Considers the training and development challenges surrounding people who have elected to seek work in a country other than their own.
Draws on case‐study research conducted in New Zealand, together with relevant literature and focus‐group findings.
Argues that more should be done to recognize the prior learning of workers who have voluntarily moved from their previous job and seek to integrate into a new environment.
Suggests that HR specialists need to get better at recognizing and evaluating the training needs and skills of voluntarily displaced people.
Argues that the extent to which people feel “in place” with their work environment has profound implications for engagement and well‐being; gaining full recognition for prior learning may be especially important to voluntarily displaced workers.
Helps HR specialists and managers to think differently about dealing with displaced workers.
