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WorldatWork GR7 is a globally recognized certification program that focuses on international remuneration and offers an overview of global rewards. International Remuneration - An Overview of Global Rewards certification exam is designed to equip HR and compensation professionals with the knowledge and skills required to effectively manage rewards programs across different countries and regions. By obtaining this certification, professionals can demonstrate their expertise in the field of global rewards and increase their value to their organizations. WorldatWork International Remuneration - An Overview of Global Rewards Sample Questions (Q15-Q20):NEW QUESTION # 15
Which of the following best describes the "destination services" often provided to expatriates as part of an international assignment package?
A. Language training and cultural orientation
B. Housing allowances and travel reimbursements
C. Tax equalization and financial advisory services
D. Health insurance and retirement benefits
Answer: A
NEW QUESTION # 16
In the context of global rewards, what is an advantage of including "nonstatutory benefits" as part of an organization's total rewards package?
A. They are mandated by local laws and require minimal customization
B. They are universally accepted across countries
C. They decrease the overall cost of benefits
D. They provide flexibility to offer regionally competitive benefits beyond statutory minimums, improving attraction and retention
Answer: D
NEW QUESTION # 17
When developing a "retirement benefit plan" for expatriates, what is a critical consideration for a multinational company?
A. Avoiding local compliance with retirement regulations
B. Addressing both home and host-country tax implications to maximize expatriate savings
C. Ensuring that retirement contributions are consistent regardless of location
D. Offering retirement benefits only after five years of service
Answer: B
NEW QUESTION # 18
In the context of "work-life balance" as part of total rewards, why might a global organization face challenges when implementing these programs internationally?
A. Work-life programs require significant investment without cultural consideration
B. Work-life expectations and acceptance vary by culture, which may impact effectiveness and adoption rates
C. Work-life programs are only valued in high-income countries
D. Uniform work-life programs simplify operations but may not suit regional preferences
Answer: B
NEW QUESTION # 19
Which of the following best describes the "global business environment" in the context of total rewards?
A. It allows companies to implement a one-size-fits-all rewards system
B. It focuses on expatriates exclusively
C. It requires consideration of economic, legal, and cultural differences across regions
D. It is primarily influenced by regional compensation laws
Answer: C
NEW QUESTION # 20
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