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This paper provides a critical assessment of the traditional approach to compensating global mobility, namely, the balance sheet approach. We begin by briefly explaining it, then, in the light of the new demands of international mobility, we identify some of its shortcomings or weaknesses. Finally, we describe and structure the current landscape of international compensation, highlighting certain alternatives to the traditional system. Overall, we highlight the increasing variety and complexity that characterizes this essential area of global competitive dynamics in human resources.
global compensation; international assignments; expatriate packages; human-resource management; international assignment; expatriate compensation; job-satisfaction; psychological contracts; model; experience; pay; perspective; strategy