A.Limiting performance evaluations to financial outcomes only

B.Adapting performance metrics to reflect local job roles, cultural expectations, and economic conditions

C.Standardizing all performance metrics globally without flexibility

D.Ignoring regional differences in employee performance standards

A.Ensuring all employees contribute only to home-country social security

B.Exempting expatriates from host-country social security systems

C.Adapting to each country's unique social security requirements and contribution levels

D.Standardizing social security contributions across all locations

A.Cultural differences only impact expatriates

B.Differences in culture can influence employee engagement, productivity, and retention post-merger

C.Cultural alignment simplifies payroll integration

D.Cultural integration is irrelevant in a merger context

A.Limiting career development opportunities to high-level executives

B.Offering development programs that reflect the skills demanded by regional business needs and cultural values

C.Aligning career development programs solely with home-country standards

D.Providing identical career paths regardless of regional market needs

A.Ensuring performance metrics are universally standardized across all roles

B.Adapting performance evaluations to reflect local market expectations and cultural differences

C.Avoiding any changes to headquarters' performance management policies

D.Developing a single set of performance metrics that ignore regional variances