�!K�q�3-����a>���*Jo�� }tǭ���hH;���Sh It can help you determine the right method for the type or types of international assignments you support. 59 0 obj <> endobj
��������[E�c� ‡�c��n�-�zO�f��=�Zߡ"��1�uH�~2АFOB�נ�-����+�ٿmI��~g�$��z��� The Right Mix of Expatriate Compensation and Benefits 3.1 Cost of Living Cost of living has been considered as one of the most important factors on expatriate compensation. 1 0 obj The core of this approach lies in linking the expatriate compensation to the salary structure of the host country, taking into account local market and compensation levels of local employees. endstream endobj startxref 2����z��[5�`?M4�V*^��ie0 �f�� Mercer consultants run the calculation for you, simplifying the process and alleviating the inconvenience of managing the details and data required to run such a calculation. The going rate approach is also known as ‘localization’, ‘destination’ or ‘host country based approach’. �i��jʡ)a�j�ϔ�W`F+����\�S�s�Dr� Our Expatriate Compensation Calculation is based on the Home Balance Sheet Approach and ensures your expatriates are neither worse or better off during an assignment. h�b``a``�a`b`lT`f@ a�+ǁ@nC���G�iq � �,�W; �´�!������X���Op�e4ޠ#�2� ��>�@ ������`�1S�����ğ �|� ~�|��b�ZN��R:;ĢN�x�VK^�x� :����nT)��}���9GU �#����+ހ�}q�. ��� �`8b�i">�t58(%C�2���F���;B��
endobj The multiple theoretical perspectives used to examine this strategic issue has, however, segmented its global understanding and blurred the relationships between its numerous facets, Sending the right people, to the right place, for the right cost constitutes more than ever a skillful balancing act and requires a deep understanding of the various possible compensation approaches. x��;�r�8���?�iKڊh @�+�*�Izҳ=���g:��ȴ�iI�P����� @��2���$�����_���~����}�����~_/������?/>~�o.�v[��n{��������7My��z}�\���$���g�~�Ld"�:��_Q�J'�:)�J�N����.�m�U���]�ϟ��#oE"D����[�@�,I3��"2�+�d��P�fY���g�ϒd�����������G������ǟ�? h�bbd```b``�"��� �e�d{&��� �g�}D�>���L)�"E��b[�l1���`�LJ �,��$K��d���{��t�)�,P���L�� ��i
84 0 obj <>/Filter/FlateDecode/ID[<4EA0328D4444A843A07EAC7A2287038C><53899AE82A203E4B99B58C4D38E8EF38>]/Index[59 46]/Info 58 0 R/Length 115/Prev 515043/Root 60 0 R/Size 105/Type/XRef/W[1 3 1]>>stream Explore the various approaches to expatriate compensation in this comprehensive white paper. <> 104 0 obj <>stream The scarce theoretically grounded studies which have examined expatriate compensation have been guided by the view that financial compensation is a pivotal control and incen-tive mechanism, a flexible means to achieve corporate outcomes. t���}�þI`�t��u���f��&O��p�)#)B'|{�bF-'��tZ��T |�Ƃ|ݧS�Ѡ�*�}��j4� ��NpFL�Җo��CR�f��\)��������K�\�.܊p0�Q��u Ԯ��� �.d���j�_!�})��7N>lL�J�D�іJNQ�P���P!-Q��{�y�(C�w��Y �ep|�.