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Which of the following best describes the "destination services" often provided to expatriates as part of an international assignment package?
A. Health insurance and retirement benefits
B. Tax equalization and financial advisory services
C. Language training and cultural orientation
D. Housing allowances and travel reimbursements
Answer: C
NEW QUESTION # 47
When selecting "benefits service providers" for a global organization, which of the following is essential?
A. Using only home-country providers to simplify management
B. Selecting providers with regional expertise to address local compliance and employee needs
C. Choosing providers based on cost alone
D. Standardizing benefits regardless of provider expertise
Answer: B
NEW QUESTION # 48
Why might a "dual pay" approach, where expatriates are paid in both home and host country currencies, be beneficial?
A. It simplifies tax filings for the expatriate
B. It ensures that expatriates receive a fixed base pay only
C. It reduces the administrative cost of compensation management
D. It accommodates local expenses while protecting home-country savings, providing financial stability across currencies
Answer: D
NEW QUESTION # 49
What is a primary challenge when using a "home-based" approach for expatriate compensation?
A. It requires frequent currency conversions for payroll adjustments
B. It may result in inequality among expatriates from different countries
C. Compliance with international tax standards becomes difficult
D. The approach often overlooks local laws
Answer: B
NEW QUESTION # 50
A company uses a "local plus" compensation approach for employees on long-term assignments in high-cost regions. What is a significant disadvantage of this approach?
A. Potential resentment among local employees due to perceived preferential treatment
B. Difficulty in providing a uniform standard of living for all employees
C. Complications in calculating host-country taxes
D. Increased administrative burden due to variable benefits
Answer: A
NEW QUESTION # 51
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