HRCI GPHR HRCI Exam Practice Test Instant Access

Question 1

Which of the following HR practices best supports internal global mobility and career development?

APosting internal job openings on the company intranet

BSending out job announcements via global newsletters

CKeeping individual development plans (IDPs) private between employee and manager

DConducting annual succession planning

Answer : A

Comprehensive and Detailed Explanatio n:

Making internal roles visible through global intranet postings creates a transparent and equitable internal job market. It allows employees across regions to:

Explore opportunities

Proactively manage their careers

Align with mobility programs

GPHR Study Guide Extract -- Talent and Organizational Development / Internal Mobility and Talent Visibility:

''Transparency in internal opportunities enables career mobility and supports talent development. Internal job boards promote fairness and engagement in global talent programs.''

Private IDPs limit visibility, and newsletters are passive. Succession planning is strategic but doesn't enable broad access to roles.

Question 2

Which of the following is the most important initial step in global site selection?

AArranging management briefings on relevant local legislation

BDetermining which countries have the lowest average wage requirements

CIdentifying locations with a high number of college graduates per capita

DEstablishing a multidisciplinary evaluation team

Answer : D

Comprehensive and Detailed Explanatio n:

The first strategic step in selecting a global site is to assemble a cross-functional evaluation team that includes:

HR (for labor and talent factors)

Legal (for compliance and risk)

Finance (for cost analysis)

Operations and leadership

This ensures a balanced, comprehensive assessment of all business, legal, and cultural implications.

GPHR Study Guide Extract -- Strategic Global Human Resources / Site Selection Strategy:

''Establishing a multidisciplinary team enables organizations to analyze site options holistically. It integrates HR, compliance, legal, and operational insights to guide informed decision-making.''

Looking at wages or labor markets comes next---but without a team, the process lacks strategic alignment.

Question 3

An employee expresses concern about being passed over for a strategic international assignment in favor of a high-potential employee. What is the best way for the organization to address this concern?

AFast-track the employee's development

BNotify the employee of the need to wait in line

CConduct a talent review process for the employee

DInterview the employee to determine the employee's suitability

Answer : C

Comprehensive and Detailed Explanatio n:

A talent review process evaluates employees against objective criteria such as:

Competencies

Potential

Readiness for strategic roles

This approach is transparent and supports both fairness and succession planning. It shows the employee that growth opportunities are data-driven, not based on favoritism.

GPHR Study Guide Extract -- Talent and Organizational Development / Succession and Talent Review:

''Talent reviews provide a formalized process for identifying and developing employees for key roles. They enhance transparency and support career development planning, especially for international assignments.''

Fast-tracking development or informal interviews may seem biased or reactive, potentially exacerbating employee dissatisfaction.

Question 4

In a greenfield operation, which due diligence issue needs to be considered?

ALocal economy

BVested benefits

CEmployee turnover

DUnwritten policies

Answer : A

Comprehensive and Detailed Explanatio n:

A Greenfield operation involves establishing a new business facility in a foreign market from scratch. This includes acquiring land, constructing buildings, and recruiting staff. One of the most crucial factors during the due diligence phase is understanding the local economy, including:

Availability of talent

Infrastructure stability

Inflation and currency risks

Local supply chains and logistics

Without a solid grasp of the economic environment, the company could face unforeseen costs or project delays.

GPHR Study Guide Extract -- Strategic Global Human Resources / Market Entry Strategies -- Greenfield Ventures:

''Greenfield operations require detailed due diligence on the local economy, labor availability, and political environment. These factors determine the feasibility and sustainability of new infrastructure and operations.''

Vested benefits and turnover apply more to acquisitions or mergers where employees and policies already exist.

Question 5

What is the primary reason for using performance management systems globally?

AChange management

BEmployee engagement

CDiscipline and sanctions

DEvaluation and development

Answer : D

Comprehensive and Detailed Explanatio n:

While performance management systems can support engagement and change, their core function is to evaluate and develop employees to ensure alignment with business objectives. Global organizations use them to:

Set measurable expectations

Provide consistent performance feedback

Identify development opportunities

Align performance with strategic goals

GPHR Study Guide Extract -- Talent and Organizational Development / Performance Management:

''Performance management systems serve to align individual objectives with organizational strategy, drive performance, and support development. Globally, they help ensure consistency in how performance is measured and improved across different markets.''

Sanctions and discipline are secondary functions and not the primary strategic reason for adopting global systems.

Question 6

Why is the "transfer of learning" concept very important in training and development programs?

AIt allows a new employee to quickly understand and learn the new organization.

BEmployees are able to apply what they have learned in day-to-day activities.

CJob shadowing is the most popular approach in teaching someone a new skill.

DIt allows trainees to ask questions to fully understand a new concept.

Answer : B

Comprehensive and Detailed Explanatio n:

Transfer of learning refers to the extent to which participants apply training in their actual job environment. It is the ultimate goal of any learning program --- knowledge that isn't used has no business value.

This concept ensures that:

Behavioral changes occur

Productivity and performance improve

ROI on training investments is measurable

GPHR Study Guide Extract -- Talent and Organizational Development / Learning Transfer and Effectiveness:

''Effective training must go beyond content delivery. Transfer of learning --- applying acquired skills to real-world tasks --- is critical for measuring success and business impact.''

Understanding a concept or asking questions is part of the learning process, but not its application.

Question 7

A manager from a high-context culture needs to deliver constructive feedback to a team member from a low-context culture. To successfully deliver feedback, the manager will:

ADiscuss family and personal items first before delivering constructive feedback.

BStart the meeting on time and stay focused on the discussion topic.

CAllow the meeting to take its natural course of direction based on the conversation.

DUse humor to diffuse tension when delivering constructive feedback.

Answer : B

Comprehensive and Detailed Explanatio n:

Low-context cultures (e.g., U.S., Germany) value directness, efficiency, and focus. To match this style, a high-context manager should:

Be punctual and topic-focused

Deliver feedback clearly, without embellishment

Avoid relational detours or vague comments

GPHR Study Guide Extract -- Workforce Relations and Risk Management / High vs. Low Context Communication:

''Low-context communication emphasizes explicit, structured, and goal-oriented exchanges. High-context managers must adapt to deliver clear, timely feedback in these environments.''

HRCI Global Professional in Human Resource GPHR HRCI Exam Practice Test