Are you confident your expatriate allowances are right? Are you sure your allowances are neither too costly, nor insufficient for the needs of your mobile talent? Can you explain and defend them to your expatriates and their managers? More than 90% of companies provide their expatriates one or more allowances for long-term international assignments, including: … More Are your Expatriate Allowances Right? (part 1)
With over forty responses from industry-leading companies based–or with major operations–in Asia, the Freelance Total Rewards Survey of Mobility Trends indicates the highest priority related to global mobility in 2013 is “alignment of global mobility with talent management”, with 69% of companies selecting this response (more than one response may be selected). Surprisingly, the second … More Results are In: What’s Next in Global Talent Mobility
Why is it that employee benefits is so… well, boring? In too many organisations, all the attention is on the cash elements of the rewards package: salary, bonuses, sales comp or long-term incentives. Benefits, in my experience, are too often taken for granted. Here in Asia, employee benefits practices are generally very immature, compared to western … More Brilliant Benefits v. Boring Benefits