 In the previous topic, we talked about the importance of the repatriation process. So in this topic, we are going to discuss what the repatriation process should ideally look like, what kind of activities and processes should take place in the repatriation process. So as I said that the repatriation process is something which is an inherent part of the expatriation process. So that means that the organization must start thinking about the repatriation process even before the expatriation process starts, even before the person is sent on the international assignment. Then the organization must think how this person is going to be repatriated back to the home country and what are the benefits that the organization can gain from the process of expatriation of this person. So what do we want to teach this person to bring back which is beneficial for our organization. So the learning objectives must be set before the learning outcomes are achieved. So the ideal process and activities of the repatriation process look something like this. So in this repatriation process, you can see that there are three steps and the first step is that of pre-departure. Meaning that I have just said that the repatriation process must be thought of even before the person is sent on the international assignment. Then secondly, the second step is that of during assignment. And the third step is upon the return when the employee comes back. So it would be very interesting to think what can we talk about before leaving. So in that, you can see that in pre-departure, first of all, a sponsor organization is assigned which will keep you liaison, which will keep you in communication, which will keep you in discussion about your home country, about your parent country, information and about that. Then communication protocols are established. How will you talk to it, how many times will you talk to it, how many times will there be a meeting, how many times will there be a discussion, etc. The third thing is the web and media context for the context. So in that, which people will you be in contact with? And then pre-departure training and orientation about the cultural shocks which may be about going out of the country and also coming back to the country. So you can see that in this illustration, in the pre-departure step, the focus is mostly on the host country. But the importance of the home country is also there. And therefore, the repatriation process is taken into account even at the first step. So after the departure, you can see that employee is going to receive the cultural shock out. And the model we discussed in the previous topics about cultural shock, you can refer to that, what happens in that. So now we are talking about the repatriation process. In the second step, during the assignment, what activities can you do about the repatriation process? First of all, you provide during the assignment when the expatriate is working in another country. You provide the home leave. The home leave is that you provide it to the family for some time, for two weeks, for some time. When you come back to the home country, you give it a transport, an expenditure, a leave, and all these things. So that they come back to the home country and meet their relatives, meet their colleagues that remains a part of the system of the home country. Then second thing what you can do is to ensure work-related information exchanges that what is happening in your home country, what is happening in the head office, what is happening in the headquarters, what are the strategic plans, you tell that. Then ongoing communication with a sponsor, which we signed in the first step, an ongoing communication with it. Fourthly, systematic pre-return orientation. Before you come back, a pre-return orientation is regarding various different aspects that you have come back to and where you have signed, what position will be given to you, what will be done for your career development. All these things should be ideal. It is not necessary that they are there, but ideally to make the repatriation process effective during the assignment, these activities should be done. Then when the assignment is over and the employee is back, then you are seeing that it will look like a culture shock, a reverse culture shock. To manage that, upon the return, you have to give him a new assignment, which is challenging and interesting. Then secondly, you need to establish organizational reconnection in which you can do a homecoming party, which has already been written on the fourth point, which is Rituals and Ceremonies to Share the Experience. You can do this to establish a connection. So you can establish an organizational connection, a reconnection as well. You can assign it to tasks in which they can connect with their previous colleagues, previous workers, peers, mentors, coaches, and they can work with them so that they can feel secure. Then, assistance with non-work factors. For example, if you want to get your children back to school and get them adjusted, you have to buy a house or you have to buy a car, or you have to get any of their spouse a job. So there could be so many things which are related with the assistance with the non-work factors. So if the organization takes up the responsibility of assistance with the non-work factors, the process of repatriation will become smooth for the employee. And then, your new balanced or integrated global perspective will develop because of which your employees would be motivated to work on international assignments and they would be motivated to bring back useful knowledge which could be exploited in the home country and the organization can learn and develop from the international experiences of their expatriates.