Hr Isues

REPATRIATION LECTURE OUTLINE

Definitions: expatriation, repatriation, culture shock, reverses culture shock

The expatriation process – Recruitment and selection, pre-departure training, on assignment activities, repatriation or reassignment

The steps in the repatriation process –

Preparation – planning for the future & gathering information about new position; checklist of items to be considered before the return home e.g. closure of bank accounts and settling bills

Physical relocation – removal personal effects, break ties with colleagues and friends, traveling to next site

Transition – temporary accommodation, housing and schooling, new accounts or reactivations, driver’s license renewal, revival of medical insurance

Readjustment – coping with reverse culture shocks and career demands.

Factors relating to readjustment – job-related and social

Job related factors influencing readjustment

Career anxiety

Devaluing the international experience

Coping with new role demands

Loss of status and pay

Social factors

Spouse’s career

Children’s education progression

Friendships and social networks

Nostalgia for the good life

Why do repast` complain of dullness and uneventfulness of life?

Excitement and enthusiasm of a novel experience during the expatriation period is over

Firm paid greater attention to them during early and mid expatriation process

Firm usually leaves them on to ‘fend for themselves’ on their return home

Loss of friends and social networks

Changes to the environment (social, economic, infrastructural, political and residential)

Unfamiliarity with changes to organizational culture, operations, structure, technology, etc.

MNE’s reluctance to address repatriation

Lack of expertise

Cost of programme

No perceived need for repatriation training by top management

Strategies to eliminate and or minimize reverse culture shock

1. On-going communication

2. mentorship programme

3. on-site preparation

4....