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GPHR Certification Exam Questions 2023 - Part 4
1. 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
2. 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
3. An organization has decided to utilize a geographic organizational structure. It has several offices throughout Europe and one office in Asia, in particular, inShenzhen, 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
4. 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
5. 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
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
2. 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
3. An organization has decided to utilize a geographic organizational structure. It has several offices throughout Europe and one office in Asia, in particular, inShenzhen, 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
4. 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
5. 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
1. Right Answer: B
Explanation:
2. Right Answer: A
Explanation:
3. Right Answer: A
Explanation:
4. Right Answer: C
Explanation:
5. Right Answer: A
Explanation:
Explanation:
2. Right Answer: A
Explanation:
3. Right Answer: A
Explanation:
4. Right Answer: C
Explanation:
5. Right Answer: A
Explanation:
80% DISCOUNT: GPHR PRACTICE EXAMS 2023 - UPDATED
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gphr hrci phr hr certified Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
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