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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
How does HR become strategic?
Align objectives to the business goals. Align with vision, mission.
26
What is the primary reason for localizing with recruitment?
Because of local laws about hiring/firing people.
27
Can you have HQ's in key positions in China?
NO, all key positions are for locals.
28
How many hours is the average work week in China?
60 hours No overtime
29
How many hours is the average work week in UK?
No more then 48 or OT
30
What will be the future IA site for tech industry?
INdia
31
What is the number one country for IA's currently?
China
32
What is a RIF?
Reduction in force | Not enough work
33
If it more than 50 workers, how much notice do you have to give in the US?
60 days notice
34
*TUPE - All EU countries
Transfer of undertaking protection of employees rights - major change such as major layoff or moving the company.
35
Acquired rights directive
Rights to job, pay, and benefits level. Can't fire me unless there is a legitimate reason by law.
36
Most commonly outsourced HR function
Payroll
37
Outsourcing
Paying someone else to do something instead of having it in house. Language training Relocation assistance
38
Offshoring
Sending work from one country to another country to save costs. Most common is labour.
39
Near shoring
Sending work to a country close to you to save money.
40
Inpatriating
Bringing someone to HQ's.
41
Voluntary Severance Package
Some companies will offer employees a cash incentive to resign from their jobs.
42
Offshoring
Sending work from one country to another country to save costs. Most common is labour, manufacturing or support staff - CS, Accounting.
43
Most common outsourced part of IA's
Relocation - finds housing - moving the family/employee -
44
Inpatriating
Bringing someone to HQ's from parent company.
45
Main reason people turn down assignments
Spouse/family
46
What is the trilling partner
Spouse of an IA
47
Are assignments good for people's career?
Often times the career can get set back while they have been gone.
48
IA process Model
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
49
Who is responsible managing an employees career?
Employee | HR helps with planning
50
HRIS
Skills inventory system
51
Dual career paths
Opportunity to move up in leadership or up in technical. The way you move up is by gaining technical skills. FLAT and TECHNICAL
52
Sponsor manager
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
Lateral
Cross training and learning about other jobs in the org.
54
Plateaued careers
When the person has reached the top tier for their skill level.
55
Glass ceiling
Protected groups and women. Get to a certain level and they hit the invisible level.
56
What is the most common IA's?
Long term 1-5 years.
57
Short term assignments
6-12 months
58
International commuting/extended business travel
Going to another country for a few weeks at a time and then back and forth from there.
59
Localized transfer or cross border transfer
Will be localized in that country. Similar to how we recruit for Cayman.
60
Home bound
Someone who is on assignment but never acculturates at all. Reject the local culture.
61
Dual citizenship
Carrying two citizenships.
62
Dropout
Common issue with IA's Does not finish their assignment.
63
Dropout
Common issue with IA's Does not finish their assignment.
64
Expat Ghetto
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
Critical skills for IA's
Global mindset - someone who can fit in Conversant in local language
66
*H1B
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
*L1
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
B1 Visa
Business visa
69
E-1
Treaty trader
70
*H1B
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
TN
NAFTA treaty for Canadians/Mexico 1 years stay with unlimited extensions
72
T1
Canadians
73
T2
Mexicans
74
O visa
Extraordinary ability visa
75
F visa
Full time studies - as long as school is happening
76
F visa
Full time studies - as long as school is happening
77
J visa
exchange visitors - au pair
78
Immigrant visas
EB-1-5 EB1 gets first dibs Green card visas
79
Immigrant visas
EB-1-5 EB1 gets first dibs Green card visas
80
4 stages of culture shock
Honeymoon Culture shock Adaptation Mastery
81
PCN's
Parent country nationals or host country nationals or locals
82
4 stages of culture shock
Honeymoon 0-2 months Culture shock 2-9 months Adaptation 1 year Mastery
83
Most popular alternative assignment
Localizing assignees
84
Reverse culture shock or re-entry shock
Culture shock when an assignee arrives back in their home country.
85
HCN's
Home/Headquarter Country Nationals
86
Who is most likely to investigate an 1-9 compliance?
ICE
87
Who is least likely to investigate an 1-9 compliance?
EEOC
88
EEOC
Covers discrimination
89
Green Card
Allows people to become citizens of the country.
90
I-9's
*
91
Title Seven
``` Race Sex National Origin Religion Color ```
92
At will doctrine in enforced under?
Common Law
93
Statement of work
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
Turniver calculations
Number of departures by average number of emps.
95
What is the most costly in terms of discrimination claims?
Retaliation
96
What is the most costly in terms of discrimination claims?
Retaliation
97
What is normally left out of job postings?
Company history
98
Essential Job Function
The function cannot be assigned to someone else. Requires great skill Function is the reason the job exists.
99
Essential Job Function
The function cannot be assigned to someone else. Requires great skill Function is the reason the job exists.
100
Rating Scale
Oldest and most commonly used. Objective Ratings from 1-5 from bad to good
101
Rating Scale
Oldest and most commonly used. Objective Ratings from 1-5 from bad to good
102
Alternative Work Schedules
Anything other then standard full-time job.
103
Four fifths rule
*
104
Functional Job Analysis
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
BFOQ
Bona Fide Occupational Requirement
106
Career Planning Model
Self Assessment Identify career options Match options with interests Develop action plan
107
Which country has the highest failure rate for IA's?
USA
108
Which country has the highest success rate for IA's?
Germany
109
Mobility Premium
Given in lump sum at end of assignment.
110
K3 visa
Spouses of us citizens
111
Integration
High level of tolerance for host culture and learning how to adapt.
112
Is home leave common on long term assignment?
Yes, very common. Some companies will give flat amount for home visits or travel anywhere.
113
Contrast effect
Comparing a poor candidate to an average candidate and it makes them look better.
114
Age grading
Expectations of performance is altered based on age.
115
Situational interviews
Given a situation and asked how they would respond.
116
Situational interviews
Given a situation and asked how they would respond.
117
Job Design
Job enlargement, rotation, simplification are all techniques used in a job redesign exercise.
118
Risk assessment
Hazard, exposure and risk identification.
119
HR Supply forecasting
Identifying the future needs of the company.
120
CSR - Social Responsibility
New strategy for business to improve corporate branding,, helps with recruitment, retention.
121
CSR - Social Responsibility
New strategy for business to improve corporate branding,, helps with recruitment, retention.

GPHR 2019 (19 decks)

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