Compare and contrast training and development in a global context relative to domestic T & D. Discuss the overarching trends in global training and how these evolving approaches may be used effectively to facilitate global training initiatives. Next, focus on training for expatriates. How common is training for expatriates and what should ideally be included in expatriate training? Should training be limited to long-term assignees or should shorter term assignees and international business travelers also be included? Company executives often fail to see the value of training in general and assignee training in particular. Outline some strategies that HR professionals could use to show the return on assignee training to skeptical executives. Finally, many companies see an international assignment as a key aspect of individual, team, and organizational development. Briefly describe how international assignments contribute to development processes in each of these areas. Does an international assignment always lead to a more successful career path? Why or why not?