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Free HRCI GPHR Exam Questions (page: 2)

Page 2 of 18
PDF with 204 Questions

Which international market entry strategy involves a multinational organization acquiring an open area and building subsidiary facilities from scratch?

  1. Brownfield projects
  2. Greenfield ventures
  3. Franchise operations
  4. Mergers and alliances

Answer(s): B

Explanation:

Comprehensive and Detailed

A Greenfield venture is a type of foreign direct investment where a parent company starts a new venture in a foreign country by constructing new operational facilities from the ground up. This includes building new factories, offices, and distribution hubs--essentially "starting from scratch." It is commonly used when organizations want full control over their operations, infrastructure, and processes.


Reference:

Strategic Global Human Resources ­ International Market Entry Strategies:

"Greenfield investments involve acquiring land and constructing new facilities, offering full control over operations, but with high risk and initial cost."



What assignment compensation structure often makes it difficult to localize long-serving expatriates?

  1. Home-based pay
  2. Net-to-net
  3. Hybrid plan
  4. Incentive distribution plan

Answer(s): A

Explanation:

Comprehensive and Detailed

The home-based pay structure keeps expatriates' compensation tied to their country of origin, often using a balance sheet approach that maintains living standards consistent with their home country. This can make it difficult to transition these employees to local salaries, particularly if they've been on assignment for a long time and have grown accustomed to higher compensation levels.


Reference:

Global Compensation and Benefits ­ Expatriate Compensation Approaches:

"Home-country-based balance sheet approaches can create long-term inequities and hinder the ability to transition expatriates into localized roles."



An employee is being sent on a support assignment to a country affected by an ongoing local interruption of transportation systems.
Which of the following payments would most likely be provided to the employee?

  1. Mobility bonus
  2. Shipping stipend
  3. Hardship allowance
  4. Premium disbursement

Answer(s): C

Explanation:

Comprehensive and Detailed

A hardship allowance is provided to compensate for difficult living conditions in the host country. Ongoing transportation interruptions are considered a form of hardship, as they can disrupt daily life and employee productivity.


Reference:

Global Talent Acquisition and Mobility ­ Assignment Allowances and Incentives:

"Hardship allowances are provided when the living conditions in the host country are significantly more difficult than those in the home country."



In selecting a global staffing vendor to meet specialized needs, HR needs to consider the;

  1. placement success rate
  2. wage data analysis
  3. level of internal attrition rate
  4. employee survey results

Answer(s): A

Explanation:

Comprehensive and Detailed

The placement success rate is a key metric when evaluating a global staffing vendor. It indicates how effectively the vendor can meet talent acquisition needs, especially for specialized roles that are critical to the organization's success.


Reference:

Global Talent Acquisition and Mobility ­ Vendor Selection Criteria:

"A high placement success rate is critical in evaluating external staffing partners, particularly for niche or hard-to-fill global positions."



Which factor has a direct impact on the effectiveness of the HR function?

  1. Improving operations
  2. Enhancing profitability
  3. Understanding stakeholders
  4. Ensuring leadership well-being

Answer(s): C

Explanation:

Comprehensive and Detailed

Understanding stakeholders--both internal and external--is essential for HR to align its strategies with organizational goals. Effective stakeholder engagement allows HR to design initiatives that meet business needs and employee expectations.


Reference:

Strategic Global Human Resources ­ Stakeholder Analysis and Engagement:

"An understanding of the organization's stakeholders is fundamental to shaping HR's strategy and ensuring its contribution to business performance."



At which stage of an organization's global development is HR's involvement fairly limited, with the firm relying on a few key managers to transfer knowledge to others?

  1. Multi-country
  2. Transnational
  3. International
  4. Global

Answer(s): C

Explanation:

Comprehensive and Detailed

At the International stage, the organization has taken its first steps into foreign markets, often by exporting goods or establishing small overseas offices. HR's role is still minimal, primarily administrative, and typically involves a few senior managers transferring knowledge to foreign operations. There's little integration between the home and host operations.

GPHR Study Guide Extract ­ Strategic Global Human Resources / Global Development Stages:

"In the international stage of globalization, the organization centralizes major decisions at headquarters while foreign operations function largely as extensions. Knowledge and policy transfer is typically carried out by a few key managers, and HR involvement remains operational and limited in scope."

This contrasts with more advanced stages (e.g., Transnational), where HR becomes strategically integrated across geographies.



Which of the following are strategic rationales for leveraging cultural diversity in a global organization? (Select TWO options.)

  1. Reduction of legal risk
  2. Competitive advantage
  3. Reduction in time-to-fill
  4. Changing labor force demographics
  5. Compliance with Affirmative Action Plan (AAP)

Answer(s): B,D

Explanation:

Comprehensive and Detailed

Competitive Advantage ­ Diverse teams bring broader perspectives, creativity, and innovation, leading to enhanced problem-solving and decision-making, which gives organizations a strategic edge in the global market.

Changing Labor Force Demographics ­ Global organizations must respond to increasing workforce diversity, driven by global mobility, migration, and aging populations. Recognizing and preparing for this shift is a strategic imperative.

GPHR Study Guide Extract ­ Strategic Global Human Resources / Cultural Diversity and Global

Workforce Trends:

"Cultural diversity fosters innovation and enables organizations to respond effectively to diverse customer needs. Global demographic shifts, such as aging populations and increased migration, necessitate inclusive strategies to remain competitive."

Legal compliance (AAP) is more reactive and location-specific, not strategic from a global HR perspective.



Which of the following are economic benefits that an employer can derive from having a strong employer brand? (Select TWO options.)

  1. Increased retention
  2. Employee recognition
  3. Customer engagement
  4. Employee wellness
  5. Total rewards

Answer(s): A,C

Explanation:

Comprehensive and Detailed

Increased Retention ­ A strong employer brand attracts high-quality talent and fosters pride and loyalty, reducing turnover costs and improving organizational stability.

Customer Engagement ­ Employees who are proud to work for a company become brand ambassadors, indirectly improving customer trust and brand loyalty.

GPHR Study Guide Extract ­ Talent Acquisition and Mobility / Employer Branding:

"Employer branding not only reduces recruitment and retention costs but also strengthens corporate reputation. Engaged employees contribute to customer satisfaction and organizational growth, reinforcing the employer brand in the market."

Recognition and wellness are elements of internal programs, not direct economic drivers of employer branding.



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