Part 2: Matching Complete All (1 mark each) 20 Marks. Answers must be entered on the Answer Template. Only enter the LETTER DO NOT COPY THE TEXT. Premise Response

21. RFP (Request for Proposal) A. The soft costs whose value can be estimated but not measured easily by financial expenditures

22. Benchmarking B. Individuals from a third country who have intensive international experience and know the corporate culture from previous working experience with corporate branches in a third country.

23. Efficiency C. How HR metrics such as turnover and employee engagement are used to describe the workforce.

24. Indirect costs D. The interpersonal treatment employees receive during the implementation of the downsizing decision.

25. Utility Analysis E. HRM systems for foreign subsidiaries that will be consistent with the local economic political and legal environment.

26. Workforce Analytics F. One company acquiring another company. 27. Takeover G. A short-term strategy to cut the number of employees through attrition early retirement or voluntary severance packages and layoffs or terminations.

28. Consolidation H. Combining home HR practices with local practices and selecting the most qualified people for the appropriate positions no matter where these candidates come from. 29. Operating Synergy I. A method of learning that involves questioning current assumptions examining a problem from different perspectives and questioning the validity of the problem. 30. Adaptive IHRM approach J. Describes the responsibilities to be outsourced and invites potential providers to present their proposal for carrying out the job.

31. Integrative IHRM approach K. No matched description 32. Third-Country Nationals (TCNs) L. A method of determining the gain or loss that

results from different approaches. 33. Interactional Justice M. A medium-term strategy in which organizations focus on work processes and assess whether specific functions products and/or services should be eliminated 34. Psychological Contract N. The joining of two or more organizations to

form a new organization.

35. Workforce Reduction O. A long-term strategy that changes the organizations culture and attitudes and employees values with the goals of reducing costs and enhancing quality.

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36. Work Redesign P. A process that can enhance organizational performance by establishing standards against which processes products and performance can be compared and improved.

37. Systematic Change Q. The interaction of individual ideas and efforts toward a team objective that results in outcomes that exceed the capabilities of any individual on the team.

38. Double-Loop Learning R. The cost reductions achieved by economies of scales produced by a merger or acquisition 39. Team Learning S. An unwritten commitment between employers and their employees that historically guaranteed job security and rewards for loyal service.

40. Organizational Learning T. Results achieved compared to resource

inputs.