Azamat Sulaymonov
As companies are becoming more international in their operations global assignments are becoming increasingly popular. Transferring knowledge and developing international management are becoming necessary. Expatriation in turn constitutes necessary part of global management and success of business in worldwide market. For international firms staff with global management skills is becoming significant competitive resource. Living and working in a different country and culture are major change for most people. HR has huge responsibility to make it easier and minimize the risk of adjustment difficulties of the expatriates. It is also largely their responsibility guarantee a smooth re-adjustment at difficult moment of the expats international assignment. Purpose of this paper is to find reasons that contribute to ineffective repatriation of expatriates and how companies can organize an affective repatriation process.
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