Human Resource Management:
Repatriation:
Repatriation can be defined as the process in which a person comes back or returns to its home country from the host country after working there for a specific number of years (Hurn, 1999). Repatriation is considered important because the person has to re-adapt himself to the home country and the pattern of work and at the same time begin interaction with their friends and fellow workers. Normally all the managers and expatriates assume that adjusting in their home country and culture will be really smooth but it has been seen that for most of them it’s the other way round that is adapting themselves to the host country, that is living abroad is easier.
According to Adler (2007) the re-entrants undergo …show more content…
This is done through a series of group discussions, handbooks, films, seminars, social get together, counseling and informative sessions (Howard 1974).
Causes for repatriation failure and resignation from the employees:
A) Repatriates’ expectations:
Repatriate adaptation to home country is a difficult process influenced by various factors such as how the company perceives the international assignment and the various expectations and demands of the expatriate.
Some of the most communal expatriate expectations are given below:
• Refusal to repatriate courses by the expatriates as they feel they wont have adjustment issues when they get back to their home country.
• Denial to face the fact that situations and work ethics in the home country can change in their absence
• Making a pre-conceived notion that everything in their home country is better organized, easier and safer.
• Their close friends will pick up where ever they had left off and would be keen to hear off their …show more content…
D) Taxes:
Taxes are the concluding factors of an expatriate’s compensation policy. MNCs normally select following ways for taxation in international compensation policy:
Tax equalization:
The organization keeps back the equivalent amount of tax from the home country and pay the rest amount of prevailing taxes in the host country.
Tax protection: The expatriate recompenses the amount of tax equivalent in the home country on their total remuneration. Hence the employee is liable to receive any extra amount if the taxes are less abroad as compared to its home country.
REFERENCES:
Hurn, J 1999, ‘Repatriation - the toughest assignment of all’, Industrial and Commercial Training, vol. 31, no. 6, pp. 224-228.
Adler, N 1981, ‘Re-Entry: Managing Cross-Cultural Transitions’, Group & Organization Studies, vol. 6, no. 3, pp. 341-356
Howard, C 1974, ‘The Returning Overseas Executive: Cultural Shock in Reverse’, Human Resource Management, vol. 13, no.2 , p22-26.
International human resource management by Peter J. Dowling, Marion Festing and Allen D. Engle,SR., sixth edition, pg 217-221.
International human resource management by Anne-Wil Harzing and Ashly H. Pinnington, third
Repatriation:
Repatriation can be defined as the process in which a person comes back or returns to its home country from the host country after working there for a specific number of years (Hurn, 1999). Repatriation is considered important because the person has to re-adapt himself to the home country and the pattern of work and at the same time begin interaction with their friends and fellow workers. Normally all the managers and expatriates assume that adjusting in their home country and culture will be really smooth but it has been seen that for most of them it’s the other way round that is adapting themselves to the host country, that is living abroad is easier.
According to Adler (2007) the re-entrants undergo …show more content…
This is done through a series of group discussions, handbooks, films, seminars, social get together, counseling and informative sessions (Howard 1974).
Causes for repatriation failure and resignation from the employees:
A) Repatriates’ expectations:
Repatriate adaptation to home country is a difficult process influenced by various factors such as how the company perceives the international assignment and the various expectations and demands of the expatriate.
Some of the most communal expatriate expectations are given below:
• Refusal to repatriate courses by the expatriates as they feel they wont have adjustment issues when they get back to their home country.
• Denial to face the fact that situations and work ethics in the home country can change in their absence
• Making a pre-conceived notion that everything in their home country is better organized, easier and safer.
• Their close friends will pick up where ever they had left off and would be keen to hear off their …show more content…
D) Taxes:
Taxes are the concluding factors of an expatriate’s compensation policy. MNCs normally select following ways for taxation in international compensation policy:
Tax equalization:
The organization keeps back the equivalent amount of tax from the home country and pay the rest amount of prevailing taxes in the host country.
Tax protection: The expatriate recompenses the amount of tax equivalent in the home country on their total remuneration. Hence the employee is liable to receive any extra amount if the taxes are less abroad as compared to its home country.
REFERENCES:
Hurn, J 1999, ‘Repatriation - the toughest assignment of all’, Industrial and Commercial Training, vol. 31, no. 6, pp. 224-228.
Adler, N 1981, ‘Re-Entry: Managing Cross-Cultural Transitions’, Group & Organization Studies, vol. 6, no. 3, pp. 341-356
Howard, C 1974, ‘The Returning Overseas Executive: Cultural Shock in Reverse’, Human Resource Management, vol. 13, no.2 , p22-26.
International human resource management by Peter J. Dowling, Marion Festing and Allen D. Engle,SR., sixth edition, pg 217-221.
International human resource management by Anne-Wil Harzing and Ashly H. Pinnington, third