Page 107 - DMGT548_GLOBAL_HRM

Global HRM Amit Kumar Sharma, Lovely Professional University

Notes Unit 6: Re-entry and Career Issues

CONTENTS
Objectives
Introduction

6.1 Repatriation
6.1.1 Repatriation Process
6.1.2 Factors Adding Complexity to Re-entry Process

6.2 Multinational Responses
6.3 Designing a Repatriation Programme
6.4 Summary
6.5 Keywords
6.6 Review Questions

6.7 Further Readings

Objectives

After studying this unit, you will be able to:

 Describe the process of re-entry or repatriation
 Discuss job-related issues
 Explain the social factors, including family factors that affect re-entry and work adjustment
 Interpret multinational responses to repatriate concerns
 Design a repatriation program

Introduction

There have been considerable advances in our understanding and knowledge of the issues
surrounding the management and support of expatriates in international assignments.
Expatriation process also includes repatriation. It is the activity of bringing the expatriate back
to the home country. Managers understand repatriation needs careful managing the people
returning back to their hone country. For returning expatriates, re-entry typically is associated
with a great deal of emotion. Sadness, excitement, and trepidation are mixed together. Expectations
of a smooth resettlement often lead the way.
6.1 Repatriation

The central tenet of an individual’s re-entry challenge is psychological. The word “re-entry”
implies going back, returning to something that is known from prior experience. But to what?
Perhaps to the broad fabric of one’s home country, the actual home or neighbourhood one lived
in before the international assignment, or the lives of friends and family, or a school system.

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