Take an in$-$depth look at two compensation packages intended for expatriates. You will be able to compare in detail aspects such as salary, additional benefits, incentives, and other relevant details including key approaches and components of international compensation.

Instructions:

Please review the two compensation packages shared below:

Compensation Package #$1$

Expatriate Name: John Smith Destination: Germany

Base Salary: Annual salary of $$60,000,$ paid in dollars to provide financial stability during the assignment in Germany.

Additional Benefits: Cost of Living Allowance $($COLA$)$: An extra $12\%$ on the base salary to compensate for the difference in costs between the United States $($home country$)$ and Germany.

Housing Allowance: $1,200$ Euros per month to partially cover the rent of a home in Germany, adjusted to John's standard of living in the United States.

Education Insurance: Partial contribution towards the educational expenses of John's children at a recognized international school in Germany.

Special Incentives:

Home Trip: One trip per year to the United States to visit family, with transportation costs partially covered by the company.

Spouse Assistance: Limited job search support for your partner during the assignment in Germany.

Health Benefits:

Basic medical coverage for John and his family, including health insurance in Germany and partial medical assistance in the United States if needed during visits.

Other Benefits: Car Allowance: Occasional use of a company vehicle during the stay in Germany.

Relocation Assistance: Basic resources for administrative procedures, cultural adaptation, and initial support to settle in the new country.

Compensation Package #$2$

Expat Name: Laura Miller Destination: Switzerland

Base Salary: Annual salary of $$100,000,$ paid in dollars to provide financial stability during the assignment in Switzerland.

Additional benefits: Cost of Living Allowance $($COLA$)$: An extra $25\%$ on the base salary to compensate for the high cost difference between the United States $($home country$)$ and Switzerland.

Housing Allowance: $2,500$ Swiss francs per month to partially cover the rent of a home in Switzerland, adjusted to Laura's standard of living in the United States.

Education Insurance: Full coverage of Laura's children's educational expenses at a high$-$quality international school in Switzerland.

Special Incentives:

Home Country Trip: Three trips per year to the United States to visit family, with transportation costs fully covered by the company.

Spouse Assistance: Extensive job search support for your partner during the assignment in Switzerland.

Health Benefits: Full and extensive medical coverage for Laura and her family, including comprehensive health insurance in Switzerland and medical assistance in the United States if necessary during visits.

Other Benefits:

Car Allowance: Use of a company vehicle for the entire stay in Switzerland.

Relocation Assistance: Comprehensive resources for administrative procedures, cultural adaptation, and comprehensive support for settling in the new country.

Guiding questions for discussion:

What are the most notable elements that distinguish both compensation packages?

Do you consider that the main factors of international compensation of mobility and equity were evaluated in them?

What other aspects would you consider important to fully evaluate the effectiveness of an expatriate compensation package, based on the examples evaluated?