International Human Resource Management

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IHRM Chapter 8
International Human Resource Management
Managing people in a multinational context
Re-entry and career issues
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Chapter Objectives

• 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

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Terms
repatriate knowledge and skills market specific
knowledge personal skills job-related management
skills network knowledge general management
capacity
re-entry shock repatriates holding
pattern kingpin trailing partner ROI knowledge
transfer mentor
boundaryless career protean career international
itinerants
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Figure8-1
Expatriation includes repatriation
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Figure8-2
Repatriation activities and practices
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Figure8-3
Factors influencing repatriate adjustment
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Table8-1
Career impacts of international assignments
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Figure8-4
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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Figure8-5
The readjustment challenge
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Figure8-6
Linking repatriation process to outcomes
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Difficulties measuring MNEs Repatriate ROI

1. Receiving feedback from the business unit
   concerned.
2. Tracking international assignments in a
   systematic way
3. No formal planning
4. A lack of objective measures
5. 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 doesnt matter).

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Table8-2
Topics covered by a repatriation program
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Repatriate knowledge categories

1. Market specific knowledge
2. Personal skills
3. Job-related management skills
4. Network knowledge
5. 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
   pre-repatriation program?

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