ASA University Review, Vol. 6 No. 2, JulyDecember, 2012 Compensation Issues Relating to Expatriate Managers: A Review of Related Literature Review of Literature on Expatriate Compensation and its Implication for 205 out of this predicament, organizations tend to offer a compensation package economical enough to attract, motivate, and retain the Introduction.
Compensation is a very important aspect of workforce motivation, whether they are local staff or Expatriates, and international compensation discloses the abundant different versions of employee benefits.
An intensive literature review on international assignments, expatriate failures and success, connected issues and the means for its refinementwith special reference to expatriates in the field Expatriate Remuneration Literature Review Management Essay. Print Compensation plans for expatriate managers must be competitive, cost effective, motivating, fair and easy to understand, consistent with international financial management, easy to administer, and simple to communicate (Sherman, 1998).
Expatriate Remuneration Literature Review. Offshore employees (expatriates) working abroad are an important part of any organisational workforce, working and competing globally. The specific requirements of expatriates are quite different as compared to the local workforce of that particular company. These requirements range from base salary to the educational needs of A review of extant literature also identified several customary approaches to expatriate A variety of factors can directly affect expatriate compensation, with three primary approaches an organization should consider.
From an organizational perspective, thinking about expatriation often starts with thinking about expatriate compensation.
Compensation packages should attract, retain and motivate employees, while at the same time balancing these costs with the expected returns for the organization, which is not an