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A company has been utilizing expatriates from headquarters to fill skill gaps internationally. However, the
international assignees have been having problems building trust locally. In addition, the costs to maintain
these assignments have been exorbitant. Given the current circumstances, which of the following resource
groups may be a better alternative to staffing for future or to fill the international assignment positions in the
long term?
A. Third country nationals
B. Inpatriates
C. Local nationals
D. Expatriates
Answer: C
NEW QUESTION # 90
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 # 91
Which of the following factors is NOT a significant, variable in how an individual may adjust to a new cross-cultural environment?
A. Extent of previous experience on international assignments
B. Differences between the cultures
C. Length of time international assignment
D. Family situation
Answer: C
NEW QUESTION # 92
A host-country manager has an expatriate employee with a suspected alcohol problem. Most of the time, the expatriate is either late for work or does not show up. This employee also makes unwelcome phone calls to colleagues at unacceptable times regarding non-job-related matters. The best course of action for the manager is to:
A. Terminate the employee for cause based on absences and tardiness.
B. Take no action as alcohol consumption and phone calls occur outside of the work environment.
C. Confront the expatriate about the alcohol problem, inform headquarters, and terminate the assignment.
D. Document the situation as a performance problem and, if it continues, repatriate the employee.
Answer: D
Explanation:
Comprehensive and Detailed Explanation:
The issue should be addressed through aperformance management lens. Whether the behavior is due to alcohol or another cause, the manager's role is to:
* Document the behavior(tardiness, absenteeism, inappropriate conduct)
* Apply organizational policies consistently
* Initiate disciplinary or support actionbased on performance, not assumptions GPHR Study Guide Extract - Workforce Relations and Risk Management / Managing Performance Abroad:
"Issues such as substance abuse should be addressed based on their impact on performance and team dynamics. Documented evidence and consistent HR policies must guide any disciplinary or repatriation action." Jumping to conclusions or acting on unverified suspicions can create legal and ethical risks.
NEW QUESTION # 93
If the HR team in Germany follows a home-based approach to assignment pay, it may find that:
A. Most expatriates want to remain abroad beyond the end of their assignments.
B. The lack of internal equity will cause tension within the joint venture.
C. The cost of assignment administration increases dramatically.
D. Local laws in China make home-based pay too costly.
Answer: C
Explanation:
Comprehensive and Detailed Explanation:
Thehome-based balance sheetmethod ensures pay consistency with the home country but isadministratively complexand expensive. It requires:
* Multiple allowances (e.g., COLA, housing, tax equalization)
* Ongoing calculations and adjustments
* Cross-border payroll coordination
This complexity drives upoperational costsand resource demands.
GPHR Study Guide Extract - Global Compensation and Benefits / Home-Based Compensation Models:
"The home-based approach is resource-intensive and increases administrative complexity due to tax management, exchange rate monitoring, and benefit coordination."
NEW QUESTION # 94
......
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