ITExamDump에서는 전문HRCI GPHR인증시험을 겨냥한 덤프 즉 문제와 답을 제공합니다.여러분이 처음HRCI GPHR인증시험준비라면 아주 좋은 덤프입니다. ITExamDump에서 제공되는 덤프는 모두 실제시험과 아주 유사한 덤프들입니다.HRCI GPHR인증시험패스는 보장합니다. 만약 떨어지셨다면 우리는 덤프비용전액을 환불해드립니다.
IT인증시험은 국제적으로 인정받는 자격증을 취득하는 과정이라 난이도가 아주 높습니다. HRCI인증 GPHR시험은 IT인증자격증을 취득하는 시험과목입니다.어떻게 하면 난이도가 높아 도전할 자신이 없는 자격증을 한방에 취득할수 있을가요? 그 답은ITExamDump에서 찾을볼수 있습니다. ITExamDump에서는 모든 IT인증시험에 대비한 고품질 시험공부가이드를 제공해드립니다. ITExamDump에서 연구제작한 HRCI인증 GPHR덤프로HRCI인증 GPHR시험을 준비해보세요. 시험패스가 한결 편해집니다.
시험 번호/코드: GPHR
시험 이름: HRCI (Global Professional in Human Resource)
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Q&A: 204 문항
업데이트: 2014-04-28
ITExamDump의 도움으로 여러분은 많은 시간과 돈을 들이지 않으셔도 혹은 여러학원등을 다니시지 않으셔도 우리 덤프로 안전하게 시험을 통과하실 수 있습니다.HRCI GPHR시험자료는 우리 ITExamDump에서 실제시험에 의하여 만들어진 것입니다. 지금까지의 시험문제와 답과 시험문제분석 등입니다. ITExamDump에서 제공하는HRCI GPHR시험자료의 문제와 답은 실제시험의 문제와 답과 아주 비슷합니다.
ITExamDump에서 제공되는HRCI GPHR인증시험덤프의 문제와 답은 실제시험의 문제와 답과 아주 유사합니다. 아니 거이 같습니다. 우리ITExamDump의 덤프를 사용한다면 우리는 일년무료 업뎃서비스를 제공하고 또 100%통과 율을 장담합니다. 만약 여러분이 시험에서 떨어졌다면 우리는 덤프비용전액을 환불해드립니다.
여러분은 우리. ITExamDump의HRCI GPHR시험자료 즉 덤프의 문제와 답만 있으시면HRCI GPHR인증시험을 아주 간단하게 패스하실 수 있습니다.그리고 관련 업계에서 여러분의 지위상승은 자연적 이로 이루어집니다. ITExamDump의 덤프를 장바구니에 넣으세요. 그리고 ITExamDump에서는 무료로 24시간 온라인상담이 있습니다.
IT인증자격증을 취득하는 것은 IT업계에서 자신의 경쟁율을 높이는 유력한 수단입니다. 경쟁에서 밀리지 않으려면 자격증을 많이 취득하는 편이 안전합니다.하지만 IT자격증취득은 생각보다 많이 어려운 일입니다. HRCI인증 GPHR시험은 인기자격증을 취득하는데 필요한 시험과목입니다. ITExamDump는 여러분이 자격증을 취득하는 길에서의 없어서는 안될 동반자입니다. ITExamDump의HRCI인증 GPHR덤프로 자격증을 편하게 취득하는게 어떨가요?
요즘같이 시간인즉 금이라는 시대에 시간도 절약하고 빠른 시일 내에 학습할 수 있는 ITExamDump의 덤프를 추천합니다. 귀중한 시간절약은 물론이고 한번에HRCI GPHR인증시험을 패스함으로 여러분의 발전공간을 넓혀줍니다.
GPHR 덤프무료샘플다운로드하기: http://www.itexamdump.com/GPHR.html
NO.1 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.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 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.4 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.5 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.6 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.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 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.9 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.10 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.11 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.12 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.13 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.14 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.15 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.16 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.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 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.19 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.20 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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