International Human resources

 

Question Block ‘A’:

Should Wolfgang move some of the existing pay elements across the ‘T’ account in Figure 2., shifting them from globally standardized to locally customized?
Should he add or delete some existing practices from the ‘T’ account?
Should he change the weights or emphasis (percentages) of existing elements of the pay system?
Question Block ‘B’: Job-based vs competency-based compensation

How can the firm communicate to the geographically dispersed executives the need to acquire and maintain those management competencies that have been defined in the competency set (in Folder 3)?
Would a purely competency-based system be somehow more flexible?
What about the standardized Healthcare has just achieved through job descriptions across units?
How would he take these three competency-based categories and use them to develop a series of measurable, behavior indicators to be used to assess an executive’s contributions to Healthcare? In what sense should these new behavioral indicators be customized to lcoal (regional) contexts? How can Wolfgang go about this process to ensure a balance of organizational standardization and local relevance?

 

 

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