Strategic Human Resource Retention

The assignment discusses the challenges faced by employers in retaining repatriates and provides strategies for successful retention. It highlights the importance of communication, defining career opportunities, establishing a well-defined selection process, and providing support to make a smooth shift into home-based country's way of living.

Running head: Strategic human resource management
Strategic Human Resource Management as
Ethical Stewardship
[Document subtitle]
[DATE]
[Company name]
[Company address]

Strategic human resource management 1
How can employers be more successful with retention of repatriates?
In the present scenario, the organizations have to follow global knowledge by maintaining the
global perspective in order to remain competitive in present business environment. In today's
world due to the global recognition in terms of expatriate management, the repatriation is seen as
the source of a problem for the Hr managers . (Baruch ,2016) In this particular study, we are
going to investigate the factors by the adoption of which the employers be more successful in
retention of repatriates.
The human resources and the employees , which are termed as two sides of a coin , have to meet
and communicate the outlooks , before and during the assignment for developing the successful
repatriation plan. In the recently conducted research at the National University of Ireland with
the leading multinational organizations, they found that the among reason for the repatriation is
the frustration factor which the international assignees feel when they return home and are not
given a chance to apply the skill they have picked up while abroad. Similarly bewildering to
them is the way that the vocation benefits which they anticipated that would accumulate from the
universal task don't emerge. 77% of organizations in ECA's most recent Managing Mobility
study said that restricted vocation openings were a huge snag to a fruitful repatriation. For
overcoming these problems is it important to focus on achieving technical objectives or the focus
will be done in emphasizing and creating the managerial ability. For the achievement of both the
objectives, the former one requires the genuine conversations with the possible assignee and on
the other hand the latter calls for the clear incorporation between the international mobility and
the international talent management.
For retaining the repatriates, the Hr professionals have to adopt a number of steps for ensuring
that the expatriates will enjoy the smooth return back to home ,which helps the organization in

Strategic human resource management 2
maximizing the valuable global expertise. ("Retaining Repatriates", 2017)The Hr of the
company has to determine the purpose of the organization global assignments,as the assignments
are two folded as for some organizations they are developmental and for others, they are task
oriented.
Therefore, the HR expert's part is to guarantee that each expatriate comprehends what kind of
task he is undertaking and what career opportunities are expected when he gets back home. Not
all organizations can ensure a promotion upon return. However, managers need to explain to
repatriates they won't get a promotion after the assignment and should work to secure a
delightful country position. (Chiang,2015) Secondly, the organizations have to establish the well-
defined selection process, as the organizations have to select the best players in the industry for
the long term in terms of assignments.
The organizations have to conduct the post assignment career planning before the leaving of an
individual, which is itself a bit difficult , but not impossible if the outline has been designed for
the discussion. (Collings,2014) Moreover, by the organization giving a potential vocation way
upon the representatives restore, the worker will have a superior thought of what abilities to
create while on task likewise, by the organization giving a potential profession way upon the
representatives restore, the representative will have a superior thought of what aptitudes to create
while on task. Hr professionals have to facilitate and encourage mentor connections among
senior executives and expatriates. One of the principle contrasts between representatives who
repatriate well and the individuals who don't is their system, particularly who they know in the
higher positions.
The organizations have to maintain the continuous communication, by creating the formal
reporting plan , which requires the regular communication of expatriate in an organization.

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To conclude the study the main reason for the expatriation is seen as the distance in the
communication factor between both the parties , which make it more challenging for the
organization in retaining of employees. So the organizations and the human resource manager
has to provide support to the repatriates in making the smooth shift into the home-based
country’s way of living.
References
Baruch, Y., Altman, Y., & Tung, R. L. (2016). Career mobility in a global era: advances in
managing expatriation and repatriation. Academy of Management Annals, 10(1), 841-889.
Retaining Repatriates. (2017). SHRM. Retrieved 4 December 2017, from
https://www.shrm.org/hr-today/news/hr-magazine/pages/0306agenda_global.aspx
Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the
challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
Chiang, F. F., van Esch, E., Birtch, T. A., & Shaffer, M. (2015, January). The Consequences of
Expectations: A Look at Possible Directions for Repatriation Research. In Academy of
Management Proceedings (Vol. 2015, No. 1, p. 14122). Academy of Management.