HRCI 자격증 GPHR 시험문제와 답

ITExamDump는 IT업계에서 유명한 IT인증자격증 공부자료를 제공해드리는 사이트입니다. 이는ITExamDump 의 IT전문가가 오랜 시간동안 IT인증시험을 연구한 끝에 시험대비자료로 딱 좋은 덤프를 제작한 결과입니다. HRCI인증 GPHR덤프는 수많은 덤프중의 한과목입니다. 다른 덤프들과 같이HRCI인증 GPHR덤프 적중율과 패스율은 100% 보장해드립니다. HRCI인증 GPHR시험에 도전하려는 분들은ITExamDump 의HRCI인증 GPHR덤프로 시험을 준비할것이죠?

ITExamDump는HRCI인증GPHR시험에 대하여 가이드를 해줄 수 있는 사이트입니다. ITExamDump는 여러분의 전업지식을 업그레이드시켜줄 수 잇고 또한 한번에HRCI인증GPHR시험을 패스하도록 도와주는 사이트입니다. ITExamDump제공하는 자료들은 모두 it업계전문가들이 자신의 지식과 끈임없은 경헌등으로 만들어낸 퍼펙트 자료들입니다. 품질은 정확도 모두 보장되는 문제집입니다.HRCI인증GPHR시험은 여러분이 it지식을 한층 업할수 잇는 시험이며 우리 또한 일년무료 업데이트서비스를 제공합니다.

시험 번호/코드: GPHR

시험 이름: HRCI (Global Professional in Human Resource)

ITExamDump의 도움을 받겠다고 하면 우리는 무조건 최선을 다하여 한번에 패스하도록 도와드릴 것입니다. 또한 일년무료 업뎃서비스를 제공합니다. 중요한 건 덤프가 갱신이 되면 또 갱신버전도 여러분 메일로 보내드립니다. 망설이지 마십시오. 우리를 선택하는 동시에 여러분은GPHR시험고민을 하시지 않으셔도 됩니다.빨리 우리덤프를 장바구니에 넣으시죠.

GPHR인증시험은HRCI인증시험중의 하나입니다.그리고 또한 비중이 아주 큰 인증시험입니다. 그리고HRCI GPHR인증시험 패스는 진짜 어렵다고 합니다. 우리ITExamDump에서는 여러분이GPHR인증시험을 편리하게 응시하도록 전문적이 연구팀에서 만들어낸 최고의GPHR덤프를 제공합니다, ITExamDump와 만남으로 여러분은 아주 간편하게 어려운 시험을 패스하실 수 있습니다,

HRCI인증 GPHR시험은 멋진 IT전문가로 거듭나는 길에서 반드시 넘어야할 높은 산입니다. HRCI인증 GPHR시험문제패스가 어렵다한들ITExamDump덤프만 있으면 패스도 간단한 일로 변경됩니다. ITExamDump의HRCI인증 GPHR덤프는 100%시험패스율을 보장합니다. HRCI인증 GPHR시험문제가 업데이트되면HRCI인증 GPHR덤프도 바로 업데이트하여 무료 업데이트서비스를 제공해드리기에 덤프유효기간을 연장해는것으로 됩니다.

GPHR 덤프무료샘플다운로드하기: http://www.itexamdump.com/GPHR.html

NO.1 Which of the following does NOT represent a strategic financial goal for a global company?
A. Effectively manage currency exchange fluvtuations
B. Decrease cost of goods
C. New market penetration
D. Increase revenue
Answer: C

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NO.2 A corporation has identified an initiative to recruit and train global leaders over the next 5 year in order to
become a truly transnational company. In order to meet this goal, the firm has identified and developed 30
international assignments amongst its 10 office locations. Which of the following candidates would LEAST
match these positions?
A. A 25-year old human resources representative working in South Korea who just started at the company
B. A 40-year old finance manager working in Africa who has been with the company for 8 years
C. A 40-year old manufacturing manager working in Thailand who has been with the company for 5 years
D. A 55-year old engineering manager working in the U.S. who has been with company for 10 years and
has gone on 3 international assignments
Answer: D

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NO.3 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. On-the-job training
B. Multi-cultural team building
C. Language
D. Cross-cultural training
Answer: B

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NO.4 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

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NO.5 Which of the following factors dose ONT affect the trainability of individuals?
A. Perception of environment
B. Time
C. Ability
D. Motivation
Answer: B

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NO.6 You are assisting a highly talented engineering architect in repatriation after a short-term international
assignment in Bangalore, India After are re-entry, there are no appropriate positions available in the
organization at headquarters. Which of the following goals is NOT a potential goal for redeploying this
individual?
A. Maintain employee morale in the host country
B. Building a global workforce
C. Sharing the recently acquired knowledge
D. Retaining the talent for the future
Answer: A

