Arpita MohantyRitu TirkeyArihant BarariaBappi RongmeiPrayag Sunder

Recruitments and SelectionsRe-Entry and Career Issues

HRM, SS09-11IIPM Bangalore2nd September 2010

International HRM

Topics To Be CoveredThe myth of the Global Manager The debate surrounding Expatriate Failure Factors moderating intent to stay or leave

the international assignment Selection criteria for international

assignments Dual career couples Are female expatriates different ?

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Topics To Be Covered (Cont…)The process of re-entry or repatriation Job-related issuesSocial factors, including family factors that

affect re-entry and work adjustmentMultinational responses to repatriate

concernsStaff availability and career issuesReturn on investment (ROI) and knowledge

transferDesigning a repatriation program

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Issues In Staff SelectionThe myth of the global managerThere is a universal approach to

managementPeople can acquire multicultural

adaptability and behaviorsThere are common characteristics shared

by successful international managersThere are no impediments to mobility

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Profile Of An ExpatriateExpatriate Category

PCN (44%) HCN (29%) TCN (27%)

Gender Male (77%) Female (23%)  

Age 30–49 (66%) 20–29 (16%)  

Marital Status Married (61%) Single (28%) Partner (11%)

Duration1–3 years

(53%)Short term

(27%)Permanent

(20%)

Accompanied by  Spouse (81%) Children (52%)   

Prior International Experience

12%5

Expatriate FailureAs Management there are three questions

that rise

How would one define Expatriate Failure?

What is the Magnitude of the failure?

Lastly, the costs that the organization bears?

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Factors Moderating Performance Inability to adjust to the foreign culture

Family concernsAccepted new position in the companyCompleted assignment earlyCultural adjustment challengesSecurity concernsCareer concerns

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Factors Moderating Performance

Factors Moderating PerformanceLength of assignment

Willingness to move

Work environment-related factors

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Selection CriteriaFactors in Expatriate Selection

Selection Design

Technical ability

Cross-cultural

suitability

MNE Requireme

nts

Country/cultural

Requirements

Language

Family Requireme

nts

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Dual Career CouplesMeaning

Policies :Inter-company networkingJob-hunting assistanceIntra-company employmentOn-assignment career support

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Dual Career CouplesAlternative Assignment Arrangements:

Short-term AssignmentsCommuter AssignmentsOther Arrangementso Unaccompanied assignments

50 %o Replacing assignments with business travel

57 %o Virtual assignments

16 %

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Female ExpatriatesReasons can be various… Is it because they are Unwilling to

Relocate?

Is it Attitudinal?

Or is it because men don’t like reporting to female managers?

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Barriers to females taking international assignments

Re-Entry and Career Issues

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re-entry shockrepatriatesholding patternkingpin‘trailing’ partnerROIknowledge transfermentor

repatriate knowledge and skills:

market specific knowledge

personal skillsjob-related

management skillsnetwork knowledgegeneral management

capacity

Terminologies

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Expatriation includes repatriation

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Repatriation activities and practices

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Factors influencing repatriate adjustment

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Career impacts of international assignments

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The repatriate role

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Predictors for repatriation maladjustment

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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.

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The readjustment challenge

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Topics covered by a repatriation program

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Repatriate knowledge categories

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1. Market specific knowledge2. Personal skills3. Job-related management skills4. Network knowledge5. General management capacity

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Repatriate mentor duties

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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.25

Discussion Questions

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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?

Thank You

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