The second and final part of our assignment lifecycle series looks at the different steps that need to be considered by a global mobility team during an assignment, as well as the repatriation process once it has ended.
There are many different factors and processes that need to be considered when sending an assignee abroad. The first of our two blogs looks at the different steps involved in the pre-assignment phase.
Our infographic shows the main things you need to consider when sending an employee to work in another country.
Opinions are divided on whether or not to apply negative cost of living indices. This post weighs up the pros and cons of doing so.
Equity among assignees is one of the holy grails of international HR but there is no simple way of achieving it. This blog post looks at the different salary approaches that can be used by a company, and the pros and cons of each.
Benefits are a crucial part of expatriate salary packages. In our latest Mobility Basics blog post we are looking at what assignment benefits are usually provided, how they are determined and how they are delivered to the assignee.
Our latest blog post considers the items that should be included in assignment cost estimates to help businesses to make informed mobility decisions and take control of the cost of their programmes.
Our latest Mobility Basics post looks at how and why mobility and location allowances are used when calculating salaries for international assignees.
What are location allowances and how and why are they are paid? Read on to set location allowances for your globally mobile employees with confidence.
What do we mean by "international salary spine"? Here we provide a detailed explanation about this alternative remuneration approach that involves paying all assignees on the basis of an international salary structure.