The high turnover of repatriates

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The high turnover of repatriates


7024 INTERNATIONAl HUMAN RESOURCE MANAGEMENT

WORD LENGTH: 1978 w + Executive summary: 175 w

DATE : 07/05/2010

TABLE OF CONTENTS
Title page .............................................................................................................1
Table of contents.................................................................................................2
Executive summary ............................................................................................3
1. Introduction ....................................................................................................4
2. The value of the repatriates ...........................................................................4
2.1 Specific knowledge ofthe market ............................................................5
2.2 Personal skills .............................................................................................5
3. Factors of high turnover ................................................................................5
3.1 Dissatisfaction with theposition............................................................5
3.2 Readjustment issues ..............................................................................6
3.3 Financial issues ......................................................................................6
4. Recommendations for an effective repatriation management ....................7
4.1 Clear Career planning..........................................................................8
4.2 Coping with reverse culture shock ......................................................9
4.3 Financial assistance ..............................................................................10
4.4 Building loyalty value toward company..............................................10
5. Conclusion.......................................................................................................10
6. Reference list ..................................................................................................12

Executive summary:
The aim of this report is to argue that repatriates are key employees for multinational companies. It is necessary for the companies to retain these special talents as they have a great influence on companies’ development, at levelnational and international. Thus, this report figures out diverse alternatives and recommendations to assist multinational to deal with problem causing the turnover of repatriates and retain them.
With the phenomenon of the globalisation, and in order to penetrate international markets and strengthen their competitiveness overseas, multinational tend to send more and more expatriates for internationalassignment purposes. However, many multinational companies neglect the repatriation management. In consequence, workers with considerable value as they have great knowledge of market and solid experience are lost by the companies. Also the competitiveness of the company is largely undermined.

In order to retain the repatriates, it is highly recommended to:
- To define a clear career planningprogramme
- To provide financial assistance
- To build loyalty value toward the company
- To provide assistance to repatriates for reverse culture shock

1/ Introduction
The globalisation context forces companies to send expatriates overseas for international assignments. Multinationals companies pay a great attention concerning the process of expatriation selection but overlooked therepatriation management leading to inefficient utilization of personnel and causing the loss of talents as a result of expatriates’ resignations. The global relocation trends 2008 survey report indicates that almost one third of repatriates decide to leave their company within 1 year period after returning , one quarter between the 1st and 2nd year and 23% after 2 years ( Wells n.d.). These results...
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