The most important task of the Department of Human Resources is to attract right people in the organization which will with their efforts and skills contribute to achieve organization objectives and be the source of competitive advantage. Nowadays we are more and more faced with concepts of international management, international employees, international assignment. We are aware of the time in which the value of the organization is not only measured by the annual profit and other financial indicators but also the quality of human resources. Reward strategies of international employees, with an emphasis on reward strategies that are used in domestic market and use of the same strategy in the international market is of great importance for today's organizations. Accordingly, we wanted to highlight a number of material compensation strategy and inmaterial motivation strategy, their influence on people, and the very use of the same at international level. An attempt was made to present the very concept of international employees, the type of same and in general, the objectives and approaches which are relevant to intrnational compensation. Case study shows us the age and gender structure of international employees, the frequency of sending employees on international assignment, the proportion of international emploeey in the total number of employees and access to international compensation which the organizations encourages its employees to accept international assignments.