WGU D358 GLOBAL HRM
COMPREHENSIVE PRACTICE
EXAMINATION 2026 QUESTIONS WITH
ANSWERS GRADED A+
◍ An employee quits their job without providing notice after their vacation
request is denied by their supervisor.What allows the worker to leave the
company in this way without creating any legal consequence?Implied
contractConsultant agreementBreach of contractEmployment at-will.
Answer: Employment at-willcorrectAnswerCorrect:That's right!
Employment at-will means that an employer or employee can terminate
employment at any time without cause.
◍ Codetermination is a legal requirement in which employees are represented
on supervisory boards or boards of directors and participate in major
strategic decisions.TrueFalse.
Answer: This statement is true. Codetermination is a legal requirement in
which employees are represented on supervisory boards or boards of
directors and participate in major strategic decisions.
◍ Globalization and financial changes have led some Asian-Pacific companies
to shift retirement benefits and planning to individuals. What does this
change represent?.
Answer: Acceptance of free-market policies
◍ What is a payroll challenge that international human resources (IHR) teams
face when selecting an international human resource information system
(IHRIS) for a multinational enterprise (MNE)?.
Answer: Country currencies reflected accurately
,◍ An international human resources (IHR) manager is reviewing the
significant currency devaluation in Asia. The IRH manager is analyzing the
direct impact that the devaluation is having on the work-life balance (WLB)
of the employees in the region.Which type of perspective is the issue that
the manager is considering?MesoMacroMicroNormative.
Answer: MacroThe macro perspective refers to the social, cultural, political,
economic, demographic, and legal contexts dealing with and resulting in
legislation on WLB.
◍ A multinational enterprise (MNE) is recruiting for a newly created strategic
role. The hiring manager is clarifying the required education and minimum
experience needed to successfully perform in the role.What is the part of the
job analysis the hiring manager is
addressing?DescriptionSpecificationPostingEvaluation.
Answer: SpecificationCorrect:That's right! The job specification phase is
correct, as it identifies job factors such as applied knowledge, skills, and
abilities and specific education and certification requirements needed to
perform the job as expected.
◍ A German mining company is looking to expand to a country in Western
Africa, but the country has a requirement to hire locals for senior-level roles
in the company. The company realizes that employees with the necessary
experience are not available, as the country has no history of mining. The
company searches for citizens of that country who have migrated elsewhere
and gained the necessary mining experience. Which type of employee is this
company searching for?.
Answer: Host country nationals
◍ A multinational enterprise (MNE) has a regional office in Latin America.
The office has a large workforce but also has open positions that need to be
filled immediately. The positions are highly skilled and require technical
expertise regarding the company’s data and communication systems. The
chief human resources officer (CHRO) wants to make sure the hiring plan
reflects the local culture and norms of the area. Which hiring strategy should
, the Latin American office use?.
Answer: Advertise internally to manage the vacancies
◍ Which factor in planning staffing for a multinational enterprise (MNE) in an
emerging market would require international human resource (IHR)
professionals to seek information from local consultancies?Population
characteristicsAvailability of dataDiversity of labor forcesLabor mobility.
Answer: Availability of dataFor impactful factors not tracked by
governments, seeking data from local consultancies or authorities would be
required and useful for an MNE.
◍ Many employees at the Portugal offices of a multinational organization are
retiring while other staff members are experiencing burnout because they
are taking on more tasks due to the wave of retirements. The human
resources (HR) officer is worried that the aging population in these locations
does not provide a strong labor force to fill vacancies.How should the HR
officer fill vacancies in the company?Shift older employees' jobs to remote
work positionsClose and move the office to another global locationShift HR
responsibilities to focus mainly on benefitsTarget applicants from nations
with a younger population.
Answer: Target applicants from nations with a younger populationBy
keeping the offices open the company can attract employees from nations
with large labor forces.
◍ A company is considering an international joint venture (IJV). It would like
the new organization to develop its own culture and management
structure.Which model should the company
use?OperatorAutonomousGlobalBlended.
