International Human Resource ManagementManaging people in a multinational context

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We examine:• The process of re-entry or repatriation• Job-related issues• Social factors, including family factors that affect re-

entry and work adjustment• Multinational responses to repatriate concerns• Staff availability and career issues• Return on investment (ROI) and knowledge transfer• Designing a repatriation program

Chapter Objectives

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Terms

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re-entry shockrepatriatesholding patternkingpin‘trailing’ partnerROIknowledge transfermentor

boundaryless career‘protean’ career

international itinerants

repatriate knowledge and skills:market specific knowledgepersonal skillsjob-related management skillsnetwork knowledgegeneral management capacity

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Expatriation includes repatriationFigure8-1

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Repatriation activities and practicesFigure8-2

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Factors influencing repatriate adjustment Figure8-3

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Table8-1 Career impacts of international assignments

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The repatriate roleFigure8-4

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Predictors for repatriation maladjustment

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1. Length of time abroad2. Unrealistic expectations of job

opportunities in the home company3. Downward job mobility4. Reduced work status5. Negative perceptions of the help and

support provided by employers during and after repatriation.

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The readjustment challengeFigure8-5

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Linking repatriation process to outcomesFigure8-6

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Difficulties measuring MNE’s Repatriate ROI

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1. Receiving feedback from the business unit concerned.2. Tracking international assignments in a systematic way3. No formal planning4. A lack of objective measures5. Too many decisions being made without realizing the

costs relating to the international assignment.6. Globalization is a ‘must’ for us (so the ROI almost

doesn’t matter).

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Table8-2 Topics covered by a repatriation program

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Repatriate knowledge categories

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1. Market specific knowledge2. Personal skills3. Job-related management skills4. Network knowledge5. General management capacity

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Repatriate mentor duties

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1. Maintaining contact with the expatriate throughout the assignment

2. Ensuring expatriates are kept up to date with developments in the home country

3. Ensuring expatriates are retained in existing management development programs

4. Mentors are responsible for assisting expatriates with the repatriation process, including helping them with a repatriation position.

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Discussion Questions

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1. What factors contribute to re-entry shock?2. How can multinationals assist dual career

couples’ repatriation?3. Placing value on the international assignment

assists repatriate retention. Discuss this statement.

4. What are the elements of a good mentoring system for international assignees?

5. What aspects would you include in a pre-repatriation program?