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GRC Professional
Certification Exam
Version: Demo
[ Total Questions: 10]
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OCEG
GRCP
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Question #:1
How does Benchmarking contribute to the improvement of a capability?
By identifying potential legal and regulatory issues.
By comparing the capability's performance to industry standards or best practices.
By assessing the impact of organizational culture.
By evaluating the effectiveness of risk management campaigns.
Answer: B
Explanation
Benchmarking involves comparing a capability’s performance against
or

industry standards
best practices
to identify areas for improvement and enhance overall effectiveness.
How Benchmarking Contributes:
Identifies Gaps: Reveals discrepancies between current performance and desired standards.
Adopts Best Practices: Encourages learning from successful approaches used by other
organizations.
Promotes Excellence: Drives continuous improvement by setting higher benchmarks.
Why Other Options Are Incorrect:
A: Legal and regulatory issues are addressed through compliance assessments, not benchmarking.
C: Culture assessments are separate from performance benchmarking.
D: Risk management campaign evaluations focus on specific initiatives, not benchmarking.
References:
OCEG GRC Capability Model: Recommends benchmarking as a tool for continuous improvement.
COSO ERM Framework: Highlights industry comparisons in improving organizational capabilities.
Question #:2
How does the IACM address unfavorable events related to obstacles?
By focusing on opportunities
By decreasing the ultimate likelihood and impact of harm
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C.
D.
A.
B.
C.
D.
By implementing a flat organizational structure
By conducting regular employee satisfaction surveys
Answer: B
Explanation
The Integrated Actions and Controls Model (IACM) addresses obstacles by reducing the likelihood and
impact of harm through effective actions and controls.
Risk Mitigation:
Identify potential obstacles and implement measures to decrease their probability.
Minimize the negative impact of these events if they occur.
Examples:
Strengthening internal controls to prevent fraud.
Enhancing cybersecurity measures to reduce data breach risks.
Why Other Options Are Incorrect:
A: Opportunities relate to positive outcomes, not obstacles.
C: Organizational structure is unrelated to addressing obstacles.
D: Employee satisfaction surveys are not directly tied to managing obstacles.
References:
OCEG IACM Framework: Highlights reducing harm as a critical approach to handling obstacles.
ISO 31000 (Risk Management): Supports mitigating likelihood and impact of risks.
Question #:3
What are some considerations to keep in mind when attempting to influence an organization’s culture?
Culture change requires long-term commitment, consistent modeling in both words and deeds, and
reinforcement by leaders and the workforce.
Culture change is not necessary as long as the organization is meeting its financial targets.
Culture change can be achieved quickly through the implementation of new policies and procedures if
there is adequate training provided.
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D.
A.
B.
C.
D.
Culture change is solely dependent on the decisions made by the executive leadership team and how
they model desired behavior.
Answer: A
Explanation
Influencing an organization’s culture involves a
and consistent actions by both
long-term commitment
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.
Question #:4
What is the objective of improving actions and controls to address root causes and weaknesses associated with
unfavorable events?
To escalate incidents for investigation and identify them as in-house or external.
To provide incentives to employees for favorable conduct.
To determine if, when, how, and what to disclose regarding unfavorable events.
To ensure that future events of similar nature are less likely to occur and are less harmful.
Answer: D
Explanation
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A.
B.
C.
D.
The primary objective of improving actions and controls is to
to
address root causes and weaknesses
and mitigate their impact.
prevent the recurrence of unfavorable events
Key Objectives:
Reduce the
of similar unfavorable events occurring in the future.
likelihood
Minimize the
caused by such events if they do occur.
harm
Steps to Address Root Causes:
Conduct thorough investigations to identify the underlying issues.
Enhance or implement new controls to address identified gaps.
Why Other Options Are Incorrect:
A: Escalating incidents is part of incident management, not the improvement of controls.
B: Incentives promote favorable conduct but do not address root causes.
