GPHR - Strategic Global Human Resources Exam with all
Correct & 100% Verified Answers |Latest Version |
Already Graded A+
To develop a strategy for obtaining the right talent, the HR practitioner must conduct extensive
research regarding the ___________ conditions in the area where the company wants to
expand. ✔Correct Answer-labor market
___________ can help determine what the needs of the company are, in relation to employee
knowledge, skills, and abilities, in order to expand internationally into another country or
market. ✔Correct Answer-Gap analysis
Identifying ___________ between the target market and the existing staff skills is crucial to
developing the workforce strategy and produce cost savings for the company. ✔Correct
Answer-synergies
___________ analysis considers various factors that can influence workforce strategies, human
resources policies, and talent management on a global scale. ✔Correct Answer-PESTLE
__ and __ protect employment rights during the process of a company selling a portion of its
business, being purchased by another business, or transferring employees to another entity.
✔Correct Answer-TUPE; ARD
Dismissals that are done solely or primarily because of a transfer are considered ___________
under TUPE and the ARD. ✔Correct Answer-Unfair
Only dismissals that are for an ___________ reason are considered Fair under TUPE or ARD.
✔Correct Answer-ETO
Acquisitions may be a full one where the purchaser assumes all aspects of the acquired
company or ________, where the company only purchases certain assets of the company. The
selling company that engages in the latter acquisition is said to be divesting. ✔Correct
Answer-Partial
___________ are the most common form of business expansion for most international
companies. ✔Correct Answer-Brownfields
___________ strategies are aimed at providing growth internally, such as a new product, while
___________ ones focus on growth through external means, such as M&A. ✔Correct Answer-
Organic; inorganic
, ___ metrics and _____ are the most common types of metrics used to determine the efficacy of
HR efforts and programs. ✔Correct Answer-Recruitment; ROI
___________ COE's are best for HR functions that benefit from centralized expertise and
standardization across the organization. ___________ COE's can cater to the unique needs and
legal requirements of specific geographical areas. ✔Correct Answer-Global; Regional
There are 5 types of HR models: Business partner, functional, Front-back, Hub and Spoke, and
Federated. The ___________ model is the most common. ✔Correct Answer-HR Business
Partner
There are 5 stages to the expansion of a global business. The first 2 stages do not have global
___________. The last 3 stages are not required to be completed in any order. A company may
go from stage 2 to 5 without necessarily ever having been in stages 3 or 4. ✔Correct Answer-
Operations
The limitations to using a ___________ are that a company representative cannot provide direct
instructions to the leased employee on a regular basis, as this can violate some laws related to
co-employment in various countries. ✔Correct Answer-PEO
___ combine elements of both traditional expatriate assignments and ___. ✔Correct Answer-
Hybrid Assignments; local employment
The ___ groups HR professionals based on their area of expertise or HR functions, such as ___
or ___. ✔Correct Answer-Functional HR Model; recruitment; compensation
Ensuring that there are HR professionals in all time zones is referred to the "___" Approach.
✔Correct Answer-Follow the Sun
___ are best for HR functions that benefit from centralized expertise and ___ across the
organization to ensure consistency in best practices. ✔Correct Answer-Global CoE's;
standardization
The ___ is most commonly used by smaller organizations. ✔Correct Answer-Functional HR
model
Back Office HR deals with ___ and ___. ✔Correct Answer-Processes; Compliance
The ___ allows HR Responsibilities to be distributed among various business units or divisions,
and each unit has a degree of ___ to manage HR functions. ✔Correct Answer-Federated HR
Model; autonomy
Correct & 100% Verified Answers |Latest Version |
Already Graded A+
To develop a strategy for obtaining the right talent, the HR practitioner must conduct extensive
research regarding the ___________ conditions in the area where the company wants to
expand. ✔Correct Answer-labor market
___________ can help determine what the needs of the company are, in relation to employee
knowledge, skills, and abilities, in order to expand internationally into another country or
market. ✔Correct Answer-Gap analysis
Identifying ___________ between the target market and the existing staff skills is crucial to
developing the workforce strategy and produce cost savings for the company. ✔Correct
Answer-synergies
___________ analysis considers various factors that can influence workforce strategies, human
resources policies, and talent management on a global scale. ✔Correct Answer-PESTLE
__ and __ protect employment rights during the process of a company selling a portion of its
business, being purchased by another business, or transferring employees to another entity.
✔Correct Answer-TUPE; ARD
Dismissals that are done solely or primarily because of a transfer are considered ___________
under TUPE and the ARD. ✔Correct Answer-Unfair
Only dismissals that are for an ___________ reason are considered Fair under TUPE or ARD.
✔Correct Answer-ETO
Acquisitions may be a full one where the purchaser assumes all aspects of the acquired
company or ________, where the company only purchases certain assets of the company. The
selling company that engages in the latter acquisition is said to be divesting. ✔Correct
Answer-Partial
___________ are the most common form of business expansion for most international
companies. ✔Correct Answer-Brownfields
___________ strategies are aimed at providing growth internally, such as a new product, while
___________ ones focus on growth through external means, such as M&A. ✔Correct Answer-
Organic; inorganic
, ___ metrics and _____ are the most common types of metrics used to determine the efficacy of
HR efforts and programs. ✔Correct Answer-Recruitment; ROI
___________ COE's are best for HR functions that benefit from centralized expertise and
standardization across the organization. ___________ COE's can cater to the unique needs and
legal requirements of specific geographical areas. ✔Correct Answer-Global; Regional
There are 5 types of HR models: Business partner, functional, Front-back, Hub and Spoke, and
Federated. The ___________ model is the most common. ✔Correct Answer-HR Business
Partner
There are 5 stages to the expansion of a global business. The first 2 stages do not have global
___________. The last 3 stages are not required to be completed in any order. A company may
go from stage 2 to 5 without necessarily ever having been in stages 3 or 4. ✔Correct Answer-
Operations
The limitations to using a ___________ are that a company representative cannot provide direct
instructions to the leased employee on a regular basis, as this can violate some laws related to
co-employment in various countries. ✔Correct Answer-PEO
___ combine elements of both traditional expatriate assignments and ___. ✔Correct Answer-
Hybrid Assignments; local employment
The ___ groups HR professionals based on their area of expertise or HR functions, such as ___
or ___. ✔Correct Answer-Functional HR Model; recruitment; compensation
Ensuring that there are HR professionals in all time zones is referred to the "___" Approach.
✔Correct Answer-Follow the Sun
___ are best for HR functions that benefit from centralized expertise and ___ across the
organization to ensure consistency in best practices. ✔Correct Answer-Global CoE's;
standardization
The ___ is most commonly used by smaller organizations. ✔Correct Answer-Functional HR
model
Back Office HR deals with ___ and ___. ✔Correct Answer-Processes; Compliance
The ___ allows HR Responsibilities to be distributed among various business units or divisions,
and each unit has a degree of ___ to manage HR functions. ✔Correct Answer-Federated HR
Model; autonomy
