How should companies plan to compensate employees transferred on international assignments that range from two to five years? Expatriate Compensation, which is part of the Global HR Management Series, presents the fundamental issues involved in developing a compensation approach for expatriate assignments. How to consider differences between countries in the cost of goods and services, housing, income taxes, and other elements is covered in the new booklet. The booklet describes the most common system worldwide of compensating expatriates, the home-country balance sheet approach. Used by 90 percent of multinational companies, this approach is designed to protect expatriates from cost differences between their home and host countries. Under this approach, expatriates are generally kept on the same base salary structure as their peers at home. You’ll learn how a series of allowances and differentials for the main areas of expenditure (housing, taxes, goods, and services) will ensure that expatriates neither gain nor lose financially while assigned abroad. Endorsement Roger Herod has managed to summarize an increasingly complex issue into a very clear document, which will be of use to all those involved in international assignments, be they a newcomer to the field, or a seasoned professional. The subject area of international assignments is lacking short, meaningful summaries for the working HR professional; this is a welcome addition to the body of knowledge."-- John N. Walker, Computer Sciences Corporation"