Week 5 Discussion

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RepatriationfortheExpatriate-HRM5040-ClassificationCompensationandBenefitsSU01.pdf
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Repatriation for the Expatriate

According to Martocchio (2017):

“Repatriation is the process of making the transition from an international assignment and living abroad to a domestic assignment and living in the home country. Special compensation considerations should not end with the completion of international assignments. Effective expatriate compensation programs promote employees’ integration into their companies’ domestic workforces. Returnees may initially view their domestic assignments as punishment because their total compensation decreases. Upon return, former expatriates forfeit special pay incentives and extended leave allowances. Although most former expatriates understand the purpose of these incentives and allowances, it often takes time for them to adjust to “normal” compensation practices. Many expatriates may not adjust very well to compensation- as-usual because they feel their international experiences have made them substantially more valuable to their employers. Their heightened sense of value may intensify when former expatriates compare themselves with colleagues who have never taken international assignments. Two consequences are likely. First, former expatriates may �nd it dif�cult to work collaboratively with colleagues, which can undermine differentiation objectives. Second, strong resentments may lead former expatriates to �nd employment with competitors. Adding insult to injury, competitors stand to bene�t from former expatriates’ international experiences. Companies can actively prevent many of these problems by the following two measures. First, companies should invest in former expatriates’ career development. Career development programs signal that companies value returnees. In addition, former expatriates may view their employers’ investments in career development as a form of compensation, reducing the equity problems described earlier. Second, companies should capitalize on expatriates’ experiences to gain a better understanding of foreign business environments. In addition, former expatriates can contribute to the quality of future international assignments by conveying what did and did not work well during their assignments.” (pp. 308-320)

Maintain constant communication with the expatriate

Repatriation: Problems and Solutions Review each tab to learn more.

Reference:

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). [Vital Source digital version]. New York, NY: Pearson Education, Inc.

Schedule a debrie�ng with the expatriate

Repatriation policy

Solution: This will help keep the expatriate abreast of internal changes at the home country site.

Example:

Schedule team meetings via Skype.

Include the expatriate in business decisions made at the corporate of�ce (home country).

Additional Materials

From your course textbook, Strategic Compensation: A Human Resource Management Approach, read the following chapter:

Compensating the Expatriate

From the South University Online Library, read the following:

Repatriation after Global Assignments: Current HR Practices and Suggestions for Ensuring Successful Repatriation (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?