SHRM-SCP Exam Questions with accurate detailed solutions || || || || || ||
"Which strategy for international assignees best helps to improve their overall experience and
|| || || || || || || || || || || || ||
reduce their sense of isolation? - ✔✔Ensuring that assignees are equipped with communication
|| || || || || || || || || || || || ||
platforms and technologies" || ||
How does HR contribute to diverse locations in a multidomestic strategy? - ✔✔By coordinating
|| || || || || || || || || || || || || ||
subsidiary activities to ensure that culture and policies are consistent with those of the home
|| || || || || || || || || || || || || || ||
country, Local culture and values are accommodated in a multidomestic strategy; still, there
|| || || || || || || || || || || || ||
remains a need to coordinate them with the overall organizational culture.
|| || || || || || || || || ||
How does an understanding of global forces benefit HR practices in a traditional organization? -
|| || || || || || || || || || || || || || ||
✔✔Hyperconnectivity has changed the way employees access information in the workplace. || || || || || || || || || ||
How can an organization ensure a smooth repatriation of an employee after an international
|| || || || || || || || || || || || || ||
assignment? - ✔✔Provide assurance that skills and experience attained during the assignment
|| || || || || || || || || || || ||
will be used as part of a new assignment.
|| || || || || || || ||
A multinational corporation is expanding quickly through acquisitions. It aims to create efficiency
|| || || || || || || || || || || ||
and innovation by integrating all its operations. What might the VP of HR advise the
|| || || || || || || || || || || || || || || ||
management committee in this case? - ✔✔Budget time and resources to revise policies and
|| || || || || || || || || || || || || ||
practices and train all personnel. One of the challenges facing an organization that is seeking
|| || || || || || || || || || || || || || ||
global integration of acquired entities is that these entities have established their own policies and
|| || || || || || || || || || || || || || ||
processes and will adhere to them unless deliberate action is taken to create new, integrated
|| || || || || || || || || || || || || || ||
policies and procedures. || ||
A company expands its operations to deliver services outside its home country. The CEO decides
|| || || || || || || || || || || || || || ||
to hire local workforces for the new offices and tasks the VP of HR with communicating this
|| || || || || || || || || || || || || || || || ||
strategy to the organization. What benefit should the VP of HR emphasize? - ✔✔Deeper
|| || || || || || || || || || || || || ||
understanding of new markets. Pursuing a global strategy with a local workforce allows the || || || || || || || || || || || || || ||
organization to understand and respond to local preferences and practices. || || || || || || || || ||
,What action should HR take to approach global assignments from a strategic-systematic
|| || || || || || || || || || || ||
perspective? - ✔✔Disseminate information, technology, and values uniformly throughout the || || || || || || || || || ||
global organization.One of the most important tasks is to ensure that communication and
|| || || || || || || || || || || || ||
knowledge sharing are universal throughout the organization. || || || || || ||
A manager comes the HR director and complains about a recent global assignee. The employee
|| || || || || || || || || || || || || || ||
has been late on the first report deadline and is not meeting initial goals. How should the HR
|| || || || || || || || || || || || || || || || || ||
director respond? - ✔✔Explain to the manager the process of cross-cultural adjustment and its
|| || || || || || || || || || || || || ||
effect on productivity. || ||
Which of Perlmutter's orientations will allow HR to standardize talent staffing plans for an MNC
|| || || || || || || || || || || || || || ||
where there is a strong business lead? - ✔✔Regiocentric. In a regiocentric orientation, operations
|| || || || || || || || || || || || || ||
are managed regionally. Communication is high within the region and less so between regions.
|| || || || || || || || || || || || || ||
However, staffing practices that promote global approaches are encouraged.
|| || || || || || || ||
Which is an example of reverse innovation? - ✔✔Products created for or by emerging economy
|| || || || || || || || || || || || || || ||
markets that are then imported to developed economy markets.
|| || || || || || || ||
Which initiative is most likely to have the biggest impact to an organization's local responsiveness
|| || || || || || || || || || || || || ||
globalization strategy? - ✔✔Deploying strong mentoring and talent management programs in
|| || || || || || || || || || || ||
host-countries. An local responsiveness strategy commits an organization to achieving a greater || || || || || || || || || || || ||
reliance on local expertise. This calls for increased investment in developing local talent and
|| || || || || || || || || || || || || ||
creating a new class of local leaders. || || || || || ||
A global firm is planning to take a polycentric approach to its philanthropic programs. Which is
|| || || || || || || || || || || || || || || ||
the most likely outcome of taking this approach? - ✔✔Donations will be more aligned to local
|| || || || || || || || || || || || || || || ||
community needs. ||
According to the upstream/downstream strategic model what HR activities are most likely to be
|| || || || || || || || || || || || || ||
placed at headquarters? - ✔✔Workforce alignment. The upstream/downstream model considers it
|| || || || || || || || || ||
useful to localize downstream HR activities (compensation, benefits, labor relations), placing
|| || || || || || || || || || || ||
them closer to HR customers. Upstream functions (strategic planning, workforce alignment)
|| || || || || || || || || || ||
should be closer to corporate headquarters.
