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OCEG - GRCP - GRC Professional Certification Exam High Hit-Rate Test Sample Questions

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OCEG GRCP Exam Syllabus Topics:

Topic
Details

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

GRC Key Concepts: This section of the exam measures the skills of GRC Governance Professionals and covers essential concepts related to reliably achieving objectives, addressing uncertainty, and acting with integrity. It also includes an understanding of the Lines of Accountability™ and the Integrated Action & Control Model™, which provide frameworks for governance and risk management. A key skill assessed is the ability to apply these concepts to enhance organizational performance.

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OCEG GRC Professional Certification Exam Sample Questions (Q207-Q212):

NEW QUESTION # 207
What is the significance of assigning a single owner to each objective?

A. Assigning a single owner to each objective ensures that the owner receives recognition and rewards for achieving the objective
B. Assigning a single owner to each objective ensures clear accountability and authority to ensure successful achievement
C. Assigning a single owner to each objective allows the owner to make unilateral decisions without consulting other stakeholders, which is necessary to keep plans for achieving the objective on track
D. Assigning a single owner to each objective allows the owner to delegate tasks to other employees to achieve the objective

Answer: B

Explanation:
Assigning a single owner to each objective is a best practice in governance, risk, and compliance frameworks because it establishesclear accountability and authority, ensuring that someone is responsible for driving the objective to completion. This principle enhances accountability, improves decision-making, and facilitates effective execution.
Key Benefits of Assigning a Single Owner:
* Clear Accountability:
* The objective owner isaccountablefor ensuring the objective is achieved on time and within scope.
* This accountability removes ambiguity about who is responsible, enabling efficient follow-up and progress tracking.
* Defined Authority:
* The owner has theauthorityto allocate resources, resolve conflicts, and make decisions necessary to achieve the objective.
* Streamlined Communication:
* A single owner acts as the central point of contact, ensuring that communication about the objective is consistent and coordinated across teams.
* Improved Performance Monitoring:
* The objective owner is responsible for tracking progress, reporting outcomes, and identifying barriers to success, ensuring a structured and transparent approach to achieving goals.
Why Option A is Correct:
Assigning a single owner ensuresclear accountability and authorityto drive the objective forward, resolve challenges, and ensure its successful achievement.
Why the Other Options Are Incorrect:
* B. Recognition and rewards: Recognition and rewards may be a byproduct of successful ownership but are not the primary reason for assigning an owner.
* C. Delegation of tasks: While the owner may delegate tasks, the ownership role goes beyond delegation to include accountability for overall success.
* D. Unilateral decision-making: Ownership does not mean making decisions in isolation; collaboration with stakeholders is essential for aligning the objective with organizational goals.
References and Resources:
* COSO ERM Framework- Highlights the importance of assigning accountability for achieving objectives.
* ISO 31000:2018- Discusses accountability in risk and objective management.
* RACI Matrix (Responsible, Accountable, Consulted, Informed)- A widely used framework to define accountability and ownership for objectives.

NEW QUESTION # 208
What is the purpose of conducting after-action reviews?

A. To determine if, when, how, and what to disclose regarding unfavorable events
B. To uncover root causes of favorable and unfavorable events and improve proactive, detective, and responsive actions and controls
C. To provide timely incentives to employees for favorable conduct
D. To establish a tiered approach for responding to unfavorable events

Answer: B

Explanation:
Anafter-action review (AAR)is a structured process used by organizations to evaluatewhat happened, why it happened, and how it can be improved. AARs are conducted after favorable or unfavorable events to uncover root causes and enhance future actions and controls.
Key Purposes of After-Action Reviews:
* Root Cause Analysis:
* AARs identify the underlying factors contributing to both successful and unsuccessful outcomes.
* Example: Analyzing the root cause of a cybersecurity breach or the success of a new product launch.
* Improvement of Controls:
* Insights gained during the review are used to strengthenproactive, detective, and responsive controls, ensuring the organization is better prepared for future events.
* Continuous Learning:
* AARs promote a culture ofcontinuous improvementby learning from past experiences.
* Example: Adjusting training programs based on lessons learned from an incident.
* Feedback Loop:
* Findings are shared with relevant teams to create actionable recommendations and adjustments to policies, processes, and controls.
Why Option C is Correct:
After-action reviews are conducted touncover root causesandimprove proactive, detective, and responsive actions and controls, ensuring the organization learns from past events to enhance its future performance.
Why the Other Options Are Incorrect:
* A. Disclosure of unfavorable events: While disclosure decisions may be informed by findings from an AAR, this is not its primary purpose.
* B. Providing incentives: AARs focus on learning and improvement, not on employee incentives.
* D. Establishing a tiered response: While AARs may inform response plans, their primary focus is root cause analysis and improvement.
References and Resources:
* ISO 31000:2018- Discusses learning from events to improve risk management practices.
* COSO ERM Framework- Highlights the role of after-action reviews in refining controls and processes.
* NIST Cybersecurity Framework (CSF)- Recommends post-incident analysis to strengthen organizational resilience.

