?

A

Align objectives to the business goals.

Align with vision, mission.

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26
Q

What is the primary reason for localizing with recruitment?

A

Because of local laws about hiring/firing people.

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27
Q

Can you have HQ’s in key positions in China?

A

NO, all key positions are for locals.

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28
Q

How many hours is the average work week in China?

A

60 hours

No overtime

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29
Q

How many hours is the average work week in UK?

A

No more then 48 or OT

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30
Q

What will be the future IA site for tech industry?

A

INdia

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31
Q

What is the number one country for IA’s currently?

A

China

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32
Q

What is a RIF?

A

Reduction in force

Not enough work

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33
Q

If it more than 50 workers, how much notice do you have to give in the US?

A

60 days notice

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34
Q

*TUPE - All EU countries

A

Transfer of undertaking protection of employees rights - major change such as major layoff or moving the company.

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35
Q

Acquired rights directive

A

Rights to job, pay, and benefits level. Can’t fire me unless there is a legitimate reason by law.

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36
Q

Most commonly outsourced HR function

A

Payroll

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37
Q

Outsourcing

A

Paying someone else to do something instead of having it in house.

Language training
Relocation assistance

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38
Q

Offshoring

A

Sending work from one country to another country to save costs.

Most common is labour.

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39
Q

Near shoring

A

Sending work to a country close to you to save money.

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40
Q

Inpatriating

A

Bringing someone to HQ’s.

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41
Q

Voluntary Severance Package

A

Some companies will offer employees a cash incentive to resign from their jobs.

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42
Q

Offshoring

A

Sending work from one country to another country to save costs.

Most common is labour, manufacturing or support staff - CS, Accounting.

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43
Q

Most common outsourced part of IA’s

A

Relocation

  • finds housing
  • ## moving the family/employee
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44
Q

Inpatriating

A

Bringing someone to HQ’s from parent company.

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45
Q

Main reason people turn down assignments

A

Spouse/family

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46
Q

What is the trilling partner

A

Spouse of an IA

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47
Q

Are assignments good for people’s career?

A

Often times the career can get set back while they have been gone.

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48
Q

IA process Model

A
  1. Assessment & Selection phase
    - Interview the employee and their spouse.
    - Mutual assessment of whether the country is a good fit and vice versa
  2. Management/Assignee decision
    - letter of agreement
    - Spousal involvement
    - tax discussion
  3. Prep for the assignment:
    - Visa
    - Short visit
    - language and culture training
  4. On Assignment
    - Tax is finalized on assignment
  5. Completing the assignment
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49
Q

Who is responsible managing an employees career?

A

Employee

HR helps with planning

50
Q

HRIS

A

Skills inventory system

51
Q

Dual career paths

A

Opportunity to move up in leadership or up in technical. The way you move up is by gaining technical skills.

FLAT and TECHNICAL

52
Q

Sponsor manager

A

Someone who is communicating with the assignee for when they return and keeping them in the loop about the company.

The employee does not report to them.

53
Q

Lateral

A

Cross training and learning about other jobs in the org.

54
Q

Plateaued careers

A

When the person has reached the top tier for their skill level.

55
Q

Glass ceiling

A

Protected groups and women. Get to a certain level and they hit the invisible level.

56
Q

What is the most common IA’s?

A

Long term 1-5 years.

57
Q

Short term assignments

A

6-12 months

58
Q

International commuting/extended business travel

A

Going to another country for a few weeks at a time and then back and forth from there.

59
Q

Localized transfer or cross border transfer

A

Will be localized in that country. Similar to how we recruit for Cayman.

60
Q

Home bound

A

Someone who is on assignment but never acculturates at all. Reject the local culture.

61
Q

Dual citizenship

A

Carrying two citizenships.

62
Q

Dropout

A

Common issue with IA’s

Does not finish their assignment.

63
Q

Dropout

A

Common issue with IA’s

Does not finish their assignment.

64
Q

Expat Ghetto

A

When a group of people form a group and they don’t talk to other people that are not expats.

British colonies is an example.

65
Q

Critical skills for IA’s

A

Global mindset - someone who can fit in

Conversant in local language

66
Q

*H1B

A

Can’t recruit in America
Must have 4 year degree
Has to demonstrate that they tried to recruit and were unable to.

1st one is good for 3 years and then can renew it for another 3 years.

67
Q

*L1

A

Bring existing employees to the US.

worked for company more then 1 year.

1 year for new office
3 renewal

Simplest visa to get

68
Q

B1 Visa

A

Business visa

69
Q

E-1

A

Treaty trader

70
Q

*H1B

A

Can’t recruit in America
Must have 4 year degree
Has to demonstrate that they tried to recruit and were unable to.

