In a given scenario, the organization is expanding and wants to open a sales office in the overseas region. The employees that will be selected for the overseas office need to be motivated from the perspective of compensation and benefits. However, not all the employees will get motivated with the same factors, and hence, one needs to analyse this situation (Otten, 2003).
The compensation system includes the employee's benefits, which include both legally required benefits and discretionary benefits (Martoccio, 2011). Considering the current situation, first of all the salaries or the basic pays of these employees need to be increased. The cost of living will be high and hence, the employees cannot afford to live in such nations with the same pays.
Secondly, the environmental conditions will change and the employees need to have additional Medicare options and medical leave benefits. And, thirdly, they should be provided with an Insurance plan so that at least their family can get secured of a better future, in case of any unfortunate events (Attridge, 2009). These are the core benefits that should be provided to the employees, who will be transferred to these international sales office location.
Now, there will be employees who get motivated through other factors. The Human Resource (HR) team of the organization needs to analyse these factors and discuss with these employees so as to motivate them (Martoccio, 2011). Besides pays, salaries, and leaves, the employees might demand additional holidays, accommodation and enhancement programs during the initial days, wellness programs for their families, scholarship programs for their children, transportation services, and other family assistance programs.
The motivation factor of every employee will be his primary and secondary needs, which need to be fulfilled by the organization (Martoccio, 2011). Motivation is the key factor that will boost the inner morale of the employees (Sparrow, 2012). They will perform as per the assigned tasks and will deliver the required objectives of the organization. In the present scenario of scanning the motivation factors, there is a need to have mutual understanding and cooperation between the employees and the HR Department to create a win-win situation.
References
Martoccio, J. (2011). Employee benefits: A primer for human resource professionals. New York: McGraw-Hill/Irwin.
Otten, M. (2003). Intercultural Learning and Diversity in Higher Education. Journal of Studies in International Education, 7(1), 12-26.
Attridge, M. (2009). Employee Work Engagement: Best Practices for Employers. Research Works: Partnership for Workplace Mental Health, 1, 1-11.
Sparrow, P.R. (2012). Globalizing the international mobility function: the role of emerging markets, flexibility and strategic delivery models. International Journal of Human Resource Management, 23 (12), 2404-2427.
