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

（A）Competitive advantage

（B）Changing labor force demographics

（C）Reduction in time-to-fill

（D）Reduction of legal risk

（E）Compliance with Affirmative Action Plan (AAP)

（A）Outsourcing

（B）Joint venture

（C）Offshoring

（D）Acquisition

（A）Deploying expatriates from HQ to run global subsidiaries

（B）Recruiting host-country nationals for local management roles

（C）Transferring parent-country nationals to all regional offices

（D）Hiring the most qualified candidates regardless of nationality

（A）Enhances gender balance in global leadership roles

（B）Avoids the need for costly family relocation assistance

（C）Increases the retention of expatriates post-assignment

（D）Reduces the administrative complexity of assignment packages

（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）Differences in holiday and leave entitlements

（B）Variability in payroll software across subsidiaries

（C）Lack of English proficiency among local staff

（D）Strong union presence with mandatory collective bargaining agreements

（A）Length of the assignment

（B）Quality of available housing

（C）Accessibility of medical facilities

（D）Cost of goods and services

（A）Incentive distribution plan

（B）Net-to-net

（C）Home-based pay

（D）Hybrid plan