HRCI GPHR HRCI Exam Practice Test Instant Access

Question 1

The call center department of a global organization has a high new hire attrition rate. The HR manager is responsible for addressing this issue in the organization.

Which of the following is the best recruiting approach to reduce new hire attrition?

ARealistic job preview

BOn-the-job training (OJT)

CPeer-to-peer interviews

DOffice tour

Answer : A

Comprehensive and Detailed Explanatio n:

A Realistic Job Preview (RJP) gives candidates a balanced view of the role, including both positive and challenging aspects. This helps set accurate expectations, leading to:

Better job fit

Reduced turnover

Increased job satisfaction

Especially in high-volume, high-turnover roles like call centers, RJPs help filter out candidates who may struggle with the job's demands.

GPHR Study Guide Extract -- Talent Acquisition and Mobility / Recruitment Strategies:

''Providing realistic job previews reduces early-stage attrition by aligning candidate expectations with the actual work environment. This approach improves quality of hire and employee engagement.''

OJT and peer interviews are onboarding or selection tools, while tours do not address expectation alignment.

Question 2

A European technology firm with operations in Brazil is preparing for a merger with a U.S.-based competitor. What HR issue should be addressed FIRST during the due diligence process?

AAlignment of compensation structures

BDifferences in severance laws and employment contracts

CIntegration of HR technology systems

DLeadership communication strategies

Answer : B

Local labor law compliance, including severance and contract enforceability, is critical in Brazil and must be addressed before finalizing the merger. This affects costs, liabilities, and restructuring feasibility.

GPHR Concept: Legal and regulatory risk analysis is a core part of global M&A due diligence.

Question 3

A decentralized global consulting group is experiencing low shareholder returns. Global leadership has attributed this issue to perceived low employee performance and is looking at ways to improve it.

The organization implements a global human resource information system (HRIS), which reduces transactional requirements for HR. What is the best way HR can reposition its role as a strategic business partner?

AAlign HR objectives to key performance indicators.

BDedicate its time to focusing on recruiting top talent.

CConsult with global leadership on total rewards.

DIdentify operational efficiencies for HR cost savings.

Answer : A

Comprehensive and Detailed Explanatio n:

By leveraging the time saved from reduced transactional work, HR can shift focus toward strategic initiatives. The most impactful way to demonstrate business value is by aligning HR objectives with key performance indicators (KPIs) used by the business, such as:

Productivity metrics

Revenue per employee

Retention and engagement indicators

This enables HR to become a true business partner that contributes to organizational success.

GPHR Study Guide Extract -- Strategic Global Human Resources / Strategic Role of HR:

''To become a strategic partner, HR must link its objectives with business metrics. This includes aligning talent development, engagement, and retention strategies with overall corporate KPIs.''

Other actions like recruiting or consulting on total rewards are valuable, but the direct alignment with KPIs most strongly positions HR as a strategic contributor.

Question 4

An HR professional demonstrates strategic thinking primarily by:

AMaintaining legally compliant HR policies

BAligning HR programs with business goals

CWriting job descriptions

DManaging routine HR functions

Answer : B

Comprehensive and Detailed Explanatio n:

Strategic thinking in HR means connecting people strategies with organizational priorities. This includes:

Talent acquisition linked to growth plans

Performance systems that drive business outcomes

Workforce planning aligned to market expansion

GPHR Study Guide Extract -- Strategic Global Human Resources / HR as a Strategic Partner:

''Strategic HR professionals translate business goals into people strategies. Alignment between HR programs and organizational outcomes defines HR's role in value creation.''

Compliance and administration are essential but not strategic in nature.

Question 5

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.''

Question 6

The first step in developing a global expatriate program is to:

ADetermine the financial goals for global assignments

BEstablish guiding principles for the program

CPartner with global vendors for mobility services

DConduct benchmarking against competitors

Answer : B

Comprehensive and Detailed Explanatio n:

Guiding principles serve as the foundation for a global expatriate program. They define:

The purpose of the program (e.g., leadership development, market entry)

Values (e.g., equity, career advancement)

Strategic intent (e.g., support global growth)

These principles ensure alignment and consistency across all assignments and geographies.

GPHR Study Guide Extract -- Global Talent Acquisition and Mobility / Framework for Assignment Program Design:

''Establishing guiding principles provides a strategic compass for policy design and program execution. They align expatriate goals with organizational priorities.''

Costs, vendors, and benchmarking are tactical steps that follow the strategic framework.

Question 7

What remuneration elements must be considered when creating a local market approach?

ACost of living

BHypothetical tax

CExchange rate

DMobility premium

Answer : A

Comprehensive and Detailed Explanatio n:

A local market approach involves aligning compensation with the standards and expectations in the host country. The cost of living is a critical component in ensuring that pay is competitive and sufficient for local lifestyle.

Cost of living varies by region and includes housing, transportation, food, and services

Ignoring this can lead to dissatisfaction or challenges in attracting/retaining local talent

GPHR Study Guide Extract -- Global Compensation and Benefits / Compensation Strategy and Localization:

''In a local market approach, compensation is structured in alignment with local labor market conditions. Key considerations include the cost of living, prevailing wages, and local employment norms.''

Hypothetical tax and mobility premiums are related to expatriate packages, not localization.

HRCI GPHR Global Professional in Human Resource HRCI Exam Practice Test