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WGU Global HRM D358 18 Exam Questions
And Answers 100% Guaranteed Pass.
One of the most time-consuming aspects of these new responsibilities for international HR
managers includes - Answer✔creating and managing compensation, bene fi ts, and tax packages
for expatriates.
In global C&B, a distinction is made between global remuneration and - Answer✔IA
compensation.
Global remuneration deals with the compensation and benefit structure for all employees of the
MNE in various locations/subsidiaries around the world. Global remuneration is more complex
than domestic compensation because - Answer✔salary levels and bene fi t provisions invariably
differ signi fi cantly among the various countries in which an MNE operates. 5 Employees
performing essentially similar jobs in different countries may have different titles, will receive
differing amounts and forms of compensation, and will pay signi fi cantly varying taxes. This is
due to differing costs of living and pay levels throughout these economies and varying traditions
and values for particular jobs.
IA compensation deals with the C&B of globally mobile employees - or those who cross borders
as part of their employment with the MNE, either as short-term IAs or as long-term expatriates.
IA compensation is also complex because it deals with - Answer✔people relocating to different
countries and who are, thus, subject to special incentives, different laws and regulations, cost-of-
living adjustments, varying taxation systems, Fx fluctuations (in their foreign assignments), and
varying inflation/deflation rates.
A well-designed global C&B system will balance the costs and bene fi ts for the company while
ensuring that the total reward system retains attractiveness for the recruitment and retention of
employees. If these objectives are achieved, the MNE will be able to - Answer✔attract the best
talent, design a compensation system that will be externally competitive and internally equitable,
and remove fi nancial obstacles to the geographic mobility of its employees.
To address the issues related to the design of a global C&B system, this chapter - Answer✔- first
looks at the design of the system and examines the problems associated with the design of
worldwide C&B programs and policies.
- Second, this chapter looks at the problems associated with C&B for IAs and reviews the
different expatriate compensation approaches used by MNEs. Because of the extreme complexity
of this subject (MNEs usually contract with specialists to design and administer the details of
1|Page
WGU Global HRM D358 18 Exam Questions
And Answers 100% Guaranteed Pass.
One of the most time-consuming aspects of these new responsibilities for international HR
managers includes - Answer✔creating and managing compensation, bene fi ts, and tax packages
for expatriates.
In global C&B, a distinction is made between global remuneration and - Answer✔IA
compensation.
Global remuneration deals with the compensation and benefit structure for all employees of the
MNE in various locations/subsidiaries around the world. Global remuneration is more complex
than domestic compensation because - Answer✔salary levels and bene fi t provisions invariably
differ signi fi cantly among the various countries in which an MNE operates. 5 Employees
performing essentially similar jobs in different countries may have different titles, will receive
differing amounts and forms of compensation, and will pay signi fi cantly varying taxes. This is
due to differing costs of living and pay levels throughout these economies and varying traditions
and values for particular jobs.
IA compensation deals with the C&B of globally mobile employees - or those who cross borders
as part of their employment with the MNE, either as short-term IAs or as long-term expatriates.
IA compensation is also complex because it deals with - Answer✔people relocating to different
countries and who are, thus, subject to special incentives, different laws and regulations, cost-of-
living adjustments, varying taxation systems, Fx fluctuations (in their foreign assignments), and
varying inflation/deflation rates.
A well-designed global C&B system will balance the costs and bene fi ts for the company while
ensuring that the total reward system retains attractiveness for the recruitment and retention of
employees. If these objectives are achieved, the MNE will be able to - Answer✔attract the best
talent, design a compensation system that will be externally competitive and internally equitable,
and remove fi nancial obstacles to the geographic mobility of its employees.
To address the issues related to the design of a global C&B system, this chapter - Answer✔- first
looks at the design of the system and examines the problems associated with the design of
worldwide C&B programs and policies.
- Second, this chapter looks at the problems associated with C&B for IAs and reviews the
different expatriate compensation approaches used by MNEs. Because of the extreme complexity
of this subject (MNEs usually contract with specialists to design and administer the details of
1|Page
