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WorldatWork International Remuneration - An Overview of Global Rewards Sample Questions (Q79-Q84):

NEW QUESTION # 79
A company implementing a "work-life" rewards program globally should prioritize which of the following considerations?

A. Implementing flexible work hours only in developed countries
B. Providing the same work-life balance benefits in all locations
C. Adapting work-life programs to accommodate regional cultural preferences and legal requirements
D. Standardizing work-life policies regardless of cultural expectations

Answer: C

NEW QUESTION # 80
Which of the following best describes a challenge in "global performance management" within a diverse workforce?

A. Ensuring performance metrics are universally standardized across all roles
B. Avoiding any changes to headquarters' performance management policies
C. Adapting performance evaluations to reflect local market expectations and cultural differences
D. Developing a single set of performance metrics that ignore regional variances

Answer: C

NEW QUESTION # 81
An organization is trying to decide between "host-based" and "home-based" pay approaches for its international assignments. Which of the following is a significant benefit of a "home-based" approach?

A. Avoids the need for complex tax adjustments across jurisdictions
B. Provides a sense of stability for expatriates by maintaining their home-country standard of living
C. Allows the company to control costs by aligning pay with local market conditions
D. Simplifies payroll administration by using a single currency

Answer: B

NEW QUESTION # 82
What is a significant benefit of using a "headquarters-based" compensation approach for expatriates?

A. Ensures consistent pay levels aligned with the global standard set by headquarters
B. Reduces the need for location-based salary adjustments
C. Increases alignment with host-country market conditions
D. Simplifies tax obligations in the host country

Answer: A

NEW QUESTION # 83
A company uses a "local plus" compensation approach for employees on long-term assignments in high-cost regions. What is a significant disadvantage of this approach?

A. Difficulty in providing a uniform standard of living for all employees
B. Complications in calculating host-country taxes
C. Potential resentment among local employees due to perceived preferential treatment
D. Increased administrative burden due to variable benefits

Answer: C

NEW QUESTION # 84
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