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Passing Score: 71%
language: English
Length of Examination: 180 mins
Type of Questions: This test format is multiple choice.
Number of Questions: 140 scored questions (mostly multiple-choice) + 25 pretest questions
GPHR Study Guides, GPHR Test LabsWith both GPHR exam practice test software you can understand the Global Professional in Human Resource (GPHR) exam format and polish your exam time management skills. Having experience with GPHR exam dumps environment and structure of exam questions greatly help you to perform well in the final Global Professional in Human Resource (GPHR) exam. The desktop practice test software is supported by Windows. HRCI Global Professional in Human Resource Sample Questions (Q18-Q23):NEW QUESTION # 18
Which cultural dimension is characterized by the reliance on relationships rather than on written agreement?
A. Individualism
B. Particularism
C. Universalism
D. Egalitarianism
Answer: B
Explanation:
Comprehensive and Detailed Explanation:
Particularism(a dimension from Trompenaars' cultural framework) emphasizesrelationships, context, and personal connectionsover formal systems and rules. In particularist cultures:
* Trust and loyalty are valued more than contracts
* Business is often done based on who you know
* Rules areapplied differentlydepending on relationships
GPHR Study Guide Extract - Workforce Relations and Risk Management / Trompenaars' Cultural Dimensions:
"In particularist cultures, rules are flexible and adapted based on the situation or the person involved. Personal relationships carry more weight than written agreements." Universalism, by contrast, emphasizesequal application of rules, regardless of relationship.
NEW QUESTION # 19
Which of the following is NOT a potential difference in benefits practice that Human Resources should
evaluate when compensating an expatriate or local national ?
A. Hours worked per week
B. Medical care
C. Social security
D. Vacation days
Answer: A
NEW QUESTION # 20
A decentralized global consulting group is experiencing low shareholder returns. Global leadership has attributed this issue to perceived low employee performance and is looking at ways to improve it.
Employees are entering goals in a new global human resource information system (HRIS) for the first time. HR can best guide the goal process by ensuring that employees:
A. use S.M.A.R.T. framework for goals.
B. set stretch goals.
C. submit goals to managers.
D. align to company-wide goals.
Answer: D
Explanation:
Comprehensive and Detailed Explanation:
While theS.M.A.R.T.framework (Specific, Measurable, Achievable, Relevant, Time-bound) is a helpful tool, the most critical aspect here isalignment. When global employees input goals into an HRIS for the first time, ensuring that those goals are directlylinked to organizational strategyis essential for:
* Performance management
* Strategic clarity
* Shared accountability
GPHR Study Guide Extract - Talent and Organizational Development / Goal Setting and Alignment:
"The integration of employee goals with corporate strategy ensures consistency and alignment across geographies. Strategic goal alignment enhances employee understanding of their contributions to business success." Aligning employee goals to company-wide strategy is especially crucial in decentralized organizations where business units may otherwise lack a unified direction.
NEW QUESTION # 21
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?
A. Assumptions of the HR staffing plan is explicit and fact-based when communicating the plan across the various global locations
B. Perform a gap analysis to determine the current staffing pool vs. the future needs
C. Should get buy-in from a large audience when developing global RH staffing plans
D. HR staffing plan clearly aligns with organizational goals
Answer: B
NEW QUESTION # 22
An organization that considers senior management positions based on home country nationality and strong loyalty to leadership is practicing the type of corporate culture that:
A. prescribes roles and functions in a rigid system
B. places the fulfillment of individuals above the organization.
C. prioritizes doing the right things versus doing things right.
D. focuses on tasks and achieving the end goal.
Answer: A
Explanation:
Comprehensive and Detailed Explanation:
This describes anethnocentric organizational culture, where loyalty to the home country and hierarchy leads to aprescriptive and role-bound approach. In such cultures:
* Leadership is often exclusive to nationals of the home country
* Systems and functions are formalized, rigid, and top-down
* Adaptation to local contexts is limited
GPHR Study Guide Extract - Strategic Global Human Resources / Cultural Dimensions and Global Mindsets:
"Ethnocentric staffing and leadership practices often reflect rigid role expectations and centralized control, especially when senior positions are reserved for home-country nationals." This behavior aligns with Hofstede'shigh power distanceanduncertainty avoidancedimensions, where roles are clearly defined and deviations are discouraged.
NEW QUESTION # 23
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