Repatriation challenges and strategies

1. International Human Resource
Management(KMBHR05)
International Transfers and
Repatriation Strategies- Part 2
DR. POOJA TIWARI
ABES EC, GZB
AKTU, LUCKNOW
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

2. Repatriation
Repatriation generally refers to the termination of the overseas
assignment and coming back to the home country or to the country
where the HQ is located or to the home subsidiary from where
he/she was expatriated .
Expatriation process also includes repatriation: the activity of
bringing the expatriate back to the home country
Re-entry presents new challenges – May experience re-entry shock
– Some exit the company
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

3. Returnee offers several advantages-:
 Increasingly hiring foreign returned Indian executives.
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.
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

4. Repatriation Problem
Difficulties faced coming back home
Three basic cultural problems—“reverse culture shocks”
- Adapt to new work environment and culture of home
- Expatriates must relearn own national and organization culture
- Need to adapt to basic living environment
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

5. The readjustment challenge
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

6. Repatriate Study
 Surveyed 124 recently repatriated employees
 Indicated five predictors for repatriate maladjustment
 In ranked order:
 Length of time abroad
Unrealistic expectations of job opportunities in the home country
Downward job mobility
 Reduced work status
Negative perceptions of employer’s support during and after repatriation
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

7. 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
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

8. “40% of repatriate leave their company
within the Year”
This is usually due to poor repatriation processes and policy.
Solution-:
 Consult on the design of proactive repatriation processes to help you hold on
to the employee on return.
 Run custom designed program to suit the expatriates specific needs.
 Personal development profiles on return
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

9. What can heighten re-entry shock?
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

10. Individual reactions: Job-related
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

11. Individual reactions: social factors
International experience can distance the repatriate (and family)
socially and psychologically
Each family member undergoing readjustment
Re-establishing social networks can be difficult
 Effect on partner’s career
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

12. Multinational responses
 Staff availability – How repatriation is handled is critical
Return on investment (ROI) – Defining ROI in terms of expatriation
Gains accruing through repatriated staff
 Knowledge transfer – A one-way activity? – Tacit and person-
bound?
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

13. Repatriation activities and practices
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

14. Strategies for Successful Repatriation
Provide a strategic purpose for the repatriation
Establish a team to aid the expatriate
Provide parent country information sources
Provide training and preparation for the return
Provide a home-leave policy to encourage expatriates to make
regular visits to the home office
Provide support for the expatriate and family on return
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW

15. Thank You
DR. POOJA TIWARI, ABES EC, AKTU LUCKNOW