C: Disclosure decisions are a separate consideration from improving controls.
References:
COSO ERM Framework: Highlights addressing root causes to strengthen controls.
OCEG GRC Capability Model: Recommends continuous improvement of actions and controls.
Question #:5
How do detective actions and controls contribute to managing performance?
They provide investigative capabilities in every part of the organization.
They detect and correct unfavorable events, which will lead to an increase in favorable events.
They indicate progress toward objectives by detecting events that help or hinder performance.
They focus on promoting favorable events, which will lead to the reduction of unfavorable events.
Answer: C
Explanation
Detective actions and controls play a critical role in identifying events that affect progress toward
, whether they are positive or negative.
objectives
Role of Detective Controls:
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B.
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Monitor performance indicators to detect deviations from expected outcomes.
Identify trends, anomalies, or incidents that help or hinder progress.
Contribution to Performance Management:
Provides insights into areas requiring attention or adjustment.
Enhances decision-making by offering real-time data on organizational progress.
Why Other Options Are Incorrect:
A: Detective controls focus on monitoring, not investigative capabilities.
B: While they detect unfavorable events, correction is a separate function (corrective controls).
D: Promoting favorable events is a proactive control function, not detective.
References:
COSO ERM Framework: Discusses the use of detective controls in monitoring performance.
OCEG GRC Capability Model: Highlights the role of detective actions in identifying performance
deviations.
Question #:6
What is compliance, and how is it measured in an organization?
Compliance is a measure of the degree to which obligations are proven to be addressed, and it is
measured by assessing requirements, actions & controls to address requirements, and evidence of
effectiveness.
Compliance is the ability to avoid legal disputes, and it is measured by the number of lawsuits and
enforcement actions filed against the organization.
Compliance is the financial success of the organization, and it is measured by revenue and profit
margins.
Compliance is the level of stakeholder satisfaction measured through stakeholder surveys and feedback.
Answer: A
Explanation
Compliance refers to the organization’s adherence to mandatory and voluntary obligations, measured by
evaluating its ability to meet these requirements effectively.
Definition:
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A.
B.
C.
D.
Compliance involves implementing and monitoring actions and controls to fulfill legal,
regulatory, and ethical obligations.
Measurement:
Requirements: Assessing the obligations the organization must meet.
Actions and Controls: Evaluating the mechanisms in place to achieve compliance.
Effectiveness: Verifying outcomes through audits, reviews, and monitoring.
Why Other Options Are Incorrect:
B: Avoiding disputes is a byproduct, not the definition of compliance.
C: Financial success is unrelated to compliance as a specific discipline.
D: Stakeholder satisfaction is broader than compliance metrics.
References:
ISO 37301 (Compliance Management Systems): Explains how to implement, measure, and monitor
compliance.
COSO ERM Framework: Discusses compliance as part of risk and governance activities.
Question #:7
How can the Code of Conduct serve as a guidepost for organizations of all sizes and in all industries?
It is a starting point for policies and procedures in large organizations or those in highly regulated
industries, while in small organizations that are less regulated it is the only guidance needed.
It is a legally mandated document that must be established and followed by all organizations.
It sets out the principles, values, standards, or rules of behavior that guide the organization's decisions,
procedures, and systems, serving as an effective guidepost.
It is only applicable to large organizations in specific industries.
Answer: C
Explanation
A
is a foundational document that articulates the principles, values, standards, and rules
Code of Conduct
that guide an organization’s behavior and decision-making processes.
Role of the Code of Conduct:
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A.
B.
C.
D.
Serves as a reference point for all employees and stakeholders.
Promotes a consistent ethical culture and compliance with organizational values.
Applicability:
Effective across all industries and organization sizes as a baseline for ethical behavior and
operational standards.
Why Other Options Are Incorrect:
A: The Code of Conduct is relevant for all organizations, not just large ones.
