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NEW QUESTION # 11
Which of the following scenarios does NOT usually lead to driving global organizational change?
- A. Response to competitive threat
- B. Turnover in a region
- C. Initiative to reduce costs
- D. Operational problems
Answer: B
NEW QUESTION # 12
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 almost dome with the assignmrnt and describes the entire opportunity as being exciting and challenging. He wants to stay in Europe further and hopes to go on future international assignments. According to Black and Mendenhall, which of the following stages of the cross-cultural adjustment cycle is the manager in?
- A. Adjustment
- B. Honeymoon
- C. Mastery
- D. Culture shock
Answer: B
NEW QUESTION # 13
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 is the best recruiting approach to reduce new hire attrition?
- A. Realistic job preview
- B. Peer-to-peer interviews
- C. On-the-job training (OJT)
- D. Office tour
Answer: A
Explanation:
Comprehensive and Detailed Explanation:
ARealistic Job Preview (RJP)gives candidates abalanced viewof the role, including both positive and challenging aspects. This helps set accurate expectations, leading to:
* Better job fit
* Reduced turnover
* Increased job satisfaction
Especially in high-volume, high-turnover roles like call centers, RJPs help filter out candidates who may struggle with the job's demands.
GPHR Study Guide Extract - Talent Acquisition and Mobility / Recruitment Strategies:
"Providing realistic job previews reduces early-stage attrition by aligning candidate expectations with the actual work environment. This approach improves quality of hire and employee engagement." OJT and peer interviews are onboarding or selection tools, while tours do not address expectation alignment.
NEW QUESTION # 14
Having standardized global policies issued from headquarters:
- A. Allows an employer to ignore local regulations.
- B. Exposes an employer to greater liability.
- C. Is easier for local employees to understand and accept.
- D. Is the preferred approach for all multinational employers.
Answer: B
Explanation:
Comprehensive and Detailed Explanation:
Uniform global policiesmay overlooklocal labor laws, employment standards, or cultural expectations. If improperly applied, this can result in:
* Non-compliance with local legislation
* Legal disputes or reputational risk
* Alienation of local employees
GPHR Study Guide Extract - Strategic Global Human Resources / Global HR Policy Development:
"Over-standardization of policies without local adaptation can increase the risk of legal liability and employee disengagement." Standardization requireslocal compliance checksto be safe and effective.
NEW QUESTION # 15
Which of the following selection methods is NOT an effective tool to determine the cultural adaptability and
a suitable leadership style of an individual for an international assignment?
- A. Reference checks
- B. Simulations
- C. Work samples
- D. Behavioral interviewing
Answer: C
NEW QUESTION # 16
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. Interrelation of operations
- C. Labor relations centrally controlled
- D. Shared management
Answer: A
Explanation:
Explanation/Reference:
NEW QUESTION # 17
You have recruited an engineering architect for a short-term international assignment in Bangalore, India. During the pre-departure training, you ask the training consultant to focus on providing immediate survival techniques. For example, the trainer outlines where the individual can obtain assistance and explains logistical realities of getting around in the host country. Which of the following processes does this describe ?
- A. Outplacement
- B. On-boarding
- C. Relocation
- D. Assimilation
Answer: B
NEW QUESTION # 18
An U.S. base Engineering Manager has been identified for a short-term six-month assignment to recruit
and build a team in England. Which of the following training programs is the MOST critical to ensure
success on the job?
- A. Language
- B. On-the-job training
- C. Cross-cultural training
- D. Multi-cultural team building
Answer: D
NEW QUESTION # 19
The most important reason for organizations to customize benefit programs by country is to:
- A. Meet the employees' needs
- B. Standardize administration
- C. Improve return on investment
- D. Be more cost-effective
Answer: A
Explanation:
Comprehensive and Detailed Explanation:
Global benefit programs must becustomizedto matchlocal employee expectations, cultural values, and legal requirements. What motivates or supports employees in one country may not be relevant-or even legal-in another.
* In Japan: retirement plans and job security
* In the U.S.: health insurance
* In the UK: paid leave and flexibility
GPHR Study Guide Extract - Global Compensation and Benefits / Benefits Customization:
"Effective benefit strategies are driven by employee needs and local market expectations. Customization ensures relevance, compliance, and employee engagement across geographies." Standardization may lead tonon-compliance or disengagementin local markets.
NEW QUESTION # 20
A company decides to pursue an international assogment program to fill a new position in is new office in Beijing, China. With the assistance of the human professional, the management team has finalized a list of job- specific selection crieria of the ideal candidate for the role.
During the interviewing process, the key selection tool utilized was role-playing. Role-playing was done entirely in Mandarin bases around common business and family situations an expatriate may face. In addition , role- playing was utilized to show how the candidate had successfully protrayedidentified success factors in past behavior. Which of the following selection methods was NOT utilized in this scenario?
- A. Self-assessment
- B. Work sample
- C. Situational assessments
- D. Interview
Answer: B
Explanation:
Explanation/Reference:
NEW QUESTION # 21
Which of the following competencies is required for a global leader to succeed cross-functionally across
groups ?
- A. Establishing credibility
- B. Obtaining information
- C. Transferring knowledge
- D. Selling
Answer: D
NEW QUESTION # 22
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?
- A. Have senior management meet to discuss and decide on the future vision for the company
- B. Develop a cultural roadmap for the company
- C. Communicate the desired change and have senior management sell the idea throughout the
organization - D. Assess the external environment to benchmark the need for need for change
Answer: A
NEW QUESTION # 23
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. Interrelation of operations
- C. Labor relations centrally controlled
- D. Shared management
Answer: A
NEW QUESTION # 24
A Product Manager travels 2 weeks every month to the Asia office on business. The other 2 weeks of the
month, she works at the U.S. based headquarters. She gets compensated in U.S. dollars. While in Asia,
she works with the respective Engineering team to define specifications that will meet customer
expectations. Which of the following describes her work situation?
- A. Extended business travel
- B. Localized transfers
- C. Short-term assignments
- D. Third country national
Answer: A
NEW QUESTION # 25
Which of the following indicators is lagging indicator ?
- A. Reduced turnover
- B. Customer satisfaction
- C. Production throughput
- D. Return of shareholder value
Answer: D
NEW QUESTION # 26
Which of the following is most fundamental in making a global organization more diverse?
- A. Unified information systems
- B. Management training programs
- C. Leadership commitment
- D. Effective communication channels
Answer: C
Explanation:
Comprehensive and Detailed Explanation:
Themost essential driverof organizational diversity isleadership commitment. Without top-level support, D&I initiatives may:
* Lack resources
* Fail to influence corporate strategy
* Be perceived as token efforts
When leadership champions diversity, it becomesembedded in culture, recruitment, policy, and promotions.
GPHR Study Guide Extract - Strategic Global Human Resources / Diversity and Inclusion:
"Leadership commitment is the cornerstone of diversity success. When leaders model inclusive behavior and link D&I to business objectives, it drives systemic change throughout the organization." Technology and training support the effort, butchange starts at the top.
NEW QUESTION # 27
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