TM - August 2007 - (Page 30) Business Education Facilities performance. Commissions, incentives, car allowances and other bonuses are not included as part of an employee’s base pay. In Taiwan, base salary is inclusive of bonus or other contractual payments. In France, base pay also can encompass vacation pay and overtime payments. These regional differences need to be built into the compensation rules. One of the issues for global organizations is having a strategy for managing the differences in salary and bonus ratios. Although the EU is moving to be more like the United States, heavily emphasizing bonus and incentives, areas such as Asia put more weight on “salary versus bonus.” Managing environmental pay issues is another area for concern for organizations that operate globally. In some emerging markets, there simply isn’t enough adequate market information available for organizations to have the intelligence to make competitive compensation decisions. In Russia, for example, compensation experts advise companies to privately fund studies for a small sample of key jobs. As employees become aware of regional differences in compensation structures, some will campaign for similar rewards. For example, if an organization generally supplies car allowances to employees in Australia, that same benefit does not have to be offered to employees who have the same position in the United States. Companies that give in to employee pressure for homogeneity might end up with a very expensive plan. First and foremost, you need to establish appropriate bonus levels that are competitive with the market. For example, bonuses for engineers in Silicon Valley might be higher than other areas of the world to help companies operating there improve their competitive advantages through employee retention. In India, the bonus percentage for an engineer might be less, requiring organizations to support that difference in structure. Although the measurement for a top-level bonus might be the same, the bonus percentage will differ because of the price of talent in that particular area. Accommodating Language, Cul ture and Currency Flexibility cubed. Solving your educational support and logistics puzzle is only a few simple clicks away. Finding the right locations, at the right time, with the right equipment – planning business education can be a puzzle. MicroTek has your solution – flexible, cost-efficient, on-demand business education facilities & services. MicroTek merges technology with hospitality to provide the optimal learning environment. World-class facilities, state-of-the-art computer hardware, responsive IT support. And yes, even the coffee. We can place you in any of our 3,000 classrooms in over 250 locations worldwide. And with our exclusive online Tracker ® reservation system, you can keep track of the details of your event, every step of the way. Just the right place. The right time. The right size. All you need to do is show up and teach. To learn more about solving your business education puzzle, call us today at 1-800-207-9620. Just show up and teach. ™ Business Education Facilities Cross-cultural communications are much more effective when received in the local language. How organizations handle multilingualism can make a difference in employee morale, as well as the ability to effectively deliver content to their workforce. For a country in which English is not the official language, organizations need compensation systems that enable managers to access the same centralized systems simultaneously but in their own local languages. © Copyright MicroTek 2006 http://www.mclabs.com
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