HRCI인증 GPHR시험을 패스하여 자격증을 취득하여 승진이나 이직을 꿈구고 있는 분이신가요? 이 글을 읽게 된다면HRCI인증 GPHR시험패스를 위해 공부자료를 마련하고 싶은 마음이 크다는것을 알고 있어 시장에서 가장 저렴하고 가장 최신버전의 HRCI인증 GPHR덤프자료를 강추해드립니다. 높은 시험패스율을 자랑하고 있는HRCI인증 GPHR덤프는 여러분이 승진으로 향해 달리는 길에 날개를 펼쳐드립니다.자격증을 하루 빨리 취득하여 승진꿈을 이루세요.
지금 같은 경쟁력이 심각한 상황에서HRCI GPHR시험자격증만 소지한다면 연봉상승 등 일상생활에서 많은 도움이 될 것입니다.HRCI GPHR시험자격증 소지자들의 연봉은 당연히HRCI GPHR시험자격증이 없는 분들보다 높습니다. 하지만 문제는HRCI GPHR시험패스하기가 너무 힘듭니다. ITExamDump는 여러분의 연봉상승을 도와 드리겠습니다.
시험 번호/코드: GPHR
시험 이름: HRCI (Global Professional in Human Resource)
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Q&A: 204 문항
업데이트: 2013-10-06
HRCI GPHR인증덤프가 ITExamDump전문가들의 끈임 없는 노력 하에 최고의 버전으로 출시되었습니다. 여러분의 꿈을 이루어드리려고 말이죠. IT업계에서 자기만의 자리를 잡고 싶다면HRCI GPHR인증시험이 아주 좋은 자격증입니다. 만약HRCI GPHR인증시험 자격증이 있다면 일에서도 많은 변화가 있을 것입니다, 연봉상승은 물론, 자기자신만의 공간도 넓어집니다.
HRCI인증 GPHR시험은 중요한 IT인증자격증을 취득하는 필수시험과목입니다HRCI인증 GPHR시험을 통과해야만 자격증 취득이 가능합니다.자격증을 많이 취득하면 자신의 경쟁율을 높여 다른능력자에 의해 대체되는 일은 면할수 있습니다.ITExamDump에서는HRCI 인증GPHR시험대비덤프를 출시하여 여러분이 IT업계에서 더 높은 자리에 오르도록 도움드립니다. 편한 덤프공부로 멋진 IT전문가의 꿈을 이루세요.
ITExamDump의 경험이 풍부한 전문가들이HRCI GPHR인증시험관련자료들을 계획적으로 페펙트하게 만들었습니다.HRCI GPHR인증시험응시에는 딱 좋은 자료들입니다. ITExamDump는 최고의 덤프만 제공합니다. 응시 전HRCI GPHR인증시험덤프로 최고의 시험대비준비를 하시기 바랍니다.
GPHR 덤프무료샘플다운로드하기: http://www.itexamdump.com/GPHR.html
NO.1 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.2 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.3 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.4 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.5 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.6 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.7 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.8 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.9 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.10 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.11 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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NO.12 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.13 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.14 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.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 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.17 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.18 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.19 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.20 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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