The term normally describes professionals or skilled sent for limited-time assignments (1-4 years) in other countries, rather than all the 'immigrants' or 'migrant workers', thus giving the definition a narrower sense. Company-initiated expatriation can be described as a way for employees to get the opportunity to have a different perspective and role inside in the big picture, to enlarge their professional network and to further develop their skills inside the company. It is a process initiated by the company itself, with the employees being sent to different subsidiaries around the world, both old and newly founded.
Starting at the end of the last century, through globalization, a global market for skilled professionals has emerged that contributed to the equalization of income for professionals, relative to cost of living. This means, it became more affordable and even rewarding for employees to travel to other countries. Nonetheless, with the financial problems linked with expatriation being now solved, the only major challenges still remaining are the social, cultural and adaptation challenges. Currently, company driven expatriations are on a rise, among the most popular expatriate countries, the rankings are led by: Germany, Belgium, Spain, France and Russia in Europe, USA and Canada the in North America, the United Arab Emirates, Singapore and Hong Kong in Asia, Australia and New Zealand, and South Africa. [1].
As the need for development of global leadership and the growth of new business ventures abroad increases, a massive rise in global mobility is to be observed. Therefore, in support of such global changes, a change in the salary policy is also steadily assumed by companies. The salary of expatriated personnel often consists of full salary and other benefits for example "abroad-bonuses", Cost-of-Living allowance, bonuses for working in dangerous country/environment, supported by non-monetary incentives, like housing, transport.