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Employee selection
Employee selection
Importance of talent management and development
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1. The term "Recruiting Process Outsourcing" has become established for describing outsourcing activities in the area of recruiting. RPO refers to the outsourcing of one or more processes of personnel procurement to one or more external service providers (Riedl 2003, 7).
2. From a practice-oriented company, at the first glance, both efficiency criteria and quality criteria for outsourcing in the recruiting sector can be seen. On the one hand, efficiency considerations are based on the recognition that a large part of the recruiting is administrative processes, such as the matching of candidates to vacancies, pre-selection by telephone interviews or the organization of an applicant pool for good applicants (Waitzinger / Cottone 2005) ).
3. There
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& Uncles, M.D. (2008),”Characteristics of successful employer brands”, Brand Management, Vol. 16, No. 3,pp. 160-175.
Cappello, S. & Constance, S. (2011),”Getting the next level benefits from RPO”, Strategic HR Review, Vol. 10, No. 1, p. n/a.
Kremic, T., Icmeli Tukel, O. & Walter, O. R. (2006), Outsourcing decision support: a survey of benefits, risks, and decision factors, Supply Chain Management: An International Journal, Vol. 11, No. 6, p.
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& Kathawala, Y. (2000), The effects of global outsourcing strategies on participants‟ attitudes and organizational effectiveness, International journal of manpower, Vol. 21, No. 2, p. 112-128.
Yang, D-H., Kim, S., Nam, C., Min Y-W. (2007), Developing a decision model for business process outsourcing, Computers & Operations Research, Issue 34, p. 3769- 3778.
Boudreau, J. (2010). Retooling HR: Using Proven Business Tools to Make Better Decisions About Talent. Boston, USA: Harvard Business Pres
Cooke FL, Shen J, McBride A (2005). Outsourcing HR as a competitive strategy? A literature review and an assessment of implications. HRM 44(4): 413-432.
Mahmoodzadeh, E., Jalalinia, S. & Nekui Yazdi, F. (2009), A business process outsourcing framework based on business process management and knowledge management, Business Process Management Journal, Vol. 15, No. 6, p. 846-864
Ghodeswar, B. & Vaidyanathan, J. (2008), Business process outsourcing: an approach to gain access to world-class capabilities, Business Process Management Journal, Vol. 14, No. 1, p. 23-38.
Click R.L. & Duening T. N. (2005), Business process outsourcing: the competitive advantage, New Jersey: John Wiley & Sons, Inc,
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Outsourcing simply means acquiring services from an external organization instead of using internal resources (Butler, 2000). By using outsourced resources, organizations can gain a competitive advantage by utilizing contingent staff to accomplish strategic goals without incurring the fixed overhead. By focusing on the leading edge and highly specialized skill sets, outsourcing providers can often offer higher quality services, or at a lower price than the client organization. Typical reasons for outsourcing go beyond simple contingent staffing. Outsourcing providers are able to maintain economies of scale with regard to specialization (...
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
Where do you start? Developing the conceptual model for business outsourcing is relatively easy as compared with legal outsourcing. The difficulty lies in executing it. Why? For the same reason it's difficult to run a business - because you've got to manage strategy, structure business processes, applications, infrastructure, and the culture all at once. The latest trend which dominates offshoring legal support services is the spreading of legal web across the world and extending legal services to the advantage of the client. As the legal market across the globe becomes more and more competitive, increasing number of international organizations seek state-of-the-art legal LPO services to meet the rising demands of quality and cost effectiveness. The complexity of BPO is daunting, and that's why it's so difficult and so rarely done well.
The assignment research objectives were (a) to gain insight into securing strategic partnerships in the information technology (IT) arena; (b) to understand the choices made to reduce information and security risks by exploring the different outsourcing techniques, and; (c) to understand how business process associated with outsourcing will stimulate awareness on how the process is interlinked with human behaviors. The topics covered include an evaluation of the specifications of information security consultants to become strategic partners assisting in the reduction of information or security risks, an examination of four factors that were omitted in the specifications that add value to the selection process, and an explanation of the value of the four factors.
Kibbe, C. (2004, 07 09). Outsourcing: the good, the bad and the inevitable. New Hampshire Business Review, pp. 1A-21A.
Outsourcing has been around for many years. In this paper, I will discuss some of the history of outsourcing, the good things about outsourcing, and the bad things about outsourcing. Outsourcing is important because many companies rely on it in order to get many different products and services to their facility on time and in good shape. Outsourcing is a huge part of the business industry today. Any business can be affected by outsourcing.
Phillips, J.J. & Phillips, P.P. Proving the Value of HR: How and Why to Calculate ROI. Alexandria, VA: Society for Human Resource Management.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
A disciplined approach to management eying leading employees, improving the management team and building the business strategy. Instead of treating each problem as a one off. They design systems and structures that make it easier to handle in the future. (Techrepublic, 2015) 2.2. Risk of exposing confidential data: When an organization outsources HR, Payroll and Recruitment services, it involves a risk if exposing confidential company information to a third-party Synchronizing the deliverables: Some of the common problem areas include stretched delivery time frames, sub-standard quality output and inappropriate categorization of responsibilities. At times it is easier to regulate these factors inside an organization rather than with an outsourced partner Hidden costs: Although outsourcing most of the times is cost-effective at times the hidden costs involved in signing a contract while signing a contract across international boundaries may pose a serious threat Lack of customer focus: An outsourced vendor may be catering to the expertise-needs of multiple company at a time. In such situations vendors may lack complete focus on your organization 's tasks. 2.3. 1.Know the
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Furthermore, outsourcing is the other concept that will be beneficial for my business. Business process outsourcing (BPO) helps the bank to improve efficiency and cut the cost. I would like to outsource the need associated with technology that will help to be more flexible, proficient and more rapidly market. It helps to get cheap labor, better quality standard and to get new ideas to grow my business successfully and to exchange technologies.