Repatriation is the process of returning an individual back from their place of origin. The individuals could be refugees, soldiers or even employees. The process of repatriation involves preparing the expatriate to cope and go on with their lives successfully. Best practices in repatriation involve employers taking potential repatriates through programs to bridge the gap between reality and expectation (Tinder, 2008). The employer ought to offer adequate compensation, establishing ways to maintain contact with a potential repatriate, and initiate pre-departure career discussions as well as offer motivation to enable repatriates cope with changes (Ramsey & Schaetti, 1999).
Repatriates experience different reactions upon re-entry to home countries. Some people return to their home countries with high career based on the experiences acquired from international assignments. Others repatriates suffer reverse culture shock after staying for many years in foreign countries. The most likely experience when getting repatriated is one of high expectations and better career opportunities back in the home country. Adequate planning and preparation to face the realities of repatriation such as getting a lower paying job, reverse cultural shock among other issues helps repatriates adjust to changes and enjoy their lives (Ramsey & Schaetti, 1999). The human resource can establish programs to help expatriates prepare for repatriation. The assistance can be in the form of established savings programs, cultural trainings, as well as career advice.
A Multinational Enterprise (MNE) would maximize staff availability and career expectations, return on investment through engaging potential repatriates in trainings and career discussions (Tinder, 2008). The MNE ought to make the process of repatriation fun and enjoyable. For instance senior management of MNE can organize for a short holiday with potential repatriates where they openly discuss the prospects of repatriation. Preparation and planning of repatriates has the potential to offer Return on investment, improve public image and attract more talented employees to the MNE.
MNEs have an important role to play in repatriation due to the huge investments on expatriation programs. The companies need to see Return on Investment in which an employee is able to put into practice newly acquired skills. According to Ramsey and Schaetti (1999), the MNE can offer financial management skills, as well as entrepreneurial skills as elements in its repatriation program. The MNE also focuses on planning to help repatriates advance their career back in their home countries. In summation, the MNE ought to equip the repatriate with training and motivation to handle and conform to the reality of repatriation.
Tinder, G. (2008) Repatriation-How Companies Can Protect Their Return On Investment (ROI).
Retrieved from: http://www.livingabroad.com/shared_files/spouse_school/repatriation.pdf
Ramsey, J. & Schaetti, B. (1999). Reentry: Coming 'Home' to the Unfamiliar