HRCI GPHR 인증시험

IT업계에서 자신만의 위치를 찾으려면 자격증을 많이 취득하는것이 큰 도움이 될것입니다. HRCI 인증 GPHR시험은 아주 유용한 시험입니다. HRCI 인증GPHR시험출제경향을 퍼펙트하게 연구하여ITExamDump에서는HRCI 인증GPHR시험대비덤프를 출시하였습니다. ITExamDump에서 제공해드리는HRCI 인증GPHR시험덤프는 시장에서 판매하고 있는HRCI 인증GPHR덤프중 가장 최신버전덤프로서 덤프에 있는 문제만 공부하시면 시험통과가 쉬워집니다.

만약ITExamDump선택여부에 대하여 망설이게 된다면 여러분은 우선 우리ITExamDump 사이트에서 제공하는HRCI GPHR관련자료의 일부분 문제와 답 등 샘플을 무료로 다운받아 체험해볼 수 있습니다. 체험 후 우리의ITExamDump에 신뢰감을 느끼게 됩니다. 우리ITExamDump는 여러분이 안전하게HRCI GPHR시험을 패스할 수 있는 최고의 선택입니다. ITExamDump을 선택함으로써 여러분은 성공도 선택한것이라고 볼수 있습니다.

시험 번호/코드: GPHR

시험 이름: HRCI (Global Professional in Human Resource)

인재도 많고 경쟁도 많은 이 사회에, IT업계인재들은 인기가 아주 많습니다.하지만 팽팽한 경쟁률도 무시할 수 없습니다.많은 IT인재들도 어려운 인증시험을 패스하여 자기만의 자리를 지키고 있습니다.우리ITExamDump에서는 마침 전문적으로 이러한 IT인사들에게 편리하게 시험을 패스할수 있도록 유용한 자료들을 제공하고 있습니다.

ITExamDump의HRCI GPHR시험자료의 문제와 답이 실제시험의 문제와 답과 아주 비슷합니다. 우리의 짧은 학습가이드로 빠른 시일 내에 관련지식을 터득하여 응시준비를 하게 합니다. 우리는 우리의HRCI GPHR인증시험덤프로 시험패스를 보장합니다.

HRCI 인증GPHR인증시험공부자료는ITExamDump에서 제공해드리는HRCI 인증GPHR덤프가 가장 좋은 선택입니다. ITExamDump에서는 시험문제가 업데이트되면 덤프도 업데이트 진행하도록 최선을 다하여 업데이트서비스를 제공해드려 고객님께서소유하신 덤프가 시장에서 가장 최신버전덤프로 되도록 보장하여 시험을 맞이할수 있게 도와드립니다.

ITExamDump의 도움을 받겠다고 하면 우리는 무조건 최선을 다하여 한번에 패스하도록 도와드릴 것입니다. 또한 일년무료 업뎃서비스를 제공합니다. 중요한 건 덤프가 갱신이 되면 또 갱신버전도 여러분 메일로 보내드립니다. 망설이지 마십시오. 우리를 선택하는 동시에 여러분은GPHR시험고민을 하시지 않으셔도 됩니다.빨리 우리덤프를 장바구니에 넣으시죠.

ITExamDump의HRCI인증 GPHR시험덤프 공부가이드는 시장에서 가장 최신버전이자 최고의 품질을 지닌 시험공부자료입니다.IT업계에 종사중이라면 IT자격증취득을 승진이나 연봉협상의 수단으로 간주하고 자격증취득을 공을 들여야 합니다.회사다니면서 공부까지 하려면 몸이 힘들어 스트레스가 많이 쌓인다는것을 헤아려주는ITExamDump가 IT인증자격증에 도전하는데 성공하도록HRCI인증 GPHR시험대비덤프를 제공해드립니다.

GPHR 덤프무료샘플다운로드하기: http://www.itexamdump.com/GPHR.html

NO.1 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.2 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.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 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.5 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.6 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.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 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.9 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.10 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.11 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.12 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.13 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.14 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.15 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.16 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.17 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.18 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.19 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.20 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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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.