(2014) case study, power point top presentation: jaguar or bluebird, group assignment in...

Repatriation and Inpatriation

Jaguar or Bluebird

Safri

Dr. Raimond Jasur Charl

es

SyedChoonPeyvan

d

Presentation flow•Introduction•Definition and importance of repatriation and inpatriation process (question 1)

•Company’s Role in successful repatriation program (question 2)

•Impact of unsuccessful repatriation program (question 4)

•Recommendations on repatriation program (question 3)•Recommendations to retain Mark for position in Netherlands (extra question)

•Recommendations to Mark in his professional career (question 5)

•Conclusion •Test of audiences’ attention by short Quiz

International Human Resources Management - Copyright 2014

Name: Mark ChanNationality: Singaporean International assignment experiences:

• Japan• Thailand• Indonesia (each a year)• Vietnam• Malaysia • and England (5 years)

Current Company: EnergemCareer path in Energem:1 year: Marketing manager (level 4 mid-management)1 year: Merger & Acquisition manager (level 3 mid-m.)3 years: M&A manager in London (senior management)2 years: M&A manager in London (level 1 manager)

Introduction


Neths

Introduction


In England In Singapore

Big house with gardenCondominium

Differences of Lifestyle for Mark and his familyIntroduction


JaguarNissan Bluebird




Beautiful 4 seasons It’s always summer




Differences of Lifestyle for Mark and his family

Linda’s Close relationships with neighbors Difficulties to build

relationships


Introduction


Children got used to UKDifficult to communicate and socialize




Definition:An Expatriate is an employee who is working and temporarily residing in a foreign country.

Repatriation and inpatriation process


Definition:Inpatriation refers to the process, whereby an employee from the foreign subsidiary is relocated to the parent company.

Expatriate Assignment Life CycleDetermining the

need for an

expatriateThe

Selection Process

Pre-Assignment Training

Post-arrival Orientation and

Training

Crisis and

Failure

Crisis and

Adjustment

or

Repatriation and Adjustmen

t

Reassignment Abroad

Departure Smooth

Crisis

OR


The importance of repatriation and inpatriation process

Company’s Role in successful repatriation program


- Providing information on organizational changes and new projects

- Regular visits to the home company maintain contact and to sustain his or her professional network

- Assign a mentor to every expat, whose tasks are to maintain contact and to support the expat

During the whole expatriation:

Company’s Role in successful repatriation program


Periods

Actions9 months before

6 months before

3 months before

Repatriation

Few weeks after

repatriation

3 months after

6 months after

Step 1

discuss the available jobs

Step 2

The relocation process should be reviewed to the foreign locationStep

3Finishing current project

Step 4

Organize re-entry training for the repatriate and his family.

Step 5

Encourage the repatriate to write a proposal for ways in which the company can use his international skills.

Repatriation is a progressive process which should start 9-10 months before the end of international assignment

Impact of unsuccessful repatriation program


• Leaving the company• Culture shock• Family problems• Demotion in rank and feeling bored with the job

• Lead to indirect and unexpected costs

Impact of unsuccessful repatriation program


Case ExampleMohammad company case:“In the five years I have been away from Iraq, I had an image in my mind of how Iraq was five years ago. When we returned, I thought it would be the same as that image, I did not realize that huge changes had happened in those five years, I totally cannot follow the step of Iraq.”

Recommendations on repatriation program


What are the main critical issues for Mark and his family?- Mark is bored of his job because of less responsibilities

- Mark’s salary reduced after repatriation

- Linda’s job applications are rejected

- Linda has difficulties to make new friends

- Mark’s children have difficulties to understand and communicate in local English

Recommendations on repatriation program


Solutions for the issues:

- Add more responsibilities to Mark’s job to prevent him getting bored of his job.

- Increase marks salary based on additional responsibilities given

- Help to find job for Linda

-Introduce Linda to other repatriates from UK or socially similar countries to help her in building social relationships.

- Help to find international school for Mark’s children

Recommendations to retain Mark for position in Netherlands


Career Development Salary and allowancesVacation Entitlement Mentoring relationships Special Award

Benefits and opportunities of the position: Global Strategy Manager

Recommendations to retain Mark for position in Netherlands


Recommendations

-Bring Linda’s mother to Netherlands

-Hire a caregiver to take care of mother in Singapore

-Provide regular flights for Linda to visit her mother in Singapore

Recommendations to Mark in his professional career


List of Actions / Options available

OPTIONS

Patiently wait for

another job offer or job opening to come

by

Convince /

Plead / Argues to the top

management for transfe

r

Quit the job

/ Search for

another job

elsewhere

Conclusion and quiz


1.In which counties Mark has had his international assignments before England?

2. Who is the person in the picture in reality?

3. What was the position Energem offered to Mark in Netherlands office?

(2014) case study, power point top presentation: jaguar or bluebird, group assignment in...

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