Management of Total Reward Design for Expatriates in Asia

Compensation for expatriates in Asia differs from those outside Asia, particularly America, Europe, Middle East.

With the implementation of the Fair Consideration Framework in Singapore, organisations are encouraged to select and employ Singaporeans first. As this framework does not discourage employers to hire non-Singaporeans, it provides a platform for many organizations to review their justification on management of total reward design for expatriates in Asia.

Organisations that send employees to another country to work and hire employees from another country to the home country or another country face a set of decisions about how such employees should be paid.

The key decision in compensation design is the designation of base salary. This decision impacts most other areas of the package in a direct manner. However, the decision for the total international compensation package is not determined by numbers only.

Different regional business units have very different competitive conditions, adopt different business strategies and thus fit different international compensation strategies. Adopting simple approach like “follow the competitor” or “apply internal reward structure” does not apply across the board. This is because different countries adopt different strategies that require different categories of key staff with different competencies.

Course Objective

  • Provide the participants with the understanding of total reward design for key position-holders in overseas location.
  • Equip the participants with basic justification and use of techniques in the management of budget control and communication.
  • Develop the participants’ awareness of cultural dimension as influencer.

Course Outline

  • Ethics and fairness influence on compensation.
  • Cultural diversity impact from compensation.
  • Globalisation impact on small-medium enterprises reward practices.
  • Pay for management trainee in overseas location.
  • Management of compensation budget.
  • Labour supply and demand for expatriate skill influence on compensation.
  • Pay for performance as motivation tool for expatriate.

Who Should Attend

Senior management, HR personnel and those involved in the management of expatriation for overseas locations in Asia.

Other Information

Note: SkillsFuture Funding is available

Commence Dates Duration Non-Member
Sep 2017 (TBC) 1 Day S$380.00 Registration

All prices listed here are subject to the prevailing GST charges. All information on this page are correct at the time of its publication. SHRICORP reserves the right to amend any of the above information if necessary

Members’ rate

  • 10% off for members

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