Bank stems the loss of employees returning from abroad. Issue 2 (9th March 2015)

• Record Type: Journal Article
• Authors: Howe-Walsh, Liza
• Is Part Of: Human resource management international digest. Volume 23:Issue 2(2015)
• Page Start: 25
• Page End: 27
• Publication Date: 2015-03-09
• Subjects: Personnel management -- Periodicals; 658.3124
• DOI: 10.1108/HRMID-01-2015-0005
• Languages: English
• ISSNs: 0967-0734

Abstract

<abstract> <title> <x content-type="archive" xml:space="preserve">Abstract</x> </title> <sec> <title content-type="abstract-heading">Purpose</title> <p> – Aims to develop a greater understanding of the problems faced by returning employees after an expatriate assignment. </p> </sec> <sec> <title content-type="abstract-heading">Design/methodology/approach</title> <p> – Reports the results of qualitative semi-structured interviews to create a multi-layered perspective of repatriation in a bank. </p> </sec> <sec> <title content-type="abstract-heading">Findings</title> <p> – Reveals that the inconsistent application of a global mobility policy contributed to the dissatisfaction of all stakeholders involved with the repatriation of staff. There was fundamental lack of talent management because of the absence of clear lines of responsibility associated with repatriating an employee. </p> </sec> <sec> <title content-type="abstract-heading">Practical implications</title> <p> – Highlights the need to audit global-mobility policy and practice to ensure policies are interpreted and applied consistently. The issue of multiple stakeholders identifies the need to ensure that clear lines of responsibility are required when managing repatriates. </p> </sec> <sec> <title content-type="abstract-heading">Social implications</title> <p> – It advances the view that fair and consistent treatment of employees enhances the bank's reputation to manage talent effectively. </p> </sec> <sec> <title content-type="abstract-heading">Originality/value</title> <p> – It draws upon the views of multiple stakeholders, including line managers, human resource specialists and repatriates.</p> </sec> </abstract>