IHRM Chapter8 Re-Entry

8/9/2019 IHRM Chapter8 Re-Entry

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1(c) 2008 by Nelson, a division of Thomson Canada Limited.

Chapter Eight

Re-Entry and Career Issues


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Opening Vignette

Coming Home?

challenges in the post-assignment phase of international

assignments = CULTURE SHC!

Repatriation" acti#ity of $ringing the e%patriate $ac& to the

home country


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Expatriation Includes

Repatriation (Figure 8-1


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Re-entr! Culture "hoc#

una'are of ad(ustment difficulties upon return

re-entry ad(ustment


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Factors that contri$ute

e%tended

assignments)unconscious

internali*ing of the countries

customs and practices lac& of respect and use for

international e%perience

career uncertainties+ loss of

status+ poor planning for repatriate

and families return

Can lead to

feeling alienated and

uprooted

career+ performance and

commitment pro$lems

high percentage lea#ing

company shortly after their

return



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Repatriation %cti&ities and

'ractices (Figure 8-


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o#eremphasis on a home can lead to pro$lems 'ith

performance on assignment and premature return

o#eremphasis on host acti#ities can lead to a second

culture shoc& upon return

the goal of e%patriation)repatriation practices is the

successful integration of home and host e%periences $alanced set of transitions


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Repatriation 'rocess-

'hase I

're-departure

,re-departure training including career and financial

planning.

Creating a net'or& of communication lin&s for e%patriates to $e a$le to &eep up 'iththe changes

assign home mentors

pro#ide 'e$-$ased indices

esta$lish communication protocols


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'hase II

)uring assignment

/home lea#e0

'or& related information e%changes

mentor communications

systematic pre-return orientation process


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'hase III

*pon return

ne' (o$ assignment

organi*ational reconnection

assistance 'ith non-'or& factors

opportunities to recognition and sharing of e%periences


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Factors In+luencing

Repatriate %d,ustment (Figure 8-


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.o$ Related Factors

career an%iety

'or& ad(ustment

coping 'ith ne' role demands

loss of status and pay


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Career %nxiet!

E%patriates1 t'o moti#ators for accepting an international

assignment" career ad#ancement and financial gain2

prime factor in re-entry is career an%iety

no post-assignment guarantee of employment

fearing a loss of #isi$ility

changes in the home 'or&place


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/o 'ost-%ssignment

0uarantee o+ Emplo!ment

Europeans ha#e a la$our contract+ guarantee of (o$ upon

return

3merican companies

Continental European firms pro#ide guarantees to attracte%patriates


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Fearing a oss o+ Visi$ilit!

loss of #isi$ility and isolation

4out of sight+ out of mind1

)epends on &arious elements

the amount of contact 'ith the home organi*ation

the position le#el concerned

a'are 'ell in ad#ance of the type of re-entry (o$ a'aiting


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Changes in the Home

2or#place

restructuring a merger+ ac5uisition+ sale of di#isions or

$usiness units+ closure of a plant.

company undergoing tur$ulence+ such as do'nsi*ing2

potential or real (o$ loss


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2or# %d,ustment

the employment relationship

re-entry position

de#aluing the o#erseas e%perience


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Re-entr! 'osition

Fears

peers are promoted ahead of the repatriated manager

placed in a position that is a demotion)less senior le#el


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)e&aluing the O&erseas

Experience

promotion upon re-entry signifies that international

e%perience is important and #alued $y the organi*ation

Re-entr! positions can gi&e impression that experience is

de&alued

reduced responsi$ility and status

duties not using ne'ly gained international e%pertise 'or& colleagues lac& of interest


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Coping 3ith /e3 Role

)emands

mismatch of e%pectations

time in the foreign location6 significant changes in

$eha#iour2


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4he Read,ustment Challenge(Figure 8-5


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oss o+ "tatus and 'a!

life on a scale that may $e significantly less comforta$le

pay is usually lo'er in a$solute terms

total compensation pac&age may allo' for increased

sa#ings

housing prices and issues


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"ocial Factors

family ad(ustment

social net'or&s

effect of partners career

socially and psychologically distanced

social disappointment

financial loss of the compensation premium+ housing

su$sidy and related $enefits


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Famil! %d,ustment

each family mem$er is e%periencing their o'n

read(ustment pro$lems

reduced family income


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"ocial /et3or#s

internet+ 'ireless and mo$ile phone technology+ digital

cameras and email+ significantly easier to stay in touch

changes 'ith family friends i2e2 mo#ed+ ne' (o$s.

le#el of 78E support is 'ithdra'n

children find difficulties regaining peer acceptance


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E++ect on 'artner6s Career

difficulties in re-entering the 'or&force

negati#e e%perience of (o$ search

declining 78E support


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7ultinational Responses

7aximie $ene+its o+ the international assignment

staff a#aila$ility

return on in#estment

&no'ledge transfer

" ++ % il $ili d C


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"ta++ %&aila$ilit! and Career

Expectations

Re-entr! positions

signal the importance gi#en to international e%perience

impacts future staff a#aila$ility


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R t i t 9 l d


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Repatriate 9no3ledge

Categories

92 mar&et specific &no'ledge

:2 personal s&ills;2 (o$-related management s&ills


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9no3ledge 4rans+er

IHR7 practices that com$ine a uni+ied expatriation:

repatriation c!cle emphasiing #no3ledge trans+erence

selection

pre-departure

in country training

mentoring

designing the international assignment reentry training

returnee (o$ assignment


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9no3ledge 4rans+er

7ore +ormal acti&ities include

/action learning0 seminars $y repatriates

&no'ledge disseminating teams

data$ases+ inde% the e%pertise of repatriates

4 i C d $


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4opics Co&ered $! a

Repatriation 'rogram (4a$le 8-


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92 maintaining contact 'ith the e%patriate throughout the

assignment

:2 ensuring e%patriates are &ept up to date 'ithde#elopments in the home country

;2 ensuring e%patriates are retained in e%isting management

de#elopment programs


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'roacti&e Repatriation

"trategies

'ritten repatriate

agreements

mentoring programs

e%tended home #isits

reorientation programs

personali*ed reorientation

to deal 'ith theemotionally charged issues

of social read(ustment

personali*ed financial and

ta% ad#ice and support

ad(ustment period

#isi$le and concretee%pressions of the

repatriate1s #alue to the

firm

managing e%pectations

career planning

35(c) 2008 by Nelson a division of Thomson Canada Limited

IHRM Chapter8 Re-Entry

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