An employee who are moving from one country to
another country to work temporarily are called
EXPATRIATE.
Host country nationals (HCN)
Parent Country Nationals (PCN)
Third Country National (TCN)
Expatriates
Approaches
Ethnocentric
Geocentric
Polycentric
Regiocentric
Stresses nationalism and
often puts home-office
people in charge of key
international management
positions.
Places local nationals in key
positions and allows these
managers to appoint and
develop their own people
Ethnocentric
Polycentric
Seeks to integrate diverse
regions of the world through
a global approach to
decision making.
Relies on local managers
from a particular geographic
region to handle operations
in and around that area.
Geocentric
Regiocentric
Dependence
Time
HCNs
PCNs
Repatriation generally refers to
the termination of the overseas
assignment & coming back to
the home country where the
head quarter is located or to the
home subsidiary from where
he or she was expatriated.
As the assignment is complete.
Adjustment problem in host country.
Not able to give his best.
Not satisfied with the facilities.
Expatriate
Profession
Company
Home Country
Host country
Duration
Katrina Katrino
Technical Trainer
Medical Transcription
Company
USA
India
6 years
Husband
Son
HR Manager
Reporting Manager
Andrew
Shawn
Rob
Pat Collins
A USA based medical transcription company wants to set
up its own 100% captive BPO office in India.
Katrina katino a technical trainer was promoted as Director
Trainer and send on her first international assignment to
India.
A team of four senior managers who were experts in their
area were also send to India to establish the BPO.
Pre-departure training was provided to these expatriate.
Pat Collins was the Katrina's reporting manager.
In USA
Initially the idea about India and about Indian culture was
different.
On work front the task was challenging, hiring was easy
and training was tougher.
She had a open authority from her HR manager, to do
what required to get the operation in India.
After one year she got married with Rob,who is a globe
trotting sales executive for an oil company.
In three years the training team made Indias operation
undoubtedly successful.
In India
They have one child name Andrew.
After completion of three years she willingly accepted
the extension of the assignment for an additional
three years.
After six year Katrinas assignment came to an end.
The Indian unit was the star of the company and
become a profit center by itself.
With a mixed filling She accepted the transfer letter.
She felt ignored and irrelevant to the team at
the head Office.
Lots of question related to scope of
repatriation were not answered till the very
end .
Andrew also facing the problem.
Back In USA
She felt ignored and irrelevant to the team
back at USA headquarters.
She had hardly anything to do , no clear
assigned tasks.
No one asks what she was doing what she
expected to do?
Andrew facing problem due to Strange English
accent.
The Problems
Rob busy in working out of Nigeria in South
Africa. He was in the middle of the very large oil
contract.
Her in laws one day came to the house and
offered to take their grandson with them & she
could focus on her carrier.
They also told her to left the job search for some
other small or large company
She is having some relation so she is not ready
to leave the company.
Questions and
Answers
Effective
Repatriation
Preparation
Readjustment Relocation
Transitions
Organization
factor
Individual
factor
Socio
cultural
factor
Re-entry phase.
New position and
organizational changes.
A mentor is being assigned.
Removal of personal
belongings to home country.
Update the changes in the
home country.
Preparation
Relocation
Finding accommodation.
School for child.
Various kind of facilities.
Company helps to copeup
with the changes in the
corporate culture and
national culture.
Transition
Readjustment
Answer:
She should go for a clear discussion with HR
manager Mr. Shawn with scope of her
repatriation.
She could switch to some other company
where she could explore herself.
Personal problems:
Career anxiety.
Family adjustment.
Coping with new role demands.
Loss of status and pay.
Left her child with in laws and take a
sabbatical and move to her husband.
Switch to other organization.
Negotiate with HR, related to her profile.
Answer:
He can help her in reducing home related
burden.
He himself is a professional so he can be her
honest guide and motivator.
Answer:
Katrina should pay attention to her father-in-
law advice and should look for a new and
more suitable job.
As the skill acquired are very premium in the
market.
She have an international exposure in
developing country like India.
She can be paid big salaries with additional
benefits.
It has now been more than 10 years in the
same company and she need some change.
By changing the company she can get more
reputation and a challenging job for herself,
where she can use her skills in a better way
and can enjoy her work.
THANK YOU