1. PRESENTATION ON GOING HOME PRATIK SARKAR (IBR-4003) NITIN SHARMA (IBR-4028) SAURABH AWASTHI (IBR-4011) ADITI (IBR-4006) SANDEEP BHARADWAJ (IBR-4014)
2. Expatriate: An employee who are moving from one country to another country to work temporarily are called EXPATRIATE. Host country nationals (HCN) Expatriates Parent Country Nationals (PCN) Third Country National (TCN)
4. Stresses nationalism and often puts home-office people in charge of key international management positions. Places local nationals in key positions and allows these managers to appoint and develop their own people Ethnocentric Polycentric
5. Seeks to integrate diverse regions of the world through a global approach to decision making. Relies on local managers from a particular geographic region to handle operations in and around that area. Geocentric Regiocentric
7. Repatriation: Repatriation generally refers to the termination of the overseas assignment & coming back to the home country where the head quarter is located or to the home subsidiary from where he or she was expatriated.
12. Other characters: Rob Husband Andrew Son Shawn HR Manager Pat Collins Reporting Manager
13. Case analysis: In USA A USA based medical transcription company wants to set up its own 100% captive BPO office in India. Katrina katino a technical trainer was promoted as Director Trainer and send on her first international assignment to India. A team of four senior managers who were experts in their area were also send to India to establish the BPO. Pre-departure training was provided to these expatriate. Pat Collins was the Katrina's reporting manager.
14. Case analysis: In India Initially the idea about India and about Indian culture was different. On work front the task was challenging, hiring was easy and training was tougher. She had a open authority from her HR manager, to do what required to get the operation in India. After one year she got married with Rob,who is a globe trotting sales executive for an oil company. In three years the training team made India’s operation undoubtedly successful.
15. Case analysis: They have one child name Andrew. After completion of three years she willingly accepted the extension of the assignment for an additional three years. After six year Katrina’s assignment came to an end. The Indian unit was the ‘star’ of the company and become a profit center by itself. With a mixed filling She accepted the transfer letter.
16. Case analysis: She felt ignored and irrelevant to the team at the head Office. Lots of question related to scope of repatriation were not answered till the very end . Andrew also facing the problem. Back In USA
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18. She had hardly anything to do , no clear assigned tasks.
19. No one asks what she was doing what she expected to do?
22. Q1. what part of repatriation were missing in relocating Katrina back to the USA? Preparation Effective Repatriation Organization factor Readjustment Relocation Socio cultural factor Individual factor Transitions
28. Company helps to copeup with the changes in the corporate culture and national culture.Transition Readjustment
29. Q2. What next step do you suggest for Katrina to take on her professional front? Answer: She should go for a clear discussion with HR manager Mr. Shawn with scope of her repatriation. She could switch to some other company where she could explore herself.
37. As the skill acquired are very premium in the market.
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39. It has now been more than 10 years in the same company and she need some change.
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Editor's Notes
1.Less costly 2.Better image in host country 3. Also to give employment To hcn 4 better image infront of HCN government
Facilities like location, education, spouse, living , problems etc
PRE-DEPARTURE TRANING INCLUDES-personal reading and browsing of india and indian culture differences and indian culture do’s and don’t’s.
1.She think that india is the land of snake charmers and temples. a poor country and a picture of rural india(first week in Mysore,exploring the city unfamiliar with local language and then figuring out what asked in the interview (culture shock) 2. as there is a huge difference between the training in USA and in INDIA , self learning session which were in USA were replaced by classroom and well supervised training session.
1. She found that some one was already appointed as Training director. She was getting a compensation as per with the experience. Of same skill person. Coffee session with various collegues an discussion of Cloth, weather and fashion of india and given a little paper work to do.3.With his english ascent and his friend teasing ,and he has even stopped taking food. And he felt dippresssion
1.Developing plan for future and collecting info abt the new position before 3-5 months…… b) Mentor plays a advisory role in finding a suitable position to the expat.2Update on various issues. like change in political. Social issues
1.Accomodation like searching for new home, untensils, maid , ---------- Facilities like renual of gas connection .D.L, bank account.Telephone, electric .2.
CareerNo post-assignment guarantee of employmentLoss of visibility and isolationChanges in the home workplaceNew roleThe employment relationship and career expectationRe-entry positionDevaluing of international experience
