Pre-Repatriation Programs for Global Workforce

This assignment explores the importance of pre-repatriation programs for multinational organizations. It emphasizes how cultural adjustments and 're-entry shock' can impact returning employees. The paper outlines key components of an effective program, including communication strategies, stress management techniques, and support for spouses and children. Ultimately, it aims to demonstrate how a well-designed pre-repatriation program can facilitate a smooth transition back to the home country.

Running head: MANAGING GLOBAL WORKFORCE
Managing Global Workforce: Pre Repatriation Program
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MANAGING GLOBAL WORKFORCE
Repatriation is the organization’s coming back to the home country or to the country
where the head quarter is located after terminating the business from oversees. Pre repatriation
program for any multinational organization is necessary for the organizational performance in
the overseas. Cultural novelty affects the organization’s re entry in the cultural environment of
the home country. Readjustment becomes essential for the company to adjust itself in the cultural
environment of the home country. Festing, Dowling and Engle have described the process as the
“re-entry shock” that affects the readjustment process most. Many companies are engaging in
internationalization in multiple foreign markets and because of the expatriating issues the
companies they find difficulties to succeed. Often it has been observed that because of the failed
international assignments the employees repatriate to the branches in their home countries.
Therefore the organizations need to establish an effective repatriation program that makes the
environment good enough for the employees or the organization to successfully relocate. The
employees struggle to reclaim their familiar surroundings. One effective strategy that might be
included in the pre repatriation program would be the effective communication. The employees
should be able to communicate with other employees who have already experienced the reverse
cultural shock. The coping strategies like stress management, communication outlets and cues
transferring would be included in the program. The organization will establish a familiar routine
that is capable of adding predictability and stability in life and work. The program should offer
the employees with the option of modifying and transferring the cues to make them more
suitable for the home country. While applying these strategic developments the program
developers must include the program that would support the spouses and children of the
employees as well.

MANAGING GLOBAL WORKFORCE
Bibliography
Festing, M., Dowling, P.J. and Engle Sr., A.D., 2013. International human resource management,
6th edn, Cengage Learning, Melbourne.