A systematic review of repatriation literature in human resource development (HRD) journals reveals common themes of low motivation to repatriate among expatriates and high rates of repatriation failure in organizations. In addition, there is a gap in the published research regarding organization development (OD), suggesting that there is a need to look more closely at managing the changes for individuals, teams, and organizations associated with repatriation. In this article, we addressed this literature gap by proposing a framework for creating an OD strategy for repatriation. This framework is useful for HRD instructors, trainers, and other practitioners who are tasked with creating and instructing others on how to create an OD strategy for repatriation. Such a strategy could help improve repatriation motivation and decrease repatriation failure, ultimately improving organizational performance. The proposed framework was adapted from a positive model of planned change and focuses on discovering, examining, and capitalizing on previous organizational successes to positively impact the repatriation process.
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