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HRCI Global Professional in Human Resource Sample Questions (Q129-Q134):

NEW QUESTION # 129
Which type of organization is most likely to staff a management position in another country with a parent-country national?

A. A large financial organization with a conservative culture
B. A small start-up organization that has entered into an international licensing agreement
C. A mature consumer goods organization with long-standing international operations
D. An advertising organization that supports numerous local clients

Answer: A

Explanation:
Comprehensive and Detailed Explanation:
Parent-country nationals (PCNs)are often used inconservative or centralized cultureswherecontrol, consistency, and alignment with HQ policiesare prioritized. Large financial firms typically prefer PCNs for trust, governance, and standardization.
GPHR Study Guide Extract - Global Talent Acquisition and Mobility / Staffing Approaches:
"An ethnocentric staffing model commonly places parent-country nationals in foreign managerial roles to ensure alignment with the organization's home-office practices. This is especially prevalent in highly regulated, conservative sectors such as finance and banking." Other models likepolycentricorgeocentricare more aligned with flexible or mature international companies.

NEW QUESTION # 130
Which of the following types of organizational structures would be MOST effective in being responsive to customer?

A. Line units
B. Matrix
C. Divisional
D. Functional

Answer: C

NEW QUESTION # 131
What assignment compensation structure often makes it difficult to localize long-serving expatriates?

A. Net-to-net
B. Home-based pay
C. Incentive distribution plan
D. Hybrid plan

Answer: B

Explanation:
Comprehensive and Detailed Explanation:
Thehome-based paystructure keeps expatriates' compensation tied to their country of origin, often using a balance sheet approach that maintains living standards consistent with their home country. This can make it difficult to transition these employees to local salaries, particularly if they've been on assignment for a long time and have grown accustomed to higher compensation levels.
GPHR Topic Reference:
Global Compensation and Benefits - Expatriate Compensation Approaches:
"Home-country-based balance sheet approaches can create long-term inequities and hinder the ability to transition expatriates into localized roles."

NEW QUESTION # 132
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 there a history of drug abuse in the family?
B. Is the family stable and relationships currently harmonious?
C. Are the children open to moving to the host country?
D. Is adventure and discovering new things characteristic of the family?

Answer: A

NEW QUESTION # 133
An employee in Canada brings a charge against an organization headquartered in the U.S. for a wrongful dismissal. The organization appoints a third-party to make a binding decision for resolution.
Which of the following describes this method of Alternative Dispute Resolution (ADR)?

A. Arbitration
B. Mediation
C. Litigation
D. Conciliation

Answer: A

Explanation:
Comprehensive and Detailed Explanation:
Arbitrationis a formal process where aneutral third-party (arbitrator)makes abinding decisionon a dispute. It is:
* Quicker and more private than litigation
* Often contractually agreed upon
* Common in international labor contexts
GPHR Study Guide Extract - Workforce Relations and Risk Management / Alternative Dispute Resolution (ADR):
"Arbitration is used when parties agree to resolve disputes outside court through a neutral arbitrator whose decision is binding. It is particularly valuable in international employment disputes." Mediationisnon-binding, focused on facilitated negotiation.Conciliationis similar but even less formal.

NEW QUESTION # 134
......

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