Practice Test- SHRM-SCP Situational 1; Questions and
Answers
A high-tech U.S. employee from California is on the organization's leadership fast track. He is
in the final stages of consideration for a significant promotion that would involve a transfer to
Hong Kong. This would be the employee's first-ever expatriate assignment. He has never lived
or worked abroad, but he has successfully participated in several of the organization's global
leadership programs, including several extended international business trips. He has worked
for the organization for almost four years and is married with three young children.
The organization's director of global mobility (GM) is the final due diligence assessor for
expatriate assignments. Creating the short list that is now in front of the GM is a very careful
process, fully defined in several of the organization's standard operating procedures.
A few notable questions remain about the California employee:
His mother-in-law is a widow, and Correct-Host an information session with the
employee's wife to determine the family's perspective on the assignment.
A high-tech U.S. employee from California is on the organization's leadership fast track. He is
in the final stages of consideration for a significant promotion that would involve a transfer to
Hong Kong. This would be the employee's first-ever expatriate assignment. He has never lived
or worked abroad, but he has successfully participated in several of the organization's global
leadership programs, including several extended international business trips. He has worked
for the organization for almost four years and is married with three young children.
, Practice Test- SHRM-SCP Situational 1; Questions and
Answers
The organization's director of global mobility (GM) is the final due diligence assessor for
expatriate assignments. Creating the short list that is now in front of the GM is a very careful
process, fully defined in several of the organization's standard operating procedures.
A few notable questions remain about the California employee:
His mother-in-law is a widow, and Correct-Coordinate leaves and visits home for the
employee.
A high-tech U.S. employee from California is on the organization's leadership fast track. He is
in the final stages of consideration for a significant promotion that would involve a transfer to
Hong Kong. This would be the employee's first-ever expatriate assignment. He has never lived
or worked abroad, but he has successfully participated in several of the organization's global
leadership programs, including several extended international business trips. He has worked
for the organization for almost four years and is married with three young children.
The organization's director of global mobility (GM) is the final due diligence assessor for
expatriate assignments. Creating the short list that is now in front of the GM is a very careful
process, fully defined in several of the organization's standard operating procedures.
A few notable questions remain about the California employee:
His mother-in-law is a widow, and Correct-Offer the assignment to the employee asking for
consideration, and include time to determine if the assignment should proceed.
, Practice Test- SHRM-SCP Situational 1; Questions and
Answers
A multinational organization with businesses in the U.K., Australia, and the U.S. decides to
expand its presence into Southeast Asia and Africa through acquisition. Its strategy for each
location is to acquire a faltering domestic company with local brand value and combine it with
its existing businesses to create a new business entity. The organization identifies multiple
companies for acquisition, performs due diligence on each, and is currently awaiting
government approval before proceeding to acquire each entity.
As a member of the acquisition strategy team, HR represents the people perspective. It has
two main assignments: 1) create an integration plan that will retain talent and build capacity
for new business development to meet first-year profit goals and beyond and 2) integrate the
new business acquisition strategy into the organization's ongoing employee engagement
strategy. To help meet its objectives, HR Correct-Review due diligence materials to learn
more about the businesses, management teams, key employees, and culture.
A multinational organization with businesses in the U.K., Australia, and the U.S. decides to
expand its presence into Southeast Asia and Africa through acquisition. Its strategy for each
location is to acquire a faltering domestic company with local brand value and combine it with
its existing businesses to create a new business entity. The organization identifies multiple
companies for acquisition, performs due diligence on each, and is currently awaiting
government approval before proceeding to acquire each entity.
Answers
A high-tech U.S. employee from California is on the organization's leadership fast track. He is
in the final stages of consideration for a significant promotion that would involve a transfer to
Hong Kong. This would be the employee's first-ever expatriate assignment. He has never lived
or worked abroad, but he has successfully participated in several of the organization's global
leadership programs, including several extended international business trips. He has worked
for the organization for almost four years and is married with three young children.
The organization's director of global mobility (GM) is the final due diligence assessor for
expatriate assignments. Creating the short list that is now in front of the GM is a very careful
process, fully defined in several of the organization's standard operating procedures.
A few notable questions remain about the California employee:
His mother-in-law is a widow, and Correct-Host an information session with the
employee's wife to determine the family's perspective on the assignment.
A high-tech U.S. employee from California is on the organization's leadership fast track. He is
in the final stages of consideration for a significant promotion that would involve a transfer to
Hong Kong. This would be the employee's first-ever expatriate assignment. He has never lived
or worked abroad, but he has successfully participated in several of the organization's global
leadership programs, including several extended international business trips. He has worked
for the organization for almost four years and is married with three young children.
, Practice Test- SHRM-SCP Situational 1; Questions and
Answers
The organization's director of global mobility (GM) is the final due diligence assessor for
expatriate assignments. Creating the short list that is now in front of the GM is a very careful
process, fully defined in several of the organization's standard operating procedures.
A few notable questions remain about the California employee:
His mother-in-law is a widow, and Correct-Coordinate leaves and visits home for the
employee.
A high-tech U.S. employee from California is on the organization's leadership fast track. He is
in the final stages of consideration for a significant promotion that would involve a transfer to
Hong Kong. This would be the employee's first-ever expatriate assignment. He has never lived
or worked abroad, but he has successfully participated in several of the organization's global
leadership programs, including several extended international business trips. He has worked
for the organization for almost four years and is married with three young children.
The organization's director of global mobility (GM) is the final due diligence assessor for
expatriate assignments. Creating the short list that is now in front of the GM is a very careful
process, fully defined in several of the organization's standard operating procedures.
A few notable questions remain about the California employee:
His mother-in-law is a widow, and Correct-Offer the assignment to the employee asking for
consideration, and include time to determine if the assignment should proceed.
, Practice Test- SHRM-SCP Situational 1; Questions and
Answers
A multinational organization with businesses in the U.K., Australia, and the U.S. decides to
expand its presence into Southeast Asia and Africa through acquisition. Its strategy for each
location is to acquire a faltering domestic company with local brand value and combine it with
its existing businesses to create a new business entity. The organization identifies multiple
companies for acquisition, performs due diligence on each, and is currently awaiting
government approval before proceeding to acquire each entity.
As a member of the acquisition strategy team, HR represents the people perspective. It has
two main assignments: 1) create an integration plan that will retain talent and build capacity
for new business development to meet first-year profit goals and beyond and 2) integrate the
new business acquisition strategy into the organization's ongoing employee engagement
strategy. To help meet its objectives, HR Correct-Review due diligence materials to learn
more about the businesses, management teams, key employees, and culture.
A multinational organization with businesses in the U.K., Australia, and the U.S. decides to
expand its presence into Southeast Asia and Africa through acquisition. Its strategy for each
location is to acquire a faltering domestic company with local brand value and combine it with
its existing businesses to create a new business entity. The organization identifies multiple
companies for acquisition, performs due diligence on each, and is currently awaiting
government approval before proceeding to acquire each entity.
