GR7 시험 - WorldatWork실제시험문제와 답 - 130문항

Question No : 1

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

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

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Question No : 2

In designing an international remuneration policy, a company wants to balance consistency and flexibility across regions.
Which of the following would best support this goal?

A.Implementing a completely centralized pay structure
B.Using global guidelines with regional variations as needed
C.Standardizing benefits without room for regional customization
D.Providing only local market-based pay adjustments

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Question No : 3

A multinational corporation wants to establish a "global mobility policy" that supports long-term talent deployment.
Which of the following elements should be prioritized to improve employee retention?

A.Offering high salary packages without benefits
B.Providing career development opportunities and support for family relocation
C.Reducing assignment lengths to minimize relocation stress
D.Focusing solely on base salary adjustments for cost-of-living differences

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Question No : 4

Which of the following is a major consideration when implementing an equity-based compensation program in multiple countries?

A.The valuation of the company’s stock in international markets
B.Local legal requirements and tax implications for stock options
C.Setting uniform vesting periods across all regions
D.Excluding employees from low-cost countries from participating

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Question No : 5

A company offers a "cafeteria-style benefits plan" for employees in multiple countries.
What is a primary advantage of this approach?

A.Employees can select benefits that align with their individual needs and cultural expectations
B.The plan requires less administrative effort than fixed benefits plans
C.It allows the company to standardize benefits across all locations
D.Benefits costs are reduced due to simplified implementation

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Question No : 6

In a global pay strategy, a company uses a "market-based approach" to set pay levels.
Which of the following would best describe a challenge of this approach in an international context?

A.Difficulty in benchmarking pay levels due to varying market conditions
B.Requirement to use a standardized global pay grade
C.Reduced flexibility to adapt compensation to individual performance
D.Decreased alignment with headquarters' pay policies

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Question No : 7

A company using a "balance sheet approach" includes a "hardship premium" in the expatriate compensation package.
Under what condition is this premium typically granted?

A.When the assignment involves significant health and safety risks
B.For any international assignment, regardless of location
C.Only when the cost of living is substantially lower in the host country
D.For employees who have been on assignment for over a year

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Question No : 8

When adopting a "host-country approach" to expatriate compensation, what is one primary drawback of this method?

A.It is less expensive than the home-country approach
B.It often fails to account for exchange rate fluctuations
C.It may result in lower-than-expected income for expatriates from high-income countries
D.It simplifies payroll processing across international locations

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Question No : 9

Which of the following best describes the "destination services" often provided to expatriates as part of an international assignment package?

A.Language training and cultural orientation
B.Housing allowances and travel reimbursements
C.Tax equalization and financial advisory services
D.Health insurance and retirement benefits

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Question No : 10

A company uses a "local plus" compensation approach for employees on long-term assignments in high-cost regions.
What is a significant disadvantage of this approach?

A.Increased administrative burden due to variable benefits
B.Difficulty in providing a uniform standard of living for all employees
C.Potential resentment among local employees due to perceived preferential treatment
D.Complications in calculating host-country taxes

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Question No : 11

Which of the following describes a "cultural alignment" approach in global remuneration?

A.Tailoring reward packages to fit the specific social and cultural expectations in each region
B.Establishing identical compensation practices across all locations to promote unity
C.Ensuring all expatriates receive benefits based solely on the headquarters’ standards
D.Designing packages to minimize the influence of local culture

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Question No : 12

A multinational organization offers "long-term incentives" to its employees across different countries.
Which of the following is a key challenge with this approach?

A.Ensuring all employees receive identical incentive structures
B.Managing tax compliance across multiple jurisdictions
C.Tracking the performance of individual employees globally
D.Aligning incentive payouts with annual performance reviews

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Question No : 13

In the context of international remuneration, what is the primary purpose of a "hypothetical tax" calculation?

A.To estimate the expatriate’s future tax liability in the host country
B.To equalize the tax burden for expatriates by simulating home-country tax rates
C.To simplify payroll processes by creating a universal tax rate
D.To maximize the net pay of expatriates in high-tax countries

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Question No : 14

When calculating the remuneration for expatriates, a company decides to use a "net-to-net" approach.
What is the main principle of this approach?

A.Matching the net income of expatriates to host-country employee earnings
B.Ensuring that expatriates take home a comparable net income as they would in their home country
C.Basing salary adjustments solely on gross income comparisons
D.Aligning compensation with exchange rate fluctuations

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Question No : 15

A global company is planning to move to a "centralized approach" for managing compensation across its various international locations.
What is one likely advantage of this approach?

A.Increased flexibility to adapt pay policies based on local market needs
B.Greater consistency and alignment with the organization’s global goals
C.Reduction in the need for expatriate allowances
D.Improved cost savings due to regional pay variations

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WorldatWork GR7 시험