Consider the following questions:
When establishing a new division internationally, what type of of policies should HR make when adjusting the to US procedures or vice versa?
How should a company address the cultural differences when an expat transfers to a foreign country...who should adjust to the cultural differences. Should the Expat adjust to the host or the host country adjust to policies and practices of the busienss?
When training, what organization structure should the compnay use to train and develop practices to adjust to the lanugage, cultural and productuion differences?