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NEW QUESTION # 62
Which of these elements are fundamental to effective HR risk management?
- A. Periodic external assessment and industry survey
- B. Ongoing policy formulation and risk reporting
- C. Sufficient internal controls and audit function
- D. Adequate awareness programs and employee training
Answer: C
Explanation:
Comprehensive and Detailed Explanation:
Internal controls and audit functionsare core to HR risk management. These mechanisms help:
* Prevent fraud or legal violations
* Ensure policy compliance
* Monitor and correct risk exposure in HR processes (e.g., payroll, hiring, labor laws) They form thefirst line of defensein an HR risk framework.
GPHR Study Guide Extract - Workforce Relations and Risk Management / Risk Assessment and Internal Controls:
"Robust internal controls and audit processes enable HR to detect and prevent risks in areas like payroll, benefits, and compliance. They are foundational to a sustainable HR risk management system." Training and policy updates are necessary butsupporting components, not the core infrastructure.
NEW QUESTION # 63
A U.S. Based high tech company has built a R&D office in Bangalore, India. Four years have passed since the greenfield operation was successfully built. During this time, the new location has taken on higher priority engineering projects and has trained and developed managerial skills of its newly recruited managers in Banhalore.
Headquarters wants the office to take on a new engineering project that would expand its business in the U.S. By adding a new product line. This project has been identified as the most important objective for the corporation in the mid-term. The project is still in the phase of identifying specifications and developing milestones, where the engineering management team is working closely with the product manager. The management team understands that it must create an international assignment program to have this project run smoothly. The team believes that extended business travel would be the most appropriate program. In order to confirm their belief, the HR manager does extensive research.
The analysis shows that extended business travel will result in $10,000,000 additional revenue in the first year and $5,000,000 additional revenue in the second year due to the customization of the product to customer demand. The cost of the program is $400,000 initial investment plus a variable cost of $100,000 per year. What is the cost-benefit ratio in the first year ?
- A. 25:1
- B. 1:25
- C. 20:1
- D. 1:20
Answer: C
NEW QUESTION # 64
The call center department of a global organization has a high new hire attrition rate. The HR manager is responsible for addressing this issue in the organization.
Which of the following metrics should the HR manager include when calculating the direct cost of turnover to the organization?
- A. Severance cost
- B. Training cost
- C. Absenteeism cost
- D. Insurance cost
Answer: B
Explanation:
Comprehensive and Detailed Explanation:
Training costis adirect costassociated with turnover. When new hires leave early, the investment made in:
* Orientation
* Job-specific training
* Shadowing or mentorship
...is lost and must be reinvested for each replacement. This is measurable and directly linked to turnover.
GPHR Study Guide Extract - Talent and Organizational Development / Turnover Metrics and Cost Analysis:
"Direct turnover costs include recruitment, onboarding, and training expenses. These are tangible, measurable costs that recur with each new hire and should be tracked to assess hiring effectiveness." Severanceis typically associated with layoffs, not voluntary attrition.Absenteeismandinsuranceareindirect or unrelatedcosts.
NEW QUESTION # 65
Which of the following criteria is NOT a factor in determining the level of control of a non-U.S. corporation?
- A. Principal place of business
- B. Labor relations centrally controlled
- C. Shared management
- D. Interrelation of operations
Answer: A
NEW QUESTION # 66
A manager works very closely with his subordinates to create an effective working environment. Once a new person is hired, he works with the employee to set realistic goals for the short-tern and long-term. In addition, he continuously works employees to discuss career paths and career ambitions. He is constantly coaching, counseling, and mentoring. Once his employees reach goals, he rewards them through merit increase/ bonuses, offering job responsibilities with new challenges, and publicly recognizes their achievement in cross- departmental meetings. Which of the following motivational theories is least utilized in his management approach to motivating his employee?
- A. Herzberg's Motivation-Hygiene Theory
- B. Self-Effcacy Theory
- C. B.F. Skinner' Theory of Behavioral Reinforcement
- D. Vroom's Expectancy Theory
- E. McGregor's Theory X and Theory Y
Answer: B
NEW QUESTION # 67
A company decide to purpose an international assignment program to fill a new position in its new office Beijing, China. With the assistance of the human resources professional, the management, team has finalized a list of selection criteria of the candidate for the role considering the entire scope of the international assignment. During the interviewing process, they utilize various tools to isolate out the success factors.
After deciding on the candidate and the individual accepting the offer, the human resources professional with vendors to provide cross-cultural training prior to departure and plans all the logistical details for the relocation. The human resources professional also assists the individual and his family by providing contacts and setting up meetings with other expatriates in the host country to orientate the expatriate before country, ie career deveploment, potential roles, personal transition, etc. In this scenario, which of the following actions items were forgotten to ensure a successful international assignment?
- A. Provide ongoing support, while on assignment
- B. Plan for a successful repatriation
- C. Provide appropriate training
- D. Plan the international assignment as part of a process, not an activity
Answer: A
NEW QUESTION # 68
Which of the following best demonstrates a geocentric staffing approach in a multinational organization?
- A. Recruiting host-country nationals for local management roles
- B. Deploying expatriates from HQ to run global subsidiaries
- C. Transferring parent-country nationals to all regional offices
- D. Hiring the most qualified candidates regardless of nationality
Answer: D
Explanation:
Ageocentric approachis talent-focused, not nationality-based. It seeks thebest fit for the role, supporting agility and inclusion in global talent strategies.
