GR7 試験問題を無料オンラインアクセス

Which of the following describes a key feature of a "dual pay" approach for expatriates?

• A.A salary paid in both home and host country currencies to accommodate expenses
• B.A fixed salary in the home country with no adjustments
• C.Salary based on host country rates without additional allowances
• D.Compensation based entirely on the home country with a cost-of-living adjustment

A company has adopted a "global pay scale" that assigns pay grades based on the complexity and responsibility of the role rather than location. What is one potential disadvantage of this approach?

• A.It may not align with local living standards, impacting employee satisfaction
• B.It increases the cost of expatriate assignments
• C.It discourages employees from taking international assignments
• D.It complicates payroll administration due to currency fluctuations

When developing a "global executive compensation" plan, which of the following is a primary factor in ensuring competitiveness?

• A.Offering identical pay structures globally
• B.Limiting benefits for executive roles
• C.Reducing compensation in high-cost regions to maintain global equity
• D.Balancing competitive pay with local regulatory requirements, tax implications, and cultural expectations

In designing a "variable pay" program for a multinational workforce, which of the following is a critical challenge?

• A.Avoiding legal compliance in host countries
• B.Limiting bonuses to executive employees only
• C.Adapting incentives to align with regional market practices, tax regulations, and cultural expectations
• D.Standardizing payout percentages globally

When designing reward systems, how does "culture" influence the choice of rewards offered in different countries?

• A.Culture has no measurable influence on reward preferences
• B.Culture dictates that all reward systems be standardized worldwide
• C.Culture may affect the perceived value of certain rewards, such as group-based incentives versus individual recognition
• D.Culture only impacts non-monetary rewards, leaving compensation unaffected