KHOJ: Journal of Indian Management Research and Practices

Abstract

Now a days, being successful in the national market for a company is not enough. Due to globalization there have been many international investments and mergers and acquisitions. Because of these activities companies are required to think about new measurements to remain competitive in the global market. The necessity of transferring knowledge and developing international management has increased. In this meaning, expatriation and expatriates have become an essential part of international management and companies' success in the global market. Expatriation has become a common application for multinational companies. Many companies assign their high level employees for overseas jobs within the same organization for a certain time period. As a result of these assignments, expatriates gain international knowledge and upon their return they are expected to utilize their international experience to increase performance and knowledge sharing at their home organizations. However, the positive returns from expatriation cannot be harvested right away, as the repatriation process also involves some difficulties regarding adjustment to the home country after an international experience and this process can be more traumatic than expatriation.

Poor process of expatriation or repatriation has direct impact on employee satisfaction about the process and indirectly it affects the overall performance. Human Resource Management Functions plays a vital role in managing all such processes. Better process and its implementation is the base for International Human Resource management strategies. This study attempts to identify factors that impact expatriation and repatriation process and satisfaction of employee. The research study is majorly based on secondary data. This research paper was presented during GURICT-2015 at SIOM Pune.

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