ihrm chapter8 re-entry
TRANSCRIPT
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1(c) 2008 by Nelson, a division of Thomson Canada Limited.
Chapter Eight
Re-Entry and Career Issues
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2(c) 2008 by Nelson, a division of Thomson Canada Limited.
Opening Vignette
Coming Home?
challenges in the post-assignment phase of international
assignments = CULTURE SHC!
Repatriation" acti#ity of $ringing the e%patriate $ac& to the
home country
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Expatriation Includes
Repatriation (Figure 8-1
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Re-entr! Culture "hoc#
una'are of ad(ustment difficulties upon return
re-entry ad(ustment
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Re-entr! Culture "hoc#
Factors that contri$ute
e%tended
assignments)unconscious
internali*ing of the countries
customs and practices lac& of respect and use for
international e%perience
career uncertainties+ loss of
status+ poor planning for repatriate
and families return
Can lead to
feeling alienated and
uprooted
career+ performance and
commitment pro$lems
high percentage lea#ing
company shortly after their
return
5(c) 2008 by Nelson, a division of Thomson Canada Limited.
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Repatriation %cti&ities and
'ractices (Figure 8-
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Re-entr! Culture "hoc#
o#eremphasis on a home can lead to pro$lems 'ith
performance on assignment and premature return
o#eremphasis on host acti#ities can lead to a second
culture shoc& upon return
the goal of e%patriation)repatriation practices is the
successful integration of home and host e%periences $alanced set of transitions
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Repatriation 'rocess-
'hase I
're-departure
,re-departure training including career and financial
planning.
Creating a net'or& of communication lin&s for e%patriates to $e a$le to &eep up 'iththe changes
assign home mentors
pro#ide 'e$-$ased indices
esta$lish communication protocols
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Repatriation 'rocess-
'hase II
)uring assignment
/home lea#e0
'or& related information e%changes
mentor communications
systematic pre-return orientation process
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Repatriation 'rocess-
'hase III
*pon return
ne' (o$ assignment
organi*ational reconnection
assistance 'ith non-'or& factors
opportunities to recognition and sharing of e%periences
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Factors In+luencing
Repatriate %d,ustment (Figure 8-
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.o$ Related Factors
career an%iety
'or& ad(ustment
coping 'ith ne' role demands
loss of status and pay
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Career %nxiet!
E%patriates1 t'o moti#ators for accepting an international
assignment" career ad#ancement and financial gain2
prime factor in re-entry is career an%iety
no post-assignment guarantee of employment
fearing a loss of #isi$ility
changes in the home 'or&place
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/o 'ost-%ssignment
0uarantee o+ Emplo!ment
Europeans ha#e a la$our contract+ guarantee of (o$ upon
return
3merican companies
Continental European firms pro#ide guarantees to attracte%patriates
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Fearing a oss o+ Visi$ilit!
loss of #isi$ility and isolation
4out of sight+ out of mind1
)epends on &arious elements
the amount of contact 'ith the home organi*ation
the position le#el concerned
a'are 'ell in ad#ance of the type of re-entry (o$ a'aiting
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Changes in the Home
2or#place
restructuring a merger+ ac5uisition+ sale of di#isions or
$usiness units+ closure of a plant.
company undergoing tur$ulence+ such as do'nsi*ing2
potential or real (o$ loss
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2or# %d,ustment
the employment relationship
re-entry position
de#aluing the o#erseas e%perience
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Re-entr! 'osition
Fears
peers are promoted ahead of the repatriated manager
placed in a position that is a demotion)less senior le#el
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)e&aluing the O&erseas
Experience
promotion upon re-entry signifies that international
e%perience is important and #alued $y the organi*ation
Re-entr! positions can gi&e impression that experience is
de&alued
reduced responsi$ility and status
duties not using ne'ly gained international e%pertise 'or& colleagues lac& of interest
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Coping 3ith /e3 Role
)emands
mismatch of e%pectations
time in the foreign location6 significant changes in
$eha#iour2
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4he Read,ustment Challenge(Figure 8-5
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oss o+ "tatus and 'a!
life on a scale that may $e significantly less comforta$le
pay is usually lo'er in a$solute terms
total compensation pac&age may allo' for increased
sa#ings
housing prices and issues
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"ocial Factors
family ad(ustment
social net'or&s
effect of partners career
socially and psychologically distanced
social disappointment
financial loss of the compensation premium+ housing
su$sidy and related $enefits
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Famil! %d,ustment
each family mem$er is e%periencing their o'n
read(ustment pro$lems
reduced family income
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"ocial /et3or#s
internet+ 'ireless and mo$ile phone technology+ digital
cameras and email+ significantly easier to stay in touch
changes 'ith family friends i2e2 mo#ed+ ne' (o$s.
le#el of 78E support is 'ithdra'n
children find difficulties regaining peer acceptance
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E++ect on 'artner6s Career
difficulties in re-entering the 'or&force
negati#e e%perience of (o$ search
declining 78E support
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7ultinational Responses
7aximie $ene+its o+ the international assignment
staff a#aila$ility
return on in#estment
&no'ledge transfer
" ++ % il $ili d C
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"ta++ %&aila$ilit! and Career
Expectations
Re-entr! positions
signal the importance gi#en to international e%perience
impacts future staff a#aila$ility
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R t i t 9 l d
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Repatriate 9no3ledge
Categories
92 mar&et specific &no'ledge
:2 personal s&ills;2 (o$-related management s&ills
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9no3ledge 4rans+er
IHR7 practices that com$ine a uni+ied expatriation:
repatriation c!cle emphasiing #no3ledge trans+erence
selection
pre-departure
in country training
mentoring
designing the international assignment reentry training
returnee (o$ assignment
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9no3ledge 4rans+er
7ore +ormal acti&ities include
/action learning0 seminars $y repatriates
&no'ledge disseminating teams
data$ases+ inde% the e%pertise of repatriates
4 i C d $
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4opics Co&ered $! a
Repatriation 'rogram (4a$le 8-
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92 maintaining contact 'ith the e%patriate throughout the
assignment
:2 ensuring e%patriates are &ept up to date 'ithde#elopments in the home country
;2 ensuring e%patriates are retained in e%isting management
de#elopment programs
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'roacti&e Repatriation
"trategies
'ritten repatriate
agreements
mentoring programs
e%tended home #isits
reorientation programs
personali*ed reorientation
to deal 'ith theemotionally charged issues
of social read(ustment
personali*ed financial and
ta% ad#ice and support
ad(ustment period
#isi$le and concretee%pressions of the
repatriate1s #alue to the
firm
managing e%pectations
career planning
35(c) 2008 by Nelson a division of Thomson Canada Limited