Which of the following decribes an employee's motivational potential, according to the job characteristics mode?

Skill variety, task identity, task significance, autonomu, feedback

Ability to implement, responses, feedback

Motivation factors and incentives

Skill variety, task identity, task significance, autonomu, feedback

job analysis, task significance

Let's assume you need to develop a strategic employer branding program. Which of the following is one of the LEAST effective methods in prositive employer branding?

Providing above-market compensation packages

Gathering local confidence by socially responsible actions, ie environmentally conscious

Winning the Malcolm Baldrge National Quality Award

Implementation of flexible work arrangements that reduce turnover by 10%

What are the 4P's in Marketing?

Price, Place, Product, Promotion

Place, Product, Promotion, Partnership

Price, Place, Product, Promotion

Price, Product, Promotion, Productivity

Price, Product, Promotion, Partnership

Which of the following is NOT a reason why a company would pursue moving forward with an acquisition?

Increase their current market share

Which of the following criteria is NOT a factor in determining the level of control of a non-U.S. corporation?

Labor relations centrally controlled

Which of the following is NOT a significant benefit for employers to clearly communicate the direct and indirect compensation strategy to their employees?

Minimize confusion over issues such as vacation policy

Better understanding of equity in structure

Minimize confusion over issues such as vacation policy

Clear understanding of compensation and performance through performance appraisals

Understanding the amount of money employers pay to maintain health care benefits

A HR staffing plan is different from strategic HR planning because it is a lot more tactical responding quickly to changes. Which of the following is NOT a factor that helps to ensure that the tactical HR staffing plan is linked to strategic HR planning?

Perform a gap analysis to determine the current staffing pool vs. the future needs

Should get buy-in from a large audience when developing global RH staffing plans

Assumptions of the HR staffing plan is explicit and fact-based when communicating the plan across the various global locations

HR staffing plan clearly aligns with organizational goals

Perform a gap analysis to determine the current staffing pool vs. the future needs

A corporation is considering building a greenfield operation for a R&D site in Bangalore, India According to the strategic plan, technical managers from headquarters will manage these employees and incorporate them in their current engineering product deployments. Which of the following is NOT an advantage of pursuing heterogeneous global teams?

Easier to agree on a specific decision

Local responsivensiveness to custormers

Transfer of knowledge between the two or more sites

Easier to agree on a specific decision

More innovative ideeas developed

Which of the following is one of the primary outcomes of a job analysis?

Highly structured questionnaires

An oraganization is in the growth stage of the oraganizational life cycle. If has five locations, one in the U.S. (headquarters), two in Asia, one in South America, and one in Europe. The company has decided to utilize a geographic oranizational structure. Although the foreign locations are relatively new, each office has focused on building both technical talent within is own site. Therefore , each location is fully operational each running fairly independently. However, once a year the executive team form headquarters visits each office to meet with the managers at each site to discuss the coming fiscal year's strategic goals and objectives, Which of the following factors does NOT play a factor in determining the global staffing approach in this scenario?

Global growth strategy of orgazation

Fairly locally resonsive strategy by headquarters

Strategic plans identified by hesdquarters

Relative maturity of each global location

Which of the following is NOT a potential reason for geographic differentials in pay?

Existence of a large group of minorities in the area

Different cost of living standards

Incentive to attract akilled workers to an area, which normally has rain for 80% of the year

Existence of a large group of minorities in the area

Incentive to attract workers to a foreign country

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?

Home country manager addresses problems quickly and thoroughly while the individual is on assignment

Dissatisfaction by assognee's family

Individual evaluates aspectds of the international assignment incorrectly due to the lack of knowledge in doing so

Unrealistic expectations about assignment

Which of the following is the least important factor to consider when evalusting a third-party contractor to outsource benefits administrstion?

Preexisting/ existing relationships with carriers

Responsetime to client questions

Preexisting/ existing relationships with carriers

Which of the following functions does a job description NOT serve?

Tool during performance appraisals

An Organization's sales team is made up of two individuals to sell its products internationally. In lieu of the small group, the company has decided to utilize representatives from other inability to communicationicate its technical aspects. Which of the following elements should the sales team work with marketing on to resolve this promblem?

Improve Place (ie channel partner relationships)

Which of the following isNOT one of the four fundamental principles and rights at work established by the International Labor Oraganization (ILO)?

Elimination of forced or compulsory labor

Elimination of employment-related discrimination

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?

Experts at moving resources back and forth across countries. Focused on change partner and navigator role.

Increasing activity in international assignment programs, so that they have an extensive knowledge about various host countries. Focused on change partner and navigator role.

Experts at moving resources back and forth across countries. Focused on only navigator role.

Increasing activity in international assignment programs, so that they have an extensive knowledge about various host countries. Focused builder and change partner role.

Experts at moving resources back and forth across countries. Focused on change partner and navigator role.

In order to measure staffing effectiveness, a company measures the yield ratio of offers to interviews. According to the research, the company yields the following ratios for the following staffing sources: contingency firms (15% first year's salary) 1/10, website (1% G&A costs) 2/12, employee referrals ($0 cost) 3/9, internal recruiters (4% G&A costs) 1/15. Which of the following decisions is a good decision based on the information provided above?

Pursue use of alternate staffing sources

Pursue relationships with alternate contingency firms

Which of the following is NOT considered a competitive advantage strategy?

Above Market Compensation Structure

A Singapore-based restaurant chain is experiencing phenomenal growth. The chain offers a unique service for demographics experiencing the growth of two-person income families. It offers a variety of affordable, healthy alternatives to the fast food chains. Corporate headquarters is trying to decide whether to offer one dingle line of products shared throughout each chain or to offer one single line of products shared by each region. This scenario is an example of which of the following types of tensions common in global expansion?

Global integration vs, local responsiveness

Value creation measure vs, standardization

Global integration vs, local responsiveness

Activity measure vs, results measure

A U.S. based Engineering Manager was sent to England for a short-term six-month assignment to recruit and build a team. He is done with the assignment and has returned home. When going out with family and friends, he describes the entire opportunity as being exciting and challenging. He wishes he could have stayed in Europe longer. Which of the following repatriation programs is the MOST appropriate to ensure a successful repatriation?

Compensation and benefits adjustment

Which of the following represents a PRIMARY reason why employees leave an organization?

Manager does not share relevant information with employees

Manager is not approachable and open to new ideas

Which of the following is NOT an action performed during the needs analysis analysis stage of the change management process?

Discussing alternative plans and gauging reactions

Specifying the objective to be achieved

Assessing the organization and its history

Discussing alternative plans and gauging reactions

Which of the following is NOT a basic objective of a total compensation system?

Provides direst compensation that leads the market

Internal and external equity for employees

Aligns with organization's vision, mission, and short and long-term strategies

Provides direst compensation that leads the market

HRCI GPHR Practice Test 3 - Free Online Exam Prep & Questions

Which of the following is the mostimportant step when outsourcing the sert up of a new HRIS (human resource information system)?

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HRCI GPHR Practice Test 3

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