WorldatWork GR7 問題集

質問 1：
An organization with a focus on talent retention uses an "equity-based" compensation plan as part of its international remuneration strategy. What is a primary benefit of this approach in a global context?
A. Allows employees to share in the company's long-term growth and profitability
B. Reduces reliance on currency adjustments and local market fluctuations
C. Aligns employee benefits with those provided in their home country
D. Provides a fixed monthly income that supports cost-of-living needs
正解：A

質問 2：
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. Requirement to use a standardized global pay grade
B. Decreased alignment with headquarters' pay policies
C. Reduced flexibility to adapt compensation to individual performance
D. Difficulty in benchmarking pay levels due to varying market conditions
正解：D

質問 3：
Which of the following describes a best practice when selecting benefits service providers in a global benefits strategy?
A. Limiting partnerships to home-country providers
B. Using a single provider for all countries to simplify management
C. Choosing providers based solely on cost rather than expertise
D. Partnering with providers who have expertise in local compliance and cost management
正解：D

質問 4：
An organization that operates in multiple countries is planning to offer a "variable pay" program as part of its total rewards strategy. What is a significant challenge when designing such a program?
A. Adapting variable pay incentives to meet diverse cultural preferences and regulatory requirements
B. Limiting the program to non-monetary incentives
C. Ensuring variable pay only benefits top performers globally
D. Ensuring consistency in payout amounts across countries
正解：A

質問 5：
Which of the following best describes the purpose of a "local plus" compensation package?
A. Enhancing host-country salaries with additional allowances to address cost-of-living and quality-of-life factors for expatriates
B. Providing expatriates with only local pay without additional benefits
C. Reducing expatriate compensation to minimize costs
D. Matching expatriate pay to home-country standards without adjustment
正解：A

質問 6：
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. Managing tax compliance across multiple jurisdictions
B. Ensuring all employees receive identical incentive structures
C. Tracking the performance of individual employees globally
D. Aligning incentive payouts with annual performance reviews
正解：A

質問 7：
In a "global recognition program," what is a potential issue if the organization fails to consider cultural differences?
A. Cultural alignment is unnecessary in recognition programs
B. Employees in all regions will have identical engagement levels
C. Recognition programs have no measurable impact on employee satisfaction
D. The program may lack relevance or appeal, resulting in reduced motivation and lower employee morale
正解：D

質問 8：
In the design of a global "healthcare benefits" plan, what is a common issue that companies encounter?
A. Simplified administration due to uniform international healthcare standards
B. The ability to outsource all healthcare needs to a single provider
C. The same healthcare needs for all employees globally
D. Differing healthcare systems, regulations, and expectations across regions
正解：D