GPHR Concept:Geocentricity promotes a global mindset and diversity in leadership.
NEW QUESTION # 69
A company is evaluating its performance appraisal method for its international office in Japan. According to Japanese culture, feedback should be formal and focused around the performance of the group. Similarly, rewards should be applied evenly across those at the same level within a group and progressively increase as you go up the hierarchy. Which of the following performance appraisal methods would be the most effective tool to manage their performance ?
- A. Criterion referenced measurement
- B. 360 degree rating
- C. Norm referenced measurement
- D. Open ended essay
Answer: A
NEW QUESTION # 70
A U.S. based high tech company has built a R&D office in Bangalore, India. Four years have passed since the Greenfield operation was successfully built. During this time, the new location has taken on higher priority engineering projects and trained and developed managerial skills of its newly recruited manages in Bangalore.
Headquarters wants the office to take on a new engineering project that would expand its business in the U.S.
by adding a new product line. This project has been identified as the most important objective for the corporation in the mid-term. The project is still in the phase of identifying specifications and developing milestones, where the engineering management team is working closely with the product manager. Which of the following types international assignment is the most appropriate for the product manager during this phase of the project?
- A. Localized transfer
- B. Extended business travel
- C. International commuting
- D. Long-term expatriation
Answer: B
NEW QUESTION # 71
Which of the following is NOT a potential outcome of a poor decision making process by the individual in
resolving to pursue an international assignment?
- A. Dissatisfaction by assognee's family
- B. Unrealistic expectations about assignment
- C. Home country manager addresses problems quickly and thoroughly while the individual is on
assignment - D. Individual evaluates aspectds of the international assignment incorrectly due to the lack of knowledge
in doing so
Answer: C
NEW QUESTION # 72
Researchers have determined that in some cultures, informal training programs are more effective than
formal training programs. Which of the following programs is an example of a formal training program?
- A. Mentors
- B. Cross-cultural training
- C. Knowledge management]
- D. Job rotations
Answer: B
NEW QUESTION # 73
Which of the following describes a framework a framework that links business strategies with day-to-day
activities?
- A. Management by Objective (MVO)
- B. Organizational Values
- C. Balanced Scorecard
- D. Strategic Plan
Answer: C
NEW QUESTION # 74
When communicating cross-culturally, which of the following filters is the LEAST likely to impact and distort the message sent?
- A. Non-verbal cues
- B. Language
- C. Culture
- D. Experiences
Answer: D
NEW QUESTION # 75
Which of the following measures the level of learning achieved by the participants of a training program?
- A. Performance tests
- B. Performance appraisals
- C. Pre-/post measures
- D. 360-degree feedback process
Answer: C
NEW QUESTION # 76
A gap analysis is performed to measure the skill gap between current executives and the type of
executives in order to have a truly global workforce. Which of the following analysis techniques does this
measure utilize?
- A. Ratio analysis
- B. Criterion-referenced analysis
- C. Norm-referenced analysis
- D. Trend analysis
Answer: B
NEW QUESTION # 77
What is the most common expatriate pay delivery model?
- A. Expense reimbursement
- B. Lump-sum payment
- C. Split pay method
- D. Secondment allowance
Answer: C
Explanation:
Comprehensive and Detailed Explanation:
TheSplit Paymodel divides an expatriate's salary between:
* Home country currency(for obligations like mortgages, retirement)
* Host country currency(to cover living expenses)
This ensures that expatriates can meetfinancial obligations in both jurisdictions, while mitigating currency risks.
GPHR Study Guide Extract - Global Compensation and Benefits / Expatriate Compensation Delivery Models:
"The split pay method is the most widely used for expatriates, allowing for compensation in both the home and host country currencies. This ensures liquidity and stability in managing personal and professional expenses across borders." Lump-sumandreimbursement modelsare more applicable to relocation or specific allowances, not regular salary delivery.
NEW QUESTION # 78
An organization is in the global stage of globalization. Which of the following BEST describes the key functions of human resources professionals working in this company at this time?
- A. Increasing activity in international assignment programs, so that they have an extensive knowledge about various host countries. Focused on change partner and navigator role.
- B. Experts at moving resources back and forth across countries. Focused on only navigator role.
- C. Increasing activity in international assignment programs, so that they have an extensive knowledge about various host countries. Focused builder and change partner role.
- D. Experts at moving resources back and forth across countries. Focused on change partner and navigator role.
Answer: D
NEW QUESTION # 79
Which of the following is a difference between the recruitment and selection of an individual for a position in the home country vs. For an international assignment?
- A. Interviewing of family
- B. Reference checking
- C. Cost-benefit analysis
- D. Review of previous work samples, experience, etc.
Answer: A
NEW QUESTION # 80
An organization is creating an incentive pay plan for its global executives. Due to time pressures, the HR
Director is not able to perform a complete analysis as to the measures that should be evaluated for each
executive. Therefore, since the focus of the organization this year is on meeting revenue targets in order to
reach break-even in 2 years, the HR Director and CEO recommend to the Board of Directors an incentive
plan for each executive tied to this year's revenue only. Which of the following statements is true in regards
to the incentive pay plan?
- A. This executive incentive pay plan is not a win-win situation
- B. This is not an effective executive incentive pay plan because it does not have a sunset clause
- C. This is not an effective executive incentive pay plan because it does not aligned with the organizational
goals and objectives - D. This is not an effective executive incentive pay plan because it does not incorporate goals line of sight
Answer: D
NEW QUESTION # 81
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