HRCI GPHR Exam - Topic 3 Question 69 Discussion

Actual exam question for HRCI's GPHR exam

Question #: 69
Topic #: 3

[All GPHR Questions]

An organization has decided to utilize a geographic organizational structure. It has several offices throughout Europe and one office in Asia, in particular, in Shenzhen, China. Although the European offices are very well integrated into headquarters, the office in China has been running fairly independently. Of the locations, this office has been the most resistant to expatriates entering and to developing local talent, In fact, headquarters suspects that most of the hiring and promotions have been based on nepotism. Which of the following gaps does the China office NOT exhibit in this scenario?

ARetention gap

BSkill & competency gap

CKnowledge sharing gap

DSuccession gap

Show Suggested Answer

Suggested Answer: B

by Evangelina at Jun 19, 2024, 06:10 AM

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Rosina

3 months ago

Not sure about that, could be a succession gap too.

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Marvel

3 months ago

Totally agree, the retention gap isn't really an issue here.

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Kina

3 months ago

Wait, are they really hiring based on nepotism? That's wild!

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Malcom

4 months ago

I think it's definitely a skill & competency gap.

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Nikita

4 months ago

Sounds like a classic knowledge sharing gap to me.

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Mammie

4 months ago

I feel like the succession gap is the one they don’t have. They might be promoting internally, even if it’s not fair.

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Mee

4 months ago

I’m a bit confused about the skill and competency gap. If they’re hiring based on nepotism, wouldn’t that mean they have a gap in skills?

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Truman

4 months ago

I think this might be similar to a practice question we did about knowledge sharing. If they’re resistant to expatriates, maybe they lack that gap?

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Celia

5 months ago

I remember discussing retention gaps in class, but I’m not sure if that applies here since they seem to have a stable workforce.

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Yolande

5 months ago

I think I've got it. The China office doesn't seem to be exhibiting a retention gap, as the question doesn't mention any issues with employees leaving the organization. The other gaps all seem plausible, so I'll go with that as my answer.

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Hyun

5 months ago

Ah, I see. The key is to identify the gap that doesn't fit the scenario described for the China office. Nepotism in hiring and promotions suggests a potential issue, but I'll need to consider how that relates to the different gaps.

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Donte

5 months ago

Okay, let's see. The China office has been running independently and is resistant to expatriates and developing local talent. That sounds like it could be a skill and competency gap, a knowledge sharing gap, or a succession gap. I'll need to think through each one.

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Cammy

5 months ago

This seems like a tricky question. I'll need to carefully consider the different gaps mentioned and how they apply to the China office's situation.

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Linwood

5 months ago

Hmm, the question is asking which gap the China office does NOT exhibit. I think I have a good understanding of the different gaps, so I'll try to analyze this systematically.

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Dominque

5 months ago

Okay, I've got it now. A and B are the correct answers here. Moving the blank records to the recycle bin or assigning them to existing Product Development records will ensure the master-detail relationship is properly set up.

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Angella

9 months ago

You know, the China office sounds like a real 'Shenzhen-anigans' going on. No wonder they're resistant to change!

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Misty

8 months ago

C) Knowledge sharing gap

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Thersa

8 months ago

B) Skill & competency gap

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Leonor

8 months ago

A) Retention gap

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Adelle

9 months ago

C) Knowledge sharing gap

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Joni

9 months ago

B) Skill & competency gap

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Annett

9 months ago

A) Retention gap

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Lisha

10 months ago

Succession gap? Nah, with all that nepotism going on, I bet they have that covered. It's probably a family business over there!

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Carissa

8 months ago

C) Knowledge sharing gap

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Glory

8 months ago

C: But what about the other gaps like skill and knowledge sharing? Those are still important for the organization to succeed.

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Laticia

8 months ago

B) Skill & competency gap

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Nickolas

9 months ago

B: That's true, nepotism could be filling that gap for them.

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Azalee

9 months ago

A: Maybe they don't have a succession gap because they're just promoting family members.

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Dong

9 months ago

A) Retention gap

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Merilyn

10 months ago

I'll go with C - the China office doesn't exhibit a knowledge sharing gap. They're hoarding that knowledge like a dragon sitting on a pile of gold.

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Virgie

10 months ago

I believe the China office is also lacking in Skill & competency gap. They need to focus on developing local talent and not just hiring based on nepotism.

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Antione

10 months ago

Aha, the China office is running pretty independently, so I bet they don't have a knowledge sharing gap. They're keeping all that juicy information to themselves!

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