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Chuck Csizmar CMC Compensation Group
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
