Expatriates usually earn less than local employees in the host country.

One role of an expatriate is to help companies transfer knowledge and skills abroad.

International assignments are becoming more common because of globalization and new technology.

HR departments do not need to change their practices when a company expands internationally.

Filling key positions abroad is one of the motives for sending employees overseas.

The pre-assignment phase includes selecting the right employee and preparing them for the assignment.

Technical competence is not important when choosing an expatriate.

Training for international assignments may include learning the host country's language and culture.

The 'honeymoon phase' is the first stage of cultural adjustment, when everything seems interesting and new.

Culture shock can involve stress, confusion, and a feeling of being an outsider.

Repatriation refers to returning to the parent company and home country after an assignment.

Reverse culture shock is usually easier than the initial culture shock.

Longer time abroad can sometimes make returning home more difficult.

Accurate expectations about returning home can make repatriation easier.