
1. Take a fresh look at strategy vs. reality

2. Divide and conquer
Treating globally mobile employees as a homogeneous group that need similar, robust com¬pensation, benefits and support structures may mean that organizations are providing too much in some cases. Organizations should consider segmenting their expatriate population by type of assignee and type of assignment. Introducing flexibility into expatriate compensation packages can reduce investment in human capital without hurting corporate goals.
Also, employers should consider distinguishing between developmental assignments and strategic or critical needs assignments. Developmental assignees often consider an inter¬national assignment as a way to gain sig¬nificant experience and do not expect to be treated as though they are equalized to home. These workers may be satisfied with compensation packages similar to those in the host countries without many of the allowances and benefits associated with a traditional full expatriate package.

3. Consider local plus

4. Mark your bench

5. Tend to family matters

6. Make sure emergency exits are accessible

7. Localize

8. Consider your choice of Cost of Living Adjustment (COLA)

9. Equalize taxes, but do not go overboard

10. Make sure your housing policy is realistic

11. Stay current with currency fluctuations and inflation
