IT인증자격증을 취득하는 것은 IT업계에서 자신의 경쟁율을 높이는 유력한 수단입니다. 경쟁에서 밀리지 않으려면 자격증을 많이 취득하는 편이 안전합니다.하지만 IT자격증취득은 생각보다 많이 어려운 일입니다. HRCI인증 GPHR시험은 인기자격증을 취득하는데 필요한 시험과목입니다. ITExamDump는 여러분이 자격증을 취득하는 길에서의 없어서는 안될 동반자입니다. ITExamDump의HRCI인증 GPHR덤프로 자격증을 편하게 취득하는게 어떨가요?
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시험 번호/코드: GPHR
시험 이름: HRCI (Global Professional in Human Resource)
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Q&A: 204 문항
업데이트: 2014-02-06
수많은HRCI인증 GPHR시험공부자료중에서ITExamDump의HRCI인증 GPHR덤프가 가장 출중한 원인은 무엇일가요? ITExamDump의HRCI인증 GPHR덤프는 실제시험문제의 출제방향을 연구하여 IT전문가로 되어있는 덤프제작팀이 만든 최신버전 덤프입니다. ITExamDump의HRCI인증 GPHR덤프가 있으면 힘든HRCI인증 GPHR시험이 쉬어져서 자격증을 제일 빠른 시간내에 취득할수 있습니다.제일 어려운 시험을 제일 간단한 방법으로 패스하는 방법은ITExamDump의HRCI인증 GPHR덤프로 시험준비 공부를 하는것입니다.
많은 사이트에서HRCI 인증GPHR 인증시험대비자료를 제공하고 있습니다. 그중에서 ITExamDump를 선택한 분들은HRCI 인증GPHR시험통과의 지름길에 오른것과 같습니다. ITExamDump는 시험에서 불합격성적표를 받으시면 덤프비용을 환불하는 서
ITExamDump 는 여러분의 it전문가 꿈을 이루어드리는 사이트 입다. ITExamDump는 여러분이 우리 자료로 관심 가는 인중시험에 응시하여 안전하게 자격증을 취득할 수 있도록 도와드립니다. 아직도HRCI GPHR인증시험으로 고민하시고 계십니까?HRCI GPHR인증시험가이드를 사용하실 생각은 없나요? ITExamDump는 여러분에 편리를 드릴 수 잇습니다. ITExamDump의 자료는 시험대비최고의 덤프로 시험패스는 문제없습니다. ITExamDump의 각종인증시험자료는 모두기출문제와 같은 것으로 덤프보고 시험패스는 문제없습니다. ITExamDump의 퍼펙트한 덤프인 M crosoftGPHR인증시험자료의 문제와 답만 열심히 공부하면 여러분은 완전 안전히HRCI GPHR인증자격증을 취득하실 수 있습니다.
ITExamDump의 HRCI인증 GPHR시험덤프자료는 IT인사들의 많은 찬양을 받아왔습니다.이는ITExamDump의 HRCI인증 GPHR덤프가 신뢰성을 다시 한번 인증해주는것입니다. HRCI인증 GPHR시험덤프의 인기는 이 시험과목이 얼마나 중요한지를 증명해줍니다. ITExamDump의 HRCI인증 GPHR덤프로 이 중요한 IT인증시험을 준비하시면 우수한 성적으로 시험을 통과하여 인정받는 IT전문가로 될것입니다.
GPHR 덤프무료샘플다운로드하기: http://www.itexamdump.com/GPHR.html
NO.1 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.2 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.3 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.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 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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NO.6 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.7 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.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 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.10 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.11 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.12 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.13 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.14 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.15 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.16 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.17 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.18 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.19 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.20 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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