HRCI Updated GPHR Exam Questions and Answers by klara

Comprehensive and Detailed Explanation:

Understanding stakeholders—both internal and external—is essential for HR to align its strategies with organizational goals. Effective stakeholder engagement allows HR to design initiatives that meet business needs and employee expectations.

GPHR Topic Reference:

Strategic Global Human Resources – Stakeholder Analysis and Engagement:

“An understanding of the organization’s stakeholders is fundamental to shaping HR’s strategy and ensuring its contribution to business performance.”

Comprehensive and Detailed Explanation:

Parent-country nationals (PCNs)are often used inconservative or centralized cultureswherecontrol, consistency, and alignment with HQ policiesare prioritized. Large financial firms typically prefer PCNs fortrust, governance, and standardization.

GPHR Study Guide Extract – Global Talent Acquisition and Mobility / Staffing Approaches:

“An ethnocentric staffing model commonly places parent-country nationals in foreign managerial roles to ensure alignment with the organization’s home-office practices. This is especially prevalent in highly regulated, conservative sectors such as finance and banking.”

Other models likepolycentricorgeocentricare more aligned with flexible or mature international companies.

Comprehensive and Detailed Explanation:

While legal compliance and awareness matter, theprimary objectiveof D&I initiatives isbusiness impact— improving innovation, collaboration, and performance byharnessing diverse perspectives.

GPHR Study Guide Extract – Strategic Global Human Resources / Diversity and Inclusion Strategy:

“The true value of D&I lies in its ability to enhance productivity by tapping into the full range of employee skills, perspectives, and experiences.”​

Gender balance and affinity groups support inclusion, butproductivity is the strategic outcome.

Comprehensive and Detailed Explanation:

Increased Retention– A strong employer brand attracts high-quality talent and fosters pride and loyalty, reducingturnover costsand improvingorganizational stability.

Customer Engagement– Employees who are proud to work for a company becomebrand ambassadors, indirectly improvingcustomer trustand brand loyalty.

GPHR Study Guide Extract – Talent Acquisition and Mobility / Employer Branding:

“Employer branding not only reduces recruitment and retention costs but also strengthens corporate reputation. Engaged employees contribute to customer satisfaction and organizational growth, reinforcing the employer brand in the market.”

Recognition and wellness are elements of internal programs, not directeconomic driversof employer branding.