INTERNATIONAL HUMAN RESOURCE MANAGEMENT Repatriation
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Repatriation
Repatriation may be defined as the activity of brin expatriate back to the home country
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Repatriation is the final step in the expatriation (recruitment & selection \ue001 predeparture training \ue001 foreign assignment \ue001 repatriation or reassignment)
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Repatriation is important because with it are assoc a number of severe challenges for the expatriate which may significantly determine his or her performance prior to the return to the home country, and which hinder the expatriate\u2019s reintegration due to \u201creadjustmen or \u201creverse culture shock (reentry shock)\u201d afte
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Phase-wise Perspective of Repatriation Preparation
Physical Relocation Repatriation Process Transition
Readjustment
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Phases of the Repatriation Process (1)
Preparation – Provision of information to the expatriate to facilitate the return to the home country. Example: Checklist of the things to do in the host country prior to departure (closing accounts, payment of bills etc.)
Physical Relocation – Includes activities such as removing personal effects, breaking ties with colleagues and friends and traveling to the home country. Help to the expatriate and his or her family is usually provided by relocation consultants or firms. Comprehensive and personalized relocation assistance serves to reduce anxiety, stress, uncertainty and disruption experienced by the expatriate and his or her family June 11, 2008
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Phases of the Repatriation Process (2) Transition – Phase in which the expatriate and his or her family readjust to their return to the home country. Some companies hire relocation consults to assist in this phase also. Typical activities include acquiring temporary accommodation, making arrangements for housing and schooling, performing necessary administrative tasks (e.g. renewing driver’s license, applying for medical insurance, opening bank accounts) Readjustment – This phase involves coping with reverse culture shock and the expatriate’s career demands on the organization June 11, 2008
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Expatriate Problems With Repatriation (Career Anxiety) The effect of an international assignment on an expatriate’s career path are major concerns for that individual. Usually, an international assignment is accepted because of its anticipated career benefits Anxiety may arise if an expatriate feels that his or career advancement opportunities are not commensurate with the sacrifices made by the expatriate and his or her family as a consequence of acceptance of the assignment Anxiety over the reentry position in the organization occur long before repatriation June 11, 2008
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Expatriate Problems With Repatriation (Possible Reasons for Career Anxiety)
Period of absence from the home country has caused loss visibility, isolation and feeling of being forgotten for the expatriate, especially if he or she is based in a subsidiary unit with lots or independence and comparatively little contact with the organization’s headquarters
Worry over inadequate planning by the organization and th the expatriate will be given a mediocre or makeshift job Worry about restructuring and/or downsizing measures underway in an organization Lack of a guaranteed job upon return to the parent organization Worry that the position given or return corresponds to a “demotion” June 11, 2008
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Expatriate Problems With Repatriation (Career Anxiety)
The declining tendency of organizations to offer job guarantees to expatriates after their return from a foreign assignment may have adverse consequences in terms of: Staff Availability Perception of Foreign Assignments (High-Risk Career Strategy) Heightened Career Anxiety Commitment to the Organization and Productivity while on the Foreign Assignment
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Expatriate Problems With Repatriation (Devaluation of the Intern. Experience) Expatriates are often confronted with being offered reentry positions that appear unconnected with their international experience Sometimes returning expatriates are offered positions that are less challenging and with reduced responsibility and status than they had prior to going on their foreign assignment (negative career progression), causing both a demotivation (on the returning expatriate) and deterrence (on potential expatriates) effect Devaluation of international experience and repatriate turnover tend to be positively correlated June 11, 2008
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Expatriate Problems With Repatriation (Loss of Status and Pay (1)) International assignments often are associated with considerable status and prestige for an expatriate, for e.g. in terms of autonomy, more responsibility and a prominent role in the local community (kingpin) Returning to the parent organization usually results in the loss of autonomy and status Over there, you are the big fish in a small pond. Back home, you return to being the small fish in a big pond! June 11, 2008
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Expatriate Problems With Repatriation (Loss of Status and Pay (2))
International assignments often bring with them severa compensatory benefits (expatriate premiums) and additional savings, which have to be forgone when an expatriate returns to the home country After returning from an international assignment, an expatriate may no longer be able to purchase a home similar to the one he or she may have sold prior to going on the international assignment. Also, the standard of housing in the foreign assignment location may have been better than on return to the home country June 11, 2008
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Expatriate Problems With Repatriation (Social Considerations (1)) If an expatriate served in a foreign assignment in a profile position where he or she enjoyed considerable and sustained interaction with the social, economic and political elites of the host country, a feeling of disappointment may emerge after return to the home country. This feeling may be excacerbated by the loss of the expatriate compensation premium and other benefits In addition to the expatriate’s social readjustment problems, the social readjustment problems of his or her accompanying family members must also be taken into consideration as well June 11, 2008
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Expatriate Problems With Repatriation (Social Considerations (2))
Reestablishment of social networks in the home countr may be difficult if, for e.g., the expatriate and family are repatriated to another locality in the home country. It may be that friends have moved away while the expatriate was on assignment and that other friends may have joined the workforce and have no time for social activities Children may encounter social readjustment problems school because they are not update on latest trends, and may have problems adjusting to their home country educational system June 11, 2008
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