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Resource Library: Most Recent Publications

AIRINC’s Resource Library serves as an archive of helpful information and important announcements for expatriate compensation administrators and others interested in the field of global mobility.

DATA POINTS Q.2 2014

DATA POINTS Q.2 2014

DATA POINTS is a quarterly newsletter that reports on our surveys in different regions of the world. DATA POINTS highlights the scope and breadth of our survey locations and provides high-level snapshots of our recent survey findings for both Housing and Goods and Services. We hope this material serves as a reminder that data is ever-changing and needs to be refreshed regularly as economic conditions change.

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Assignees from Less Developed Countries

Assignees from Less Developed Countries

Over the past few decades, we have seen a shift in global mobility. Areas once dominated by US and Western European outbound assignees now include assignees from parts of the world previously untapped for global recruitment. This trend creates some compensation complications because of the disparity between base pay levels in the home and host locations. As more assignees move from the developing world into developed countries, the need to address this particular challenge increases.

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Air Pollution Hardship in China

Air Pollution Hardship in China

Request a copy of this AIRINC report to find out how companies are addressing the effects of severe, persistent pollution on expatriates living and working in China.

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DATA POINTS Q.1 2014

DATA POINTS Q.1 2014

DATA POINTS is a quarterly newsletter that reports on our surveys in different regions of the world. DATA POINTS highlights the scope and breadth of our survey locations and provides high-level snapshots of our recent survey findings for both Housing and Goods and Services. We hope this material serves as a reminder that data is ever-changing and needs to be refreshed regularly as economic conditions change.

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Establishing Your Optimal Global Mobility Program

Establishing Your Optimal Global Mobility Program

The key to developing a successful mobility strategy is to ensure that mobility policies and approaches are customized to the unique needs of your organization. Depending on the company and its needs and desired outcomes, the best solution may be a simple program with a single mobility approach or a tiered policy with diverse compensation schemes. Through extensive research based on over 50 years of experience in the field of global mobility, AIRINC has developed a systematic approach to helping your company evaluate and redesign your global mobility program based on a thorough understanding of your company’s unique context.

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Mobility Outlook Survey 2014

Mobility Outlook Survey 2014

The 2014 Mobility Outlook Survey captures the latest trends in mobility, focusing on how companies are balancing the three most important global mobility goals: meeting business needs, managing talent, and containing costs.

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Rotator Policy and Practice

Rotator Policy and Practice

Rotator assignments have been in existence for many years, yet they continue to present unique challenges to the companies that use them. They are commonly used by Oil & Gas and Oil Support companies to accommodate assignments to remote field sites, offshore rigs, and other locations that cannot easily support families. AIRINC conducted a benchmark survey of 15 oil and gas industry leaders to determine what, if any, prevailing rotator practices and trends are being used.

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The Increasing Volatility in Exchange Rate Markets: How to Manage Expatriate Pay Packages Proactively

The Increasing Volatility in Exchange Rate Markets: How to Manage Expatriate Pay Packages Proactively

When currencies depreciate, mobility managers and their international assignees may need to adjust compensation packages to offset changing currency values. There are many factors to consider in such a situation, including the potential inflation of goods and services that often follows currency devaluation. AIRINC Client Solutions Executive Frank Bodengraven discusses the possible short- and long-term effects of plummeting currency values and suggests ways in which mobility professionals can manage assignees and their compensation packages proactively.

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