The Role of HR Managers for Ensuring Effective Repatriation after Global Assignments in India Based IT Industries

With the pressure of globalization, international job mobility is becoming a more common experience for a growing number of employees. It is critical for IT companies to remain competitive in the area of human resource development. It was identified that too much attention was provided for the expatriation process while considerably less attention was provided for repatriation process. Indian IT companies constantly have the opinion that the re-entry to the native country can never be an issue. Nonetheless, research points out that repatriation might be a very problematic change compared to expatriation. Thus, the chief aim of this paper is to analyze how repatriates can be retained in IT MNCs in India. Thus, this study defines the significance and efforts taken by HR managers in retaining repatriated employees in an organization and identifies certain reasons why employees decide on leaving a firm shortly after repatriation. Further, it explores how HR managers set up various repatriation programs on par with employee requirements, which result in employee retention some time. This paper also tries to examine the patterns of HR managers' opinion before, during and after international assignment of employees and to analyze the International Human Resource Managers' opinions towards repatriates and their impact on retention of repatriates. To conclude, if repatriates are not dealt properly during the re-entry process, companies may have to incur huge losses, despite the fact that huge investment is made in various resources like money, time, training & development etc. in sending the employees on International Assignments. Hence, it is suggested that IT MNCs should identify repatriates' potential to perform in the home country after repatriation.