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Question-6: From HR perspective, what can the organization do to avoid the kind of

problems illustrated in this case?

The company, specifically the HR department should have had better re-entry procedures
available for important expatriate employees such as Mark. (Paik, Segaud, & Malinowski, 2002)
Despite the growing recognition of its impact on successful expatriate management, repatriation
continues to be a source of frustration to many human resources managers and the expatriates
themselves.
Topics covered by a repatriation program illustrate important topics that Energem should focus
on in order to make their expatriate repatriation more comfortable and successful.

a. Providing Career Counseling & Clearly Defining Difficulties upon Return


Educating candidates about potential risks of a foreign assignment can help reduce inaccurate
expectations and foster candidates self-selection in the pre-expatriation phase. For example, HR
executives may communicate that managers will have less authority upon returning as they
enjoyed during their foreign assignment. Especially for those going to corporate headquarters,
they will have to understand that when they return, they will not be able to enjoy the same range
of career opportunities like those offered at the headquarters.

b. Provide Continuous Information:


Management should regularly inform expatriate employees of current organizational policies,
strategic shifts, projects, staffing changes, etc., in the home organization. The information gained
from visits back to the home country can also be useful in updating expatriates company specific
knowledge.

c. Assigning Sponsors or Mentors:

Assigning sponsors or mentors back in the home organization may be helpful in reducing
reentry problems. The mentors task is to keep in touch with the expatriate and convey important
information to him/her throughout his/her overseas assignment. In addition, the mentor monitors
the expatriates performance, compensation and career paths and evaluates job opportunities that
will exist when he/she returns to the home organization.
d. Preferred Project Assignments:

Providing the opportunity to the repatriate to work in a preferred project in his home County,
he/she can be entitled to be the project leader. If any project available that has the closer
environment that he had experienced in international assignments he/ she must be entitled with
that.