Synopsis

The effect of Expatriation towards Employee Retention
- A Study on Selected IT Sectors in Karnataka

Introduction
Employee retention is the organizational goal of keeping talented employees and reducing turnover by
fostering a positive work atmosphere to promote engagement, showing appreciation to employees, and
providing competitive pay and benefits and healthy work-life balance. Employers are particularly
interested in retaining employees during periods of low unemployment and heightened competition for
talent.
There can be many reasons for an employee to leave an organization. It is very essential for an
organization to know the reasons, which can help the organization in making the job attractive and
encourage the employees to stay with the organization.
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LITERATURE REVIEW:
Likhitkar & Verma 2015, Denote in their study on “Employee retention: an issue of every business sector
“they made an effort to examine the employee retention and attritions factors in different sectors of business
and they feel human resource manager should practice to retain competent employee by motivation,
performance appraisal, monetary considerations etc. by retaining the employee the organization will able to
complete their task on time. they strongly feel that to retain the employees human resource department and
organization should provide a good working environment, job satisfaction, reward and recognition, learning
and development, future opportunities, good career growth, Supervisor and manager support, health-related
benefits, compensation and fringe benefits.
Nappinai & Premavathy 2013, Denotes in their study on “Employee attrition and retention in a global
competitive scenario” they tried to examine that talented person are moving easily from one organization to
another. The corporates companies are facing the economic revival of attrition at this time. For any
organization, retention will be always more economical than fresh recruitment. They feel that retention is an
art of managing the people in an organization and it is all about taking measures so as encourage the
workforce or manpower to remain in an organization for the maximum time.
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S Ratan Raj brunda a study (2017) on employee retention strategies with special reference to Chennai it
industry 2017 exponential growth of IT sector in India in the last few decades have prompted the
Organization to focus on employee centred employment relationship to hold back the employees. It
also helped in analysing the existing gap that could be taken up for further research.
Kumartalapatra, Rungta & Jagdeesh 2016, Denote in their study on “Employee attrition and strategic
retention challenges in India manufacturing Industries: A case Study” he tried to examine that
manpower or workforce is an important constituent of an organization. It is acknowledged into this
study due to slow career growth prospects and salary many of the employees switch their job into
another organization and they found that if industry will organize some professional development and
skill development then the attrition rate can be decreased.
“
RESEARCH GAP
1. Study of the topic will contribute in clarifying all the concepts of Expatriation in HRM.
2. Research study will help the employees and the organization with international perspectives with
reference to the impact of Expatriation.
3. To advice some of the precious proposals to manage Expatriation.
4. This research will try to help and find a suitable solution for any of the existing problems, like – fair
implementation of cross culture, no discrimination deliberately made between the employees or
genders, cross culture should be made friendly as per the needs, etc.
5. Contributing to improve work efficiency and productivity of an employee in IT companies, to make

employees compatible to adjust and adopt in cross-culture and to improve employee moral through
proper Expatriation training and development phase.
”
6. The Research tries to make multidimensional benefits for the organization engaged with
Expatriation environment, personnel, other organizations and society.
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STATEMENT OF THE PROBLEM:
Hiring expatriates gives a company the opportunity to reach minds

across the world. With that come innovation, new skills, ideas, and
cultures. There are multitudes of reasons why expatriates make great
company investments but in working with expats inevitably come
unique challenges.
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NEED OF THE STUDY:
The purpose of this research is to explore the strategies that organizational
leaders of IT industries need to retain expatriates as they transition back to the
home organization. This study may contribute to social change by allowing IT
industries to have a better understanding of their employees’ needs and will
have a direct impact on revenues through high retention rates of expatriates.
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OBJECTIVES
◺ To study the best strategies to retain Expatriates in the selected organizations.
◺ To Identify the best strategies to retain the Expatriate employees in the organizations.
◺ To determine important factors associated with Expatriate failures/ success.
◺ To analyse the HR related policies/ frameworks that influence on the Expatriate

employees in the organization.
◺ To suggest improvements towards having successful Expatriation in the selected IT

industries.
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METHODOLOGY
The present research study uses descriptive technique since it attempts to offer
clarification with regard to the attitude and behavior of the expatriates with
detailed statistical analysis to understand the significance of variability of
proposed expatriate satisfaction in the Indian IT industry. Questionnaires were
found to be suitable instruments as the study population is distributed across
different IT companies in Bangalore, Karnataka. Print and email copies of the
questionnaire will be provided to the respondents at selected IT organizations in
Bangalore to collect responses.
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SOURCE OF THE DATA
In order to achieve the objectives of this paper, two distinctive types of
data will be collected: The primary data was gathered by means of a
random sampling survey. Secondary data was obtained via the Internet,
relevant journals and books.
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SCOPE FOR FUTURE RESEARCH
Scope of the study was restricted to expatriation process alone in the IT industry but not
the repatriation process due to constraint on time. Extensive data collection would not
have been possible to generalize the results of expatriate process by collecting the data
from few specific IT companies. The scope of the present study is limited to small
geographical region which was restricted to IT companies in Bangalore city. Future
studies can be conducted in other regions as well by taking career support practices as a
mediating or moderating variable in the expatriate satisfaction.
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CONCLUSION
Job satisfaction is an important component to retain and keep the employees motivated. Using
financial incentives to increase employee satisfaction has only resulted in escalating costs without
much tangible improvement in the situation. Therefore, it is important to understand the association
between employees’ expectation and nonfinancial support that help to address this expectation. This
study therefore sought to examine relationships between HR practices and expatriate satisfaction with
the international assignments.
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Thanks!
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The effect of Expatriation towards Employee Retention

- A Study on Selected IT Sectors in Karnataka

3. To advice some of the precious proposals to manage Expatriation.

5. Contributing to improve work efficiency and productivity of an employee in IT companies, to make

Hiring expatriates gives a company the opportunity to reach minds

◺ To determine important factors associated with Expatriate failures/ success.

◺ To analyse the HR related policies/ frameworks that influence on the Expatriate

◺ To suggest improvements towards having successful Expatriation in the selected IT

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