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Expatriate compensation : a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work /
Working in the field of expatriate compensation is extremely complex. Designing and administering appropriate pay levels and rewards for a globally mobile workforce present multi-faceted difficulties and challenges for all organisations and international consultants. Not only must we deal with the t...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Randburg [South Africa] :
Knowres Pub.,
2015.
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| Temas: | |
| Acceso en línea: | Texto completo |
MARC
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| 049 | |a UAMI | ||
| 100 | 1 | |a Busin, Mark. | |
| 245 | 1 | 0 | |a Expatriate compensation : |b a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work / |c Mark Bussin. |
| 260 | |a Randburg [South Africa] : |b Knowres Pub., |c 2015. | ||
| 300 | |a 1 online resource (xvi, 359 pages) : |b color illustrations, color map | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 504 | |a Includes bibliographical references and index. | ||
| 588 | 0 | |a Print version record. | |
| 520 | |a Working in the field of expatriate compensation is extremely complex. Designing and administering appropriate pay levels and rewards for a globally mobile workforce present multi-faceted difficulties and challenges for all organisations and international consultants. Not only must we deal with the technical exercise of calculating and equating quality-of-life standards for mobile employees, but we must also address the psychological issues of transferring employees from one culture to another sometimes vastly different one. There is a lot at stake here: from an organisational productivity and cost perspective all the way through to employee performance and motivation. Without question, successfully addressing and resolving all of the quantitative and qualitative issues and concerns with mobility are what separates premier global human resources professionals from the average players. Dr Bussin's latest book, Expatriate Compensation, is an aggregation of his extensive experiences working in the field. He and his cadre of expert authors comprehensively cover every aspect of dealing successfully with international assignments and the mobile employee: from the reasons to go global to setting appropriate market-based pay rates, tax implications, recognising and rewarding performance and dealing with employee motivational issues. Moreover, Dr Bussin has the gift of taking this very complex subject matter and distilling it so that it can be easily understood and absorbed. Indeed, all of the information in the book is presented in a practical, straightforward, and real-world manner. The contents include:- Expatriate assignment approaches- Fringe benefits- Career management of expatriates- Job pricing- Expatriate reward models- Cost-of-living data, expatulator and calculations- Taxation and the expatriate- Performance management- How to retain Your expatriates- Trendsetting solutions in an increasingly mobile world- Repatriation and reintegration- Expatriate management systems- Critical success factorsDr Bussin is the chairperson of 21st Century Pay Solutions, a board member, Remuneration Committee chair, and audit committee member of several large organisations. He has held Global Reward positions in several multinational organisations. Mark holds a Doctorate of Commerce and supervises MBA, Masters and PhD students doing their research and theses. He is the author of four books and over 300 popular articles. | ||
| 505 | 0 | |a Cover; Title Page; Copyright Page; ACKNOWLEDGEMENTS; FOREWORD; TABLE OF CONTENTS; SOURCING OF FIGURES AND DIAGRAMS; ABOUT THE AUTHORProf; LIST OF CONTRIBUTORSA; PROLOGUE AND PREAMBLEI; CHAPTER 1 INTRODUCTION AND CONTEXT by Fermin Diez; 1.1 INTRODUCTION; 1.2 BACKGROUND; 1.3 WHY GLOBALISE?; 1.4 KEY CONCEPTS; 1.5 THE EVOLUTION OF INTERNATIONAL ASSIGNMENTS; 1.6 CONCLUSION; 1.7 REFERENCES; CHAPTER 2 EXPATRIATE ASSIGNMENT APPROACHES by Mertz Aucamp; 2.1 INTRODUCTION; 2.2 MOBILITY AS AN IMPORTANT PART OF A GLOBAL LEADERSHIP DEVELOPMENT STRATEGY; 2.3 LEADERSHIP DEVELOPMENT INTERVENTIONS. | |