Answer: AutonomousThat's right! In the autonomous model, a new culture
and management model is specifically created for the JV.
◍ Which two barriers exist with multinational bargaining? Choose 2
answers.Union reluctance at the domestic levelThe absence of a centralized
decision-making authority for unionsThe absence of industrial relations laws
and practicesEconomic differences among different countries.
, Answer: "The absence of a centralized decision-making authority for
unions" is correct. There is currently an absence of centralized
decision-making authority for unions."Economic differences among
different countries" is correct. There are major economic and cultural
differences among different countries and employer opposition.
◍ An international human resources (IHR) manager is tasked with rolling out
the headquarters' new human resources (HR) policies and processes to two
countries where the firm has just started operations. The IHR manager is
surprised by how differently each country reacts to the implementation
process. While one country welcomes the new standardized policies and is
eager to implement them, the other one is questioning the policies and
delaying their implementation.Which cultural dimension reflects these
behaviors?Long-term versus short-term orientationMasculinity versus
femininityHigh power versus low power distanceIndividualism versus
collectivism.
Answer: High power versus low power distanceThat's right! This dimension
refers to the degree one culture will or will not respect authority. In cultures
with low power distance, people expect that power is distributed rather
equally and are likely to challenge authority, which is the case for the
country resisting the implementation, challenging authority, and expecting
autonomy and independence. As opposed to this, the other country reflects a
high power distance culture, which will likely expect both inequality and
steep hierarchies, hence demonstrating high respect for authority, resulting
in centralized power and acceptance of autocratic authority and direct
supervision.
◍ An international human resources (IHR) manager is leading a strategic
workforce planning (SWFP) team and has decided to consider only the
current workforce in the plan.Which group is omitted from this
plan?Employees nearing retirementLong-term ill employeesEmployees that
are on noticePotential future employees.
Answer: Potential future employeescorrectAnswerCorrect:That's right!
When potential future employees (labor force) are not included, labor
COMPREHENSIVE PRACTICE
EXAMINATION 2026 QUESTIONS WITH
ANSWERS GRADED A+
◍ An employee quits their job without providing notice after their vacation
request is denied by their supervisor.What allows the worker to leave the
company in this way without creating any legal consequence?Implied
contractConsultant agreementBreach of contractEmployment at-will.
Answer: Employment at-willcorrectAnswerCorrect:That's right!
Employment at-will means that an employer or employee can terminate
employment at any time without cause.
◍ Codetermination is a legal requirement in which employees are represented
on supervisory boards or boards of directors and participate in major
strategic decisions.TrueFalse.
Answer: This statement is true. Codetermination is a legal requirement in
which employees are represented on supervisory boards or boards of
directors and participate in major strategic decisions.
◍ Globalization and financial changes have led some Asian-Pacific companies
to shift retirement benefits and planning to individuals. What does this
change represent?.
Answer: Acceptance of free-market policies
◍ What is a payroll challenge that international human resources (IHR) teams
face when selecting an international human resource information system
(IHRIS) for a multinational enterprise (MNE)?.
Answer: Country currencies reflected accurately
,◍ An international human resources (IHR) manager is reviewing the
significant currency devaluation in Asia. The IRH manager is analyzing the
direct impact that the devaluation is having on the work-life balance (WLB)
of the employees in the region.Which type of perspective is the issue that
the manager is considering?MesoMacroMicroNormative.
Answer: MacroThe macro perspective refers to the social, cultural, political,
economic, demographic, and legal contexts dealing with and resulting in
legislation on WLB.
◍ A multinational enterprise (MNE) is recruiting for a newly created strategic
role. The hiring manager is clarifying the required education and minimum
experience needed to successfully perform in the role.What is the part of the
job analysis the hiring manager is
addressing?DescriptionSpecificationPostingEvaluation.
