Case study on Mark Chan. Related with Inter National Human Resource management.

1. INTERNATIONAL HUMAN
RESOURCE MANAGEMENT
A CASE STUDY ON ‘RE ENTRY &
CAREER ISSUE’.
COURSE INSTRUCTORE : MOHAMMAD ALAMGIR ,
Country HS Manager & Head of HR,
Heidelberg Cement Bangladesh Ltd.
SUBMITTED BY :
MAHADI HASAN, ID NO - 142003906

2. Case summery
 John Handel, a Australian, is a expatriate of a US
multinational. Recently he had finished successfully an
international assignment in Japanese subsidiary for
three years. There he gained a significant international
experience and got a better exposure. After two month of
transition period he had back to his home town. After re
entry he faces some problems in career issue including
his family re adjustment.
 Today we will discuss the problems he faced and how it
could be solved.

3. Before discussion we would like to
review the definition of repatriation.
 What is repatriation?
 Repatriation is defined as the process of
re entry the individual expatriates’ home
country after living abroad for a significant
period of time.

4. There are some factors which affected
John’s re-entry adjustment problem. The
factors can be divide in two category.
These are-
1. Job related factors
2.social factors

5. Job related factors
 Career anxiety- After three years of working in Japan
when he returned to his office he was thinking some fact
which made him anxious. These are –
 No post assignment of employment. (U.S. MNE don’t
guarantee )
 A fear that the period overseas has caused a loss of
visibility. (Three years in JAPAN)
 Changes in the workplace. (Headquarters will relocate in
Japan.)

6. Work adjustment problems
 Re entry position( Position will be filled
by some one else . Either from
Headquarter or more probably from
Japan)
 Devaluing the overseas experience
(What he got in Japan).
experienceexperience

7. Coping with new role and demand.
 Several of his colleagues were
redundant.

8. Loss of status and pay
 In abroad he got the assignment as a
promotion. There he got greater autonomy
a boarder area of responsibility and was
at the top management level. As a higher
status he felt like KINGPIN. We can say it
like this way, ‘ He was a big fish in a small
pond but here he become a small fish in a
big pond.’

9. Social factors
 Effects on partner’s career (His wife was
alone in Japan and couldn't continue her Pathologist
career there. There was a big gap of three year. Now
she is facing trouble to find a job of pathologist.)
 Schooling problem of his children. (His
elder son has not been accepted into his chosen
university due to non recognition of the accreditation of
the international school in Japan.)

10. As a result he decide to exit .

11. How the situation could handled?
Several steps could be taken to avoid these
problems-
 Repatriation agreement
 Assign a sponsor (Mentoring)
 Provide career counseling.
 Keep communication open
 Offer financial support