NEW QUESTION # 209
What is the primary goal of defining an education plan?

A. To develop a plan that is tailored to the specific needs of each audience.
B. To implement Bloom's Taxonomy in the education program.
C. To create a helpline for anonymous reporting and asking questions.
D. To evaluate the current skill level of the workforce.

Answer: A

Explanation:
The primary goal of defining an education plan is to develop a tailored approach that addresses the specific learning needs of various audiences within the organization.
Key Aspects of an Education Plan:
Identify target audiences (e.g., roles, teams, departments).
Tailor content to align with the responsibilities, risks, and challenges relevant to each audience.
Ensure that learning objectives meet organizational priorities and compliance requirements.
Why Other Options Are Incorrect:
A: Evaluating skill levels is a step in the planning process, not the ultimate goal.
C: Helplines are supplemental to the education plan but are not the primary focus.
D: Bloom's Taxonomy can guide learning strategies but is not the goal of the education plan.
Reference:
OCEG GRC Capability Model: Highlights the importance of tailored education plans.
ISO 37001 (Anti-Bribery Management Systems): Recommends customized training for risk mitigation.

NEW QUESTION # 210
What does it mean for an organization to "sense" its external context?

A. To continually watch for and make sense of changes in the external context that may have a direct, indirect, or cumulative effect on the organization and to notify appropriate personnel and systems
B. To use qualitative methods of monitoring the organization's external context based on experience and intuition
C. To make sense of the changes that are tracked in the external context to determine impact on the organization
D. To evaluate the effectiveness of the organization's monitoring of the external environment

Answer: A

Explanation:
In the context ofGRC (Governance, Risk, and Compliance)and theLEARN component, the concept of
"sensing" the external context refers to the organization's ability tocontinuously monitor, interpret, and act upon changesin its external environment. These changes can impact organizational objectives, risks, and compliance requirements.
* Key Aspects of "Sensing" the External Context:
* Continuous Monitoring:
* The organization keeps a constant watch on external factors such as regulatory changes, market dynamics, geopolitical developments, emerging risks, and stakeholder expectations.
* Monitoring tools, data feeds, and analytics are often used for this purpose.
* Understanding Direct, Indirect, or Cumulative Impacts:
* Changes in the external environment can haveimmediate impacts(e.g., a new regulation) or cumulative impacts(e.g., a gradual shift in market trends).
* The organization must assess how these changes could affect operations, compliance, strategy, or reputation.
* Notification and Escalation:
* Critical changes must be flagged and escalated to the appropriate personnel or systems to enable timely decision-making and response.
* Example: A regulatory change might be escalated to compliance teams for review and action.
* Why Option C is Correct:
* Option C comprehensively describes the process ofsensing: actively monitoring, interpreting, and escalating external context changes.
* Option A is more limited in scope, focusing only on making sense of already tracked changes.
* Option B emphasizes evaluation of monitoring effectiveness, which is an internal review activity, not "sensing."
* Option D refers to qualitative methods but ignores the broader and systematic approach needed for effective sensing.
* Key Tools and Frameworks for "Sensing":
* COSO ERM Framework:Emphasizes environmental scanning as part of identifying and assessing risks.
* ISO 31000 (Risk Management):Recommends regular monitoring and review of external and internal contexts.
* OCEG Principled Performance Framework:Highlights "sensing" as critical for understanding environmental changes that affect organizational performance.
* Examples of External Context Factors to Sense:
* Regulatory or legal changes (e.g., new laws or compliance requirements).
* Competitive landscape shifts (e.g., new market entrants).
* Technological advancements (e.g., adoption of AI or cybersecurity tools).
* Economic or geopolitical changes (e.g., inflation, political instability).
In summary,"sensing" the external contextmeans the organization actively and continuously monitors for changes that could impact its objectives or performance, evaluates their significance, and escalates them to the relevant stakeholders or systems for action. This enables the organization to remain agile, compliant, and effective in a rapidly changing environment.

NEW QUESTION # 211
What is the process of validating direction within an organization?

A. Communicating, negotiating, and finalizing direction with other organizational levels/units.
B. Conducting a SWOT analysis to identify the organization's strengths, weaknesses, opportunities, and threats.
C. Conducting a comprehensive audit of the organization's financial records to ensure they are showing movement in the right direction.
D. Implementing a performance management system to evaluate employee performance and alignment to established direction.

Answer: A

NEW QUESTION # 212
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