factors considered during expatriate compensation
Telecommunication is one of the essential ways that help to solve issues related to high employee turnout in tech companies. MedEx needs to consider this strategy to reduce the high employee turnout in the company. The nature of duties assigned to the employees can be done from home and then emailed or delivered through online communication platforms to the company. The responsibilities are completed individually and not in groups, and as a result, after training, the employees can work from home. The fact that most employees complained about issues related to high turnover rates. This might be a demotivate some employees who might consider resigning from the job to find other opportunities. Also, most employees recommended telecommunication, and this shows that they are ready to work from home. This will leave spaces for other employees who are not comfortable working from home.
Several factors are considered during expatriate compensation. Both Sims and Al-Kassem agree that the most critical factor to consider is the cost of living. If the value of living in the host country is high, the company must pay to be able to raise the salary that will enable the expatriate to live comfortably in the country. Contrary, if it is low, the remuneration can be equitable to that of similar employees in the home country. The second factor is the accommodation allowances. It is expensive to rent houses in some cities such as Tokyo and London while in other cities like Rio de Janeiro are cheap in comparison to most US cities. Expatriates in Tokyo will be compensated highly compared to those in Rio to ensure that they are comfortable in the host countries. According to research by Suutari and Tornikoski, taxation is one of the main challenges faced by expatriates. There are countries with high tax rates, while others have lower tax rates. This results in varying income for employees paid similarly but in different countries.