As globalization quickens, more Chinese companies are expanding overseas. Remuneration management is cruciallyimportant during this process. This article uses France as an example to provide necessary points and advice for overseas employers.  

France has robust welfare programs and high taxes, making its remuneration system complex. Pay depends on factors like position, seniority, location and industry. Special laws like minimum wage and union agreements also impact management.

Remuneration considerations in France include:

1. Legality and compliance - Abide by minimum wage and tax rules like social insurance and income tax.

2. Flexibility - Pay can adjust based on individual traits. Policies should consider variances across roles, experience and regions.

3. Transparency - Employees easily access pay information. Get feedback on evolving policies.

4. Benefits - Provide healthcare, pensions etc. as expected in France. Follow labor laws regarding leave, overtime etc.  

For a specific case, a Chinese company in France must:

- Pay minimum wage standards

- Individualize pay suitably  

- Offer standard benefits

- Comply with tax regulations

In short, understanding local contexts, traits, laws and policies helps create equitable, receptive compensation attractive to the targeted overseas talent pool. Feedback-informed management respects diversity while ensuring legal compliance crucial for the international expansion journey.