International Pay systems

Globalization has become a fact of life for many organizations and their employees. However, globalization brings with it a myriad of issues. Write an analysis detailing international pay systems and their adherence and/or lack thereof to United States laws regarding compensationpractices and policies, such as the FLSA, the Pay Discrimination Act, and others. Include in this analysis the means to control salary budgets when dealing with the multitude of issues in the global market place and salary issues. Your paper should demonstrate thoughtful consideration of the ideas and concepts of international pay systems  and  provide new thoughts and insights relating directly to this topic.   Attached resources MUST be used, References to laws MUST be done.  In addition, otehr references can be used.  Length  5 pages Comments: I am disappointed, this work is much worse that you did last time.. were you in hurry because of the misunderstood deadline? You can do MUCH better job..Please, not only insert the citations, but consider re-writing, otherwise I will not ask for the next paper, and next paper is more difficult and will be better paid. I don’t see a single citation in the whole document.  Attached resources MUST be used, References to laws MUST be done.  Please be aware that I myself DID READ all the resources that I attached. So -references should be used when they really relate to the statement/argument in the document I see bunch of references at the end, if they will be included in the documents (intext citation) , they should not ne blogs/forums. HR websites can be used only to support the idea of worldwide dicussions on a specific topics.  Attached resources MUST be used, References to laws MUST be done. 

Global Compensation

Introduction - Global compensation in multinational companies

In order to support the business both globally and locally the way it is operated, organized and structured the human resource compensation program plays an important role when organizations decide to operate internationally or globally. A significant link in the successful implementation of strategy is played by the compensation. In order to achieve the goals by the expatriate mangers desired by the MNC there needs to a suitable lining between compensation and goals. Global compensation strategy has been found to be a guiding factor in order to perform compensation decisions for staffs operating globally in recent surveys. Since there are many types of international managers hired by a MNC therefore while awarding the expatriate compensation it needs to be looked in detail as it is important to avoid the threats of inequality. If all the factors stated above are kept in mind the expatriate employees of MNC would not feel exploited whether they are third-country, parent-country or host-country nationals. Most of the managerial positions in MNC headquarters are held by locals rather than foreigners which shows the expatriates are a minority. By upholding the management criteria of faith, social justice and credit and by showing the concern for life quality, feelings and job it would increase the attachment and identification by the name of organization for the expatriate employees. By following the steps suggested above it is possible to enhance the positive image of the organization without exploiting the expatriate employees. Hence, the sense of equality and belonging in their compensation needs to be inculcated in the MNC expatriate employees

International Pay system vs US Pay system

This part does not correspond to the heading.. International Pay system vs US Pay system

It is just a combination of statements… first you say about four factors that influence any pay system… then you speak about the culture. Where is US vs International? If this part is introduction to similarities/differences, then re-organize , and please rewrite. Citations missing.

There are four basic factors on whose differences and similarities of pay in different countries depends which are economic, institutional, organizational and employee. The statement is unclear and needs citation). Social contract is a relation between the Government, Organizations and employees. It plays an important role in the pay setting (citation). Culture also has effect on the pay system of the country. Culture can be termed as the shared mental programming of people living in a country or region. It is rooted in the morals, opinions and traditions shared in the common group of people and it has an influence on how information is processed. Sharing a national character by the inhabitants of a country is the basic belief to fit different national cultures in the pay system. (it is aa strong statement, I need direct citation -quotation for that). In managing international pay system, the influence of national characteristics is critical and it’s the job of global manager.it has certain dimensions being power distance, uncertainty avoidance, individualism or collectivism, masculinity or femininity, long term and short term.

Objectives

Now I see that you came to listing the differences…citations are missing EVERYWHERE!

In international pay system the focus is long termed and commitment is higher. It provides flexible workforce and the flow is cash is controlled with bonuses. The system is egalitarian.

Whereas the pay system in US has short and immediate focuses and flow of cash is controlled by with the performance. The system is based on performance and market. In some countries objective is to hire highly trained and cash control is done through tariff negotiations.

Internal Alignment

In the international pay system, the base pay is person based and it depends on the age, ability and performance. Pays have many levels and there are small differences in pay. Whereas in the US pay system the base pay is dependent on jobs, skills, accountabilities and work based. (Elaborate more, citation missing)

External Competitiveness

It is either tariff based or it monitors the age and pay charts and it is kept consistent with the competitors. Where? Specific example please. Citation?

Whereas in US the external competitiveness is determined from the market and it is compared on performance and variable. (citation)

Employee contribution

The bonuses of employees vary with the performance only at higher levels in an organization or either bonuses are tariff negotiated. The appraisal of performances has an influence on the promotion and a small portion of pay increases as a result. (citation)

Whereas in US bonuses are given on increasing percentage of total pay and the net increase is based on the individual, unit and corporate performance.(citation)

Equality of rights act restrains the pay discrimination based on sex and states that men and women should have equal pays for extensively equal work performed in the same institution. All form of compensations is included in it and an individual can file for any pay discrimination under title 7 of civil rights. Cite to the law.

Advantages

International pay system supports commitment and security and it gives greater predictability for employees and companies and it is flexible and as a result companies do not compete with pay. why this is advantage? Citation missing

Whereas in US pay system performance is supported and cost varies with the performance. The focus is on short termed payoffs in order to speed up market.(cite? why this is advantage?

Disadvantages

Look like discussion from the blog/forum, … supported by real sources, or paraphrase…

It has high cost for aging work force and it discourages unique contributors and women and younger employees. (cite)

Whereas in US pay system it gives skeptical workers and has less security and there is no reward for investing in long-term projects. Prove that.

For below part: please cite all the key statements.

3. In order to control the salary budgets when dealing with the multitude of issues in the global market place and to resolve the salary issues we have the following means available:

1. Shared Negotiating Units: The positions which are covered under the shared bargaining is to be noted when budget is being developed and the representation and group name needs to be noted. When referring to union and non-union payroll items consistency is required

2. Bond Clearances: Being well known of the important dates in contract provision is necessary. It would be a wise decision to set aside some reserves for the settlement of contracts particularly if the new terms appear to be less favorable than those already existing.

3. Different Considerations: Some union understandings incorporate things, for example, additional time, occasion premiums, shift differentials, uniform remittances, and permit/accreditation pay. These ought to likewise be represented in the financial plan, as inability to do as such could prompt huge cost overwhelms.

4. Effect of Inflation. Expansion can significantly affect finance estimating. Typical cost for basic items changes frequently are utilized when guaging work force costs. The Consumer Price Index (CPI), a wide measure of buyer swelling, is the typical cost for basic items record utilized regularly to determine compensation increments.

5. Ideal Recruitment Level: Determining the optimum level of recruitment is one of the major challenges faced by the organizations to meet its goals and aims.

6. Occasional and Temporary Positions. A few divisions or wards utilize low maintenance or regular workers. Park locale, for instance, regularly alter staffing levels via season.

7. Pay for Performance. Pay for execution is planned to encourage working environment profitability. The foreseen sway originates from the capacity to reward execution and subsequently draw in and hold quality workers. A onetime reward is a choice to reward efficiency and is infrequently utilized as a part of lieu of a boost in salary. Pay for execution confronts various difficulties, including the expense of checking representative execution and the configuration of a helpful examination framework.

References

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