영어가 서툴러 국제승인 인기 IT인증자격증 필수시험 과목인HRCI인증 GPHR시험에 도전할 엄두도 낼수 없다구요? 이런 생각은 이글을 보는 순간 버리세요. HRCI인증 GPHR시험을 패스하려면ITExamDump가 고객님의 곁을 지켜드립니다. ITExamDump의HRCI인증 GPHR덤프는 HRCI인증 GPHR시험패스 특효약입니다. 영어가 서툴러고 덤프범위안의 문제만 기억하면 되기에 영어로 인한 문제는 걱정하지 않으셔도 됩니다.
현재 많은 IT인사들이 같은 생각하고 잇습니다. 그것은 바로HRCI GPHR인증시험자격증 취득으로 하여 IT업계의 아주 중요한 한걸음이라고 말입니다.그만큼HRCI GPHR인증시험의 인기는 말 그대로 하늘을 찌르고 잇습니다,
시험 번호/코드: GPHR
시험 이름: HRCI (Global Professional in Human Resource)
지금 사회에 능력자들은 아주 많습니다.it인재들도 더욱더 많아지고 있습니다.많은 it인사들은 모두 관연 it인증시험에 참가하여 자격증취득을 합니다.자기만의 자리를 확실히 지키고 더 높은 자리에 오르자면 필요한 스펙이니까요.GPHR시험은HRCI인증의 중요한 시험이고 또 많은 it인사들은HRCI자격증을 취득하려고 노력하고 있습니다.
ITExamDump의 HRCI인증 GPHR시험덤프자료는 여러분의 시간,돈 ,정력을 아껴드립니다. 몇개월을 거쳐 시험준비공부를 해야만 패스가능한 시험을ITExamDump의 HRCI인증 GPHR덤프는 며칠간에도 같은 시험패스 결과를 안겨드릴수 있습니다. HRCI인증 GPHR시험을 통과하여 자격증을 취득하려면ITExamDump의 HRCI인증 GPHR덤프로 시험준비공부를 하세요.
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NO.1 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.2 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.3 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.4 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.5 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.6 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.7 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.8 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.9 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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NO.10 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.11 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.12 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.13 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.14 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.15 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.16 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.17 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.18 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.19 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.20 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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거침없이 발전해나가는 IT업계에서 자신만의 자리를 동요하지 않고 단단히 지킬려면HRCI인증 GPHR시험은 무조건 패스해야 합니다. 하지만HRCI인증 GPHR시험패스는 하늘에 별따기 만큼 어렵습니다. 시험이 영어로 출제되어 공부자료 마련도 좀 힘든편입니다. 여러분들의 고민을 덜어드리기 위해ITExamDump에서는HRCI인증 GPHR시험의 영어버전 실제문제를 연구하여 실제시험에 대비한 영어버전HRCI인증 GPHR덤프를 출시하였습니다.전문적인 시험대비자료이기에 다른 공부자료는 필요없이ITExamDump에서 제공해드리는HRCI인증 GPHR영어버전덤프만 공부하시면 자격증을 딸수 있습니다.
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