 In this topic, we are going to talk about the objectives of international compensation, objectives that the organization must be able to achieve while compensating its employees. So it should be the compensation packages must be designed in a way so that they can achieve certain objectives beyond only compensating the employees. So what are those objectives? Let's take a look. So the compensation policy should be consistent with the overall strategy structure and business needs of the multinational organization. It should be if the organization is going into expansion, then it should be the compensation strategy should be equated according to the expansion strategy. If it is going into restructuring, then the compensation strategy should be accordingly designed for making compensation packages attractive for people who would be ready to work in an organization who is undergoing restructuring. So it should match with the strategy of the organization. Then the policy should be able to retain and maintain the staff in areas where the multinational has the greatest needs and opportunities. So the compensation packages should be developed in a way so that people should go and work in those places where the multinational organization has got the most competitive advantage where it can reap the maximum benefits of its operations and therefore can be most profitable for the organization. So the compensation policy, it has to be designed in a way so that it can retain staff in places where they are required. The policy should also facilitate the transfer of international employees in the most cost effective way for the firm. So the organization should be designing its compensation packages in a way that is cost effective for the organization and also facilitates the employees who are going on the international assignments. It should not be that you are sending people on the international assignments at such a high cost and you are refusing to transfer at such a high cost that instead of being profitable for you, international operations will harm you. So you have to design your compensation packages in a way so that they are cost effective for your organization. Then another objective of international compensation policy, the policy must give due consideration to equity and ease of administration. So this is also a very important challenge for the human resource department of the international firm that it should be easily administrable. It should be designed in a way in which people are compensated. They can draw their salaries easily and the organization can also pay their salaries easily. Administration of that is an easy process. So you have to open accounts in the bank, how you have to contract with the banks, how you have to divide the salary. If you are paying some compensation in the host country, if you want to transfer it in the parent country, then all these things should be cost effective, efficient and easy for you. So that is another objective of international compensation. And therefore all these objectives bringing together, there should be an ongoing balancing act between global standardization and local customization. So your international compensation packages should be based on global standards which are following global dynamics, global perspectives, but they also should be customized to the local context. So when we talk about being global and acting local, this should also be implemented in the compensation aspect of international human resource management that your compensation packages, they follow some standards of international level, but they also are customized according to the local needs of people who are working in that local environment. So these are the various different objectives that the compensation strategy, the compensation policy of your organization should be meeting and not just paying people in numbers and in figures, but also be meeting these strategic challenges of your organization.