Page 109 - DMGT548_GLOBAL_HRM

Global HRM

Notes frequently considered as the final stage in the expatriation process but the multinational’s
ability to attract future expatriates is affected by the manner in which it handles repatriation.
Some expatriates may agree to become part of the multinational’s international team of managers,
and thus have consecutive international assignments. But at some point, members of this
international team or cadre will face repatriation, so there are different concerns that need to be
addressed.
It is possible to divide repatriation into four related phases:
1. Preparation involves developing plans for the future and gathering information about
the new position. The firm may provide a checklist of items to be considered before the
return home (e.g., closure of bank accounts and settings bills) or a thorough preparation of
employee and family for the transfer home.
2. Physical relocation refers to removing personal effects, breaking ties with colleagues and
friends, and travelling to the next posting, usually the home country. Most multinationals
use removal firms or relocation consultants to handle the physical relocation, both for the
movement out and the return home of the employee and family, and this may be formalised
in their HR policies. Comprehensive and personalised relocations assistance reduces the
amount of uncertainty, stress, and disruption experienced by the repatriate and family.
3. Transition means settling into temporary accommodation where necessary, making
arrangements for housing and schooling, and carrying out other administrative tasks
(e.g., renewing driver’s license, applying for medical insurance, opening bank account).
4. Readjustment involves coping with reverse culture shock and career demands. This phase
seems to be the least understood and most poorly handled.
Figure 6.2: Repatriation Process

Preparation

Physical
Relocation
Repatriation
Transition Process

Readjustment

Source: P J Dowling, International HRM (2001) p. 206
6.1.2 Factors Adding Complexity to Re-entry Process

The re-entry process is a complex interaction of several factors and grouped the major factors
under two headings: Job-related Factors and Social Factors.

1. Job-related Factors: These focus around future employment prospects as a consequence of
the international assignment, value being placed on the person’s international experience,
coping with new role demands and the loss of status and financial benefits upon re-entry.
They are:

104 LOVELY PROFESSIONAL UNIVERSITY