international human resource management
DESCRIPTION
International Human Resource Management. Managing people in a multinational context. Re-entry and career issues. Chapter Objectives. We examine: The process of re-entry or repatriation Job-related issues Social factors, including family factors that affect re-entry and work adjustment - PowerPoint PPT PresentationTRANSCRIPT
![Page 1: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/1.jpg)
International Human Resource ManagementManaging people in a multinational context
![Page 2: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/2.jpg)
IHRM Chapter 8 2
We examine:• The process of re-entry or repatriation• Job-related issues• Social factors, including family factors that affect re-
entry and work adjustment• Multinational responses to repatriate concerns• Staff availability and career issues• Return on investment (ROI) and knowledge transfer• Designing a repatriation program
Chapter Objectives
![Page 3: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/3.jpg)
Terms
3IHRM Chapter 8
re-entry shockrepatriatesholding patternkingpin‘trailing’ partnerROIknowledge transfermentor
boundaryless career‘protean’ career
international itinerants
repatriate knowledge and skills:market specific knowledgepersonal skillsjob-related management skillsnetwork knowledgegeneral management capacity
![Page 4: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/4.jpg)
4IHRM Chapter 8
Expatriation includes repatriationFigure8-1
![Page 5: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/5.jpg)
5IHRM Chapter 8
Repatriation activities and practicesFigure8-2
![Page 6: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/6.jpg)
6IHRM Chapter 8
Factors influencing repatriate adjustment Figure8-3
![Page 7: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/7.jpg)
7IHRM Chapter 8
Table8-1
Career impacts of international assignments
![Page 8: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/8.jpg)
8IHRM Chapter 8
The repatriate roleFigure8-4
![Page 9: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/9.jpg)
Predictors for repatriation maladjustment
9IHRM Chapter 8
1. Length of time abroad2. Unrealistic expectations of job
opportunities in the home company3. Downward job mobility4. Reduced work status5. Negative perceptions of the help and
support provided by employers during and after repatriation.
![Page 10: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/10.jpg)
10IHRM Chapter 8
The readjustment challengeFigure8-5
![Page 11: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/11.jpg)
11IHRM Chapter 8
Linking repatriation process to outcomesFigure8-6
![Page 12: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/12.jpg)
Difficulties measuring MNE’s Repatriate ROI
12IHRM Chapter 8
1. Receiving feedback from the business unit concerned.2. Tracking international assignments in a systematic way3. No formal planning4. A lack of objective measures5. Too many decisions being made without realizing the
costs relating to the international assignment.6. Globalization is a ‘must’ for us (so the ROI almost
doesn’t matter).
![Page 13: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/13.jpg)
13IHRM Chapter 8
Table8-2
Topics covered by a repatriation program
![Page 14: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/14.jpg)
Repatriate knowledge categories
14IHRM Chapter 8
1. Market specific knowledge2. Personal skills3. Job-related management skills4. Network knowledge5. General management capacity
![Page 15: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/15.jpg)
Repatriate mentor duties
15IHRM Chapter 8
1. Maintaining contact with the expatriate throughout the assignment
2. Ensuring expatriates are kept up to date with developments in the home country
3. Ensuring expatriates are retained in existing management development programs
4. Mentors are responsible for assisting expatriates with the repatriation process, including helping them with a repatriation position.
![Page 16: International Human Resource Management](https://reader033.vdocument.in/reader033/viewer/2022061503/56812c2b550346895d90a542/html5/thumbnails/16.jpg)
Discussion Questions
16IHRM Chapter 8
1. What factors contribute to re-entry shock?2. How can multinationals assist dual career
couples’ repatriation?3. Placing value on the international assignment
assists repatriate retention. Discuss this statement.
4. What are the elements of a good mentoring system for international assignees?
5. What aspects would you include in a pre-repatriation program?