International Compensation Benefits

Benefits and compensation are the backbone of any HR strategy, but in international HR, benefits and compensation are even more important in focusing on the work-life balance of employees. The idea behind work-life balance is to provide employees with programs and initiatives that improve both their personal and professional lives. This is considered part of international HR, because many multinational companies have already implemented programs such as flexible working time, paternity leave, extended holidays and on-site childcare. In fact, many nations around the world, including much of Europe, mandate these programs by law. Implementing them on the local scale is one of the challenges and, ultimately, rewards of international HR.

The use

From an operational perspective, many organizations have adjusted or entirely revamped expatriate compensation (Phillips and Fox, 2003). Coca-cola quickly discovered that compensation is among the most important factors a prospective expatriate considers when accepting an overseas assignment (Baruch, 2004). In today’s intensely competitive labour market attracting and retaining the best and brightest professionals is the lifeblood of any successful organization with global operations. Further, experienced expatriates are more valuable than ever as organizations continue to extend their global markets. This is crucial since Coca-cola need expatriates who can lead the charge as they seek out new global clients and new revenue

Through the analysis of performance appraisals, the company can determine which employees are due for a raise, and which employees are not. These considerations need to be added to the following year's budget. Other performance appraisals may require the termination of employees, and that causes two budgetary considerations to come into play. First of all, the money associated with having the terminated employees is put back into the annual budget. However, there are also budget considerations for replacing terminated employees as well. The company needs to decide if the employees will be replaced, and if there would be a benefit in paying a higher salary to a more experience candidate, or if hiring a lower cost entry-level employee will better serve the company's strategic