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Expatriation and Repatriation

Achla Tyagi
Achla Tyagi
Achla TyagiAsst Prof at ABES Engineering College, Ghaziabad

The PPT is for reference purpose.

Expatriation and Repatriation

1 of 8
Strategic Human Resource Management – KMB HR04
Topic: Expatriation & Repatriation
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
Expatriation & Repatriation: Meaning
• Expatriation is the process by which an employee is sent abroad for
an. international assignment; when the expatriate come back to
home country, he/ she became a “repatriate” (Lazarova, Tarique,
2005).
• Repatriation is a process of returning back from a international
assignment to a home country after completing the assignment or
some other issues. Repatriation is the last step in the expatriation
cycle and it involves readjustment and re-entry of international
managers and their families back to their home country.
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
Key Characteristics Required for Success in Global Assignments/
Key Characteristics for Selection of Managers for Global
Assignments
Organizational Requirements
• Technical Abilities, Job Related Skills, Managerial Skills, Organizational
Knowledge
Personal Characteristics
• Flexibility and Risk Taking, Emotional Stability and Maturity, Tolerance of
Ambiguity, Coping with Stress
Communication Skills
• Language Capabilities, Non Verbal Awareness, Conflict Resolution Abilities
Cultural Adjustment
• Cultural Empathy, Cultural Adaptability, Diversity Awareness and
Acceptance, Global Exposure, Diplomatic Skills
Personal/ Family Factors
• Personal Life Demands, Adaptability of Family, Career Development,
Financial Concerns
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
Pre Departure Training For Global/ International
Assignments
Elements of Expatriate Training Program are:
1. Language Training
2. Cultural Training
3. Managing Personal and Family Life
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
Repatriation
• Repatriation generally refers to the termination of the overseas
assignment and coming back to the home country or to the country
where the Head Quarter is located or to the home subsidiary from
where the employee was expatriated.
• Re-entry presents new challenges
– May experience re-entry shock
– Some exit the company
The multinational’s ability to retain current and attract future
expatriates is affected by the manner in which it handles repatriation.
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
Advantages of Hiring Repatriates
Firms like Coke , Cisco , Ford, Whirlpool, Britannia, Mc Kinsey , GM etc. are
increasingly hiring foreign returned Indian executives for following reasons:
Returnees have imbibed global culture & also have understood local
culture.
Have extensive understanding of how the company is perceived in other
countries.
Repatriate understand both the operation of the country headquarters
and overseas operation
Transfer of important technology or information from foreign subsidiary to
home country.
Social networks help in Coordination between Home Country & Host
country.
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
Ad

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Expatriation and Repatriation

  • 1. Strategic Human Resource Management – KMB HR04 Topic: Expatriation & Repatriation ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
  • 2. Expatriation & Repatriation: Meaning • Expatriation is the process by which an employee is sent abroad for an. international assignment; when the expatriate come back to home country, he/ she became a “repatriate” (Lazarova, Tarique, 2005). • Repatriation is a process of returning back from a international assignment to a home country after completing the assignment or some other issues. Repatriation is the last step in the expatriation cycle and it involves readjustment and re-entry of international managers and their families back to their home country. ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
  • 3. Key Characteristics Required for Success in Global Assignments/ Key Characteristics for Selection of Managers for Global Assignments Organizational Requirements • Technical Abilities, Job Related Skills, Managerial Skills, Organizational Knowledge Personal Characteristics • Flexibility and Risk Taking, Emotional Stability and Maturity, Tolerance of Ambiguity, Coping with Stress Communication Skills • Language Capabilities, Non Verbal Awareness, Conflict Resolution Abilities Cultural Adjustment • Cultural Empathy, Cultural Adaptability, Diversity Awareness and Acceptance, Global Exposure, Diplomatic Skills Personal/ Family Factors • Personal Life Demands, Adaptability of Family, Career Development, Financial Concerns ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
  • 4. Pre Departure Training For Global/ International Assignments Elements of Expatriate Training Program are: 1. Language Training 2. Cultural Training 3. Managing Personal and Family Life ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
  • 5. Repatriation • Repatriation generally refers to the termination of the overseas assignment and coming back to the home country or to the country where the Head Quarter is located or to the home subsidiary from where the employee was expatriated. • Re-entry presents new challenges – May experience re-entry shock – Some exit the company The multinational’s ability to retain current and attract future expatriates is affected by the manner in which it handles repatriation. ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
  • 6. Advantages of Hiring Repatriates Firms like Coke , Cisco , Ford, Whirlpool, Britannia, Mc Kinsey , GM etc. are increasingly hiring foreign returned Indian executives for following reasons: Returnees have imbibed global culture & also have understood local culture. Have extensive understanding of how the company is perceived in other countries. Repatriate understand both the operation of the country headquarters and overseas operation Transfer of important technology or information from foreign subsidiary to home country. Social networks help in Coordination between Home Country & Host country. ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
  • 7. The Blues of Repatriation Global Relocation Trend Survey shows that 60- 70% of Returnees did not know what their position would be before they came home. 60% said that their firm were vague about repatriation , about their new roles & their career progression and 40% of repatriate leave their company within the Year. This is usually due to poor repatriation processes and policy. The solution to this could be: Consulting on the design of proactive repatriation processes to help one hold on to the employee on return. Running custom designed program to suit the expatriates specific needs. Personal development profiling on return. ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW
  • 8. Strategies for Managing Repatriation Successful repatriation requires proper management or action. ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW