Publication Date

January 2004


As corporations expand their geographic reach and executive talent moves across geographic borders as freely as capital, global compensation executives must keep pace. Ethnocentric, nationalistic and parochial HR systems and policies inherited from the past that are focused on a single country may actually be barriers to the establishment of effective global organizational processes. Leaving local units in various countries determine their own executive compensation philosophies and practices may be equally detrimental.


Suggested Citation
Dolan, S. M. (2004). Executive compensation eligibility in global businesses: A global banding approach (CAHRS Working Paper #04-01). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.