|| || || || ||
, Which step moves an organization from being multinational to globalized? - ✔✔Accommodating
|| || || || || || || || || || ||
a multidirectional flow of ideas. The organization's information and knowledge need to be shared
|| || || || || || || || || || || || || || ||
among all locations in a globalized organization. Acquisitions in other countries could make an
|| || || || || || || || || || || || || ||
organization multinational, but to become a truly globalized organization, ideas, goods, and || || || || || || || || || || || ||
products must flow in many directions. || || || || ||
Which best describes a company with a polycentric approach to globalization? - ✔✔Local
|| || || || || || || || || || || || ||
cultural norms are understood and implemented locally. In the polycentric orientation, entities are
|| || || || || || || || || || || || ||
allowed a large measure of independence as long as they are profitable and may adapt to local
|| || || || || || || || || || || || || || || || ||
culture and legal compliance as needed.
|| || || || ||
How does an understanding of Perlmutter's orientations provide HR with a blueprint for
|| || || || || || || || || || || || ||
developing effective global staffing strategies? - ✔✔Staffing strategies need to include an
|| || || || || || || || || || || ||
understanding of the relationship between headquarters and subsidiaries. || || || || || || ||
Which situation is most likely to cause reverse culture shock? - ✔✔Repatriation without enough
|| || || || || || || || || || || || || ||
notice.A multinational corporation is hiring skilled workers who have left their countries because
|| || || || || || || || || || || || ||
of civil unrest and natural catastrophes. In some cases as many as a hundred new employees may
|| || || || || || || || || || || || || || || || ||
have emigrated from the same or neighboring towns.
|| || || || || || ||
How might the CHRO respond to this situation? - ✔✔Offer cultural training for both managers
|| || || || || || || || || || || || || || ||
and their new employees.The head of HR must consider the needs and effects of this new
|| || || || || || || || || || || || || || || ||
workforce. Managers will be more effective if they understand their employees' cultures, and
|| || || || || || || || || || || || ||
employees will feel more engaged and committed to the employer if they understand the host
|| || || || || || || || || || || || || || ||
country's culture. ||
What is one of the three considerations for understanding global forces? - ✔✔While the effects of
|| || || || || || || || || || || || || || ||
a given global force are also global, their impact may be felt uniquely by different cultures,
|| || || || || || || || || || || || || || || || ||
industries, and organizations. || ||
What term describes a web of interconnectedness or the movement of people (labor) and
|| || || || || || || || || || || || || ||
knowledge (technology) across borders? - ✔✔Globalization || || || || ||
"Which strategy for international assignees best helps to improve their overall experience and
|| || || || || || || || || || || || ||
reduce their sense of isolation? - ✔✔Ensuring that assignees are equipped with communication
|| || || || || || || || || || || || ||
platforms and technologies" || ||
How does HR contribute to diverse locations in a multidomestic strategy? - ✔✔By coordinating
|| || || || || || || || || || || || || ||
subsidiary activities to ensure that culture and policies are consistent with those of the home
|| || || || || || || || || || || || || || ||
country, Local culture and values are accommodated in a multidomestic strategy; still, there
|| || || || || || || || || || || || ||
remains a need to coordinate them with the overall organizational culture.
|| || || || || || || || || ||
How does an understanding of global forces benefit HR practices in a traditional organization? -
|| || || || || || || || || || || || || || ||
✔✔Hyperconnectivity has changed the way employees access information in the workplace. || || || || || || || || || ||
How can an organization ensure a smooth repatriation of an employee after an international
|| || || || || || || || || || || || || ||
assignment? - ✔✔Provide assurance that skills and experience attained during the assignment
|| || || || || || || || || || || ||
will be used as part of a new assignment.
|| || || || || || || ||
A multinational corporation is expanding quickly through acquisitions. It aims to create efficiency
|| || || || || || || || || || || ||
and innovation by integrating all its operations. What might the VP of HR advise the
|| || || || || || || || || || || || || || || ||
management committee in this case? - ✔✔Budget time and resources to revise policies and
|| || || || || || || || || || || || || ||
practices and train all personnel. One of the challenges facing an organization that is seeking
|| || || || || || || || || || || || || || ||
global integration of acquired entities is that these entities have established their own policies and
|| || || || || || || || || || || || || || ||
processes and will adhere to them unless deliberate action is taken to create new, integrated
|| || || || || || || || || || || || || || ||
policies and procedures. || ||
A company expands its operations to deliver services outside its home country. The CEO decides
|| || || || || || || || || || || || || || ||
to hire local workforces for the new offices and tasks the VP of HR with communicating this
|| || || || || || || || || || || || || || || || ||
strategy to the organization. What benefit should the VP of HR emphasize? - ✔✔Deeper
|| || || || || || || || || || || || || ||
understanding of new markets. Pursuing a global strategy with a local workforce allows the || || || || || || || || || || || || || ||
organization to understand and respond to local preferences and practices. || || || || || || || || ||
,What action should HR take to approach global assignments from a strategic-systematic
|| || || || || || || || || || || ||
perspective? - ✔✔Disseminate information, technology, and values uniformly throughout the || || || || || || || || || ||
global organization.One of the most important tasks is to ensure that communication and
|| || || || || || || || || || || || ||
knowledge sharing are universal throughout the organization. || || || || || ||
A manager comes the HR director and complains about a recent global assignee. The employee
|| || || || || || || || || || || || || || ||
has been late on the first report deadline and is not meeting initial goals. How should the HR
|| || || || || || || || || || || || || || || || || ||
director respond? - ✔✔Explain to the manager the process of cross-cultural adjustment and its
|| || || || || || || || || || || || || ||
effect on productivity. || ||
Which of Perlmutter's orientations will allow HR to standardize talent staffing plans for an MNC
|| || || || || || || || || || || || || || ||
where there is a strong business lead? - ✔✔Regiocentric. In a regiocentric orientation, operations
|| || || || || || || || || || || || || ||
are managed regionally. Communication is high within the region and less so between regions.