�-�e�_�GQ�$�&T��}�Ep& $��u�r~�&���Vz��I����W�(�U�4�8�7�W�����J����}�� c���w` 9N�.U��dO��&��i0 �����%@�N�T��;&-aA�/��w[v�ƚk�}��O6���ؠ������l0J8��B�z�^��O�m� ��7���s�RW��)N�W��h �v?���;,z�SYE5)k�Xg�B;y�]D�k �Z�֚����,� ��x}h'F���B@�Q �LZD�>�L���T&G�3h*pRG˞��}�5 4 0 obj Aî�}�/ ���%pjX�K��u�H����?�9.��wiQ{�n��%�����kt��5U�6u�r��B�iiَ�qKLV�X�#`|�`:��R���b�y�n��BN �T,��È�1W��v-n+NF6���[����ƞg�yJhlQ2Y9��4ۛ�;J��"KEi�z������#bo�l����`.�a�S�'�e�+���� ���7P��N�%%j�78+MH+1M�w͍W�X�vͲ���u��������^�"&�6�����%^K�حTn��o�4P�N���@u����6;�]r�s�99E�9�K���a����#��}��s�૾�J"EY�����t��T*�{�2Q �uG3�`���a$;��gA+�����j$��A�n݁���Fx���z��2@l�kkǻ�����B}�2��m�u�w��s�x.��aN����.��!��`�D���SyBL�Q:-�-)��-��-E��Tc�`m5bդ�V�����;$B��Sr�b!g��r���v��t�Y;�fD���}���¹� u�X�P�25Ƀ�\�l���Fd���\C6�ՌM���7@靘1�t���a4�oɪ��N;ȭ��1W��c��h~�y�t�`��� >n��xJ���Na����Ĉ9"���LR`9th�H��Ws�ԢNa�09������[�V������%��5_�MK�CR~�G��vu�m�he:��`P�b�טDHkJxk9Hu�UƮa�� ��o��������{�iS۷e�w�ue��w{�dN{�UD*iI�y�IV�eF�8dm�����e��Gk�Fmm�W���ȋ�#'~G��7 �mU#�ɵ@�Ξ��=��sH���,���~�sU�s''xX�I/+RKk,)郋�:hkv.w��×[���n[� �^X���z�!��olח�K�4�`0Wo�i,�0Oս��*�̺���d+Լ��$-]X�<7�Qe�5E��TAjpmF'���U8O��]�$�t�t����,�]l�S�&�aJN���!G)]�yw� ��s� M��� �F6&;�Y�
The one you choose must reflect your organization's compensation philosophy while supporting your strategic talent mobility aims and staying within budget. Expatriate – An individual is typically hired by an employer in Country 1, and later assigned to work for the same employer/affiliate in Country 2 – The term expatriate is typically used to highlight that the employee is provided special treatment for the foreign assignment (i.e., not all expatriates are covered by {��N9��L�W��~��C۹��>�W�C��v4��!3[�j����������Nw�����΅�%W0��q� Bk�B�6���-i9������ Broadly speaking, we can differentiate between two different approaches to expatriate compensation: the balance sheet approach and the going rate approach (see Reiche, Harzing & Garcia 2009). C�*ZE+~�l���0��.���w��R�Мk� $'j�)�W Oz���}�6"��v��>�RSC��@��NYȤT� �O�A@��%y��E�P�`5'��J�@L&�D�����^'��@v��*O.Q��(���Vh�l�QZO�9F�{6�SjjHMCH'1�N�-JcY�*����0����,3y&���x� �&�2u���[����J_.r������g_.�K^�`�x}Y�B���3��eKK��0�3xeh8�4L�٥�I�����k��ˊ�G|��q*bSP� <>>> C���h&Ғ|����pے(�=�A1�Yߓۨ"O�����CĊ�]k;�-��!���o4%C�бѼk|ĩ9H&'��u. �eU.��ypY�pr�9�a�;�'(�f0lm����H�X��A� �ȷ��W�"Z(�.���-ܵ,� �z��(9�el�H�؊/����Q{ÈW6�/���fp�A�'���I��?N�C��|��xع+�GE�O�3BJa�ۭC���k��#��T�U����{�m{fC@ �w�Y(+�d����^�f�vt�*5�S"F�M/����>��ժ��I�x�^XcFv�&_l��lArK���|5��^YC� �>��O8 �ݐ����1B�í�C��5�g�ʮ��x�\�dk?�}�W�L�E���������*�3�\_"QG�ӧ���k���5�� ��.U���?�c2�x�3�4O.��w��d�W����6�cP����I��tW�ݘX6�[�����h�ANJ�`Sn}�"_�1C�7eQl씠�V�s������z/�\�S�O��`Up**5�8"߮���~ A���d�? Various studies indicate that cost of living in the host country have a strong upward effect on expatriate compensation.
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