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It’s a fact that modern organizations apply practice for a professional usage of the newly acquired knowledge and experiences acquired by the expatriates during their work outside their home countries. The complete set of new knowledge and skills makes these managers more competitive at their organizations plus outside, in the job market. Raising awareness among managers, with particular emphasis on expatriates and in general all employees, the permanent need for knowledge transfer is inevitable. Analyzes show that primarily, it is necessary for all stakeholders (employees, expatriates, HR management service, organization itself) to take a concrete strategy that will facilitate the process of communication within the organization ie. communication between managers expatriates and other employees. In that part it is inevitable to do additional research on the question of why in this global era of business and multicultural co-operation, the transfer of knowledge is difficult and what are the reasons for it?For this purpose, research shows that the need for the role of a mentor to manage the process of transfer of knowledge by the expatriate and the parent company is more than a necessity. The strategy is to intensify the efforts for more efficient realization of the already existing repatriation program, which is supplemented with the role - mentor. This commitment does not require significant additional resources, and improves the level of realization of the activities of the already existing program.The paper is aimed at analyzing the current situation in the companies and finding a model that will determine the role and significance of the mentoring as an element that will contribute to the unwanted flow of information and process of professional communication and transfer of knowledge at the organization, thereby and experiences are aimed at the competitive advantage of the organization. The appointment of a person in the form of a mentor or sponsor in the home organization through the sharing and exchange of information personally or through an official website or an intranet creates suitable preparation and distribution of monthly or annual reports aimed at greater effectiveness and efficiency of the organization.Negative business-related information is often as important as the positive ones, and taking into account that the sharing of positive information is simpler, it is necessary for the home organization to be clearly positioned as an organization that is fully transparent in the internal environment and promotes open communication in relation to all questions that managers need. In this way, more work needs to be done to inform managers engaged in foreign affiliates for negative news, covering all the important aspects of the work of the home organization such as lost contracts and deals, sectoral reorganizations and staff outflow.

THE NECESSITY OF PROFESSIONAL MENTORS FOR SUCCESSFUL EXPATRIATE’S ADAPTATION ON THEIR RETRIEVAL TO THEIR HOME COUNTRIES