 In this topic, we are going to discuss the advantages and disadvantages of hiring host country nationals in your foreign subsidiary. Now the advantages of hiring host country nationals, they include number one, the language and other barriers they are eliminated. Definitely if you are hiring host country nationals, you don't need to take care of the language barrier. And another advantage is that the hiring costs are reduced as no work permits they need to be required. So the cost of immigration, the cost of work permits, the cost of all these documentation that is saved. So the hiring cost, I am saying not the compensation, compensation to uska difference to pehli johai wo that is something which is there. Hiring costs are something which goes to your recruitment cost. Hiring costs are something which can be saved when you are hiring host country nationals. Another advantage of hiring host country nationals is that the continuity of management improves since home country nationals they stay longer. So host country nationals are likely to stick to their positions. If you are hiring host country nationals it is possible that the organization may have this kind of overall general sense of commitment towards the organization and that is why turnover rates may be reduced in your organization. So and that is why that is something which would lead to continuity of management. That management will not, the roles will not be changed very quickly and management continuity will be improved. Another advantage is that the government policy may dictate the hiring of home country nationals and that is why you may be fulfilling the requirement by hiring HCNs. And by hiring more host country nationals the morale among the organization it remains high because they see that there are future career potential for their organizational, for the growth in that organization. So the morale of the organizational members that remains high because of the hiring of host country nationals. So these are the few advantages of hiring HCNs. But at the same time hiring of HCNs may also lead to certain disadvantages and one of the disadvantages is that control and coordination with the headquarters that may be fragmented. So people from the host country will not be very much aligned with the headquarters and that is why coordination and control may be fragmented and impeded. Home country nationals they have limited career opportunities outside the subsidiary because when you have an approach of hiring host country nationals that means that they will not be going outside or abroad and they will not be given international exposure and international assignments. So that is going to reduce their career opportunities outside the subsidiary. Similarly, it is going to reduce the opportunity for parent country nationals to be given international exposure. So it limits their career opportunities for international management and international exposure. And finally, another issue in hiring home country nationals is that it could lead to a federation of national rather than global units. So the issue of federalism that we discussed in the previous topics as well that may arise as a result of hiring host country nationals. So the host country national may be holding the foreign subsidiary so strongly by their autonomy and decision making that they would not be integrated with the multinational as a global unit, but it would become a combination of units loosely connected with each other and that is something which could serve as a disadvantage for the objectives and strategic vision of the multinational enterprise. So these are the few advantages and disadvantages of hiring host country nationals in international operations.