GRCP TEST ENGINE & RELIABLE GRCP TEST REVIEW

GRCP Test Engine & Reliable GRCP Test Review

GRCP Test Engine & Reliable GRCP Test Review

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OCEG GRCP Exam Syllabus Topics:

TopicDetails
Topic 1
  • Align Component: This subsection covers aligning GRC practices with organizational objectives and regulatory requirements. A vital skill evaluated is the ability to integrate GRC processes into business operations effectively.
Topic 2
  • GRC Capability Model Details: This section of the exam measures the skills of GRC Strategy Makers and covers detailed components of the GRC Capability Model. It includes understanding various elements and practices, key actions, and controls necessary for effective governance, risk management, and compliance.
Topic 3
  • Review Component: This subsection focuses on reviewing and evaluating GRC practices to ensure continuous improvement. A critical skill evaluated is conducting audits and assessments to identify areas for enhancement in governance practices.
Topic 4
  • Perform Component: This subsection emphasizes executing GRC activities and implementing controls to manage risks effectively. A key skill assessed is the ability to perform risk assessments and implement necessary actions.
Topic 5
  • Learn Component: This subsection focuses on the learning aspect of the GRC Capability Model, emphasizing foundational knowledge necessary for effective governance practices. A key skill assessed is understanding basic GRC principles to support strategic initiatives.

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OCEG GRC Professional Certification Exam Sample Questions (Q91-Q96):

NEW QUESTION # 91
In the IACM, what is the role of Compound/Accelerate Actions & Controls?

  • A. To identify and address any potential conflicts of interest that may compound or accelerate enforcement actions against the company.
  • B. To accelerate and compound the impact of favorable events to increase benefits and promote the future occurrence.
  • C. To enhance the brand image and reputation of the organization.
  • D. To accelerate and compound the benefits of reducing costs.

Answer: B

Explanation:
Compound/Accelerate Actions & Controls in the Integrated Actions and Controls Model (IACM) focus on amplifying the positive impact of favorable events and fostering conditions for their recurrence.
Objective:
Enhance the benefits derived from favorable events and outcomes.
Increase the likelihood and magnitude of future occurrences of such events.
Examples:
Leveraging positive market feedback to expand brand loyalty.
Scaling a successful project for broader application.
Why Other Options Are Incorrect:
A: Addresses conflicts, not the role of compound/accelerate controls.
B and D: These are outcomes, not primary roles of this category.
Reference:
OCEG IACM Framework: Discusses compounding benefits and promoting opportunities.


NEW QUESTION # 92
What are some considerations to keep in mind when attempting to influence an organization's culture?

  • A. Culture change can be achieved quickly through the implementation of new policies and procedures if there is adequate training provided.
  • B. Culture change is not necessary as long as the organization is meeting its financial targets.
  • C. Culture change is solely dependent on the decisions made by the executive leadership team and how they model desired behavior.
  • D. Culture change requires long-term commitment, consistent modeling in both words and deeds, and reinforcement by leaders and the workforce.

Answer: D

Explanation:
Influencing an organization's culture involves a long-term commitment and consistent actions by both leadership and employees to embed desired values and behaviors.
* Key Considerations for Culture Change:
* Consistency: Leaders must model desired behaviors and decisions.
* Reinforcement: Continuous support and alignment of policies, rewards, and communication strategies.
* Engagement: Involves the entire workforce, not just leadership.
* Why Other Options Are Incorrect:
* B: Financial targets do not negate the need for a positive and effective culture.
* C: Culture change cannot be achieved quickly; it requires sustained effort and reinforcement.
* D: Leadership is critical but culture change also depends on workforce-wide engagement.
References:
* OCEG GRC Capability Model: Emphasizes long-term strategies for cultural alignment.
* ISO 30401 (Knowledge Management): Highlights culture as a shared responsibility.


NEW QUESTION # 93
Why is it necessary to provide timely disclosures about the resolution of issues to relevant stakeholders?

  • A. To ensure protection of anonymity and non-retaliation for reporters.
  • B. To meet legal requirements and provide confidence to stakeholders about the process.
  • C. To escalate incidents for investigation and identify them as in-house or external.
  • D. To compound and accelerate the impact of favorable events.

Answer: B

Explanation:
Timely disclosures about the resolution of issues are necessary tocomply with legal requirementsand reassure stakeholdersthat the organization is effectively managing risks and issues.
* Purpose of Timely Disclosures:
* Compliance: Meet regulatory requirements for transparency and accountability.
* Stakeholder Confidence: Demonstrates the organization's commitment to addressing issues responsibly.
* Benefits:
* Builds trust with stakeholders, including employees, investors, and regulators.
* Reduces reputational risks associated with delayed or incomplete disclosures.
* Why Other Options Are Incorrect:
* A: Escalation is an internal process, not related to stakeholder disclosures.
* B: While anonymity is important, it is not the primary reason for disclosure.
* C: Disclosures do not accelerate favorable events; they address issue resolution.
References:
* ISO 37002 (Whistleblowing Management Systems): Discusses the importance of transparency in issue resolution.
* OCEG GRC Capability Model: Recommends timely disclosures for stakeholder confidence.


NEW QUESTION # 94
What is the role of identification criteria?

  • A. Identification criteria are used to calculate the total budget for the organization based on priority objectives and the number of related obstacles and obligations.
  • B. Identification criteria are used to establish the communication channels within the organization regarding opportunities, obstacles, and obligations.
  • C. Identification criteria are used to determine the order in which units undertake identification activities.
  • D. Identification criteria are used to focus on priority objectives and results.

Answer: D


NEW QUESTION # 95
Why is it important to avoid "perverse incentives" in an incentive program?

  • A. They violate anti-harassment laws
  • B. They are not tax-deductible
  • C. They encourage adverse conduct
  • D. They decrease employee satisfaction

Answer: C

Explanation:
Perverse incentives are unintended consequences of poorly designed incentive programs that encourage adverse or undesirable behavior, often undermining organizational objectives.
Examples of Perverse Incentives:
Encouraging employees to prioritize short-term gains at the expense of long-term goals.
Promoting unethical behavior, such as cutting corners to meet targets.
Ignoring quality to achieve quantity-based performance metrics.
Why Option A is Correct:
Option A identifies the primary issue with perverse incentives: they encourage adverse conduct, which may lead to risks, ethical breaches, or reduced organizational effectiveness.
Options B, C, and D are not directly related to the concept of perverse incentives.
Relevant Frameworks and Guidelines:
OCEG Principled Performance Framework: Emphasizes designing incentives that align with ethical behavior and organizational objectives.
ISO 37001 (Anti-Bribery Management): Highlights the risks of incentives that encourage unethical conduct.
In summary, avoiding perverse incentives is critical to ensure that incentive programs promote desirable behaviors and align with organizational values and objectives.


NEW QUESTION # 96
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