The average expatriate pay package rises in Singapore, including an average salary increase of USD 4,874.
Short-term assignments have become an essential means of moving talent, however practice varies on how to compensate employees for living costs during the assignment.
The findings from our latest Expatriate Salary Management Survey show that companies are optimistic about international mobility, in spite of global economic uncertainty.
A mobility allowance can be an effective way to attract the best talent and to recognise an assignee's willingness to be internationally mobile.
Wage increases are always keenly anticipated by staff, but why are salaries reviewed at all? And do assignee salaries need to be reviewed in a different way to local salaries?
What happens at the end of an international assignment? This Mobility Basics blog post looks at the localisation process and the different factors to take into consideration.
The results from our recent Salary Trends Survey revealed that the average global salary increase is forecast to be 4 percent in 2019.
With more companies than ever before aware of the need to make their workforce more diverse, we look at the different ways that organisations can encourage greater diversity.
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.