GPHR Cheat Sheet 2026

The 30 highest-yield GPHR facts, distilled from real exam questions. Print it, save it as a PDF, or study it here — free, no sign-up.

1. Which term describes the process of assisting a returning employee to re-integrate into the home country organization after an international assignment? → Repatriation
2. Which international compensation method uses the home-country salary as a base and adds allowances for housing, hardship, and taxation? → Balance-sheet approach
3. Which document formally defines the terms and conditions of an international assignment, including duration, compensation, and benefits? → Assignment letter (or assignment agreement)
4. Which concept best describes the tendency for expatriates to idealize their home culture after living abroad for an extended period? → Ethnocentrism
5. An expatriate assignment is ending, and the employee will repatriate. Which total rewards challenge is MOST commonly reported during repatriation? → Reduction in compensation and benefits compared to the assignment package
6. Which document is typically required by the host country to legally authorize a foreign national to perform work duties? → Work visa or work authorization permit
7. The 'local-plus' compensation approach for expatriates differs from the balance sheet approach in that it: → Uses host-country market pay as the base, then adds selected expatriate allowances
8. An organization operates in 40 countries and wants a consistent global performance management system. What is the greatest risk of full standardization? → It may conflict with local labor laws and cultural norms around feedback and performance
9. What is the primary purpose of a 'whistleblower protection policy' in a global organization? → To encourage reporting of misconduct by protecting employees from retaliation
10. A global HR professional is tasked with establishing a global risk management framework. What is the critical initial step in this process? → Identifying and categorizing potential risks across all areas of global operations.
11. Which global HR strategy best supports a multinational company entering a new emerging market by balancing local adaptation with corporate consistency? → Transnational HR strategy
12. What is the primary purpose of a 'tax equalization' policy in global mobility? → To ensure the assignee is neither better nor worse off tax-wise than staying home
13. Which ethical framework advises HR professionals to apply the same standards globally regardless of local practices, even when local norms differ? → Ethical universalism
14. What is the primary HR purpose of conducting a cultural audit during a cross-border merger or acquisition? → Identifying cultural differences that may create post-merger integration challenges
15. Which approach best supports aligning global HR strategy with an organization's overall business objectives? → Conducting a global workforce capability assessment tied to strategic goals
16. When designing a global benefits strategy, which factor most directly influences mandatory benefit requirements? → Host-country statutory regulations
17. Which global HR practice best supports the development of an inclusive cross-cultural workplace? → Creating employee resource groups and cultural exchange programs
18. Which factor is most commonly cited as the leading cause of international assignment failure? → Family adjustment difficulties and spousal dissatisfaction
19. What is the primary purpose of a global talent inventory? → To identify and catalog the skills, experiences, and potential of employees globally
20. A multinational company is expanding into a high-context culture country. Which communication strategy should the HR team prioritize for local employees? → Relationship-building and attention to nonverbal cues
21. Under GDPR, what is the maximum fine for the most serious data protection violations involving employee personal data? → €20 million or 4% of global annual turnover, whichever is higher
22. When a multinational corporation adopts a transnational HR strategy, what is the PRIMARY distinguishing characteristic? → Balancing global efficiency with local responsiveness simultaneously
23. What is 'localization' in the context of global mobility? → Transitioning an expatriate from assignment terms to local employment conditions
24. A global company is implementing a new whistleblower hotline. To drive adoption in cultures with high power distance, the HR team should PRIMARILY focus on: → Guaranteeing strict anonymity and ensuring the system bypasses direct management chains
25. What is the primary function of a Letter of Assignment (LOA) in international mobility? → It documents the terms, conditions, and duration of the international assignment
26. An organization wants to reduce reliance on long-term expatriate assignments. Which talent model best supports this goal? → Geocentric staffing with strong local talent development
27. An organization is developing a global mobility policy for short-term assignments (less than 12 months). Which consideration is MOST critical? → Establishing permanent establishment risk mitigation
28. Which metric is most useful for evaluating the effectiveness of a global succession planning program? → Percentage of critical roles with at least two ready-now successors across regions
29. Which metric is MOST useful for evaluating the internal equity of a global pay structure across multiple countries? → Compa-ratio relative to local market midpoints
30. A multinational company faces a wildcat strike at its subsidiary in Brazil. What should the global HR professional do first? → Consult local legal counsel to understand Brazilian labor law protections