D358 Global Human Resource Management - Set 3 - Part 2

Correct Answer: Aligning individual goals with organizational strategy across locations

Global performance management cascades strategy into individual and team goals across locations, providing feedback, development, and a basis for reward decisions.

Correct Answer: Whether the culture favors direct or indirect communication and face-saving

In cultures emphasizing harmony and face-saving, blunt negative feedback can damage relationships. Feedback style must be adapted while still conveying the substance clearly.

Correct Answer: Collecting feedback from managers, peers, subordinates, and sometimes clients

360-degree feedback gathers input from multiple perspectives around the employee, giving a rounded development picture, though its acceptability varies with cultural attitudes to hierarchy.

Correct Answer: Uncomfortable or resisted because it challenges hierarchy

Where power distance is high, subordinates may be reluctant to evaluate superiors, and managers may resent it, so 360-degree processes need careful framing and confidentiality.

Correct Answer: Specific, measurable, achievable, relevant, and time-bound objectives

SMART goals are specific, measurable, achievable, relevant, and time-bound, giving employees clarity about expectations and a fair basis for evaluating results.

Correct Answer: They may conflict with local law and collectivist cultural norms

Forced distribution can conflict with legal protections in some countries and clash with collectivist cultures that value group harmony, potentially damaging morale and creating legal exposure.

Correct Answer: Consistent global standards with locally meaningful measures

An effective global appraisal system maintains comparable standards and definitions of performance across the organization while allowing measures and delivery to reflect local realities.

Correct Answer: Timely feedback allows faster course correction and development

Frequent check-ins provide timely feedback so employees can adjust during the year, rather than learning of concerns months later in a single annual appraisal.

Correct Answer: Evaluating the behaviors and capabilities demonstrated, not just results

Competency-based assessment evaluates how results were achieved through demonstrated behaviors and capabilities, complementing outcome measures and supporting development planning.

Correct Answer: Retention of critical talent and employee perceptions of fairness

Reward effectiveness shows in retention of key talent, ability to attract candidates, and employee perceptions that pay is fair and competitive, rather than in administrative metrics.

Correct Answer: When the pay gap between new hires and experienced staff narrows unduly

Pay compression occurs when market pressure raises starting salaries so that new hires earn close to or more than longer-tenured employees, creating perceived inequity and retention risk.

Correct Answer: Minimum wages differ by country and change over time, affecting compliance and cost

Minimum wage levels vary by country and often by region or sector, and they are revised periodically, so ongoing monitoring is required for legal compliance and cost planning.

Correct Answer: A common framework for sizing jobs consistently across countries

A global grading system applies a consistent methodology for evaluating job size across the organization, enabling comparable career levels and pay structures across different countries.

Correct Answer: Clearer career paths, mobility, and comparable workforce reporting

Harmonized titles and levels clarify career progression, make internal mobility easier, and allow meaningful comparison of workforce data across countries.

Correct Answer: Acquired rights and legal restrictions may prevent unilateral reduction

Many jurisdictions protect acquired employment rights, requiring consultation, agreement, or compensation before benefits can be reduced, so legal review is essential.

Correct Answer: To articulate how and why the organization pays as it does

A compensation philosophy states the organization's principles for pay positioning, mix, and differentiation, guiding consistent decisions and helping explain pay outcomes to employees.

Correct Answer: Legislation requiring gender pay gap reporting and pay disclosure

Many jurisdictions now require gender pay gap reporting or pay range disclosure, increasing the need for defensible, well-documented pay structures and consistent decision-making.

Correct Answer: The difference in average pay between men and women in an organization or economy

The gender pay gap measures the difference in average or median earnings between men and women. It reflects representation across levels as well as pay for comparable work.

Correct Answer: Employees performing comparable work receive comparable pay regardless of gender

Equal pay principles require that people doing the same or comparably valued work receive equivalent pay, with differences justified by objective factors such as performance or experience.

Correct Answer: Documented differences in performance, experience, or scope of responsibility

Pay differences must rest on objective, job-related factors such as performance, relevant experience, qualifications, or role scope, never on protected characteristics.