HRCI GPHR인증시험도 어려울 뿐만 아니라 신청 또한 어렵습니다.HRCI GPHR시험은 IT업계에서도 권위가 있고 직위가 있으신 분들이 응시할 수 있는 시험이라고 알고 있습니다. 우리 ITExamDump에서는HRCI GPHR관련 학습가이드를 제동합니다. ITExamDump 는 우리만의IT전문가들이 만들어낸HRCI GPHR관련 최신, 최고의 자료와 학습가이드를 준비하고 있습니다. 여러분의 편리하게HRCI GPHR응시하는데 많은 도움이 될 것입니다.
지금 같은 정보시대에, 많은 IT업체 등 사이트에HRCI GPHR인증관련 자료들이 제공되고 있습니다, 하지만 이런 사이트들도 정확하고 최신 시험자료 확보는 아주 어렵습니다. 그들의HRCI GPHR자료들은 아주 기본적인 것들뿐입니다. 전면적이지 못하여 응시자들의 관심을 쌓지 못합니다.
HRCI GPHR인증시험을 어떻게 준비하면 될가 아직도 고민하고 계시죠? 학원에 등록하자니 시간도 없고 돈도 많이 들고 쉽게 엄두가 나지 않는거죠? ITExamDump제품을 구매하신다면 그런 부담을 이제 끝입니다. ITExamDump덤프는 더욱 가까지 여러분들께 다가가기 위하여 그 어느 덤프판매 사이트보다 더욱 저렴한 가격으로 여러분들을 맞이하고 있습니다. HRCI GPHR덤프는ITExamDump제품이 최고랍니다.
시험 번호/코드: GPHR
시험 이름: HRCI (Global Professional in Human Resource)
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Q&A: 204 문항
업데이트: 2013-12-17
ITExamDump의HRCI인증 GPHR덤프를 공부하시면 한방에 시험을 패스하는건 문제가 아닙니다. ITExamDump의HRCI인증 GPHR덤프는 시험적중율 최고의 인지도를 넓히 알리고 있습니다.저희가 제공한 시험예상문제로 시험에 도전해보지 않으실래요? HRCI인증 GPHR덤프를 선택하시면 성공의 지름길이 눈앞에 다가옵니다.
GPHR 덤프무료샘플다운로드하기: http://www.itexamdump.com/GPHR.html
NO.1 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.2 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.3 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.4 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.5 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.6 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.7 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.8 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.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 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.11 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.12 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.13 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.14 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.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 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.17 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.18 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.19 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.20 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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