Which of the following describes the global compensation and benefits strategy that would BEST align with an organization that has decided to pursue a polycentric staffing approach?

Consistent local policies, but may not be consistent across the organization globlly

Utilization of headquarters policies with little adaptation to local considerations

Consistent local and global policies

Consistent policies within a region, but may not thoroughly consistent across regions

Consistent local policies, but may not be consistent across the organization globlly

The HR Director of a multinaltional, U.S. based company is proposing a staffing plan where foreign office are staffed with as many third country nationals as possible instead of expatriates. Which of the following is an advantage to utilizing third country nationals vs. expatriates to fill international assignments?

Helps to create a truly global workforce

Helps solve specific problems to meet specific needs

Facilitates global integration and standardization

Helps to develop a pool of global executives

Which of the following is NOT a benefit of a company and community site visit and orientation before an individual decides to accept an international assignment?

Results in the selection of the most qualified candidate

Helps an organization to dispel unrealistic expectations

A corporation has identified an initiative to recruit and train global leaders over the next 5 year in order to become a truly transnational company. In order to meet this goal, the firm has identified and developed 30 international assignments amongst its 10 office locations. Which of the following candidates would LEAST match these positions?

A 55-year old engineering manager working in the U.S. who has been with company for 10 years and has gone on 3 international assignments

A 25-year old human resources representative working in South Korea who just started at the company

A 40-year old finance manager working in Africa who has been with the company for 8 years

A 40-year old manufacturing manager working in Thailand who has been with the company for 5 years

A 55-year old engineering manager working in the U.S. who has been with company for 10 years and has gone on 3 international assignments

Which of the following represents motivator to a culture that values asvription?

Defined processes and procedures

Which of the following factors is NOT a significant, variable in how an individual may adjust to a new cross-cultural environment?

Length of time international assignment

Extent of previous experience on international assignments

Differences between the cultures

Length of time international assignment

Which of the following factors is NOT likely an issue a human resources professional would help a family to work through to determine the appropriateness of an international assignment for the family at that time?

Is there a history of drug abuse in the family?

Is adventure and discovering new things characteristic of the family?

Is the family stable and relationships currently harmonious?

Is there a history of drug abuse in the family?

Are the children open to moving to the host country?

Which of the following is a measure of recruiting effectiveness in the long term?

Average time required to recruit applicants

A good MBO (management by objectives) shares all of the following aspects EXCEPT:

Goals are established by the supervisor/manager

Periodic feedback about objectives

Goals which align with corporate level goals and strategies

Goals are established by the supervisor/manager

You are assisting a highly talented engineering architect in repatriation after a short-term international assignment in Bangalore, India After are re-entry, there are no appropriate positions available in the organization at headquarters. Which of the following goals is NOT a potential goal for redeploying this individual?

Maintain employee morale in the host country

Sharing the recently acquired knowledge

Retaining the talent for the future

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?

B.F. Skinner' Theory of Behavioral Reinforcement

McGregor's Theory X and Theory Y

Herzberg's Motivation-Hygiene Theory

Which of the following is NOT a common mistake in selection procedures?

Adjusting global competencies to local cultures

Ignore long-term strategic considerations and goals for the position

Adjusting global competencies to local cultures

Use insufficient or not valid selection criteria

Choose final candidate too quickly based on time constraints

Which of the following does NOT represent a strategic financial goal for a global company?

Effectively manage currency exchange fluvtuations

A company has decided to terminate the employment of an executive for performance reasons. The HP Manager to create a severance package. Which of the following factors would NOT be considered when creating the final severance package?

Severity of his lock of performance

Total compensation in relation to severance package

Which of the following is NOT a reason why individuals refuse international assignments?

No clear, identified path for career development guaranteed after the assignment

Personal familial issues, like spouse is reluctant to change careers or children are already in high school

No clear, identified path for career development guaranteed after the assignment

Financial incentives are inadequate

Company's poor record of successful expatriations programs

Which of the following challenges is faced PRIMARILY when developing a global competency model?

Differences in perceptions of various attributes

Base model only on past experience

View the global plan as a sum of individual country plans

Differences in perceptions of various attributes

Balance the day-to-day demands with strategic plans

The HR Director of a multinational, U.S.-based company is proposing a staffing plan where foreign offices are staffed with as local nationals as possible instead of expatriates. Which of the following are NOT business justifications for this proposal?

Compliance with U.S. tax regulations

Building local expertise competencies

Compliance with U.S. tax regulations

Favorable tax treatment by local government

You have decided to measure the organization's recruiting effectiveness in the long term by calculating of turnover. Which of the following reasons represents the PRIMARY purpose of this measurement?

Motivating employees effectively

Assessing cost effectiveness of programs

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?

Provide ongoing support, while on assignment

Plan for a successful repatriation

Provide ongoing support, while on assignment

Plan the international assignment as part of a process, not an activity

Which of the following BEST identifies the stages in the strategic planning process?

Mission & Vision -> Determine Strategic Issues by performing a Gap Analysis, SWOT Analysis, & Benchmarking -> Strategy Formulation -> Strategy Implementation -> Evaluation & Control

Strategy Development -> Strategy Formulation -> Strategy Implementation -> Strategy Evaluation

Mission & Objectives -> Strategy Formulation -> Environmental scanning -> Strategy Implementation -> Evaluation & Control

Mission & Objectives -> Determine Action Plans -> Strategy Implementation -> Evaluation & Control

Which of the following would a trainer emphasize in order to ensure that a training program focused on developing skills for a particular job is valid?

Analyze the job description and job specifications

Survey comparable off-the-shelf programs

Analyze the job description and job specifications

You are preparing an on-assignment checklist for an individual going on an international assignment. Which of the following items is the LEAST important to pursue?

Creating avenues for communication

HRCI GPHR Practice Test 1 - Free Online Exam Prep & Questions

Question 1 / 40

In the European Union, many multinational companies have Work Councils that are created to protect workers interests. A company with 50 employees working across the EU has decided to create a Work Councils Recently, a court has fined the corporation for laying off 10% of the employee population in one of its E.U sites without discussing it with its Work Councils. Which of the following reasons represents the PRIMARY rationale for why this occurred?

HRCI GPHR Practice Test 1

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