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HRCI Global Professional in Human Resource Sample Questions (Q114-Q119):

NEW QUESTION # 114
Which of the following is a disadvantage of utilizing internal recruitment methods ?

A. Organizational inbreeding
B. Misplacements
C. Long orientation time
D. Morale problem

Answer: A

NEW QUESTION # 115
You are in the process of evaluating the current global compensation structure, which is based on
headquarters biases. One of the remote offices has a very unique culture, Because their culture is diffuse
often combining family, life, and work together, is universalistic, and focuses on the collective group.
On the other hand, the other locations, including headquarters, have a culture that is particularistic,
individualistic, and specifically divides work and family. Which of the following aspects of the current
structure might be affecting the unique location by the lack of adaptation to local pressure?

A. Company has adopted an aggressive sales commission plan for each salesperson
B. Company has adopted a gainsharing plan
C. Defined goals are clear, relevant, and ensure line of sight
D. Every employment offer is detailed in writing

Answer: A

NEW QUESTION # 116
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 offices 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. After performing a global gap analysis, the global HR team has identified an initiative to identify at least three potential cendidates for each Senior Director and VP position. Which of the following describes the BEST tactical plan to address this initiative?

A. By the end of year 1, 75% of all managers in China will be enrolled in Management 101 courese for at least 3 hours per week and participate in mentoring programs
B. By the end of year 1, succession plans will be developed for all Senior Directors in thecompany
C. All offices have developed a succession plan for Serior Director and VP positions, except for the China office
D. 15% of positions still need a viable succession plan

Answer: B

NEW QUESTION # 117
An organization is creating an incentive pay plan for its global executives. Due to time pressures, the HR Director is not able to perform a complete analysis as to the measures that should be evaluated for each executive. Therefore, since the focus of the organization this year is on meeting revenue targets in order to reach break-even in 2 years, the HR Director and CEO recommend to the Board of Directors an incentive plan for each executive tied to this year's revenue only. Which of the following statements is true in regards to the incentive pay plan?

A. This is not an effective executive incentive pay plan because it does not have a sunset clause
B. This is not an effective executive incentive pay plan because it does not incorporate goals line of sight
C. This executive incentive pay plan is not a win-win situation
D. This is not an effective executive incentive pay plan because it does not aligned with the organizational goals and objectives

Answer: B

NEW QUESTION # 118
Which of the following best demonstrates a geocentric staffing approach in a multinational organization?

A. Deploying expatriates from HQ to run global subsidiaries
B. Transferring parent-country nationals to all regional offices
C. Recruiting host-country nationals for local management roles
D. Hiring the most qualified candidates regardless of nationality

Answer: D

Explanation:
Ageocentric approachis talent-focused, not nationality-based. It seeks thebest fit for the role, supporting agility and inclusion in global talent strategies.
GPHR Concept:Geocentricity promotes a global mindset and diversity in leadership.

NEW QUESTION # 119
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