PRESENTATION ON GOING HOME

NITIN SHARMA (IBR-4028)

SAURABH AWASTHI (IBR-4011)

SANDEEP BHARADWAJ (IBR-

4014)

ADITI (IBR-4006)

PRATIK SARKAR (IBR-4003)

Expatriate:

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:

Dependence

Time

HCNs

PCNs

Repatriation:

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.

Reasons for Repatriation:

As the assignment is complete.

Adjustment problem in host country.

Not able to give his best.

Not satisfied with the facilities.

Case Analysis:Expatriate

Profession

Company

Home Country

Host country

Duration

Katrina Katrino

Technical Trainer

Medical Transcription

Company

USA

India

6 years

Other characters:

Husband

Son

HR Manager

Reporting Manager

Andrew

Shawn

Rob

Pat Collins

Case analysis:

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

Case analysis:

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 India’s operation undoubtedly successful.

In India

Case analysis: 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 Katrina’s 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.

Case analysis:

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

Case analysis:

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

Case analysis 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

Q1. what part of repatriation were missing in relocating Katrina back to the USA?

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

CONTD……………

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

Q2. What next step do you suggest for Katrina to take on her professional front?

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.

Q3. What course of action would you propose to help her cope with her personal problems?

Personal problems:

Career anxiety.

Family adjustment.

Coping with new role demands.

Loss of status and pay.

Proposed next Steps:…

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.

Q4. What role could Rob play?

Answer:

He can help her in reducing home related burden.

He himself is a professional so he can be her honest guide and motivator.

Q4. Should Katrina heed to her father-in-laws advice on job change? Why/why not?

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.

Continue:

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