What is the primary function of a formal repatriation program, as described in the chapter?
Explanation
Given the high turnover rates of returning expatriates (40-60 percent), the chapter stresses the importance of formal repatriation programs. Their main goal is to manage the challenging process of re-entry to improve retention and leverage the employee's global experience.
Other questions
According to the text, what are the three main topics that International Human Resource Management (IHRM) generally focuses on?
Based on Professor Geert Hofstede's study, what does the value of 'power distance' represent in a society?
What is the term for noncitizens of the countries in which they are working?
According to a survey mentioned in the chapter, what was the reported attrition rate for expatriate employees?
What type of international staffing policy is characterized by the belief that home-country attitudes and managers are superior to anything the host country can offer?
What is the purpose of adaptability screening in the context of selecting international managers?
What percentage of middle management talent in U.S. companies do women represent, according to the 'Diversity Counts' section?
What is the primary reason listed in a study for U.S. managers regarding why expatriate assignments fail or end early?
What is the most common approach for formulating an expatriate's pay to equalize purchasing power across countries?
In the balance sheet approach to compensation, what are the four main groups of expenses that are addressed?
According to one study, what percentage of returning expatriates will likely quit within 3 years of returning home?
What is the defining characteristic of a geocentric staffing policy?
What was the key finding of the study on management stock-option plans in 42 Chinese companies mentioned in the 'Improving Performance' box?
According to the text, a policy of transferring a home-country national employee to a foreign subsidiary as a 'permanent transferee' is known as what?
What was the number-one key driver of employee engagement across all regions in a recent global survey mentioned in the chapter?
What is the primary difference between a traditional 'multinational' company structure and the more current 'global' company structure?
In the example of the European Union (EU), what is a key requirement of the directive on confirmation of employment?
According to the 'HR Abroad Example: China,' what is a key challenge for companies regarding recruitment?
What is a significant difference in performance appraisal practices between small U.S. firms and small Chinese firms, as found in a comparative study?
What is the term for formal, employee-elected groups of worker representatives that meet monthly with managers on topics ranging from no-smoking policies to layoffs in many European countries?
According to the chapter, what is one of the main advantages of using virtual teams for international management?
In the context of selecting international managers, which personality traits are associated with successful expatriate employees?
What is the purpose of the 'Global Buddy' programs mentioned in the 'Improving Performance' box on page 571?
Which of the following is NOT one of the 'best practices' for making a global HR system more acceptable to local managers?