In a global benefits strategy, why might a company consider using "regional insurance providers" instead of a single global provider?

A company offers a "cafeteria-style benefits plan" for employees in multiple countries. What is a primary advantage of this approach?

An organization with a focus on talent retention uses an "equity-based" compensation plan as part of its international remuneration strategy. What is a primary benefit of this approach in a global context?

In the context of "cross-border mergers and acquisitions," why is addressing compensation alignment critical?

In a "cross-border merger" situation, why is the integration of human resources (HR) critical to the success of the merger?