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Re Entry and career issues

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Re Entry and career issues

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Re Entry and career issues

  1. 1. International Human Resource Management Managing people in a multinational context
  2. 2. v 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
  3. 3. v Terms 3IHRM Chapter 8 re-entry shock repatriates holding pattern kingpin ‘trailing’ partner ROI knowledge transfer mentor boundaryless career ‘protean’ career international itinerants repatriate knowledge and skills: market specific knowledge personal skills job-related management skills network knowledge general management capacity
  4. 4. v 4IHRM Chapter 8 Expatriation includes repatriationFigure 8-1
  5. 5. v 5IHRM Chapter 8 Repatriation activities and practicesFigure 8-2
  6. 6. v 6IHRM Chapter 8 Factors influencing repatriate adjustmentFigure 8-3
  7. 7. v 7IHRM Chapter 8 Table 8-1 Career impacts of international assignments
  8. 8. v 8IHRM Chapter 8 The repatriate roleFigure 8-4
  9. 9. v Predictors for repatriation maladjustment 9IHRM Chapter 8 1. Length of time abroad 2. Unrealistic expectations of job opportunities in the home company 3. Downward job mobility 4. Reduced work status 5. Negative perceptions of the help and support provided by employers during and after repatriation.
  10. 10. v 10IHRM Chapter 8 The readjustment challengeFigure 8-5
  11. 11. v 11IHRM Chapter 8 Linking repatriation process to outcomesFigure 8-6
  12. 12. v Difficulties measuring MNE’s Repatriate ROI 12IHRM Chapter 8 1. Receiving feedback from the business unit concerned. 2. Tracking international assignments in a systematic way 3. No formal planning 4. A lack of objective measures 5. 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).
  13. 13. v 13IHRM Chapter 8 Table 8-2 Topics covered by a repatriation program
  14. 14. v Repatriate knowledge categories 14IHRM Chapter 8 1. Market specific knowledge 2. Personal skills 3. Job-related management skills 4. Network knowledge 5. General management capacity
  15. 15. v 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.
  16. 16. v 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?

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