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	<title>CMC Compensation Group &#187; International Compensation</title>
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		<title>Red Flag For Global Recognition Programs</title>
		<link>http://www.cmccompensationgroup.com/red-flag-for-global-recognition-programs</link>
		<comments>http://www.cmccompensationgroup.com/red-flag-for-global-recognition-programs#comments</comments>
		<pubDate>Mon, 30 Jan 2012 21:44:22 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[International Compensation]]></category>
		<category><![CDATA[Cultural differences]]></category>
		<category><![CDATA[Job Values]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Managing expectations]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=700</guid>
		<description><![CDATA[When you&#8217;re on the international stage and designing programs to recognize and reward an employee’s extraordinary achievements, it’s important to understand the cultural implications of these programs.  Because not everyone thinks the same way.  Companies with a truly global operating mindset will take into account national and cultural differences that distinguish its widespread employee populations. [...]]]></description>
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		<title>He Said / She Said Is Always Expensive</title>
		<link>http://www.cmccompensationgroup.com/he-said-she-said-is-always-expensive</link>
		<comments>http://www.cmccompensationgroup.com/he-said-she-said-is-always-expensive#comments</comments>
		<pubDate>Tue, 01 Nov 2011 13:42:23 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[International Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Cost Savings]]></category>
		<category><![CDATA[Cultural differences]]></category>
		<category><![CDATA[Managing expectations]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=661</guid>
		<description><![CDATA[Recently I was asked by a U.S. client why I recommended that they create an international assignment letter for their expatriate employees.  After all, they only had a few employees overseas and previously had resisted the call to “play the lawyer card.” They felt that management could effectively deal with the circumstances of expatriate situations [...]]]></description>
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		<title>Why Does An Expatriate Assignment Cost So Much?</title>
		<link>http://www.cmccompensationgroup.com/why-does-an-expatriate-assignment-cost-so-much</link>
		<comments>http://www.cmccompensationgroup.com/why-does-an-expatriate-assignment-cost-so-much#comments</comments>
		<pubDate>Wed, 12 Oct 2011 18:15:17 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[International Compensation]]></category>
		<category><![CDATA[Controlling costs]]></category>
		<category><![CDATA[Cost Savings]]></category>
		<category><![CDATA[Cultural differences]]></category>
		<category><![CDATA[Expatriates]]></category>
		<category><![CDATA[Negotiations]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=654</guid>
		<description><![CDATA[The one constant theme that Human Resource professionals emphasize when it come to international assignments (expatriate employees) is that the experience costs a great deal of money.  Most of you reading this will simply nod your head at such a cautionary warning, yet not fully understand the why of it.  Perhaps the topic doesn&#8217;t concern [...]]]></description>
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		<title>Expats: How to Toss Your Money Away</title>
		<link>http://www.cmccompensationgroup.com/expats-how-to-toss-your-money-away</link>
		<comments>http://www.cmccompensationgroup.com/expats-how-to-toss-your-money-away#comments</comments>
		<pubDate>Sun, 09 Oct 2011 17:35:41 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[International Compensation]]></category>
		<category><![CDATA[Expatriates]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=651</guid>
		<description><![CDATA[Once your company decides to send an employee overseas on expatriate assignment the danger of imminent waste looms large.  The problem usually begins with management not understanding or even choosing to ignore the real costs of the international assignment.  The looming money pit is then deepened by having only a weak business reason to support [...]]]></description>
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		<title>Taking The Easy Road</title>
		<link>http://www.cmccompensationgroup.com/taking-the-easy-road-2</link>
		<comments>http://www.cmccompensationgroup.com/taking-the-easy-road-2#comments</comments>
		<pubDate>Tue, 16 Aug 2011 22:08:11 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[International Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Controlling costs]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=625</guid>
		<description><![CDATA[Companies with local national employees face a challenge and a risk when deciding how to reward performance in each of their operating countries.  Do they “do as the Romans do” or create a standardized global framework?]]></description>
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