GPHR 無料問題集「HRCI Global Professional in Human Resource」

（A）High turnover of third-country nationals

（B）Full integration between global mobility and talent functions

（C）Ease in developing effective global talent pipelines

（D）Lack of high-potential talent in global locations

（E）Ability to retain high-potential talent after international assignments

（A）Management training programs

（B）Unified information systems

（C）Leadership commitment

（D）Effective communication channels

（A）Number of total employee actions

（B）Year-over-year market demand

（C）The cost of vendor contracts

（D）Analysis and interpretation of data

（A）It has little impact on an employee's perception of their role

（B）It provides long-term guidance on behavior

（C）It is based exclusively on written values

（D）It can be quickly changed by upper management

（A）Competency development

（B）Problem solving

（C）Cost control

（D）Employee retention

（A）Allows an employer to ignore local regulations.

（B）Exposes an employer to greater liability.

（C）Is easier for local employees to understand and accept.

（D）Is the preferred approach for all multinational employers.

（A）Create a network of internal advocates.

（B）Build a knowledge tracking system.

（C）Update recruitment and selection processes.

（D）Develop information technology policies.

（A）Questioning team members' ideas in public

（B）Treating everyone as equals

（C）Being aware of levels of social status

（D）Having a quick reaction to issues

（A）must be ratified by member countries within 1 year of publication.

（B）are passed to the United Nations (UN) for a binding vote.

（C）establish voluntary guidelines for member countries.

（D）are more stringent than International Labour Organization (ILO) conventions.

（A）External market-based pay

（B）Individual praise and reward

（C）Group-based bonus pay

（D）Personal performance bonus