REPATRIATION

Dr. Marvellous Gberevbie

Introduction
– Repatriation refers to the process of bringing employees back to their home
country or their original organization after an assignment or job posting abroad.
– It plays a crucial role in international human resource management as it ensures
the successful reintegration of employees into the organization and maximizes
the return on investment made in their international assignments.
– Key concepts associated with repatriation include reverse culture shock,
reintegration, career planning, and knowledge transfer.
Introduction
In this class we would explore the various
aspects of repatriation, including:
– Reasons,
– Challenges,
– Preparation,
– Management,
– Best practices,
– Evaluation.
 – There are several reasons why employees are
Reasons for repatriated;
1. The completion of an international assignment
Repatriation 2. Organizational restructuring
3. Project completion
4. Personal reasons.

Repatriation ensures that employees can contribute

their newly acquired skills, experiences, and
knowledge to the organization in their home
country.
Challenges in Repatriation
– Repatriates often face challenges and issues during the reintegration process;
such as
– Reverse culture shock.
– Feeling undervalued or underutilized.
– Difficulty adjusting to changes in the home organization.
– Career stagnation.
These challenges can result in decreased job satisfaction and retention issues.
The Role of HR in Managing Repatriation
Human resource professionals play a crucial role in managing the repatriation
process effectively through the following;
– They are responsible for providing support and resources to repatriates,
– Addressing logistical and administrative matters,
– Assisting with career planning and development,
– Facilitating knowledge transfer within the organization.
Preparing for Repatriation
Pre-departure Preparation
– Before repatriation;
HR should assess employee expectations and concerns, facilitate communication
and information sharing, and provide cross-cultural training and adjustment
programs to prepare employees for the transition back to their home country.
Role of HR in
Facilitating a Smooth
Transition
– HR should address logistics and
administrative matters related to
repatriation, such as;
1. Visa and work permit issues,
2. Housing arrangements,
3. Transportation.
4. Developing career plan and provide
necessary resources and support to
facilitate their reintegration into the
organization.
 Managing the Repatriation Process
1. Reverse Culture Shock and Reintegration
Reverse culture shock refers to the psychological and emotional challenges that
individuals may experience when returning to their home country.
HR can help repatriates by providing support and resources to cope with reverse
culture shock, organizing cultural sensitivity training, and connecting them with
available support systems.
 Managing the Repatriation Process
2. Reentry into the Organization
Upon repatriation, HR should evaluate repatriate performance and potential,
consider appropriate placement and career paths, and leverage their knowledge
and experiences gained from the international assignment to benefit the
organization.
HR should ensure that repatriates feel valued and have opportunities for growth
and development within the organization.
 Best Practices and Strategies
1. Effective Repatriation Programs and Policies
Organizations should establish comprehensive repatriation programs and policies
that encompass pre-departure preparation, in-country support, and post-
repatriation activities.
Success factors in repatriation management include clear communication, strong
leadership support, ongoing employee engagement, and access to repatriation
support services and resources.
 Best Practices and Strategies
2. Building a Repatriation-Friendly Organizational Culture
To build a repatriation-friendly organizational culture, HR should align
organizational values with repatriation objectives, communicate the importance of
repatriation to all stakeholders, and develop a comprehensive repatriation strategy.
This strategy should include mechanisms for knowledge transfer, mentorship
programs, ongoing career development opportunities, and recognition of
repatriates' international experiences.
 Evaluation and Follow-Up
-Assessing the Effectiveness of Repatriation Programs
HR should conduct regular evaluations to assess the effectiveness of repatriation
programs and policies.
This can be done through surveys, interviews, and feedback sessions with
repatriates.
The evaluation should focus on areas such as repatriate satisfaction, career
progression, knowledge transfer, and the organization's ability to retain repatriated
employees.
 Gathering Feedback from Repatriates

Obtaining feedback from repatriates is crucial for understanding their experiences

and identifying areas for improvement.
HR should create platforms for repatriates to share their feedback, suggestions,
and challenges faced during the repatriation process.
This feedback can inform future repatriation strategies and enhance the overall
repatriation experience.
Continuous Improvement and Adjustment of Repatriation Practices

Based on the evaluation and feedback received,

HR should continuously improve and adjust repatriation practices.
This may involve updating repatriation policies, providing additional support
services, refining career planning processes, and implementing new strategies to
address repatriation challenges.
Regular communication and collaboration with repatriates will contribute to
ongoing improvement efforts.
 Conclusion

Repatriation is a critical aspect of international human resource management,

ensuring the successful reintegration of employees into their home organizations
after international assignments.

By understanding the definition, reasons, challenges, and best practices of

repatriation, HR professionals can effectively manage the repatriation process.

Preparing employees for repatriation, supporting their reintegration, and providing

ongoing career development opportunities are key elements in maximizing the
benefits of repatriation for both employees and organizations.
THANK YOU !!!!
ANY QUESTIONS
 Practices Questions
1. What is repatriation in the context of international human resource management? Explain its
significance for organizations and employees.
2. Identify and discuss three key challenges faced by repatriates during the reintegration
process. How can organizations and HR departments address these challenges effectively?
3. Describe more pre-departure preparation activities that organizations should undertake to
support a smooth repatriation process for employees. Provide examples of specific initiatives or
programs that can aid in preparing employees for repatriation.
4. Discuss the concept of reverse culture shock and its impact on repatriates. Explain the
strategies and support systems that organizations can implement to help repatriates cope with
reverse culture shock effectively.
5. Explain the role of HR in managing the repatriation process. Highlight the key
responsibilities and activities that HR professionals should undertake to ensure successful
repatriation and reintegration of employees into the home organization.