Dating back to the Dutch East India Company, sending an employee to work in another country (sometimes called a "global assignment" in current HR jargon) has carried considerable costs while theoretically opening the potential for financial returns for the employer.
[2] With tax equalization, housing allowance, cost-of-living adjustment, and other benefits, the typical expatriate compensation package is two to three times the home-country base salary.
Harzing's spiders weave the informal communication networks so important in connecting far-flung branches, subsidiaries and all strategic partners.
)[4] Depending on the size and organization of a company, different departments, such as finance or human resources, may administer the relocation program.
This is done to save time, focusing internal resources on company workforce strengths, or for providing better service to each transferee.