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New technology is making it increasingly easy for companies to set up flexible benefits plans that are cost effective and popular with employees.
The author outlines some problems faced by multinational companies seeking offer equal long-term incentive plans to U.S.- and non-U.S.-based executives, and proposes some alternative solutions.
The authors present a method for designing a fair, rational salary structure that not only meets the requirements of antidiscrimination legislation, but also boosts employee morale and productivity.
Today's demand for innovation, the premium on specialized technical talent, and other factors have triggered the growth of special programs designed to reward those who make key contributions to organizational success.
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