Answer: SpecificationCorrect:That's right! The job specification phase is
correct, as it identifies job factors such as applied knowledge, skills, and
abilities and specific education and certification requirements needed to
perform the job as expected.
◍ A German mining company is looking to expand to a country in Western
Africa, but the country has a requirement to hire locals for senior-level roles
in the company. The company realizes that employees with the necessary
experience are not available, as the country has no history of mining. The
company searches for citizens of that country who have migrated elsewhere
and gained the necessary mining experience. Which type of employee is this
company searching for?.
Answer: Host country nationals
◍ A multinational enterprise (MNE) has a regional office in Latin America.
The office has a large workforce but also has open positions that need to be
filled immediately. The positions are highly skilled and require technical
expertise regarding the company’s data and communication systems. The
chief human resources officer (CHRO) wants to make sure the hiring plan
reflects the local culture and norms of the area. Which hiring strategy should
, the Latin American office use?.
Answer: Advertise internally to manage the vacancies
◍ Which factor in planning staffing for a multinational enterprise (MNE) in an
emerging market would require international human resource (IHR)
professionals to seek information from local consultancies?Population
characteristicsAvailability of dataDiversity of labor forcesLabor mobility.
Answer: Availability of dataFor impactful factors not tracked by
governments, seeking data from local consultancies or authorities would be
required and useful for an MNE.
◍ Many employees at the Portugal offices of a multinational organization are
retiring while other staff members are experiencing burnout because they
are taking on more tasks due to the wave of retirements. The human
resources (HR) officer is worried that the aging population in these locations
does not provide a strong labor force to fill vacancies.How should the HR
officer fill vacancies in the company?Shift older employees' jobs to remote
work positionsClose and move the office to another global locationShift HR
responsibilities to focus mainly on benefitsTarget applicants from nations
with a younger population.
Answer: Target applicants from nations with a younger populationBy
keeping the offices open the company can attract employees from nations
with large labor forces.
◍ A company is considering an international joint venture (IJV). It would like
the new organization to develop its own culture and management
structure.Which model should the company
use?OperatorAutonomousGlobalBlended.
Answer: AutonomousThat's right! In the autonomous model, a new culture
and management model is specifically created for the JV.
◍ Which two barriers exist with multinational bargaining? Choose 2
answers.Union reluctance at the domestic levelThe absence of a centralized
decision-making authority for unionsThe absence of industrial relations laws
and practicesEconomic differences among different countries.
, Answer: "The absence of a centralized decision-making authority for
unions" is correct. There is currently an absence of centralized
decision-making authority for unions."Economic differences among
different countries" is correct. There are major economic and cultural
differences among different countries and employer opposition.
◍ An international human resources (IHR) manager is tasked with rolling out
the headquarters' new human resources (HR) policies and processes to two
countries where the firm has just started operations. The IHR manager is
surprised by how differently each country reacts to the implementation
process. While one country welcomes the new standardized policies and is
eager to implement them, the other one is questioning the policies and
delaying their implementation.Which cultural dimension reflects these
behaviors?Long-term versus short-term orientationMasculinity versus
femininityHigh power versus low power distanceIndividualism versus
collectivism.
Answer: High power versus low power distanceThat's right! This dimension
refers to the degree one culture will or will not respect authority. In cultures
with low power distance, people expect that power is distributed rather
equally and are likely to challenge authority, which is the case for the
country resisting the implementation, challenging authority, and expecting
autonomy and independence. As opposed to this, the other country reflects a
high power distance culture, which will likely expect both inequality and
steep hierarchies, hence demonstrating high respect for authority, resulting
in centralized power and acceptance of autocratic authority and direct
supervision.
◍ An international human resources (IHR) manager is leading a strategic
workforce planning (SWFP) team and has decided to consider only the
current workforce in the plan.Which group is omitted from this
plan?Employees nearing retirementLong-term ill employeesEmployees that
are on noticePotential future employees.
Answer: Potential future employeescorrectAnswerCorrect:That's right!
When potential future employees (labor force) are not included, labor
