Knowledge transfer from expatriate to headquarters - What obstacles are limiting and why?

Sammanfattning: As the world market in the 21th century is more globalized than ever, it is common for companies to send expatriates on international assignments. These expatriates gain valuable knowledge and experience during their time abroad which can be used by the company to create a competitive advantage. However, despite that companies spend huge amounts of money on expatriation, they do not seem to fully utilize the expatriates gained knowledge. Given this problem, we investigated obstacles limiting the knowledge transfer process from expatriates to the headquarters, and why they occur. The research also reaches further suggesting possible solutions to these problems in an attempt to enhance knowledge transfer within the company. We conducted a case study, where a qualitative method was used interviewing a total of seven respondents at Volvo Cars, five expatriates and two managers. Our empirical data show that improvements in the knowledge transfer process could be made. The findings show a lack of formalized systems of utilizing knowledge from expatriates to the headquarters. The expatriates experience a lack of interest and understanding from the headquarters, which not facilitates knowledge transfer. The lack of communication also contributes to a perceived isolation and distance between departments. Another factor limiting knowledge transfer is the repatriation process, where the company should show more interest in the expatriate. As a conclusion, Volvo Cars is recommended to implement formal systems for briefings between the expatriate and the headquarters to facilitate knowledge transfer. More visits between the two divisions, to keep close contact prior repatriation, create task forces, and implementation of mentorship is also seen as crucial. This is a way of enhancing knowledge transfer, as well as hopefully contributing to reduce the perceived lack of interest, understanding and isolation. This will serve as a tool in knowledge sharing as well as keeping the expatriate within the company after completing the international assignment.