Talent mobility: compensation dilemmas
Here are seven dilemmas highlighting the disconnection between new business realities and pay practices for mobile talent and the international workforce in general.
Long-term assignments: tips to manage expatriate allowances
In this article we provide five pointers to help you design expatriate allowance packages that focus on the essentials.
Global Mobility and Changing Reward Priorities
A recent Mercer study identified numerous drivers influencing reward decisions that should be factored into a larger strategy for remumerating international assignees.
Local Approaches for Internationally Mobile Employees
Companies are pursuing local compensation approaches for more international moves in the interest of reducing cost or administrative burdens, but in which situations can this goal be reached?
Two Minutes to Understand Local Plus Compensation Approaches
Local plus compensation approaches continue to grow more prevalent. Let's take a quick look at why and the things to beware of when implementing them.
Four Steps in Revisiting Mobile Talent Compensation
Here are four simple steps for revisiting expatriate compensation approaches to align them with a more comprehensive vision of talent mobility.
Practical Mobility Management: Compensation Tips for Long-Term Assignments
Managing a globally mobile workforce means juggling compensation approaches and segmenting mobility policies. Here are the key areas to focus on.
Exploring Alternatives: Local Plus and Permanent Moves
As companies look to permanent transfers as alternatives to long-term assignments, complications arise. Local plus pay packages can mitigate the problems.
New Trends Reshaping Expatriate Compensation and Mobility Policies
A look at the global mobility landscape, myths of expatriation, and how employers should restructure policies and compensation to reflect new realities.
Expatriate Management in Asia
Overview of expatriate management in the region and in particular the increasingly blurred boundaries between local and expat remuneration approaches.
Cost Containment: Revising Global Expatriate Policies Without Sacrificing Performance
Trends in costs associated with international assignments, ways spending can be reduced, employee expectation managed, but effectiveness maintained.
Paying Expatriates: Understanding Split Pay
Allowing employees on international assignments to decide the percentage of the salary to be paid in the host currency can solve a lot of headaches.
International Pay Structures: Why Are Companies Considering Them?
International Pay Structures (IPS) are becoming increasingly popular for mobile talent and may be extended to certain cadres of executive jobs too.
Managing International Assignments: Compensation Approaches
The challenge is to deal with individual assignment complexity, envisage greater policy segmentation, and map each compensation approach to assignment types.
What Is the Relationship Between Family Size and Mercer Spendable Income Amounts?
As the size of a household increases, so does money spent on goods and services – but at a decreasing rate. See how that affects spendable income calculations.
Effective Short-term Assignment Per Diem Calculations
An increasing number of assignments means higher costs, so ensure that the short-term allowances you provide to your employees are calculated smartly.
How Do “Expat Lite” Programs Manage to Cut Costs?
Cost-reductions can be great for a company that has a large expatriate population for which this cheaper alternative to the balance sheet is appropriate.
Localization and Local Plus Packages: An Alternative Deal for Foreign Talent
Both in spite of – and because of – economic uncertainty and uneven growth, multinational companies continue to refine their talent mobility practices.
Local Plus: Focusing on the Practicalities of an Increasingly Popular Concept
Local plus packages have grown ever more prevalent. Learn the key characteristics of successful local plus policies and some of the implementation challenges.