Global Appliance is one of the largest appliance manufacturers and distributors in the world. Headquartered in the United States, Global has over $25,000$ employees located in seven different countries around the world. Much of Global$$s success can be attributed to a strong organizational culture and talented leadership that ensures Global stays on the cutting edge of innovation while keeping costs under control. Their strong organizational culture has been reinforced through the mobility of executives throughout their worldwide locations. However, Director of Human Resources Jackson Elmson is becoming concerned about Global$$s ability to continue to motivate top staff to take international assignments.

Many executives based in the United States have rotated through international assignments at the company$$s worldwide locations. Most assignments last between eighteen months and two years and they support the success of Global Appliance in several ways. First, the strong organizational culture is reinforced through the prolonged presence of leaders engrained in the culture. Rotating executives through the different locations also helps circulate certain types of expertise to help improve overall performance at those locations. Finally, employee retention has been positively influenced by the opportunity for many to work abroad and then find significant career growth within the company.

In the past, Jackson managed a waiting list of top talent in the organization that desired an international assignment. Selection for such assignments was competitive and assignments were filled quickly. However, over the last few years, interest in international assignments has dropped. The waiting list no longer exists and Jackson finds himself actively recruiting executives to consider international assignments. It often takes much persuading to convince someone to take on an international assignment and Jackson has heard from some that $$it just isn$$t worth it$.$ While there are likely many reasons behind the declined interest, Jackson plans to begin examining the problem by evaluating the compensation of expatriates. The compensation program for expatriates has evolved over the years and on several occasions a unique incentive program was designed to meet a specific need. Jackson plans to evaluate their compensation program as a whole to determine if changes may positively influence employees$$ interest in international assignments.

Question. What are some aspects of Global$$s compensation program that Jackson should examine?