Getting through the global payroll maze

Article Abstract:

Companies setting up international operations will have to carefully consider how the payroll can be made as simple and streamlined as possible considering the numerous items that have to be integrated into its computation. Three options are provided for the calculation of international pay, known as the total adjusted gross compensation (TAGC). One option is the conversion of an existing payroll system to accomodate changes resulting from international considerations such as various allowances, travel and relocation expenses and home-country and host-country deductions. Another alternative is the hiring of a payroll processing service to compute and report TAGC. Serving as the third alternative is the miscellaneous international allowance option, which can be used independently or combined with the other options. It is extremely useful for reducing processing costs of expense reports.

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Are you throwing money away by outsourcing?

Article Abstract:

HR managers are discovering that outsourcing is no longer as attractive an option as it used to be. During the 1980s, many companies outsourced their payroll and human resources management systems (HRMS) to service bureaus. The driving forces behind this trend were the high cost and frustration related to the maintenance of an internal payroll/HRMS function on outmoded mainframe systems. However, the 1990s is seeing an increasing desire for control among HR managers and regaining the control of these systems is one way to obtain this independence. Through the latest in technology, which allows the design of payroll/HRMS software systems on flexible PC and PC network platforms, HR managers are deriving in-house solutions to payroll and HRMS issues. As a result, they now have ready access to information, high levels of control and flexibility, and acceptable long-term costs.

Methods, Human resource management, Outsourcing, Human resource management systems, Human resource information systems

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Managing international compensation: current challenges

Article Abstract:

Compensation managers for multinational companies face many challenges concurrent with the globalization of the economy and the contextual differences in foreign companies. Issues include attraction and retention of employees, repatriation, pay structures, markets, performance-related compensation, cost effectiveness and corporate interface. The international compensation manager thus requires reliable information from the different regions in order to function effectively.

Social aspects, Employee benefits

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