Many global assignments fit perfectly into the Venn diagram space where global mobility intersects with talent management – in that space called talent mobility. Sometimes the primary assignment reason is more oriented to simply getting the job done (business development) rather than employee development, while other assignments are geared more toward talent development, where getting business completed is more incidental to the career progression.  

This article challenges organizations to really consider that side of the spectrum that is about employee development and career progression if the end goal is to maximize engagement and increase retention of high-potential employees. Maybe it is time to re-evaluate your repatriation process and develop a stronger approach to assessing ROI?