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.
Case Study: The Value of Development: Effective Benchmarking for Developmental Assignment Policies
Today many companies are investing in their junior-level employees by sending them on international assignments to encourage the development of personal and professional skills. Read about how AIRINC guided one of China’s largest high-tech companies through this process with a segmented approach. By defining a separate assignment package geared toward these employees, they were able to increase junior-level opportunities and save money at the same time.
Survey Report: Yangon, Myanmar
The opening of Myanmar to global trade and investment will inevitably lead to an increase in mobility in this market. In anticipation of this trend, AIRINC recently conducted an onsite survey of Yangon and produced a summary report on expatriate conditions in this emerging commercial center.
Fiscal Cliff Notes:
The new American Taxpayer Relief Act of 2012
The American Taxpayers Relief Act of 2012 (ATRA) was signed into law by President Obama on January 2, 2013. The primary goal of the legislation is to avoid the automatic increases in individual tax rates on all taxpayers that were scheduled to begin in 2013. The notable exception is for taxpayers with higher incomes, who will see an increase in income tax costs through a combination of higher statutory tax rates and limitations on allowable deductions and exemptions.
Pharmaceutical and Biotechnology Mobility Survey
In August 2012, AIRINC conducted a benchmarking survey to pinpoint the global mobility issues being faced today by companies in the Pharmaceutical and Biotechnology industry. In addition to the survey, several companies participated in a roundtable event to further deliberate these issues. This report details the survey results as well as summarizes the various topics that were addressed in the roundtable dialogue.
An Interview with Peter Newhouse of Unilever
Morgan Crosby, Senior Manager in Client Services and Director of Advisory Services at AIRINC, recently sat down with Peter Newhouse, Unilever’s Global Head of Reward, to talk about the significant changes Unilever has made to their global mobility program. Request a copy of the white paper to find out more about these changes, why Unilever decided to change its mobility program, and the challenges the company faced along the way.
2012 Mobility Outlook Survey
AIRINC is proud to release the summary results of the 2012 Mobility Outlook Survey. This survey captures new and on-going trends in mobility and is structured around three main themes of flexibility, diversity and context.
Establishing Your Optimal Global Mobility Program: An innovative process to determine your company’s best solutions.
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.
Spotlight on Global Mobility Trends Giving Your Managers Wings: Flexible Mobility Policies that Work
Given the growing complexity in workforce mobility, companies are increasingly turning to AIRINC for help in optimizing their mobility programs. This inaugural case study explores how AIRINC assisted its client, Kleinfelder, in designing a cost-effective yet flexible set of mobility policies that is in alignment with Kleinfelder’s unique company culture and global business objectives.
Local Plus - Tips, Tools, and Trends
Local plus (also known as host plus) pay packages are not new to mobility, having been leveraged successfully in the financial and professional services industries for over a decade. Recently there has been a lot of interest in the local plus approach as a possible low-cost alternative to the traditional balance sheet. When used in the proper context, the host plus approach can be an effective and successful scheme for compensating expatriates. Knowing when and how best to use this method is the key to its successful implementation.
2011 Mobility Outlook Questionnaire (MOQ)
The Mobility Outlook Questionnaire (MOQ) is an annual AIRINC survey designed to help participants understand current and future trends in global mobility. Published during the financial crisis that began in 2008, the first two editions of the Mobility Outlook Questionnaire examined the effect of that crisis on mobility programs. This year the survey’s scope has been expanded to target the strategic objectives and policy offerings that companies have adopted, or are considering adopting, in response to today’s mobility environment.
Interpreting the New U.S. Tax Relief Act:
What Global Mobility Program Managers Need to Know in 2010
Numerous changes were implemented in U.S. tax law during 2010. What do these changes mean to your global mobility program and your assignees? This article outlines and summarizes the key tax changes with which global mobility practitioners should be familiar. Some of the changes are effective immediately beginning in 2011, while others will be effective beginning in 2012 or 2013.
Changing Your Mobility Program -
How to Get the Results You Want
Changing a mobility program is a common challenge for HR practitioners, whether because of an acquisition, a new data methodology, or a new service provider. Without the appropriate resources, expertise, and tools, implementing changes can be daunting and may be delayed or even fail, with an aftermath of increased costs, inhibited mobility, and undermined program credibility. We present a case study of a major acquisition that required the successful integration of two programs.
Diverse Expatriate Populations -
Alternative Remuneration Packages
The number of both home and host locations has expanded, and as a result, the global mobility landscape has changed and the expatriate population has become more diverse. There is also more diversity in types of expatriate assignments, policies, and compensation packages. There is a strong trend toward companies having more than one or two expat policies to meet their business and global mobility needs.
Survey - 2010 Mobility Outlook Questionnaire
The Mobility Outlook Questionnaire is an annual survey designed to help survey respondents understand how economic conditions have affected, or will affect, other companies’ near- and long-term mobility plans. This year, AIRINC received responses from 67 large companies operating across a range of industries and economic sectors, including Finance, Technology, Consumer Goods, and Healthcare.
White Paper - Reducing Costs Without Sacrificing Value
A singularly cost-focused approach may undermine the success of your mobility program. Instead of just reducing costs, consider designing a program that maximizes value... by aligning your mobility policy with the business goals driving it.
Article - 2010 Phaseouts AMT and The Expatriate
In this article we will examine the impact of U.S. tax law changes currently in place for 2010 and expected to be in place for 2011. While there are many changes to consider, we will focus on the major changes you can expect to see for 2010 and how they will affect expatriate employees.