ABSTRACT
The design and maintenance of an enterprise’s compensation system is always a critical responsibility for human resource managers. The conduct of international business makes this responsibility much more complex and difficult. The
determination of individual and organizational pay and benefits on an international basis becomes extremely complicated because of considerations such as pay and benefits for international assignees, subsidiary workforces in multiple countries, employees from many different countries (such as inpatriates, HCNs, and TCNs), varying country approaches to and levels of pay and benefits, and problems such as dealing with multiple currencies, exchange rates, inflation rates, tax systems and rates, and differing standards and costs of living.
