Pros
While there could be pros garnered in the areas of innovation and sharing of best practices learned somewhere other thatn the native locale, the observed premature reinsertion of mangement without reorientation and training only sets up the returning employees and the company for failure and unfair employment practices.
Cons
This company has a definate disconncet concerning reinsertion of leadership into the organization upon their return to the native locale and thier need to respect and comply with the existing employment laws that apply in their home country. The use of contractual human resource management professionals who do not participate in the personnel actions implemented by these low level and mid level managers returning to a work in a legalistic environment that they have been working outside of for a number of years as expatriots lends itself to highly problematic applications of employee/management relations initiatives without proper oversight or standardized (i.e., equitable) policy implementation. Therefore, there is a culture of favoritism and unfair treatment and discrimination that shows a lack of leadesip, or at least a lack of leadership values in areas that should not have this type of a void. A global corporation should have a global strategy for ensuring compliance with local employment laws and avoids sending signals to employees that are not appropriate in their native countries.