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NO.7 A company is considering moving its production offshore to Shenzhen, China. The HR Manager is
tasked with identifying the supply and demand for skilled labor, the costs of recruiting workers, and the
turnover trends in the area. When conducting this environmental scan, which of the following types of
influences best describes these indicators?
A. Political factors
B. Economic factors
C. International factors
D. Labor market factors
Answer: D

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NO.8 Productivity measures the _______and _______ of work done, taking into account the cost of the
resources it took to do the work
A. quantity and quality
B. output and capital
C. input and output
D. output and quantity
Answer: A

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NO.9 Which of the following is NOT a common mistake in selection procedures?
A. Ignore long-term strategic considerations and goals for the position
B. Adjusting global competencies to local cultures
C. Use insufficient or not valid selection criteria
D. Choose final candidate too quickly based on time constraints
Answer: B

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NO.10 Which of the following factors is an incentive for company to pursue localization?
A. Market reponsiveness
B. Brand integrity
C. Product quality
D. Economies of scale
Answer: A

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NO.11 Which of the following represents motivator to a culture that values asvription?
A. Defined processes and procedures
B. Diplomacy
C. Challenge
D. Network
Answer: D

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NO.12 A manager works very closely with his subordinates to create an effective working environment. Once
a new person is hired, he works with the employee to set realistic goals for the short-tern and long-term.
In addition, he continuously works employees to discuss career paths and career ambitions. He is
constantly coaching, counseling, and mentoring. Once his employees reach goals, he rewards them
through merit increase/bonuses, offering job responsibilities with new challenges, and publicly recognizes
their achievement in cross-departmental meetings. Which of the following motivational theories is least
utilized in his management approach to motivating his employee?
A. B.F. Skinner ¯ Theo r y o f Behav i o r a l R e i n f o r ce m en t
B. McGregor ¯ s Theo r y X and Theo r y Y
C. Vroom ¯ s E xpec t ancy Theo r y
D. Self-Effcacy Theory
E. Herzberg ¯ s M o ti va ti o-Hygiene Theory
Answer: D

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NO.13 In order to develop a global competency model for global leaders at a high tech company, a HR
Manager decides to study the connotation of specific attributes across the various office locations. Which
of the following types of culture would be the LFAST valuable to evaluate in order to develop a valid and
reliable model?
A. Local culture
B. Professional culture
C. National culture
D. Corporate culture
Answer: B

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NO.14 Which of the following is a measure of recruiting effectiveness in the long term?
A. Cost per applicant hired
B. Quantity of applicants
C. Average time required to recruit applicants
D. Turnover of hires
Answer: D

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NO.15 Which of the following factors is NOT likely an issue a human resources professional would help a
family to work through to determine the appropriateness of an international assignment for the family at
that time?
A. Is adventure and discovering new things characteristic of the family?
B. Is the family stable and relationships currently harmonious?
C. Is there a history of drug abuse in the family?
D. Are the children open to moving to the host country?
Answer: C

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NO.16 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 office 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. Which of the following gaps does the China office NOT exhibit in this scenario?
A. Retention gap
B. Skill & competency gap
C. Knowledge sharing gap
D. Succession gap
Answer: A

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NO.17 According to Gregersen and Black, which of the following type of expatriate is the most likely to work
through problems by constantly weighing the pros and cons of basing decision s on localized values vs.
the corporation ¯ s s t anda r d i zed p r ocedu r es and p r ocesses?
A. Dual citizen
B. Expatriate who ° goes na ti v
C. Homebound expatriate
D. Free agent
Answer: A

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NO.18 A good MBO (management by objectives) shares all of the following aspects EXCEPT:
A. Periodic feedback about objectives
B. Goals which align with corporate level goals and strategies
C. Goals are established by the supervisor/manager
D. Goals which are measurable
Answer: C

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NO.19 A company has decided to terminate the employment of an executive for performance reasons. The
HP Manager to create a severance package. Which of the following factors would NOT be considered
when creating the final severance package?
A. Severity of his lock of performance
B. Length of service at company
C. Total compensation in relation to severance package
D. Notice pay protection laws
Answer: A

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NO.20 Which of the following ways does a U.S. company practices regarding industrial relations differ from the
approach of most nations.?
A. Automatic representation
B. Government mandate approach
C. Positive approach
D. Employer free speech
Answer: D

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ITExamDump 에서 제공해드리는 HRCI GPHR덤프는 아주 우수한 IT인증덤프자료 사이트입니다. IT업계엘리트한 강사들이 퍼펙트한 HRCI GPHR 덤프문제집을 제작하여 디테일한 시험문제와 답으로 여러분이 아주 간단히HRCI GPHR시험을 패스할 수 있도록 최선을 다하고 있습니다.