Author:
Warren Heaps – Birches Group LLC
Organizations operating in dozens of international locations have a lot of work to do to maintain separate salary scales in each country. Every once in a while a client suggests they are considering using just one scale for all their countries globally, or in a region. Then they ask me what I think. I tell them it’s a bad idea.
Comments Off on Salary Scales – Why Can’t We Have Just One?
Posted in Compensation, Global HR Expertise
Tagged Compensation, Global HR, international hr, salary structures, salary surveys
Author:
Warren Heaps – Birches Group LLC
Many companies use salary scales together with salary grades to manage their compensation programs globally. There are many advantages to doing so, including cost management, positive employee relations and transparency which enables managers to be directly accountable for pay decisions.
In developing markets, creating salary scales is more challenging than in countries with more stable economic conditions. Developing country markets are volatile and often fluctuate from year to year based on a combination of factors. Cost of labor (supply and demand), tax and labor law changes, general economic conditions (such as inflation), business growth and expansion, as well as unplanned events such as natural disasters, civil unrest and the like are all in the mix.
Author:
Warren Heaps – Birches Group LLC
It’s now almost the middle of 2011, so the 21st century is well underway. The new realities of global business are upon us:
So what does this have to do with global mobility? A lot!
Posted in Compensation, Expatriate Recruitment, Expatriate Selection, Expatriates, General, Global HR Expertise, Global Mobility Services, International Assignee Recruitment, International Assignee Selection, International Expertise, Repatriation, Talent Management
Tagged Compensation, expatriate, expats, flexible assignments, Global HR, International Assignments, international hr, salary structures
Author:
Warren Heaps – Birches Group LLC
Recently a reader posed a question to me:
“My company has expanded into ten new countries and I’m trying to establish a global salary structure. With all the different exchange rates, I’m finding it difficult to come up with one structure that works everywhere. Can you give me some advice?”
I provided a short answer to the reader, which I will share here, along with some additional information. First, though, some clarifying definitions, because I believe there is some confusion with terminology (which provided the name of this post).
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