A company is considering moving its production offshore to Shenzhen, Chian. Which of the following is NOT a potential negative consequence of this strategy?

Large intial investment during transfer of knowledge

Decline in employee morale due to fear of losing their jobs

Inhibits internal development of critical skills and knowledge

A company has two locations and is in the domestic stage of globalization. The firm has identified an objective to become a truly multinational corporation in 5 years in order to become competitive and reduce overall costs of operations. Given this strategic goal, which of the following international assignments would result in the highest ROI?

Operations executive with the following tangible costs = $180,000 salary + $70,000 allowances + $60,000 services to open up operations in the second location

Human resources manager with the following tangible costs = $105,000 salary + $70,000 allowances + $60,000 services to open up operations in the second location

Customer service coordinator with the following tangible costs = $55,000 salary + $50,000 allowances + $30,000 services to open up the market in the second location

Sales executive with the following tangible costs = $180,000 salary + $70,000 allowances + $60,000 services to open up the market in the second location

Which of the following is the next step in the change management process after an organization discusses the need for change?

Establish a plan and a time line

Which of the following is a difference in the career management process between an individual in the home country vs. one an international assignment?

Understanding of cultural effects on performance appraisals and feedback

Utilization of mentoring as tool

Understanding of cultural effects on performance appraisals and feedback

Importance of understanding of career planning tools that are available

Which of the following factor is NOT affected by demographic considerations?

Government and regulatory agencies

Which of the following is an intangible cost of an international assignment?

Opportunity cost of potential contributions in home country

Career support for spouse in home and host country

Home leave for vacation back to the home country to visit family

Opportunity cost of potential contributions in home country

Which of the following list represents core competencies that a human resources professional should search for in order to identify potential candidates for an international assignment?

Appreciating cultural diversity, understanding of bigger picture, personally motivated

Open to change and new ideas, consensus building, understanding of biggerpicture

Appreciating cultural diversity, open to change and new ideas, consensus building

Understanding of bigger picture, personally motivated, family situation

Which of the following factors is LEAST likely to affect how attractive an intermational assignment may be to a potential expatriate?

Company is in the multinational stage of globalization

Employment lows in the country where the international assignment is located

Opportunity for career growth and learning

Competitive compensation consistent with corporate standards

Company is in the multinational stage of globalization

Which of the following statements is ture?

Project mangers have low to moderate level of authority in a balanced matrix organization

In a functional organization, conflicts between functional managers and project managers are uncommon

Project mangers have a moderate to high level of authority in a functional matrix organization

Project mangers have low to moderate level of authority in a balanced matrix organization

In a weak matrix organization, conflicts between functional managers and project managers are uncommon

A company decides to pursue an international program to fill a new position in its new office in Beijing, China. With the assistance of the human resources professional, the management team has decided on the ideal candidate utilizing the corporate skills inventory. The individual is fluent in Mandarin, has the appropriate technical skills, and has been in a management role for 3 years. The hiring manager presents the opportunity to the individual who accepts the new position. The human resource professional then works with its vendors to plan all the hogistival details for the relocation. The human resource professional also assists the individual by providing contacts and setting up meetings to orientate the expatriate before and during the assignment, it mentors, expatriate community, etc. In this scenario, which of the following actions items was NOT forgotten to ensure a successful international assignment?

Establish realistic expectations

Recognize the entire scope of the international assignment experience

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

Conduct thorough assessment of the candidates

Which of the following individuals' participation would add the LEAST value in the selection process to find the most suitable candidate for an international assignment?

Another expatriate who has worked in the host country

Which of the following functional HR goals do NOT align with the organization's long-term objective to expand international operational capacity?

Develop selection methods to hire individuals from diverse racial backgrounds to add talent for potential

Develop a pool of candidate to draw on for expatriate assignments

Develop selection methods to hire individuals from diverse racial backgrounds to add talent for potential

Develop a skills inventory to identify talents available to the company and its match to specific assignments

Develop models to better predict a person's likelihood of success or failure in foreign environment

A company has two locations and is in the domestic stage of globalization. Headquarters is in the U.S. focused on R&D, and another site has been built in Asia to manufacture the product. The firm has identified an objective to become a truly multinational corporation in 5 years in order to become components will likely MOST benefit this company by pursuing international assignments?

