Flashcards in MODULE 3 - Global Compensation & Benefits Deck (47)
Situation in which one organization acquires assets takes over the full operation of another organization.
Compensation provided to meet individual needs; includes additions to salary to cover expenses for housing, transportation, meals, or the increased cost of goods and services in an international assignment.
Balance sheet compensation strategy
Compensation approach that seeks to preserve the purchasing power of an employee assigned from one country to another country by balancing the differences various categories of expenditures between the two countries.
Tangible payments or services provided to broad groups of employees to cover common issues, such as those related to retirement, private health coverage, sick pay/disabilities schemes, life insurance, and paid time off.
Situation in which a company or government entity purchases or leases existing production facilities to launch a new production activity.
Cafeteria compensation system
Form of compensation in which HR managers select those assignment components that work best for their program (based on cost and/or availability of town).
Assignments in which employees live in one country and work in another country by regularly commuting across borders to perform different aspects of their jobs while their families remain at home.
All financial returns and tangible services, including salary, allowances, and incentives.
Additional incentive provided by an employer and the employee is assigned to a location in which there are risks of bodily harm, such as those related to work, unstable political conditions, or other dangerous environments.
Defined benefit plan
Promise made by retirement plan guaranteeing that you specified amount later date, most often the day.
Defined contribution plan
Retirement plan specifies how much money is to be regularly contributed, but no promises are made regarding the future value of the benefit; amount of benefit at retirement will depend on the investment return.
Detached worker rule
Social Security rule that stipulates that, in the case of individuals at international Simon, home-country social security taxes will apply.
Adjustments paid to make up for differences in home-and host-country cost-of-living.
Situation in which a company "spins off" a business division or subsidiary.
Efficient purchaser index (EPI)
Assumes that an assignee is no longer completely new to a location and has learned to purchase local versus imported items that cost less because of his or her increasing familiarity with the location; goods and services allowances is reduced at deployment or after a certain period of time.
Employee stock ownership plan (ESOP)
Type of plan that gives employees of shares in a company.
Non-cash compensation that represents an ownership interest in the company.
Foreign service premium
Basic incentive provided by an employer to convince an employee to move to or from a country; also known as mobility premium.
Global employment companies (GECs)
Subsidiaries that multinational enterprises (MNEs) sometimes form to manage high performers and other types of employees who are not readily fit within the MNE's traditional operations.
New operation built from the ground up by an organization, often in a new country, as a vehicle for global expansion.
Additional incentive provided by an employer to convince an employee to move to a country where the living conditions are uncomfortable or difficult.
Payments in return for the achievement of specific, time-limited, targeted objective; also known as premiums.
Determination of the value and price of a job to attract and retain employees in a competitive environment.
Job-content-based job evaluation
Type of evaluation in which the relative worth and pay opportunities of different jobs are based on assessment of their content (e.g., responsibilities and requirements) and their relationship to other jobs within the organization.
Situation in which two or more organizations form a new venture for a variety of purposes, including manufacturing, sales, marketing, and research and development.
Localization compensation strategies
Compensation approach that provides an international Signy with the same level of compensation provided to local employees working in a similar capacity, sometimes with certain adjustments.
Traditional international (expatriate) assignment, usually lasting longer than one year and involving relocating the employee and his or her family to the host country.
Lump-sum compensation strategies
Compensation approach that takes the form of payments made to an international assignee; provides the employee with additional flexibility in how he or she spends the additional compensation for international work.
Market-based job evaluation
Type of valuation the bases the realtor worth and pay opportunities of different jobs on their value or "going rate" in the marketplace.