Introduction Multinational corporations should implement adequate models for their human resources, marketing, and managerial processes. Using the case of the Chicago Food and Beverage Company (CFB Co.), this paper examines the major issues revolving around human resources (HR), compensation methods, and staffing frameworks for international companies. The presented insights can be embraced by managers who want to have successful multinational businesses. Case Analysis Staffing Frameworks The recognizable staffing framework in this case study is that of home-country national. This model is used to hire employees from a company’s home country to work in another nation. These workers are given the name “expatriates” (Bodolica & Waxin, 2007). One of the main characteristics of this framework is that employees from the company’s parent country are hired to offer services in a foreign region. Another one is that expatriates tend to have greater organizational control. They are also supported to gain additional experience in the targeted foreign markets. This framework has several advantages. The first one is that expatriates can implement the intended strategy much faster. The approach also increases the morale of different workers in the host nation. It can also deliver positive results within a short period. The use of this staffing framework has the potential to affect Paul Fierman’s ability to get things done. This is the case because he has to take time before adapting to the foreign market or environment. The professional might also lack the required cultural competencies for the host country. The problem of the language barrier can affect the effectiveness and performance of Paul’s followers. This model is also associated with reduced employee morale. This means that Paul might be unable to offer the right support to different workers in Vietnam (Nazir, Shah, & Zaman, 2014). These challenges can result in reduced productivity and profitability. This corporation should consider a better staffing framework to address every challenge. The use of the host-country national framework will deal with the issues affecting the company’s performance. For example, the appointed manager in Vietnam will be able to communicate with his or her followers efficiently (Francina, 2018). The model will ensure that the newly-hired leader does not complain due to poor remunerations. Every obstacle arising from local cultural values will be dealt with using this strategy. Paul’s Expectations The presented case study indicates that Paul wants the managerial job to maximize his competencies in international relations. Such skills will be useful as he plans to pursue his career at the company. However, what stands out from the case study is that Paul might not be the right candidate for this position. This is the case because he is unaware of the cultural attributes, practices, and communicational models embraced by different people in the host country (Bodolica & Waxin, 2007). The company has not recorded positive results since he lacks adequate competencies in international affairs. This case study explains why expatriate management is something that should be pursued using evidence-ba