If appropriate, Human Resources can arrange for a repatriation program for the employee and family, to help re-acclimate them during their transition back home. The Role of Human Resources in Repatriation l General communication with expatriate l Newsletters l Information about moving out l Sample cost of living information l Temporary residence for repatriates l Information about local community, including schools l Information related to spouse or partner issues, including career concerns l Repatriation programs l Workshops on technical skills l Seminars on Internet and intranet l General communication with expatriates, including dissemination of corporate communications l Identifying organizational mentors for expatriates l Orientation seminars for repatriates l Debriefing of repatriates about relocation l Using feedback from repatriates to structure future expatriate assignments Human Resources can also support the employee and spouse by providing regular workshops that focus on technical issues or business skills where they may have fallen behind during their time abroad. A number of companies have begun giving seminars for all employees on using the Internet and intranet and surfing the Web. Repatriates can find these classes particularly useful. During their time abroad, production techniques may have changed in a particular business, or the balance between the use of automation versus human labor may have shifted, requiring repatriates to relearn how operations are conducted back home.
Some companies also offer spouse and partner career support as a benefit to returning employees.
Spouses may be provided with a lump sum, or reimbursed for a certain number of hours of career development support, or they may be given outplacement counseling. During the assignment, Human Resources can take the responsibility for maintaining contact with the expatriate by ensuring that he or she receives newsletters, is copied on key communications, and is linked via e-mail to the corporate intranet and Web site. Prior to relocation and repatriation, Human Resources can also ensure that the expatriate knows who will be responsible in the home or host country for his or her performance review. Human Resources can also develop orientation seminars for returning expatriates that can be scheduled to coincide with larger business meetings. One day prior to the meeting can be devoted to networking, or resume writing and interview skills.