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Expatriation
(2016)
We are taking a look at the global deployment cycle, more precisely, the repatriation stage. Today many MNCs underestimate the challenges and difficulties returning assignees face upon return. MNCs have recognized the importance of support services and assistance before and during the international assignment. Even though literature findings have confirmed repatriation to be more difficult than expatriation, only a minority of MNCs invests resources in creating an effective repatriation program. The purpose of this thesis is to examine the repatriation phase within the global deployment cycle. Different factors influencing repatriation are analyzed and essential key action steps for a successful repatriation are identified. Also a closer is taken at how expectations and the commitment of international assignees are related to repatriation. In addition, the importance of cultural agility is discussed.
Today’s era is marked by high volatility, uncertainty, complexity and ambiguity – VUCA. As the global reach of businesses increases, the need for competent managers to take on cross-border assignments grows. Even though the results can be key to organizational effectiveness, global mobility remains a low priority on the list of strategic imperatives. This thesis will explain why and how companies should consider a strategic approach to global mobility in a VUCA environment discussing links between today’s turbulent times and global mobility. It will combine theory with practice, point out the key factors global mobility strategies must focus on in today’s VUCA environment and use these findings to develop a set of assignment types beneficial in the VUCA era. The study is based on qualitative research methodology using primary and secondary data. A literature review was used to gather theoretical information comparing various sources from academic journals and books on relevant topics. Case studies featuring Budenheim and Hewlett Packard shall give an insight into which methods companies are using in order to survive in this chaos and relate discussed theories to practical situations. It has been revealed that the three main factors responsible managers must focus on strategically when sending employees abroad are developmental value, cost effectiveness, and flexibility of cross-border assignments. The need for developmental value of assignments stems from an increased involvement of employees in their own development as well as the need for competent global managers. The need for cost effectiveness results from fierce global competition, and flexibility is highly important due to all of the VUCA forces creating turbulence around the globe. Based on these results the most advantageous assignment types are found to be developmental assignments, extended business travels and project assignments.