International remote working policies are a great way to attract and retain talent. However, determining salaries for these arrangements is complex and difficult to get right.
Salaries based on local packages are becoming increasingly common, but how do you know if they provide a sufficient incentive for your assignees?
Global mobility professionals are increasingly looking at different ways to compensate their expatriate populations. One method that often attracts a lot of attention is the local-plus approach.
How do you know if salary offers based on a local package will provide sufficient incentive for your expatriates?