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Dissatisfaction after Repatriation

Myth versus reality

Out of sight out of mind

  • Returning of the expatriates
  • is a let-down
  • Different imaginations (expatriates versus bosses)
  • Problem: No clear naming of conditions

Introduction

  • Socio-professional networks
  • Loss of status
  • Loss of socio-emotional acknowledgment
  • Gained experience isn't higly valued in the own company

Repatriation and

knowledge management

Repatriation and knowledge management

Improvements to satisfy repatriates

HR department should ...

Mentoring as a helpful support

  • change and reorganize HR function
  • handle with repatriates issues
  • have awareness of the gap between returning expatriate's expectations and the reality
  • manage expectations and link them to companies
  • Mentors do ...
  • help expatriates to adjust to new culture
  • host repatriation-related problems
  • moral support
  • maintain communication networks
  • Mentors need ...
  • emotional intelligence
  • administrative authority
  • political power to help repatriated careers

5. Semester - Strategies of HRM

Daniela Schädle

Barbara Riedisser

André Eiler

Joshua Hellwig

new objectives and strategies need new processes, systems and structures in the HR department

4 N's

Agenda

  • New strategic orientation
  • New processes
  • New systems
  • New structure
  • Introduction
  • Dissatisfaction after Repatriation
  • Improvements to satisfy repatriates
  • Mentoring as a helpful support
  • HR department should ...
  • 4 N's
  • Conclusion

Conclusion

  • important to cultivate the socio-professional networks
  • important to clarify the possibilities of expatriates
  • bad management leads to an inefficient way of promoting employees and repatriates
  • knowledge management is a key resource to hire potential global leaders in the future
  • knowledge management leads a company to be attractive for repatriates
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