1st one is good for 3 years and then can renew it for another 3 years.

Good for 6 years.

71
Q

TN

A

NAFTA treaty for Canadians/Mexico

1 years stay with unlimited extensions

72
Q

T1

A

Canadians

73
Q

T2

A

Mexicans

74
Q

O visa

A

Extraordinary ability visa

75
Q

F visa

A

Full time studies - as long as school is happening

76
Q

F visa

A

Full time studies - as long as school is happening

77
Q

J visa

A

exchange visitors - au pair

78
Q

Immigrant visas

A

EB-1-5

EB1 gets first dibs

Green card visas

79
Q

Immigrant visas

A

EB-1-5

EB1 gets first dibs

Green card visas

80
Q

4 stages of culture shock

A

Honeymoon
Culture shock
Adaptation
Mastery

81
Q

PCN’s

A

Parent country nationals or host country nationals or locals

82
Q

4 stages of culture shock

A

Honeymoon 0-2 months
Culture shock 2-9 months
Adaptation 1 year
Mastery

83
Q

Most popular alternative assignment

A

Localizing assignees

84
Q

Reverse culture shock or re-entry shock

A

Culture shock when an assignee arrives back in their home country.

85
Q

HCN’s

A

Home/Headquarter Country Nationals

86
Q

Who is most likely to investigate an 1-9 compliance?

A

ICE

87
Q

Who is least likely to investigate an 1-9 compliance?

A

EEOC

88
Q

EEOC

A

Covers discrimination

89
Q

Green Card

A

Allows people to become citizens of the country.

90
Q

I-9’s

A

*

91
Q

Title Seven

A 
Race
Sex
National Origin
Religion
Color
92
Q

At will doctrine in enforced under?

A

Common Law

93
Q

Statement of work

A

Detailed description of the specific services or tasks that a contractor is required to perform under contract.

Deliverable schedule
Scope of work
Period of performance

94
Q

Turniver calculations

A

Number of departures by average number of emps.

95
Q

What is the most costly in terms of discrimination claims?

A

Retaliation

96
Q

What is the most costly in terms of discrimination claims?

A

Retaliation

97
Q

What is normally left out of job postings?

A

Company history

98
Q

Essential Job Function

A

The function cannot be assigned to someone else.

Requires great skill

Function is the reason the job exists.

99
Q

Essential Job Function

A

The function cannot be assigned to someone else.

Requires great skill

Function is the reason the job exists.

100
Q

Rating Scale

A

Oldest and most commonly used.

Objective

Ratings from 1-5 from bad to good

101
Q

Rating Scale

A

Oldest and most commonly used.

Objective

Ratings from 1-5 from bad to good

102
Q

Alternative Work Schedules

A

Anything other then standard full-time job.

103
Q

Four fifths rule

A

*

104
Q

Functional Job Analysis

A

Most likely to use this method when conducting a job analysis.

Rates jobs on data, people and things and also on worker instructions, reasoning, mathematics and languages.

105
Q

BFOQ

A

Bona Fide Occupational Requirement

106
Q

Career Planning Model

A

Self Assessment
Identify career options
Match options with interests
Develop action plan

107
Q

Which country has the highest failure rate for IA’s?

A

USA

108
Q

Which country has the highest success rate for IA’s?

A

Germany

109
Q

Mobility Premium

A

Given in lump sum at end of assignment.

110
Q

K3 visa

A

Spouses of us citizens

111
Q

Integration

A

High level of tolerance for host culture and learning how to adapt.

112
Q

Is home leave common on long term assignment?

A

Yes, very common. Some companies will give flat amount for home visits or travel anywhere.

113
Q

Contrast effect

A

Comparing a poor candidate to an average candidate and it makes them look better.

114
Q

Age grading

A

Expectations of performance is altered based on age.

115
Q

Situational interviews

A

Given a situation and asked how they would respond.

116
Q

Situational interviews

A

Given a situation and asked how they would respond.

117
Q

Job Design

A

Job enlargement, rotation, simplification are all techniques used in a job redesign exercise.

118
Q

Risk assessment

A

Hazard, exposure and risk identification.

119
Q

HR Supply forecasting

A

Identifying the future needs of the company.

120
Q

CSR - Social Responsibility

A

New strategy for business to improve corporate branding,, helps with recruitment, retention.

121
Q

CSR - Social Responsibility

A

New strategy for business to improve corporate branding,, helps with recruitment, retention.

GPHR 2019 (19 decks)

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