1. Re-Entry and Career Issues Dony Eko Prasetyo, S.IP.

2. 7/2 Re-entry 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

3. 7/3 Expatriation includes repatriation

4. 7/4 The repatriation process

5. 7/5 Repatriation phases Preparation - developing plans for the future; gathering information about the new position Physical relocation Transition Readjustment - coping with change Use of relocation consultants and removal firms

6. 7/6 Individual reactions: job-related Career anxiety – No post-assignment guarantee of employment – Loss of visibility and isolation – Changes in the home workplace Work adjustment – The employment relationship and career expectation – Re-entry position – Devaluing of international experience Coping with new role demands Loss of status and pay

7. 7/7 The repatriate’s role

8. 7/8 UK repatriate study Survey of 124 recently repatriated employees Data analysis indicated five predictors for repatriate maladjustment (in ranked order): – Length of time abroad – Unrealistic expectations – Downward job mobility – Reduced work status – Negative perceptions of employer’s support N. Forster (1994) The Forgotten Employees? The Experience of Expatriate Staff Returning to the UK, International Journal of Human Resource Management, 5 (2): 408

9. 7/9 The readjustment challenge

10. 7/10 Individual reactions: social factors International experience can distance the repatriate (and family) socially and psychologically (eg. Kingpin syndrome) Each family member undergoing readjustment Re-establishing social networks can be difficult Effect on partner’s career

11. 7/11 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?

12. 7/12 Difficulties in measuring ROI Receiving feedback from the business unit concerned Tracking international assignments in a systematic way No formal planning Lack of objective measures Too many decisions made without cost considerations From responses to GMAC-GRS 2002 survey

13. 7/13 Topics covered by a repatriation program

14. 7/14 The use of mentors Aims to alleviate the ‘out-of-sight, ‘out-of- mind’ feeling by keeping expatriate informed Mentor should ensure that the expatriate is not forgotten when important decisions are made re positions and promotions Effective mentoring needs managing