Better strategic decision-making

Increased collaboration globally

You are in the process of developing a global compensation structure. In order to ensure a balanced strategy, you are evaluating legal differences between sites. Which of the following is NOT a common difference that you should assess?

Rates of taxation for in headquarters

Existence of at-will employment

Rates of taxation for in headquarters

An organization is evolving from a largely domestic to a multinational company with offices around the world. There has been some tension between the new offices and headquarters in regards to the level of freedom of each of the sites. Which of the following steps should be the next step in this change management process towards further globalization?

Have senior management meet to discuss and decide on the future vision for the company

Develop a cultural roadmap for the company

Communicate the desired change and have senior management sell the idea throughout the organization

Have senior management meet to discuss and decide on the future vision for the company

Assess the external environment to benchmark the need for need for change

You are in the process of developing a global compensation structure. Which of the following factors dose NOT contribute to a balanced and consistent compensation strategy?

Perceptions of fairness by employees

Continual communication across functions and locations

Assumptions of working standards understood, ie hours worked on average in a week, termination costs.

Let's assume you are a HR Manager at a high tech start-up company in its late stages with 3 rounds of funding. The firm's cash balance is $13 million, with a burn rate off $1 million/per month. It anticipates a break-even within 1 1/2 years, and there are no plans for acquisition or IPO within the next year. The company is an opto-electronics company, which is a highly specialized niche within the telecommunications industry. You are building out a team for Operations, which will be made up of experienced individuals from top competitor. What is the most appropriate compensation philosophy for this organization?

Compensation that the ideal candidate demands

Which of the following elements of a competency model allows for clear feedback to employees regarding their career growth?

Highly complex competency model

Highly integrated competency model across the organization

A company has selected a young Operations manager to start a factory operation in Malaysia over a three-year period. The assignment may extend another couple of years depending on the required transition. Which of the following programs is likely the MOST valuable to this international assignee while on assignment?

Programs to help manage his career

Creating vehicles for communication with home country

Which of the following is NOT a cultural impact on the performance appraisal process?

Aligning company systems to elicit specific individual performance

Appropriate rewards for achievement

Aligning company systems to elicit specific individual performance

Value of individual vs. group performance

Which of the following best describes the reason why continual environmental scanning is important for an organization?

To identify potential external opportunities and threats to an organization

To train their managers more effectively

To create a technologically advanced workforce

To identify potential external opportunities and threats to an organization

To attract a talented pool of applicants to choose from for its workforce

Which of the following is NOT a reason why corporations in the 21st century have decided to accelerate the rate of their global expansion?

To compete with their major competitor who is in the global stage of globaliztion

Shortage of particular resources

Favorable trade agreements and government policies

Which of the following is an advantage of utilizing internal recruitment methods?

Can result in succession of promotions

Which of the following situations describes a plan to provide an employee with job enlargement?

Budgeting authority given to first level supervisor

Transferring a production worker from assembly work to Q/A inspection

Give ability to manager of providing his employees with job enlargement tasks

Budgeting authority given to first level supervisor

Giving an employee the option to participate in a dual ladder program

Utilizing Briscoe and Hall's framework of defining competencies, which of the following is disadvantage of utilizing a strategies-based approach to defining competencies?

May be too broad to relate to specific jobs in specific locations

Aligns with long-term organizational goals

Characteristic may be interpreted differently in different countries

HRCI GPHR Practice Test 5 - Free Online Exam Prep & Questions

An organization has decided to utilize a geographic organizational structure. It has several offices throughout Europe and one office in Asia, in particular, in Shenzhen, China. Although the European offices are very well integrated into headquarters, the office in China has been running fairly independently. Of the locations, this offices has been the most resistant to expatriates entering and to developing local talent. In fact, headquarters suspects that most of the hiring and promotions have been based on nepotism. After performing a global gap analysis, the global HR team has identified an initiative to identify at least three potential cendidates for each Senior Director and VP position. Which of the following describes the BEST tactical plan to address this initiative?

Become a Premium Member for full access

Unlock Premium Member

HRCI GPHR Practice Test 5

Question

HRCI GPHR Practice Tests

Practice Tests