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