Most international firms develop a systematic strategy for choosing among HCNs,
PCNs, and TCNs for various positions. Some firms rely on the ethnocentric staffing model,
whereby they primarily ur" PCN, to staJT higher-level foreign poriiion. This approach is
based on the assumption that home office perspectives should take preceden.. ou.i iocal perspectivbs'
and that expatriate PCNs will be most effective in representing the views of the
home office in the foreign ope|ation. Other intemarional firms fottow a polycentric staffing
model; that is. they emphasize the use of HCNs in the belief that HCNs know rhe loca'l