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HRCI GPHR Exam Syllabus Topics:

Section	Weight	Objectives
Workplace Culture	15%	- Global Workforce Engagement 1. Employee relations 2. Organizational culture initiatives 3. Diversity, equity and inclusion 4. Cross-cultural communication
Global Talent Management	20%	- Talent Acquisition and Development 1. Leadership development 2. Succession planning 3. Performance management 4. Global recruitment strategies
Total Rewards	15%	- Compensation and Benefits 1. Benefits program design 2. Global compensation strategies 3. Recognition and incentive programs
Global Mobility	15%	- International Assignment Management 1. Expatriate and repatriate programs 2. Cross-border workforce movement 3. Immigration considerations
Strategic Global Human Resources	25%	- Global HR Strategy Development 1. Align HR strategy with organizational objectives 2. Analyze global business environment 3. Support international workforce planning
Risk Management and Compliance	10%	- Global Employment Compliance 1. Risk assessment and mitigation 2. Corporate governance 3. Ethics and compliance programs 4. International labor regulations

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HRCI Global Professional in Human Resource Sample Questions (Q113-Q118):

NEW QUESTION # 113
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. Total compensation in relation to severance package
B. Length of service at company
C. Notice pay protection laws
D. Severity of his lock of performance

Answer: D

Explanation:
Explanation/Reference:

NEW QUESTION # 114
Recommendations on employment standards from the Organization for Economic Cooperation and Development (OECD):

A. are more stringent than International Labour Organization (ILO) conventions.
B. must be ratified by member countries within 1 year of publication.
C. establish voluntary guidelines for member countries.
D. are passed to the United Nations (UN) for a binding vote.

Answer: C

Explanation:
Comprehensive and Detailed Explanation:
TheOECDdoes not enforce legal mandates. Instead, it issuesvoluntary guidelinesthatmember countries are encouraged to adopt. These recommendations covercorporate responsibility,employment standards, and ethical labor practices.
GPHR Study Guide Extract - Workforce Relations and Risk Management / International Employment Standards:
"OECD guidelines are voluntary principles and standards for responsible business conduct addressed to multinational enterprises. They are non-binding and are designed to complement existing labor laws and ILO conventions." This makes OECD guidelinesadvisory, unlikeILO conventions, which can beratifiedandlegally binding.

NEW QUESTION # 115
A HR staffing plan is different from strategic HR planning because it is a lot more tactical responding quickly to changes. Which of the following is NOT a factor that helps to ensure that the tactical HR staffing plan is linked to strategic HR planning?

A. Should get buy-in from a large audience when developing global RH staffing plans
B. HR staffing plan clearly aligns with organizational goals
C. Perform a gap analysis to determine the current staffing pool vs. the future needs
D. Assumptions of the HR staffing plan is explicit and fact-based when communicating the plan across the various global locations

Answer: C

NEW QUESTION # 116
Which of the following decribes an employee's motivational potential, according to the job characteristics mode?

A. Skill variety, task identity, task significance, autonomu, feedback
B. job analysis, task significance
C. Ability to implement, responses, feedback
D. Motivation factors and incentives

Answer: A

NEW QUESTION # 117
Which of the following is NOT a cultural impact on the performance appraisal process?

A. Aligning company systems to elicit specific individual performance
B. Type of feedback given
C. Appropriate rewards for achievement
D. Value of individual vs. group performance

Answer: A

NEW QUESTION # 118
......

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