Chuck CsizmarCMC Compensation

Group

Compensation doesn’t exist in a vacuum

It’s easy to get into trouble

Everybody wants to dabble

Did I mention the cost?

Acknowledge the differences

Develop a global mindset

How to embrace the diversity

Compliance vs. Common Practice

Comparable rewards

Expatriates

Compensation Trends

Statutory regulations differ by country

Prevalence of state benefit plans

Required coverage often exceeded

US style plans more common

Credit where credit is due

Avoid the label “Minimalist Employer”

Impact of compliance vs. common practice

Frequency of benefit “pools”

Pressure for one-size-fits-all

Do we have to do that?

The cost of doing business

What failure looks like

Global compensation leveling is not pay

Warning: currency conversion is a trap

Variations in the cost of labor

Be competitive at home; learn to live with differences

Mixed value of incentives

What exactly is annual pay?

Changing terms & conditions

Avoid the “global increase budget”

Can’t we just convert the currency?

Everything is reported in USD, so why . . ?

The cost of survey information

Neither party understands

Expatriates & Inpatriates

Red alert for costs

Prepare a business case

Do not select the “Ugly American”

More than the employee is involved

Do you play “Let’s make a deal”?

The Expatriate Agreement

Common causes for assignment failure

Start with the selection process

Loss of talent through repatriation

What does success mean to you?

Bottom line: you will pay anyway

Shorter expat assignments

Increased use of company benefits to supplement state plans

Survey costs increase steadily

Use of global employees

Expatriate checklist

Sample assignment letter

Survey sources

Global websites / blogs

Summation

Q & A session

Remember the global mindset

www.cmccompensationgroup.com

ccsizmar@cmccompensationgroup.com

+1.407.462.1645