B: While important, it is not legally mandated for all organizations.
D: It is applicable to organizations of all sizes and industries, not limited to specific cases.
References:
OCEG GRC Capability Model: Emphasizes the Code of Conduct as a guide for decisions and
behavior.
ISO 37001 (Anti-Bribery Management Systems): Discusses Codes of Conduct in fostering ethical
standards.
Question #:8
What type of activities are typically included in post-assessments?
Financial audits and budget reviews.
Employee performance evaluations and appraisals.
Market research and customer surveys.
Lessons learned, root-cause analysis, after-action reviews, and other evaluative activities.
Answer: D
Explanation
Post-assessments involve evaluative activities that review events, processes, or projects to identify lessons
learned and areas for improvement.
Common Post-Assessment Activities:
Lessons Learned: Captures insights to apply in future efforts.
Root-Cause Analysis: Identifies underlying issues that contributed to outcomes.
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B.
C.
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After-Action Reviews: Provides structured feedback on what went well and what could improve.
Purpose:
Ensures continuous improvement and refinement of strategies, processes, and capabilities.
Promotes a culture of learning and adaptation.
Why Other Options Are Incorrect:
A: Financial audits focus on financial reporting, not post-assessment of processes or projects.
B: Employee evaluations are personnel-focused, not process-focused.
C: Market research is unrelated to post-assessment activities within organizational capabilities.
References:
ISO 31000 (Risk Management): Recommends post-assessment activities for continuous improvement.
COSO ERM Framework: Highlights lessons learned and root-cause analysis in post-event reviews.
Question #:9
What is the role of indicators in measuring progress toward objectives?
Indicators are used to determine if the objectives must be changed in response to changes in the external
or internal context.
Indicators measure quantitative or qualitative progress toward an objective.
Indicators are used to evaluate the appropriateness of the organization’s selection of objectives.
Indicators are used to calculate the return on investment for various projects and initiatives.
Answer: B
Explanation
Indicators are critical tools for measuring progress toward achieving objectives by tracking quantitative or
qualitative metrics.
Role of Indicators:
Provide insights into whether the organization is on track to meet its goals.
Help identify gaps, strengths, and opportunities for improvement.
Examples: Productivity metrics, compliance rates, or customer retention rates.
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A.
B.
C.
D.
Types of Indicators:
Quantitative: Numeric measures like revenue growth or employee turnover rates.
Qualitative: Observations or evaluations, such as stakeholder satisfaction.
Why Other Options Are Incorrect:
A: Indicators measure progress, not the appropriateness of objectives.
C: Objective selection evaluation occurs during the planning phase, not progress measurement.
D: ROI calculations are a subset of financial analysis, not the overall role of indicators.
References:
OCEG GRC Capability Model: Emphasizes indicators in monitoring objectives.
Balanced Scorecard Framework: Uses indicators to measure organizational performance.
Question #:10
What type of policy provides instructions on what actions should be avoided by the organization?
Prescriptive Policy
Procedural Policy
Proscriptive Policy
Reactive Policy
Answer: C
Explanation
A
outlines
to ensure compliance, ethical
Proscriptive Policy
actions or behaviors that should be avoided
conduct, and risk mitigation.
Definition of Proscriptive Policies:
Focus on prohibited activities or practices that may harm the organization or breach regulations.
Example: Policies banning insider trading or discriminatory practices.
Purpose:
Protect the organization from legal, reputational, or operational risks by explicitly identifying
unacceptable behaviors.
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Why Other Options Are Incorrect:
A: Prescriptive policies specify actions that should be taken, not avoided.
B: Procedural policies provide step-by-step instructions for processes, not prohibitions.
D: Reactive policies respond to incidents after they occur, rather than proactively avoiding them.
References:
ISO 37301 (Compliance Management Systems): Discusses proscriptive policies in regulatory
compliance.
COSO Framework: Highlights the role of policies in mitigating risk.

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