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A model of factors affecting foreign employee turnover in organizations is

presented in this study. Foreign employees face several challenges in their attempt
maintain employment. Many multinational corporations (MNCs) hire these people
on the basis of international experience. MNCs these days hire and train employees
for international assignments. They tend to groom these employees by giving them
opportunities to travel and enhance their interpersonal and communication skills.
This trend is spreading globally. Organizations belonging to telecommunication,
banking and IT industries keep sending their employees to work and learn in their
other branches globally. Companies like Google, Facebook and Microsoft have
always encouraged foreign employees to become a part of their setup. They also
think that foreign employees are the key to their success. However afterwards these
organizations fail to make the most of their abilities. When these employees are
sent back home, their parent organizations dont benefit from their global
experience. There can be many reasons to it. Traditional organizational hierarchy
or communication barriers could be it. But these employees then prefer to go to
other organizations that appreciate their work and understand their value. In the
present study, we have addressed this .This model revolves around lack of
incentives for foreign employees after being repatriated. This then results in fewer
turnovers. Although there may be number of reasons for the turmoil foreign
employees have to go through, lack of incentives is of the most importance.
Lack of incentives for experienced and internationally groomed employees
is one of the major factors that drive them away. In Pakistan, this has been closing
doors for many talented employees. Many multinational organizations hire
Pakistani employees and make them travel to their international branches for
experience. But when these employees come back to work in their home country,
they are not easily accepted. Low wages, poor working environment and
intolerance often chases them away.
Market competition is also one the intervening reason that effects employee
turnover. Every day there are new job opening for talented employees. Huge
multinational companies prefer people who have good international experience.
When companies dont value these employees, they feel inclined towards other
Usual Perception is that top notch organizations value their foreign
employees. Sebastian Reiche of IESE business school in Spain estimates that
anything between 10% and 60% of repatriates quit the company within a couple
of years of returning home. Their attrition rate is notably higher than for those not
sent abroad (Big businesses fail to make the most of employees with foreign
experience, 2015)When it comes to train them for upcoming challenges, these

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organizations leave no stone unturned. But when it time for their repatriation, they
are not really welcoming. Cultural shock is one of the reasons these organizations
find it difficult to deal with foreign employees. Lack of increase in incentives
becomes a bigger source of worry afterwards. International Software companies
provide much more monetary and moral incentives to these employees than the
Pakistani organizations. Therefore these employees prefer going back to their jobs

Lack of


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