GPHR Exam Dumps : Global Professional in Human Resource

Cross-border teams withshared leadership responsibilitiesfosterglobal collaborationandknowledge transfer. This aligns with thetransnational model, which balances global integration with local responsiveness.

GPHR Concept:Transnational HR strategies emphasize cross-functional, cross-border collaboration.

Comprehensive and Detailed Explanation:

Equalization adjustmentsare intended toneutralize the financial impactof working in a foreign country. These adjustments ensure the assignee neithergains nor loses financiallydue to local tax systems, social programs, or cost differences.

Reimbursement forhost-country welfare contributionsis a prime example. This prevents the employee from paying twice (once in the home country and again abroad), which can cause financial strain.

GPHR Study Guide Extract – Global Compensation and Benefits / International Assignment Compensation:

“Equalization aims to make the assignee financially whole by offsetting additional costs or deductions incurred in the host location. This includes contributions to host-country pension, healthcare, and welfare programs.”

Other items like hardship or education allowances arebenefits, not equalizers.

Comprehensive and Detailed Explanation:

Theprimary objectiveof global executive compensation is to align rewards with theorganization’s international business strategy. This includes:

Driving desired behaviors

Supporting talent attraction/retention

Enabling mobility across markets

Reinforcing financial and strategic outcomes

Compensation becomes astrategic lever, not just a payroll function.

GPHR Study Guide Extract – Global Compensation and Benefits / Executive Compensation Strategy:

“Global executive compensation must align with the organization’s strategic objectives to drive performance. It should reflect business priorities, cultural expectations, and the complexity of global roles.”

Equityandstandardizationare important, butstrategy alignmentis the overarching goal.