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HRCI GPHR Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Global Mobility	15%	- Expatriate and global assignments 1. Repatriation and knowledge transfer 2. Pre-departure and on-assignment support 3. Assignment types and selection - Immigration and compliance 1. Visa, work permit and tax regulations 2. Cross-border employment laws
Topic 2: Strategic Global Human Resources	25%	- Ethics and corporate social responsibility 1. CSR policies and stakeholder engagement 2. Ethical standards in global operations - Global business strategy alignment 1. Global organizational design and structure 2. Corporate governance and compliance frameworks 3. Develop HR strategies supporting global goals
Topic 3: Global Compensation and Benefits	15%	- Total rewards strategy 1. Global pay structures and equity 2. Benefits design and administration - Tax and regulatory compliance 1. International compensation taxation 2. Statutory and market-based requirements
Topic 4: Risk Management and Compliance	10%	- Global legal and regulatory environment 1. Data privacy and security (GDPR, etc.) 2. Employment laws across jurisdictions - Health, safety and security 1. Global workplace safety standards 2. Crisis management and business continuity
Topic 5: Workplace Culture and Employee Relations	15%	- Global employee relations 1. Conflict resolution and communication 2. Labor relations and employment standards - Cross-cultural effectiveness 1. Cultural dimensions and impact on HR 2. Building inclusive global culture
Topic 6: Global Talent Management	20%	- Performance and talent development 1. Learning and development across regions 2. Succession planning and career paths 3. Global performance management systems - Talent acquisition and workforce planning 1. Workforce planning and forecasting 2. Global recruitment strategies 3. Diversity and inclusion in global teams

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HRCI Global Professional in Human Resource Sample Questions (Q20-Q25):

NEW QUESTION # 20
Which of the following takes into account the effects of inflation when analyzing data from a pulished survey?

A. Measuring central tendency
B. Utilizing frequency distributions
C. Aging
D. Leveling

Answer: C

NEW QUESTION # 21
What is the most common reason for the failure of an expatriate assignment?

A. Language barriers
B. Cultural differences
C. Family adjustment
D. Technical capabilities

Answer: C

Explanation:
Comprehensive and Detailed Explanation:
The leading cause ofexpatriate failureisinability of the family to adjustto the host country. Even when the employee is well-prepared professionally, their assignment can collapse due to:
* Spouse isolation or lack of career opportunities
* Children's difficulty adapting to local schools
* Overall family dissatisfaction with the new environment
GPHR Study Guide Extract - Global Talent Acquisition and Mobility / Causes of Expatriate Failure:
"Family adjustment issues are the most frequent reason for expatriate assignment failure. The inability of a spouse or children to adapt to the new location leads to early repatriation and loss of investment." Language and culture are important, but they are typically addressable with training and support.Family well- being is foundational.

NEW QUESTION # 22
Which of the following is NOT likely an issue a human resources professional would help a dual career family to work though to determine the appropriateness of an international assignment for the family at that time ?

A. Will the employee consider commuting instead of moving the whole family to the host country?
B. How will the loss of income from one spouse impact the family and their finances?
C. Will the accompanying spouse be able to find a job easily?
D. How will the host country workers respond to a same sex family?

Answer: D

NEW QUESTION # 23
A young technical expert is sent to Hong Kong to improve the current human resource information system (HRIS). The current workforce is resisting change and takes direction only from their senior manager. What cultural conflict is being demonstrated?

A. Achievement versus ascription
B. Specific versus diffuse
C. Universalism versus particularism
D. Neutral versus affective

Answer: A

Explanation:
Comprehensive and Detailed Explanation:
This situation demonstrates theAchievement vs. Ascriptioncultural dimension from Trompenaars' model:
* Achievement cultures(like the U.S.): Status is based onmerit, accomplishments, and capability.
* Ascription cultures(like many in Asia): Status is derived fromage, seniority, or social connections.
The local employees in Hong Kong respectsenior hierarchy and established authority, and resist change coming from ayounger or less established figure, indicative of anascription-based culture.
GPHR Study Guide Extract - Workforce Relations and Risk Management / Cross-Cultural Models:
"In ascription-oriented cultures, people gain status through age, social class, or connections. It can be difficult for younger or newly arrived expatriates to influence teams where authority is tied to tenure or title rather than capability." This mismatch creates resistance and can undermine project success without cultural sensitivity.

NEW QUESTION # 24
You have decided to measure the organization's recruiting effectiveness in the long term by calculating of
turnover. Which of the following reasons represents the PRIMARY purpose of this measurement?

A. Improve quality of employee
B. Assessing cost effectiveness of programs
C. Motivating employees effectively
D. Risk management

Answer: C

NEW QUESTION # 25
......

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