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Whenever establishing a latest division internationally, what kind of policies must HR make when adjusting the US procedures or vice-versa?

How must a company address the cultural differences when an expat transfers to a foreign country...who must adjust to the cultural differences? Should the Expat adjust to the host or the host country adjust to the policies and practices of the business?

When training, what organization structure must the company use to train and develop practices to adjust to the language, cultural and production differences?

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