Repatriation Process A Realistic Approach -Myassignmenthelp.Com

Question: Discuss About The Repatriation Process A Realistic Approach? Answer: Introducation Managing global workforces entails various procedures and repatriation is one of them. Multinational companies are involved in relocation personnel from one country to another to facilitate the productivity of the organization. Nonetheless, there comes a time when these staffs are repatriated to their home nations. Research shows that forty percent of the repatriated employees end up leaving the operations. Therefore, during the preparation of the repatriations process, some aspects should be considered. The re-entry phase of the expatriation process has personal and career-related issues. It needs adequate preparation on the various aspects of the pre-repatriation program. The first element involves collecting sufficient information on the culture and social challenges that the expatriate will face. Once an individual is relocated to a different nation, they experience social and cultural gaps (Hyder, and Lvblad, 2007, p. 270). It is essential that this aspect of the pre-repatriation program be covered thoroughly especially through counseling, both for the employee and the family. Secondly, repatriation affects the job description of a staff management. It is the case because, irrespective of a corporation being multinational, different branches do not similarly classify the tasks. Whats more, the job description affects the op position and authority ranking. This career-related aspect is part of the pre-repatriation program. The expatriated should be thoroughly prepared on the job position he/she will be holding in the home country branch. Otherwise, it would lead to demotivation and eventually result in the firm losing expert employees (Scullion, and Collings, 2011, p. 98). Thirdly, the pre-repatriation process should involve financial planning and other related activities. Various aspects such as wage rate and taxation affect the disposable income for personnel differently in multiple nations. Besides, the living conditions also change. Employees are unwilling to take a lower wage rate (Noe, et al. 2003, p. 132). Therefore, the pre-repatriation program should consider the financial status of the expatriate before the process. References Hyder, A.S. and Lvblad, M., 2007. The repatriation processa realistic approach. Business Development International, 12(3), pp.264-281. Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2003. Gaining a competitive advantage. Irwin: McGraw-Hill. Scullion, H. and Collings, D., 2011. Global talent management. Routledge.