A business has two locations and is currently in the domestic stage of globalisation. The headquarters are in the United States, where R&D is concentrated, and another site has been built in Asia to manufacture the product. The company has set a goal of becoming a truly multinational corporation in five years. Will pursuing international assignments most likely benefit this company?

A company decides to pursue an international assogment program to fill a new position in is new office in Beijing, China. With the assistance of the human professional, the management team has finalized a list of jobspecific selection crieria of the ideal candidate for the role. During the interviewing process, the key selection tool utilized was role-playing. Role-playing was done entirely in Mandarin bases around common business and family situations an expatriate may face. In addition , roleplaying was utilized to show how the candidate had successfully protrayedidentified success factors in past behavior. Which of the following selection methods was NOT utilized in this scenario? 

Which of the following does NOT serve as a benefit of a company and community site visit and orientation before an individual decides to accept an international assignment?

A global team is made up of 5 individuals and a manager. The manager is located at headquarters in the U.S.,2 individuals are in Europe, and 3 individuals are in 3 different locations in Asia. The manager defines the group's goals, delegates work, and makes tough decisions when necessary. His team is made up of a creative innovator, a person to deal with all of the operational details and requirements, a person who continuously communicates across the group and explores alternatives; a strategic thinker, and a person to evaluate and curtail potential errors and negative consequences. In this scenario, which of the following is NOT an aspect that the manager should monitor in order to ensure a successful global team ?

Which of the following is NOT a potential difference in benefits practices that Human Resources should evaluate when developing a global compensation and benefits strategy?