Strategic Global Human Resources Flashcards
7 cards from real GPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Strategic Global Human Resources flashcards as text
When a multinational corporation adopts a transnational HR strategy, what is the PRIMARY distinguishing characteristic?
Answer: Balancing global efficiency with local responsiveness simultaneously
A transnational strategy seeks to achieve both global integration and local responsiveness at the same time, unlike purely global or multidomestic approaches.
A global company is assessing whether to use a third-country national (TCN) for an assignment in Singapore. Which factor MOST favors choosing a TCN over a parent-country national (PCN)?
Answer: The TCN carries fewer cultural biases and may be perceived as more neutral
TCNs are often chosen because they may carry fewer headquarters-centric biases and can be seen as neutral parties by the host country.
Which Hofstede cultural dimension is MOST directly relevant when designing a global performance appraisal system that relies heavily on individual goal-setting and merit pay?
Answer: Individualism vs. Collectivism
Individual goal-setting and merit pay assume an individualistic culture; in collectivist cultures these practices may undermine teamwork and be culturally inappropriate.
Under the OECD Guidelines for Multinational Enterprises, what is the recommended approach for MNEs regarding freedom of association in countries where it is legally restricted?
Answer: Provide comparable means for employee representation within legal constraints
The OECD Guidelines encourage MNEs to provide workers with meaningful means of representation even when local law restricts formal union rights.
A global HR director wants to reduce ethnocentrism in leadership development. Which intervention is MOST effective?
Answer: Rotating high-potential employees through assignments in multiple countries
Cross-cultural rotational assignments build genuine global mindsets by exposing leaders to diverse contexts firsthand, reducing headquarters-centric bias.
Which global talent acquisition strategy BEST supports building a pipeline of globally mobile leaders?
Answer: Implementing a global graduate program that recruits across multiple countries and rotates participants internationally
A global graduate program that recruits internationally and includes rotational assignments intentionally builds a diverse, globally experienced leadership pipeline.
When establishing a global HR shared services center, which factor is MOST critical to ensure service quality across diverse time zones and languages?
Answer: Designing robust multilingual service delivery protocols and escalation pathways
Multilingual service protocols and clear escalation pathways ensure that employees in all regions receive consistent, high-quality HR services despite linguistic and time-zone differences.