1. Royal Dutch shell is one the largest companies in the world and has been for years with sales approaching $ 400 billion and 82 000 employees worldwide , including some 7000 employee on expatriate assignment the company is large complex and powerful compared with retail or consumer companies shell is more narrowly focused and much more technical in orientation how do you think this narrower focus and technical orientation affects global human resource management shell

2. Shell long term goal is to develop local talent wherever possible , thereby leveraging local employees networks, markets knowledge and language skills while also minimizing cost moving shell employees from other countries to work with partners and transfer expertise is potential local employee do not have the educational background in may cases how would you solve the education skill and knowledge gap if you were a shell c suite leader

3. Spending significant time (e.g. three years) on an expatriate assignment has significant family and professional implications as can be see in the shell survey that was mentioned in the case how would you feel if you were given an expatriate assignment today how would you fell about it if you were 25 yeas old 35? 50 ?

4.why do the accounting systems of different countries differ why do these difference matter?

5. why might an accounting -based control system proved headquarters management with biased information about the performance of a foreign subsidiary ? how can these biases best be corrected ?

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