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Управления системами вознаграждения персонала в международных компаниях (Managing compensation systems in international companies)дипломная работа (Магистр)
- Научный руководитель: Золотина О.А.
- Автор: Чжуан Шукай
- Тип: Магистр
- Организация, в которой проходила защита: МГУ имени М.В. Ломоносова
- Год защиты: 2024
- Аннотация: J 24 Аннотация к работе Managing compensation systems in international companies is a multifaceted endeavor that requires a comprehensive understanding of various factors. One of the primary challenges is ensuring equity and fairness across diverse geographical locations, cultures, and economic landscapes. To effectively manage compensation systems in such companies, HR professionals must adopt a strategic approach that aligns with the organization's overall objectives while also considering local market conditions. This involves conducting thorough research on compensation practices in different countries, taking into account factors such as cost of living, labor laws, and cultural norms. Furthermore, communication plays a crucial role in managing compensation systems internationally. Clear and transparent communication with employees about the company's compensation philosophy, policies, and practices helps build trust and mitigate potential misunderstandings or conflicts. Global mobility adds another layer of complexity to compensation management. Employees on international assignments may require adjustments to their compensation packages to account for factors such as relocation expenses, tax implications, and differences in standard of living between their home country and the host country. Moreover, compliance with legal and regulatory requirements is essential when managing compensation systems across borders. HR professionals must stay updated on local labor laws, tax regulations, and compliance standards to ensure that the company's compensation practices remain lawful and ethical in every jurisdiction where it operates. Technology also plays a crucial role in managing compensation systems in international companies. HRIS (Human Resource Information Systems) and other technological solutions can streamline processes, enhance data accuracy, and facilitate communication across global teams. In summary, managing compensation systems in international companies requires a strategic approach that considers factors such as equity, communication, global mobility, legal compliance, and technological advancements. By addressing these aspects thoughtfully, organizations can ensure that their compensation practices support their business objectives while also attracting, retaining, and motivating top talent worldwide. Ключевые слова wages, compensation systems, Job evaluation, performance management, balance score card
- Добавил в систему: Золотина Ольга Александровна