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Topics Covered
- The going-rate approach
- The balance sheet approach
- Key components of expatriate compensation
- Repatriation issues
- Compensation package
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Talk Citation
Tenzer, H. (2024, May 30). International compensation [Video file]. In The Business & Management Collection, Henry Stewart Talks. Retrieved October 11, 2024, from https://doi.org/10.69645/IFKZ5641.Export Citation (RIS)
Publication History
Other Talks in the Series: Key Concepts: International Human Resource Management
Transcript
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0:00
Hello there. I'm Helene Tenzer,
a Professor of International
Management at LMU Munich
School of Management.
As part of our course on
International Human
Resource Management,
in this segment, we will
focus on international
compensation.
0:20
Multinational companies face
a key dilemma in
international compensation.
How should they compensate
expatriates who are working
alongside host country nationals
in foreign subsidiaries?
Expatriates typically need
an attractive
compensation package
to accept foreign assignments.
But, if local employees are
paid much less than expatriates,
this can affect
their motivation,
their willingness to share
knowledge with expatriates,
and their overall performance.
Let's consider a scenario.
An international
IT company employs
both highly paid US expatriates
and foreign employees
from Southeast Asia.
The firm has a local field
engineer in the Philippines
who's earning the equivalent
of $35,000 in Manila.
It has another local field
engineer in Thailand who is
earning the equivalent
of $40,000 in Bangkok.
Working side by side with them
are American expatriates,
also field engineers who earn
$80,000 for the same job.
On top of this, they get
various expatriate allowances.
You can imagine that
their local colleagues
will resent this.
The dilemma between compensating
employees from different
countries fairly and
equitably while still making
expatriate assignments
attractive has created
two different approaches to
expatriate compensation.
There is the going rate
approach. This approach links