The purpose of this study is to analyze the influence of repatriates\' training for repatriation adaptation, and to suggest the continuous development of repatriates and global human resources. The results are summarized below. First, according to an analysis of the correlation between repatriates\' training and intention to leave, job performance are both correlated with repatriates\' training. A causality analysis of the research model found that career development support had a significant impact on whether the employee intends to leave. Second, according to the respective identification of an intermediary effect of intention to leave and job performance in the relationship in which repatriates\' training and repatriation adaptation a total of four paths were found to be effective, as follows: 1) repatriates\' training → job performance, 2) repatriates\' training → intention to leave, 3) repatriates\' training → job performance → repatriation adaptation, and 4) repatriates\' training → intention to leave → repatriation adaptation. The results of this study of continuous career development in repatriates and the development of global human resources allow several conclusions. First, in order to maintain the continuity of global human resource development, the repatriates\' training support activities should be designed so as to reduce the intention to leave of repatriates. Second, in order to ensure a repatriation adaptation in expatriates returning to the organization, it is effective to enhance their continuous repatriates\' training.