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HRCI GPHR Exam Syllabus Topics:

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

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HRCI Global Professional in Human Resource Sample Questions (Q40-Q45):

NEW QUESTION # 40
Which of the following issues does the International Labor Organization (ILO), European Union (EU), and
the Organization Economic Cooperation and Development (OECD) all address?

A. Combating bribery
B. Education and culture
C. Industrial relations
D. Taxation

Answer: C

NEW QUESTION # 41
Which of the following is the most important step when outsourcing the sert up of a new HRIS (human resource information system)?

A. Select the best HRIS system with extensive capabilities
B. Develop a complaint procedure for all work disputes
C. Prepare a detailed request for proposal (RFP) defininf desired specifications
D. Analyze the organization's needs for building a HRIS system

Answer: D

NEW QUESTION # 42
Which of the following is a disadvantage of utilizing internal recruitment methods ?

A. Morale problem
B. Long orientation time
C. Misplacements
D. Organizational inbreeding

Answer: D

NEW QUESTION # 43
A company decides to pursue an international program to fill a new position in its new office in Beijing, China. With the assistance of the human resources professional, the management team has decided on the ideal candidate utilizing the corporate skills inventory. The individual is fluent in Mandarin, has the appropriate technical skills, and has been in a management role for 3 years.
The hiring manager presents the opportunity to the individual who accepts the new position. The human resource professional then works with its vendors to plan all the hogistival details for the relocation. The human resource professional also assists the individual by providing contacts and setting up meetings to orientate the expatriate before and during the assignment, it mentors, expatriate community, etc. In this scenario, which of the following actions items was NOT forgotten to ensure a successful international assignment?

A. Conduct thorough assessment of the candidates
B. Establish realistic expectations
C. Plan the international assignment as part of a process, not an activity
D. Recognize the entire scope of the international assignment experience

Answer: B

NEW QUESTION # 44
An organization is creating an incentive pay plan for its global executives. Due to time pressures, the HR Director is not able to perform a complete analysis as to the measures that should be evaluated for each executive. Therefore, since the focus of the organization this year is on meeting revenue targets in order to reach break-even in 2 years, the HR Director and CEO recommend to the Board of Directors an incentive plan for each executive tied to this year's revenue only. Which of the following statements is true in regards to the incentive pay plan?

A. This is not an effective executive incentive pay plan because it does not aligned with the organizational goals and objectives
B. This is not an effective executive incentive pay plan because it does not incorporate goals line of sight
C. This executive incentive pay plan is not a win-win situation
D. This is not an effective executive incentive pay plan because it does not have a sunset clause

Answer: B

NEW QUESTION # 45
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