1. International Human Resource Management Re-entry and career issues
IHRM Chapter 8
International Human Resource Management
Managing people in a multinational context
Re-entry and career issues

2. Chapter Objectives We examine: The process of re-entry or repatriation
Job-related issues
Social factors, including family factors that affect re-entry and work adjustment
Multinational responses to repatriate concerns
Staff availability and career issues
Return on investment (ROI) and knowledge transfer
Designing a repatriation program
IHRM Chapter 8

3. Terms repatriate knowledge and skills: market specific knowledge
personal skills
job-related management skills
network knowledge
general management capacity
re-entry shock
repatriates
holding pattern
kingpin
‘trailing’ partner
ROI
knowledge transfer
mentor
boundaryless career
‘protean’ career
international itinerants
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4. Expatriation includes repatriation
Figure 8-1
Expatriation includes repatriation
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5. Repatriation activities and practices
Figure 8-2
Repatriation activities and practices
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6. Factors influencing repatriate adjustment
Figure 8-3
Factors influencing repatriate adjustment
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7. Career impacts of international assignments
Table 8-1
Career impacts of international assignments
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8. Figure 8-4
The repatriate role
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9. Predictors for repatriation maladjustment
Length of time abroad
Unrealistic expectations of job opportunities in the home company
Downward job mobility
Reduced work status
Negative perceptions of the help and support provided by employers during and after repatriation.
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10. The readjustment challenge
Figure 8-5
The readjustment challenge
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11. Linking repatriation process to outcomes
Figure 8-6
Linking repatriation process to outcomes
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12. Difficulties measuring MNE’s Repatriate ROI
Receiving feedback from the business unit concerned.
Tracking international assignments in a systematic way
No formal planning
A lack of objective measures
Too many decisions being made without realizing the costs relating to the international assignment.
Globalization is a ‘must’ for us (so the ROI almost doesn’t matter).
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13. Topics covered by a repatriation program
Table 8-2
Topics covered by a repatriation program
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14. Repatriate knowledge categories
Market specific knowledge
Personal skills
Job-related management skills
Network knowledge
General management capacity
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15. Repatriate mentor duties
Maintaining contact with the expatriate throughout the assignment
Ensuring expatriates are kept up to date with developments in the home country
Ensuring expatriates are retained in existing management development programs
Mentors are responsible for assisting expatriates with the repatriation process, including helping them with a repatriation position.
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16. Discussion Questions What factors contribute to re-entry shock?
How can multinationals assist dual career couples’ repatriation?
Placing value on the international assignment assists repatriate retention. Discuss this statement.
What are the elements of a good mentoring system for international assignees?
What aspects would you include in a pre-repatriation program?
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