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International Cost of Living Calculators

We provide international cost of living and hardship data so that you can create reports online (24X7) using any of the calculators:


Expat Salary: Detailed international cost of living and salary comparison.


Cost of Living Comparison: Determines allowance based on cost of living difference.


International Cost of Living Index: COLI's for multiple locations using home base.


International Assignment: Global Mobility using build-up approach.


Hypothetical Tax: Effective tax rate for any country in the world.

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Mobility Calculators

Do you need a Cost of Living Comparison Calculator?

The global cost of living calculators have been created to compare the cost of living in every country and major city in the world, to help you manage short and long term assignments (page down for a description of each cost of living calculator):

Cost of Living Allowance
Cost of Living Index
International Assignment Management
Salary Purchasing Power Parity
Hypothetical Tax Calculator
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Pricing

International Cost of Living Calculator Pricing


7 Day Subscription = $39 USD$ per location (minimum of 2 locations required)


Annual Subscription = $89 USD$ per location (minimum of 2 locations required)


See below for full details


No more waiting

Reports within minutes


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Articles & Rankings

Cost of Living Articles and Rankings


-International City Cost of Living Rankings

-Regional Cost of Living Rankings (Africa;
America; Asia Pacific; Europe; Middle East)

-Latest Inflation Rates around the world

-Latest Personal Income Tax Rates

-Cost of Living Rankings by Basket

-Articles related to cost of living
and expatriate life


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Cost of Living Reviews

Cost of Living Reviews by City and Country for 780 International Locations

Use the map below or page down

Help

International Cost of Living Help

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look for your question in the list below


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Email it to us at:

help@xpatulator.com

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Expatriate Engagement

Engagement is a fairly recent term in business. In the past the talk was about “attracting, motivating and retaining” expatriate employees. All three strategies focused primarily on money. A competitive salary that takes into account the relative cost of living, exchange rate and hardship together with global expatriate benefits such as longer vacations, flights home, private school, club membership and the like were typically used to “attract” expatriates to where their skills were needed most. Bonuses, performance based pay, and recognition plans were used to “motivate” expatriates. Shares, retirement plans and tax-free gratuities were typically used to “retain” expatriates using the so-called golden handcuff approach.

The financial crises and recession have in my view provided further proof that money alone is not enough. When money gets tight will your expatriate employees stay and will they be motivated? Money on it’s own will not motivate or retain an expatriate when annual salary increases are reduced, bonuses are negligible if they are paid at all and shares are not performing.

To ensure expatriates will stay when times get tough, an engaged expatriate is required. An engaged expatriate is one who is committed to the organization (i.e. the host organization). An engaged expatriate is willing to exert extra effort in accomplishing tasks important to the achievement of the organizations goals.

Recruitment and Promotion
Ensuring that expatriates are put in the right job is a prerequisite for engagement. In reality expatriates are often hired because their skills are not locally available and because they are willing to relocate to a location that most people would not want to live in. As a result expatriates are often hired for their technical skills and not for their behavior, which in their home country would have been closely analyzed and subject to rigorous reference checking. It is critical that the right expatriate is recruited into the right job taking all aspects into account, including personality, age, culture, attitude, and previous track record through quality reference checks.

High Performance Standards
Average performance is usually associated with easy, low demand work. Responsibilities and accountabilities need to be well defined with clear perceptible differences compared to those they report to and to those who in turn report to them. Where differences in accountability are not clearly defined the result is a “non-job”. It is not possible to perform in a non-job as it is not clear who is accountable for what!

For engagement, expatriates need to be challenged with high standards of performance that will test their abilities fully. Hiring over qualified, over experienced expatriates into jobs that are too small for them will leave them unchallenged. Expatriates often perform badly when unchallenged by the job, but rise to accomplish the most difficult tasks when properly challenged.

Feedback
An engaged expatriate requires feedback. With this information the expatriate can control their outputs, measure how they are doing, guide themselves to reach their goals, and accept complete responsibility for their tasks, assignment and job.

In conclusion I ask again. When money gets tight will your expatriate employees stay and will they be motivated? A competitive salary that takes into account the relative cost of living, exchange rate and compensation for the hardship of living in an unfamiliar/foreign location together with global expatriate benefits will attract and to some degree retain expatriates. However if you really want your expatriates to stay motivated when times get tough you need to ensure you have engaged expatriates. Engaged expatriates are committed to the organization. You can better engage your expatriates by ensuring that expatriates are put in the right job, are challenged with high standards of performance that will test their abilities fully, and by providing feedback on how they are doing.


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