Critically compare the balance-sheet approach and the going-rate approach to compensate expatriates in MNCs.

Critically compare the balance-sheet approach and the going-rate approach to compensate expatriates in MNCs. Assess the merits and limitations of adopting either the balance-sheet approach or the going rate approach in corporate compensation policy. Discuss the HR policy implications of both approaches. Discuss were linked to the reward and motivate employees at different countries for desirable performance and behaviour. What motivate employees in different countries. Compare the advantage and limitations of the two approaches in compensation. Drew a balanced conclusion. Evaluate national or regional institutions that created challenges for MNCs to adopt the preferred approach globally. Compare the outcomes of these two expatriate compensation approaches to adopting a more ad-hoc approach of compensation. Add more reflective discussions on the fairness and effectiveness of compensation policies in MNCs. Evaluate the balance-sheet approach and demonstrate awareness that the advantage and problems of balance-sheet approach can vary depending on national and regional institutions (eg. Immigration policies that made professionals more or less available in the labour market) add how the balance-sheet approach may address issues of fairness and effectiveness of compensation policies in MNCs. Describe a list of compensation package commonly used by MNCs which include ad hoc negotiation, balance sheet, localisation, lump sum, global plan, regional plan and multiple programmes. Drew a conclusion that there is no single best approach for expatriate compensation.