| 505 | 8 | |a 2.4 THE PURPOSE OF INTERNATIONAL ASSIGNMENTS2.5 OVERVIEW: INTERNATIONAL ASSIGNMENT COMPENSATION APPROACHES; 2.6 THE COMPLEXITIES OF EXPATRIATE COST-OF-LIVING ISSUES; 2.7 MANAGING THE COST OF LIVING IN HIGH-INFLATION LOCATIONS; 2.8 THE CURRENT ENVIRONMENT -- MOVING TOWARDS SEGMENTATION; 2.9 TRENDS IN ALTERNATIVE APPROACHES; 2.10 IMPACT OF EMERGING MARKETS ON EXPATRIATE POLICIES; 2.11 GLOBAL PHENOMENA: THE WAR FOR TALENT; 2.12 THE COMPLEXITIES OF PAY PRACTICES IN EMERGING MARKETS; 2.13 REVISITING EXPATRIATE PACKAGES: LOCAL HOUSING VERSUS EXPATRIATE HOUSING. | |
| 505 | 8 | |a 2.14 REVISITING EXPATRIATE PACKAGES: COMPLETION BONUSES AS A MOBILITY INCENTIVE2.15 CALCULATING EXPATRIATE RETURN ON INVESTMENT (ROI); 2.16 REFERENCES; 3 CHAPTER 3 INTERNATIONAL CRUCIBLE ASSIGNMENTS by Dr Mark Bussin and Mack Moey; 3.1 INTRODUCTION; 3.2 BACKGROUND; 3.3 ADOPTING A LEARNING AND DEVELOPMENT APPROACH TO INTERNATIONAL ASSIGNMENTS; 3.4 THE CONTENT AND CONTEXT OF THE INTERNATIONAL ASSIGNMENT ROLE; 3.5 THE SCOPE OF THE INTERNATIONAL ASSIGNMENT ROLE; 3.6 THE TIMING OF THE INTERNATIONAL ASSIGNMENT; 3.7 THE TOTAL NUMBER OF INTERNATIONAL CRUCIBLE ASSIGNMENTS. | |
| 505 | 8 | |a 3.8 THE DURATION OF INTERNATIONAL CRUCIBLE ASSIGNMENTS3.9 CONNECTING THE ICA ROLE TO PAST AND FUTURE CAREER CHOICES; 3.10 THE FUTURE OF INTERNATIONAL CRUCIBLE EXPERIENCES; 3.11 CONCLUSION; 3.12 REFERENCES; 4 CHAPTER 4BENEFITS by Nazlie Samodien; 4.1 INTRODUCTION; 4.2 ALLOWANCES IN LIEU OF BENEFITS; 4.3 ACCOMMODATION; 4.4 SCHOOLING; 4.5 ARRIVAL IN HOST COUNTRY; 4.6 TRANSPORT IN THE HOST COUNTRY; 4.7 HOME FLIGHTS; 4.8 STORAGE OF PERSONAL EFFECTS IN THE HOME COUNTRY; 4.9 SCHOOLING IN THE HOME COUNTRY; 4.10 MEDICAL TESTING; 4.11 LANGUAGE AND CULTURE TRAINING; 4.12 OTHER FAMILY CONSIDERATIONS. | |
| 505 | 8 | |a 4.13 HOME COUNTRY ACCOMMODATION4.14 IMMIGRATION FORMALITIES; 4.15 COST CONSIDERATIONS; 4.16 INTEGRATION WITH TALENT MANAGEMENT; 5 CHAPTER 5 GROWTH STATISTICS FOR AFRICA by Ian McGorian; 5.1 INTRODUCTION; 5.2 ECONOMY; 5.3 SOUTH AFRICA AND NIGERIA; 5.4 THE GLOBAL FINANCIAL CRISIS; 5.5 THE IMPACT OF ECONOMIC GROWTH; 5.6 GENDER DISCRIMINATION IN AFRICA; 5.7 CONCLUSION; 5.8 REFERENCES; 6 CHAPTER 6 CONDUCTING BUSINESS IN AFRICA -- UNVEILED by Vishal Nundlall; 6.1 INTRODUCTION; 6.2 KEY FACTORS TO CONSIDER WHEN CONDUCTING BUSINESS IN AFRICA; 6.3 GUIDELINES FOR CONDUCTING BUSINESS IN AFRICA. | |
| 590 | |a eBooks on EBSCOhost |b EBSCO eBook Subscription Academic Collection - Worldwide | ||
| 650 | 0 | |a Compensation management. | |
| 650 | 0 | |a Expatriation. | |
| 650 | 0 | |a Foreign workers. | |
| 650 | 0 | |a Employee fringe benefits. | |
| 650 | 0 | |a International business enterprises |x Personnel management. | |
| 650 | 2 | |a Salaries and Fringe Benefits | |
| 650 | 6 | |a Salaires |x Gestion. | |
| 650 | 6 | |a Avantages sociaux. | |
| 650 | 6 | |a Entreprises multinationales |x Personnel |x Direction. | |
| 650 | 6 | |a Travailleurs étrangers. | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Industrial Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management Science. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Organizational Behavior. |2 bisacsh | |
| 650 | 7 | |a Compensation management |2 fast | |
| 650 | 7 | |a Employee fringe benefits |2 fast | |
| 650 | 7 | |a Expatriation |2 fast | |
| 650 | 7 | |a Foreign workers |2 fast | |
| 650 | 7 | |a International business enterprises |x Personnel management |2 fast | |
| 776 | 0 | 8 | |i Print version: |z 9781869225230 |z 1869225236 |
| 856 | 4 | 0 | |u https://ebsco.uam.elogim.com/login.aspx?direct=true&scope=site&db=nlebk&AN=1124499 |z Texto completo |
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