You are director of HRM (international) for an international firm operating mainly in Africa. The business strategy is to expand operations into the Far East, starting in Malaysia. A number of medium-sized firms based in Kuala Lumpur have been identifi ed as possibilities for acquisition. It will, however, be necessary to place a number of expatriates in those fi rms to facilitate the acquisition and ensure that their operations fi t into the strategic pattern envisaged for the company. Due diligence has established that these fi rms have a number of capable executives who are paid above the going rate locally. However, their pay is well below the level of remuneration that would be required to attract and retain expatriates to work there. You have been asked by the managing director, international operations, to propose a remuneration policy for expatriates. What do you recommend and why?