Individual Reflection 4

Individual Reflection: 04
Future Global Manager
Urvashi Jyotishkumar Purani
Student ID: - 8891708
HRM8130: Human Resources Management
Susannah Morrison
July 23, 2023

As a future global manager aiming to help meet Goal #10 of reducing inequality within and
among countries, my approach to addressing the issue of equitable compensation for expats
and locals working together in the same country would involve the following strategies:
A. Effect a Comprehensive Compensation Assessment: I would start by conducting a
thorough review of the compensation packages for both expatriate and local
employees. This review would involve analyzing the wage disparities and benefits
offered to each group, considering their qualifications, skills, and experience. The
goal is to identify any unjustifiable discrepancies and address them accordingly.
B. Execute Translucent Compensation Policies: Transparent compensation policies
that are clearly communicated to all employees will be established. These policies
should be based on fair and objective criteria, such as job responsibilities, skills, and
performance, rather than nationality. The aim is to ensure that both expatriate and
local employees understand the basis for their compensation and feel valued for their
contributions.
C. Line up Wages with Market Rates: I would ensure that the wages paid to both
expatriate and local employees are aligned with the local market rates for similar
roles. This means considering the cost of living, economic conditions, and prevailing
salary scales in the country of operation. By doing so, we can minimize the wage gap
and promote equitable compensation.
D. Offer Uniform Access to Benefits: All employees, regardless of their nationality,
should have equal access to benefits such as leave days, health insurance,
accommodation allowances, and other perks. This policy would help eliminate
feelings of resentment and workplace injustice among local employees, fostering a
more inclusive work environment. This ensures that all employees receive the same
level of support and recognition for their contributions.

E. Attention on Skill Development and Knowledge Transfer: To promote local talent
development and reduce dependency on expatriate employees, I would invest in skill
development programs and knowledge transfer initiatives. This approach enables
local employees to enhance their capabilities, take on higher responsibilities, and
progress within the organization.
F. Determine Performance-Based Rewards: Implementing performance-based
rewards and recognition programs can motivate both expatriate and local employees
to excel in their roles. Merit-based incentives ensure that compensation is tied to
individual contributions and achievements rather than solely based on nationality.
G. Engage in Collaboration and Dialogue: Encouraging open communication and
dialogue between expatriate and local employees is essential to understanding each
other's perspectives and concerns. Creating a collaborative work environment fosters
mutual respect and teamwork, which can contribute to reducing inequality within the
organization.
In conclusion, my approach as a future global manager to help meet Goal #10 of reducing
inequality within and among countries regarding equitable compensation for expats and
locals working together would involve implementing transparent and fair compensation
policies, aligning wages with market rates, offering equal access to benefits, and fostering a
collaborative and inclusive work environment.

Works Cited
Global professionals . (2016). The Guardian . Retrieved from https://www.theguardian.com/global-

development-professionals-network/2016/apr/20/expat-wages-900-per-cent-higher-than-
local-employees-study
Managing Human Resources. (n.d.). In P. S. Monica Belcourt, Managing Diversity and Inclusion (10th
ed.). Cengage.
PRME - UN Sustainable Development Goals(2018). (n.d.). University Committee for Sustainability;

Rutgers State University of New Jersey. doi:April 28,2023
(Global professionals , 2016)

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Individual Reflection: 04

Future Global Manager

Urvashi Jyotishkumar Purani

Student ID: - 8891708

HRM8130: Human Resources Management

July 23, 2023

A. Effect a Comprehensive Compensation Assessment: I would start by conducting a

goal is to identify any unjustifiable discrepancies and address them accordingly.

B. Execute Translucent Compensation Policies: Transparent compensation policies

and promote equitable compensation.

D. Offer Uniform Access to Benefits: All employees, regardless of their nationality,

feelings of resentment and workplace injustice among local employees, fostering a

level of support and recognition for their contributions.

development and reduce dependency on expatriate employees, I would invest in skill

development programs and knowledge transfer initiatives. This approach enables

local employees to enhance their capabilities, take on higher responsibilities, and

progress within the organization.

F. Determine Performance-Based Rewards: Implementing performance-based

to excel in their roles. Merit-based incentives ensure that compensation is tied to

individual contributions and achievements rather than solely based on nationality.

G. Engage in Collaboration and Dialogue: Encouraging open communication and

dialogue between expatriate and local employees is essential to understanding each

other's perspectives and concerns. Creating a collaborative work environment fosters

collaborative and inclusive work environment.

Global professionals . (2016). The Guardian . Retrieved from https://www.theguardian.com/global-

PRME - UN Sustainable Development Goals(2018). (n.d.). University Committee for Sustainability;

(Global professionals , 2016)

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