HRM 695351 Report: Repatriation, Policies, and New Employee Training

This report examines the complexities of repatriation in human resource management, focusing on the challenges faced by both the HR director and the employees being repatriated. It outlines key approaches to ensure a smooth transition, including addressing challenges, maintaining contact with the home office, and planning for new employee recruitment. The report emphasizes the importance of implementing appropriate workplace policies to facilitate the integration of new employees, such as ensuring they possess the necessary skills, providing training and development, designing effective compensation strategies, and fostering a supportive work environment. Furthermore, it details the significance of comprehensive training programs, including orientation sessions, coaching and mentoring, and performance measurement to ensure new employees are equipped to succeed. The conclusion highlights the critical role of the HR manager in managing both repatriation and new employee integration effectively.

HUMAN RESOURCE
MANAGEMENT – 695351

Table of Contents
Approaches to meet the challenge............................................................................................3
Policies to be implemented.......................................................................................................3
Training programs for new employees......................................................................................4
Conclusion..................................................................................................................................4
References..................................................................................................................................5

Approaches to meet the challenge
Repatriation is a process of returning an asset, particularly an employee in an organisational
context, working in a different country to his or her home country. Expatriation is
considered to be one of the most challenging tasks in human resource management as it
requires a lot of careful planning and execution because it is always difficult for employees
to accept changes in their work and shift back to their home countries. Certain approaches
that can be used in carrying out the repatriation process efficiently are discussed below:
First of all, the human resource director needs to consider all the challenges that she as well
as the employees being repatriated are likely going to face while the repatriation program is
executed. The human resource manager should be well prepared to deal with the
challenges as it would help in dealing with resistance to change (Thecultureblend, 2014).
Secondly, to ensure better repatriation, the human resource manager should ensure that
the expatriates are always in touch with their home office as it would help them in adjusting
with the home conditions if they are repatriated. To ensure better repatriation, the manager
can also allow the employees being repatriated to visit their home office once or twice
before they are actually expatriated.
Thirdly, the recruitment process for selecting new employees should be planned and
executed as soon as possible. Expatriates are always bought in by companies when they
think that the employees working in a particular geographical region have a competitive
edge in a particular field and can help in becoming more competitive. Thus, the human
resource manager should ensure that the employees being selected for substitution have
the desired skill set and should device a selection procedure accordingly (Mobbs, 2015).
Fourthly, the manager needs to ensure that the new employees undergo specific training
and development programs before they can actually start working in the hotels. This is
important because they will immediately have to handle all the work that the expatriates
had been handling.
Policies to be implemented
Bringing in new employees from a new geographical location and getting them ready to
work can be a challenging task but the human resource manager can carry it out by
implementing the right workplace policies. Some of these policies are:
First of all, to ensure that the new employees are job ready, it is of utmost important that
they possess all those skills that are required to efficiently fulfil all job roles and
responsibilities, which should obviously be checked during the recruitment process.
Secondly, the new employees should be trained and developed so that they can gain a
better understanding of the nature of work and the workplace morals and ethics. Training
and developing the employees will provide them a better understanding about their job
roles and responsibilities, which would ultimately make them ready for work (Workforce,
2002).

Thirdly, the manager needs to design a compensation policy that would help in keeping the
new employees motivated and engaged in the new workplace.
Lastly, the management will have to ensure that the new employees receive support from
their co-workers so that they can adapt to the new environment as soon as possible (Lavoie,
2014).
Training programs for new employees
As discussed above, training and development of the new employees is crucial for the
company. To ensure better results, the new employees will have to undergo on-the-job as
well as off-the-job training sessions.
First of all, the new employees will have to undergo orientation sessions, which are a type of
welcome sessions that help in introducing the employees to their new workplace
environment (Taylor, n.d.).
Secondly, coaching and mentoring is also important as the new employees would need a lot
of assistance from their co-workers in order to understand their work and to perform their
job duties and responsibilities effectively.
Lastly, it is of utmost importance to measure the performance of the new employees so that
it can be easier to identify the gaps in their actual performance and expected performance
levels (Betterteam, 2017).
Conclusion
It is obvious that repatriation of the existing employees and appointing new employees in
place of those being repatriated would not be an easy task for the human resource director
of the company. The entire process can only be made effective if the human resource
manager is capable enough of understanding the training and developing needs of the new
employees and the importance of their ability to meet the skills required for the job while
also ensuring that the expatriates working in the company are repatriated to their home
countries without any issues or grievances.

References
Betterteam. (2017, November 19).
Training New Employees - The Secret to Training New
Employees for Long Term Success. Retrieved March 18, 2018, from
www.betterteam.com: https://www.betterteam.com/training-new-employees
Taylor, J. (n.d.).
5 Tips for Training New Hires . Retrieved March 18, 2018, from
www.themuse.com: https://www.themuse.com/advice/5-tips-for-training-new-hires
Workforce. (2002, June 21).
Ten Tips on Managing a Successful Repatriation Program .
Retrieved March 18, 2018, from www.workforce.com:
http://www.workforce.com/2002/06/21/ten-tips-on-managing-a-successful-
repatriation-program/
Lavoie, A. (2014, December 4).
7 Ways to Make the First Day Perfect for New Hires .
Retrieved March 18, 2018, from www.entrepreneur.com:
https://www.entrepreneur.com/article/239779
Thecultureblend. (2014, May 22).
Leaving Well: 10 Tips for Repatriating with Dignity .
Retrieved March 18, 2018, from thecultureblend.com:
http://www.thecultureblend.com/leaving-well-10-tips-for-repatriating-with-dignity/
Mobbs, C. H. (2015, December 2).
Repatriation advice for a happy return . Retrieved March
18, 2018, from expatchild.com: http://expatchild.com/repatriation-advice-happy-
return-tips/