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International Human Resource Management Compensation & Benefits
International Human Resource Management Compensation & Benefits
International Human Resource Management Compensation & Benefits
RESOURCE MANAGEMENT
Compensation
Compensation
Allowances Benefits
Benefits Economic
Conditions
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Expatriate Costs
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•Example:
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Goals of an International Organization’s
Compensation Policy (1)
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Employee Expectations and International
Organization’s Compensation Policy
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Key Components of International
Compensation Programme for Expatriates
• Base Salary
• The base salary is usually the main component
in international compensation, and is the main
benchmark used for other elements in an
expatriate compensation package, such as
bonuses and benefits
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• Factors determining the hardship premium,
usually expressed in terms of an expatriate’s
base pay, are typically:
Assignment
Actual hardship
Tax consequences
Length of assignment
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Key Components of International
Compensation Programme for Expatriates
Allowances: There are many types of allowances in
an international compensation package:
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Key Components of International
Compensation Programme for Expatriates
Housing Allowance – Payment made to the expatriate with a
view to ensuring that he or she can maintain their home-
country living standard in the host country. Alternatively, an
organization may provide housing facilities on a mandatory or
optional basis. Also, support services may be provided to the
expatriate, for example, by helping sell or rent the expatriate’s
house in the home country
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Key Components of International
Compensation Programme for Expatriates
Education Allowance – Payment made with a view to
supporting the education of the expatriate’s children, i.e.
tuition, language class, school enrollment fees, books and
supplies, transportation to educational establishment,
room and boarding, school uniforms etc. Problems
regarding the level of education required and adequacy of
schools in the host country, and transportation to other
localities may pose significant problems for organizations
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Key Components of International
Compensation Programme for Expatriates
Benefits – Support rendered to an expatriate in addition to
the allowances provided. There are several types of
benefits, more prominent examples being:
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Calculating International Compensation
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The Going-Rate Approach
Based on local market rates
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Disadvantages of the Going-Rate Approach
DISADVANTAGES
ADVANTAGES
Variation between assignments
Equality with local nationals for the same employee
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Logic of the Balance Sheet Approach
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The Balance Sheet Approach
Goods and services – Outlays incurred in the home country for food,
personal care, clothing, household furnishings, recreation,
transportation and medical care
Housing – All major costs associated with housing in the host country
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Disadvantages of the
Balance-Sheet Approach
DISADVANTAGES
ADVANTAGES
Can result in considerable
Equality between assignments disparities between expatriates
and between expatriates of different nationalities
of the same nationality and between expatriates
and local nationals
Facilitates expatriate
reentry Can be quite complex
to administer (e.g. changing
Easy to communicate economic conditions,
To employees taxation)
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