A company decide to purpose an international assignment program to fill a new position in its new office
Beijing, China. With the assistance of the human resources professional, the management, team has
finalized a list of selection criteria of the candidate for the role considering the entire scope of the
international assignment. During the interviewing process, they utilize various tools to isolate out the
success factors.
After deciding on the candidate and the individual accepting the offer, the human resources professional
with vendors to provide cross-cultural training prior to departure and plans all the logistical details for the
relocation. The human resources professional also assists the individual and his family by providing
contacts and setting up meetings with other expatriates in the host country to orientate the expatriate
before country, ie career development, potential roles, personal transition, etc. In this scenario, which of
the following actions items were forgotten to ensure a successful international assignment?

Amongst the following stages of the merger & acquisition process, when does HR usually play the largest role?

Which of the following has the biggest influence in determining the success of work-life balance programs?

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?

At which stage of an organization's global development is HR's involvement fairly limited, with the firm relying on a few key managers to transfer knowledge to others?