HRCI GPHR Exam With Confidence Using Practice Dumps

Comprehensive and Detailed Explanation:

This situation demonstrates theAchievement vs. Ascriptioncultural dimension from Trompenaars' model:

Achievement cultures(like the U.S.): Status is based onmerit, accomplishments, and capability.

Ascription cultures(like many in Asia): Status is derived fromage, seniority, or social connections.

The local employees in Hong Kong respectsenior hierarchy and established authority, and resist change coming from ayounger or less established figure, indicative of anascription-based culture.

GPHR Study Guide Extract – Workforce Relations and Risk Management / Cross-Cultural Models:

“In ascription-oriented cultures, people gain status through age, social class, or connections. It can be difficult for younger or newly arrived expatriates to influence teams where authority is tied to tenure or title rather than capability.”

This mismatch creates resistance and can undermine project success without cultural sensitivity.

Comprehensive and Detailed Explanation:

The goal of global onboarding is toaccelerate productivity. This includes:

Ensuring new hires understand their role

Introducing systems, expectations, and culture

Standardizing onboarding across borders to reduce ramp-up time

GPHR Study Guide Extract – Talent and Organizational Development / Global Onboarding Strategies:

“The primary objective of onboarding is to increase the speed to productivity. Consistent onboarding provides clarity, builds engagement, and reduces integration time.”​

Comprehensive and Detailed Explanation:

In global change initiatives,internal change agents or advocatesplay a pivotal role in:

Promoting the change internally

Serving as communication bridges between leadership and employees

Ensuring cultural relevance and acceptance

This approach is highly effective because it leveragespeer influence and internal credibilityacross locations.

GPHR Study Guide Extract – Strategic Global Human Resources / Change Management:

“Creating a network of internal advocates helps drive adoption of change, reinforce desired behaviors, and build trust in the process.”​