To reach the top at most MNEs today, international experience is considered optional.
22.Performance appraisal only entails the evaluation of employee performance for performance.
23.The going rate approach is the most widely used method in expatriate compensation.
24.Low-level host-country nationals, especially those in developing countries, have increasing bargaining power.
25.MNEs intend to eventually replace even top-level expatriates with TCNs, in part to save cost.
26.The initial compensation of an expatriate is determined by performance appraisal.
27.In developed economies, a firm's key concern is to cut cost and enhance competitiveness to fight off low-cost rivals from emerging economies.
28.In the United States, unionized employees earn less than non-unionized employees.
29.In 2007, the (US) House of Representative passed a new Employee Free Choice Act, designed to make it easier to organize unions in the United States.
30.European MNEs are more likely to appoint PCNs to lead subsidiaries.
31.Externally, HRM is shaped by national and industry contexts.
32.The “best fit” school argues that a firm needs to search for the best external and internal fit.
33.Proponents of the “best practices” school argue that firms should adopt “best practices” with respect to certain contexts.
34.Most inpatriates are expected to eventually return to their home country to replace expatriates.
35.Inpatriation is sometimes used for filling skill shortages at headquarters.
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