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HRCI Global Professional in Human Resource Sample Questions (Q89-Q94):

NEW QUESTION # 89
Recommendations on employment standards from the Organization for Economic Cooperation and Development (OECD):

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

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 # 90
Which of the following factors dose ONT affect the trainability of individuals?

A. Perception of environment
B. Time
C. Ability
D. Motivation

Answer: B

NEW QUESTION # 91
A global pharmaceutical company is restructuring its compensation framework to support innovation across its R&D units located in the U.S., Switzerland, and Singapore. HR is tasked with developing a globally integrated yet locally relevant pay-for-performance system. Which of the following should be the primary consideration when designing this strategy?

A. Benchmark compensation against the global pharmaceutical industry
B. Implement a profit-sharing program at headquarters for all global employees
C. Establish a uniform bonus percentage across all regions
D. Align performance incentives with regional innovation drivers and cultural expectations

Answer: D

Explanation:
To drive innovation across borders, HR must align incentives with what motivates performance in each region
- which varies culturally. In collectivist cultures, group bonuses may be more effective; in individualistic ones, personal performance metrics are better motivators.
Uniform bonuses (A) and HQ-focused profit-sharing (D) can cause disengagement in other regions Industry benchmarks (B) help with pay levels but not motivation structure GPHR Concept: Performance and reward systems must support both global strategy and local motivational frameworks.

NEW QUESTION # 92
HR Management is a key factor in building competitiveness through its alignment with the organization's strategies. Which of the following BEST describes the functions of personnel focused on achieving this aspect of their role ?

A. The navigator, operational, and administrative
B. The navigator, strategic, and operational
C. The change partner, operational, and administrative
D. The builder, strategic, and operational

Answer: D

NEW QUESTION # 93
A U.S. based high tech company has built a R&D office in Bangalore, India. Four years have passed since the Greenfield operation was successfully built. During this time, the new location has taken on higher priority engineering projects and trained and developed managerial skills of its newly recruited manages in Bangalore.
Headquarters wants the office to take on a new engineering project that would expand its business in the U.S. by adding a new product line. This project has been identified as the most important objective for the corporation in the mid-term. The project is still in the phase of identifying specifications and developing milestones, where the engineering management team is working closely with the product manager. The management team understand that is must create an international assignment program to have this project run smoothly. The team believes that extended business travel would be the most appropriate program.
In order t confirm their belief, the HR manager does extensive research. The analysis shows that extended business travel will result in $10,000,000 additional revenue in the first year and $5,000,000 additional revenue in the second year due to the customization of the product to customer demand. The cost of the program is $400,000 initial investment plus a variable cost of $100,000 per year. What is the break-even point

A. 6 months
B. 2 months
C. 2.4 months
D. 4.8 months

Answer: D

NEW QUESTION # 94
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GPHR free download dumps & GPHR passleader study torrent

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HRCI Global Professional in Human Resource Sample Questions (Q89-Q94):

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