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HRCI GPHR Valid Braindumps Questions & Certification GPHR Exam

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HRCI Global Professional in Human Resource Sample Questions (Q108-Q113):

NEW QUESTION # 108
When developing a cross-cultural team that includes members from high-power distance societies, what is critical to the success of the team?

A. Having a quick reaction to issues
B. Questioning team members' ideas in public
C. Treating everyone as equals
D. Being aware of levels of social status

Answer: D

Explanation:
Comprehensive and Detailed Explanation:
Inhigh-power distance cultures(e.g., India, Malaysia, Russia), people are comfortable withhierarchical structuresandsocial inequality. For cross-cultural teams to succeed:
* Leaders must bemindful of rank and formality
* Deference to seniors is expected
* Challenging authority publicly can causeloss of face
GPHR Study Guide Extract - Workforce Relations and Risk Management / Hofstede's Power Distance:
"High-power distance cultures emphasize social hierarchy and authority. Effective cross-cultural collaboration requires sensitivity to these dynamics, including status, seniority, and role expectations." Western-style egalitarianism or informal criticism may create discomfort and resistance in such settings.

NEW QUESTION # 109
What is the greatest drawback of using a home-country-based balance sheet versus a headquarters- based balance sheet compensation approach for expatriates?

A. Differences in assignee purchasing power from one host country to another
B. Perceived inequity of treatment based on country of origin
C. Equity between the expatriate and that of local compensation
D. Expatriates' reluctance to be repatriated to their home countries

Answer: B

Explanation:
Comprehensive and Detailed Explanation:
Ahome-country-based balance sheetaligns pay with the employee's home market, but inmultinational settings, this can causeinequityamong expatriates from different countries.
For example, a German and a Brazilian expatriate on the same assignment may receivevery different compensation packages, simply due tohome-country salary levels, despite doing the same job.
GPHR Study Guide Extract - Global Compensation and Benefits / Expatriate Compensation Approaches:
"The home-country balance sheet approach often results in perceived inequities across multinational teams, especially when compensation varies widely based on country of origin." Aheadquarters-based approachis more consistent across assignees, helping managefairness and parity.

NEW QUESTION # 110
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. Professional culture
B. National culture
C. Local culture
D. Corporate culture

Answer: A

NEW QUESTION # 111
What are the 4P's in Marketing?

A. Price, Place, Product, Promotion
B. Price, Product, Promotion, Productivity
C. Place, Product, Promotion, Partnership
D. Price, Product, Promotion, Partnership

Answer: A

NEW QUESTION # 112
During a global expansion, an organization uses a matrix structure combining regional managers and functional leads. HR notices confusion among employees about reporting lines and decision-making authority. What is the BEST HR strategy to clarify accountability?

A. Eliminate regional leads and consolidate functional control
B. Implement performance metrics tied to dual reporting structures
C. Mandate hierarchical decision-making from HQ
D. Redesign job descriptions to emphasize flexibility

Answer: B

Explanation:
Matrix structures benefit fromclearly defined dual KPIs and accountability systems. Aligning performance with both dimensions clarifies expectations and mitigates power struggles.
GPHR Concept:In matrix organizations, performance management must support dual-reporting clarity.

NEW QUESTION # 113
......

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