International Human Resource Management
Managing people in a multinational context
Chapter Objectives
We examine:
• The process of re-entry or repatriation
• Job-related issues
• Social factors, including family factors that affect reentry and work adjustment
• Multinational responses to repatriate concerns
• Staff availability and career issues
• Return on investment (ROI) and knowledge transfer
• Designing a repatriation program
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Terms
re-entry shock
repatriates
holding pattern
kingpin
‘trailing’ partner
ROI
knowledge transfer
mentor
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repatriate knowledge and skills:
market specific knowledge
personal skills
job-related management skills
network knowledge
general management capacity
boundaryless career
‘protean’ career
international itinerants
3
Figure
8-1
Expatriation includes repatriation
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Figure
8-2
Repatriation activities and practices
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Figure
8-3
Factors influencing repatriate adjustment
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Table
8-1
Career impacts of international assignments
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Figure
8-4
The repatriate role
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Predictors for repatriation maladjustment
1. Length of time abroad
2. Unrealistic expectations of job
opportunities in the home company
3. Downward job mobility
4. Reduced work status
5. Negative perceptions of the help and
support provided by employers during
and after repatriation.
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Figure
8-5
The readjustment challenge
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Figure
8-6
Linking repatriation process to outcomes
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Difficulties measuring MNE’s Repatriate ROI
1.
2.
3.
4.
5.
Receiving feedback from the business unit concerned.
Tracking international assignments in a systematic way
No formal planning
A lack of objective measures
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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Table
8-2
Topics covered by a repatriation program
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Repatriate knowledge categories
1.
2.
3.
4.
5.
Market specific knowledge
Personal skills
Job-related management skills
Network knowledge
General management capacity
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Repatriate mentor duties
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
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 prerepatriation program?
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