2. Presentation flow
• Introduction
• Definition and importance of repatriation and inpatriation process (question 1)
• Company’s Role in successful repatriation program (question 2)
• Impact of unsuccessful repatriation program (question 4)
• Recommendations on repatriation program (question 3)
• Recommendations to retain Mark for position in Netherlands (extra question)
• Recommendations to Mark in his professional career (question 5)
• Conclusion
• Test of audiences’ attention by short Quiz
International Human Resources Management - Copyright 2014
3. Name: Mark Chan
Nationality: Singaporean
International assignment experiences:
• Japan
• Thailand
• Indonesia (each a year)
• Vietnam
• Malaysia
• and England (5 years)
Current Company: Energem
Career path in Energem:
1 year: Marketing manager (level 4 mid-management)
1 year: Merger & Acquisition manager (level 3 mid-m.)
3 years: M&A manager in London (senior management)
2 years: M&A manager in London (level 1 manager)
Introduction
International Human Resources Management - Copyright 2014
5. In England In Singapore
Big house with garden
Condominium
Differences of Lifestyle for Mark and his family Introduction
International Human Resources Management - Copyright 2014
6. Jaguar
Nissan Bluebird
In England In Singapore
Differences of Lifestyle for Mark and his family Introduction
International Human Resources Management - Copyright 2014
7. Beautiful 4 seasons It’s always summer
In England In Singapore
Differences of Lifestyle for Mark and his family Introduction
International Human Resources Management - Copyright 2014
8. Differences of Lifestyle for Mark and his family
Linda’s Close relationships with
neighbors
Difficulties to build relationships
In England In Singapore
Introduction
International Human Resources Management - Copyright 2014
9. Children got used to UK
Difficult to communicate and
socialize
In England In Singapore
Differences of Lifestyle for Mark and his family Introduction
International Human Resources Management - Copyright 2014
10. Definition: An Expatriate is an employee who is working and
temporarily residing in a foreign country.
Repatriation and inpatriation process
International Human Resources Management - Copyright 2014
Definition: Inpatriation refers to the process, whereby an
employee from the foreign subsidiary is relocated to
the parent company.
11. Expatriate Assignment Life Cycle
Determining
the need for
an expatriate
The Selection
Process
Pre-Assignment
Training
Post-arrival Orientation
and Training
Crisis and
Failure
Crisis and
Adjustment
or
Repatriation
and
Adjustment
Reassignment
Abroad
Departure Smooth
Crisis
OR
International Human Resources Management - Copyright 2014
The importance of repatriation and inpatriation process
12. Company’s Role in successful repatriation program
International Human Resources Management - Copyright 2014
- Providing information on organizational changes
and new projects
- Regular visits to the home company maintain
contact and to sustain his or her professional network
- Assign a mentor to every expat, whose tasks are to
maintain contact and to support the expat
During the whole expatriation:
13. Company’s Role in successful repatriation program
International Human Resources Management - Copyright 2014
Periods
Actions
9 months
before
6 months
before
3 months
before
Repatriation Few weeks after
repatriation
3 months
after
6 months
after
Step 1 discuss the available
jobs
Step 2 The relocation process
should be reviewed to
the foreign location
Step 3 Finishing current project
Step 4 Organize re-entry training for the
repatriate and his family.
Step 5 Encourage the repatriate to
write a proposal for ways in
which the company can use
his international skills.
Repatriation is a progressive process which should start 9-10 months
before the end of international assignment
14. Impact of unsuccessful repatriation program
International Human Resources Management - Copyright 2014
• Leaving the company
• Culture shock
• Family problems
• Demotion in rank and feeling bored with the job
• Lead to indirect and unexpected costs
15. Impact of unsuccessful repatriation program
International Human Resources Management - Copyright 2014
Case Example
Mohammad company case:
“In the five years I have been away from Iraq, I had an
image in my mind of how Iraq was five years ago.
When we returned, I thought it would be the same as
that image, I did not realize that huge changes had
happened in those five years, I totally cannot follow
the step of Iraq.”
16. Recommendations on repatriation program
International Human Resources Management - Copyright 2014
What are the main critical issues for Mark and his family?
- Mark is bored of his job because of less responsibilities
- Mark’s salary reduced after repatriation
- Linda’s job applications are rejected
- Linda has difficulties to make new friends
- Mark’s children have difficulties to understand and
communicate in local English
17. Recommendations on repatriation program
International Human Resources Management - Copyright 2014
Solutions for the issues:
- Add more responsibilities to Mark’s job to prevent him getting bored
of his job.
- Increase marks salary based on additional responsibilities given
- Help to find job for Linda
-Introduce Linda to other repatriates from UK or socially similar
countries to help her in building social relationships.
- Help to find international school for Mark’s children
18. Recommendations to retain Mark for position in Netherlands
International Human Resources Management - Copyright 2014
Career Development
Salary and allowances
Vacation Entitlement
Mentoring relationships
Special Award
Benefits and opportunities of the position: Global Strategy Manager
19. Recommendations to retain Mark for position in Netherlands
International Human Resources Management - Copyright 2014
Recommendations
-Bring Linda’s mother to Netherlands
-Hire a caregiver to take care of mother in Singapore
-Provide regular flights for Linda to visit her mother in Singapore
20. Recommendations to Mark in his professional career
International Human Resources Management - Copyright 2014
List of Actions / Options available
OPTION
S
Patiently wait for
another job offer
or job opening to
come by
Convince / Plead
/ Argues to the
top management
for transfer
Quit the job /
Search for
another job
elsewhere
21. Conclusion and quiz
International Human Resources Management - Copyright 2014
1. In which counties Mark has had his international assignments before
England?
2. Who is the person in the picture in reality?
3. What was the position Energem offered to Mark in
Netherlands office?
