In recent decades, the world has experienced increased globalization. During this time, organizations have prioritized developing leaders who can address the growing involvement in managing their global operations. Overseeing global talent alongside career paths is therefore a defining challenge in many multinational organizations. Individuals and organizations perceive international assignments as a constructive way to develop global professional competencies (Brewster & Suutari, 2005). However, repatriation is one aspect of international assignments that has been somewhat overlooked. Most of the literature on international human resource management (IHRM) focuses primarily on the settlement of expatriates in the destination host country. There has not been as much focus as needed on preparing expatriates to return home, despite facts regarding the complexity of returning home and reports that nearly all expatriates are dissatisfied with the repatriation process. In view of the fact that the world is becoming more integrated leading to greater global deployment of employees, the repatriation process requires more attention (Furuya et al 2007). This document delves into the repatriation process. Critically evaluate the issues and processes involved in repatriation along with relevant aspects of the expatriation life cycle. First, I define international human resource management (IHRM). International Human Resource Management International Human Resource Management (IHRM) refers to “an extension of human resources that relates to having people work in a foreign country.” Peltonen (2006) defines international human resource management (IHRM) as a branch of… difficulties adjusting to mid-paper, using video, upon returning home. Then the session turns into live discussions and suggestions on how to deal with the situation (Black & Gregersen, 1999). Conclusion Nowadays organizations are expanding their operations in different countries of the world. They therefore need “expatriate” people to work there. Once the international assignment is completed, the expatriates have to return to their homeland, the repatriation process begins. Although most expats and managers assume that the repatriation process will be easy since the employee is just returning home, research has shown that it is a complicated process. There are indications that it may be more difficult to adapt to the home environment than to adapt to life in a foreign country. Therefore, the repatriation process should be carefully considered (Baruch et al 2002).