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Chapter Objectives
In this chapter we: Examine the complexities that arise when firms move from compensation at the domestic level to compensation in an international context. Detail the key components of an international compensation program. Outline the two main approaches to international compensation and the advantages and disadvantages of each approach. Examine the special problem areas of taxation, valid international living cost data and the problem of managing TCN compensation. Examine recent developments and global compensation issues.
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Terms
HRIS repatriation base salary benefits Tax equalization Tax protection allowances: COLA housing home leave education relocation spouse assistance global corporate culture International base pay
Table 7-1
Table 7-2
Advantages
Equality with local nationals Variation between assignments for same employee Simplicity Variation between expatriates of same Identification with host nationality in different countries country Potential re-entry problems Equity amongst different nationalities
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Table 7-3
Basic objective is maintenance of home-country living standard plus financial inducement Home-country pay and benefits are the foundations of this approach Adjustments to home package to balance additional expenditure in host country Financial incentives (expatriate/hardship premium) added to make the package attractive Most common system in usage by multinational firms
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Table 7-4
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Table 7-5
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Table 7-6
Argentina Australia Belgium Brazil Canada China (Hong Kong) China France Germany India Italy Japan Malaysia
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35.00 47.00 50.00 27.50 29.00 20.00 45.00 48.09 42.00 33.66 43.00 37.00 28.00
Mexico Netherlands Poland Singapore South Africa South Korea Spain Sweden Switzerland Taiwan United Kingdom United States Venezuela
33.00 52.00 40.00 22.00 40.00 35.00 29.16 26.00 11.50 40.00 40.00 35.00 34.00
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Table 7-7
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Table 7-8
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Figure 7-1
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Discussion Questions
1. What should be the main objectives for a multinational firm with regard to its compensation policies? 2. Describe the main differences in the Going Rate and Balance Sheet Approaches to international compensation. 3. What are the key differences in salary compensation for PCNs and TCNs? Do these differences matter? 4. What are the main points that MNEs must consider when deciding how to provide benefits? 5. Why is it important for MNEs to understand the compensation practices of other countries? 6. Explain how balancing the interests of global and local, occupational and functional perspectives might play out in a compensation decision scenario.
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