PASS GUARANTEED TRUSTABLE GPHR - GLOBAL PROFESSIONAL IN HUMAN RESOURCE VALID PRACTICE MATERIALS

Pass Guaranteed Trustable GPHR - Global Professional in Human Resource Valid Practice Materials

Pass Guaranteed Trustable GPHR - Global Professional in Human Resource Valid Practice Materials

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Tags: GPHR Valid Practice Materials, New GPHR Test Vce Free, Valid GPHR Braindumps, Exam GPHR Topics, GPHR Knowledge Points

If you are craving for getting promotion in your company, you must master some special skills which no one can surpass you. To suit your demands, our company has launched the GPHR exam materials especially for office workers. For on one hand, they are busy with their work, they have to get the GPHR Certification by the little spread time. On the other hand, it is not easy to gather all of the exam materials by themselves. So our GPHR study questions are their best choice.

Topics of GPHR Exam

Candidates must know the exam topics before they start of preparation as it will really help them in hitting the core.Our GPHR Exam exam dumps will include the following topics:

1. Strategic Global Human Resources (25%)2. Global Talent Management (20%)3. Global Mobility (15%)4. Workplace Culture (15%)5. Total Rewards (15%)6. Risk Management and Compliance (10%)

>> GPHR Valid Practice Materials <<

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HRCI Global Professional in Human Resource Sample Questions (Q123-Q128):

NEW QUESTION # 123
A research scientist is being transferred from a work site in Bangalore, India to a three-year assignment at the organization's headquarters in Seattle, Washington, United States (US). Which visas should the organization apply for to cover both the employee and their spouse?

  • A. J-1 and J-2
  • B. F-1 and F-2
  • C. B-1 and B-2
  • D. L-1 and L-2

Answer: D

Explanation:
Comprehensive and Detailed Explanation:
The correct visas for anintra-company transfer of a professional employeeare theL-1 (for the employee) andL-2 (for the spouse/dependent). TheL-1 visais specifically designed for employees of multinational companies being transferred to a U.S. parent, subsidiary, or affiliate for along-term assignment.
* L-1A: for executives and managers
* L-1B: for employees with specialized knowledge
* L-2: for spouses and dependents of L-1 visa holders, often with work authorization GPHR Study Guide Extract - Global Talent Acquisition and Mobility / International Assignment Legal Compliance:
"The L-1 visa is commonly used for intra-company transfers of managers, executives, or those with specialized knowledge to a U.S. office. The L-2 visa allows accompanying family members to reside and, in many cases, work in the U.S." Other visas listed (B-1/B-2, F-1/F-2, J-1/J-2) are for temporary business, students, or exchange visitors-not suitable for work relocation.


NEW QUESTION # 124
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?

  • A. Identify operational efficiencies for HR cost savings.
  • B. Dedicate its time to focusing on recruiting top talent.
  • C. Align HR objectives to key performance indicators.
  • D. Consult with global leadership on total rewards.

Answer: C

Explanation:
Comprehensive and Detailed Explanation:
By leveraging thetime savedfrom reduced transactional work, HR can shift focus towardstrategic initiatives.
The most impactful way todemonstrate business valueis by aligning HR objectives withkey performance indicators (KPIs)used by the business, such as:
* Productivity metrics
* Revenue per employee
* Retention and engagement indicators
This enables HR to become atrue business partnerthat contributes toorganizational 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 thedirect alignment with KPIs most strongly positions HR as a strategic contributor.


NEW QUESTION # 125
An organization is in the growth stage of the organizational life cycle. The company is a small staffing firm made up with a founder who largely performs a business development individuals, and 2 junior recruiters who perform most the administrative function. Each recruiter is paired up with a business development individual to target a specific niche in professions-sales and marketing vs. engineering vs. administrative staff (ie clerical, accounting, etc). Which of the following types of organizational structures is recommended?

  • A. Divisional
  • B. Narrow span of control
  • C. Centralization
  • D. Functional

Answer: A


NEW QUESTION # 126
Which of the following is an intangible cost of an international assignment?

  • A. Allowances
  • B. Opportunity cost of potential contributions in home country
  • C. Career support for spouse in home and host country
  • D. Home leave for vacation back to the home country to visit family

Answer: B


NEW QUESTION # 127
The HR Director of a multinational, U.S.-based company is proposing a staffing plan where foreign offices
are staffed with as local nationals as possible instead of expatriates. Which of the following are NOT
business justifications for this proposal?

  • A. Favorable tax treatment by local government
  • B. Building local expertise competencies
  • C. Realization of cost savings
  • D. Compliance with U.S. tax regulations

Answer: D


NEW QUESTION # 128
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