|| || || || || || || || || || || || || ||
However, staffing practices that promote global approaches are encouraged.
|| || || || || || || ||
Which is an example of reverse innovation? - ✔✔Products created for or by emerging economy
|| || || || || || || || || || || || || || ||
markets that are then imported to developed economy markets.
|| || || || || || || ||
Which initiative is most likely to have the biggest impact to an organization's local responsiveness
|| || || || || || || || || || || || || ||
globalization strategy? - ✔✔Deploying strong mentoring and talent management programs in
|| || || || || || || || || || || ||
host-countries. An local responsiveness strategy commits an organization to achieving a greater || || || || || || || || || || || ||
reliance on local expertise. This calls for increased investment in developing local talent and
|| || || || || || || || || || || || || ||
creating a new class of local leaders. || || || || || ||
A global firm is planning to take a polycentric approach to its philanthropic programs. Which is
|| || || || || || || || || || || || || || || ||
the most likely outcome of taking this approach? - ✔✔Donations will be more aligned to local
|| || || || || || || || || || || || || || || ||
community needs. ||
According to the upstream/downstream strategic model what HR activities are most likely to be
|| || || || || || || || || || || || || ||
placed at headquarters? - ✔✔Workforce alignment. The upstream/downstream model considers it
|| || || || || || || || || ||
useful to localize downstream HR activities (compensation, benefits, labor relations), placing
|| || || || || || || || || || || ||
them closer to HR customers. Upstream functions (strategic planning, workforce alignment)
|| || || || || || || || || || ||
should be closer to corporate headquarters.
|| || || || ||
, Which step moves an organization from being multinational to globalized? - ✔✔Accommodating
|| || || || || || || || || || ||
a multidirectional flow of ideas. The organization's information and knowledge need to be shared
|| || || || || || || || || || || || || || ||
among all locations in a globalized organization. Acquisitions in other countries could make an
|| || || || || || || || || || || || || ||
organization multinational, but to become a truly globalized organization, ideas, goods, and || || || || || || || || || || || ||
products must flow in many directions. || || || || ||
Which best describes a company with a polycentric approach to globalization? - ✔✔Local
|| || || || || || || || || || || || ||
cultural norms are understood and implemented locally. In the polycentric orientation, entities are
|| || || || || || || || || || || || ||
allowed a large measure of independence as long as they are profitable and may adapt to local
|| || || || || || || || || || || || || || || || ||
culture and legal compliance as needed.
|| || || || ||
How does an understanding of Perlmutter's orientations provide HR with a blueprint for
|| || || || || || || || || || || || ||
developing effective global staffing strategies? - ✔✔Staffing strategies need to include an
|| || || || || || || || || || || ||
understanding of the relationship between headquarters and subsidiaries. || || || || || || ||
Which situation is most likely to cause reverse culture shock? - ✔✔Repatriation without enough
|| || || || || || || || || || || || || ||
notice.A multinational corporation is hiring skilled workers who have left their countries because
|| || || || || || || || || || || || ||
of civil unrest and natural catastrophes. In some cases as many as a hundred new employees may
|| || || || || || || || || || || || || || || || ||
have emigrated from the same or neighboring towns.
|| || || || || || ||
How might the CHRO respond to this situation? - ✔✔Offer cultural training for both managers
|| || || || || || || || || || || || || || ||
and their new employees.The head of HR must consider the needs and effects of this new
|| || || || || || || || || || || || || || || ||
workforce. Managers will be more effective if they understand their employees' cultures, and
|| || || || || || || || || || || || ||
employees will feel more engaged and committed to the employer if they understand the host
|| || || || || || || || || || || || || || ||
country's culture. ||
What is one of the three considerations for understanding global forces? - ✔✔While the effects of
|| || || || || || || || || || || || || || ||
a given global force are also global, their impact may be felt uniquely by different cultures,
|| || || || || || || || || || || || || || || || ||
industries, and organizations. || ||
What term describes a web of interconnectedness or the movement of people (labor) and
|| || || || || || || || || || || || || ||
knowledge (technology) across borders? - ✔✔Globalization || || || || ||
