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HR Systems: Staffing systems, Reward and compensation systems, Employee and career development systems, Mergers and acquisitions, Outsourcing and off shoring.
Selection is the process of choosing a candidate from a group of applicants who best meets the selection criteria for a particular position To sustain the high level of competitive advantage a firm requires talented and skilled workers (Liao & Chu 2006) Huselid (1995) has found that organisational productivity and high performance depends on the selection of the right person, which is also a pathway to reduced turnover
Michie and Sheehan-Quinn (2001) have identified a positive link between hiring a manager and employees, and the creation of the right culture for organisational growth. The right person chosen for the requisite qualifications and knowledge is placed in the appropriate job position to decrease the cost, and maximise the profits by means of their merit and talent (Vlachos 2008).
Cho, et al. (2006) have identified that there is a positive and significant relationship among HRM practices and staffing (recruitment source, pre selection test, IQ test, structured interview, and biographical information blank of the organisation) for improving financial or profit performance.
Huselid (1995) asserts that the compensation system is recognised as employee merit and it is widely linked with firm outcomes. Compensation refers to all monetary payments and all commodities used instead of monetary to reward employees. In the same vein, Wan (2008) asserted that compensation should be considered based on performance, not on the basis of seniority or length of service in organisation
The expectancy theory (Vroom 1964) suggests that rewards, that can be understood as a form of direct and indirect compensation packages, have potential to influence employee work motivation. Thang (2004) posits that compensation and reward can be powerful tools for getting efforts from the employees to fulfill the organisational goals.
Performance appraisal is a continuous process rather than a 'once a year' exercise. It is the formal system of periodical assessment and evaluation of an individual's or team's job performance and providing feedback. Stone (2002) has asserted that in the competitive environment, organisations need to keep improving performance to survive
Levin (1986) has identified some uses of performance appraisal, for career development, such as assessment of employee training needs, employee merit appraisal, determining of employee salary, feedback and suggestion of employee past performance and employee development. Thang (2004), how well employees are performing their jobs, is due to how well a suitable HRM related decision is made.
Benchmarking
Comparing
specific measures of performance against data on those measures in other best practice organizations
Common Benchmarks
Total
compensation as a percentage of net income before taxes Percent of management positions filled internally Dollar sales per employee Benefits as a percentage of payroll cost
on Investment (ROI)
Calculation
C ROI = A+B
A = Operating costs for a new or enhance system for the time period B = One-time cost of acquisition and implementation C = Value of gains from productivity improvements for the time period
Source: Adapted from Jac Fitz-Enz, Top 10 Calculations for Your HRIS, HR Focus, April 1998, S-3.
Source: Adapted from Jac Fitz-Enz, Top 10 Calculations for Your HRIS, HR Focus, April 1998, S-3.
firms net operating profit after the cost of capital (minimum rate of return demanded by the shareholders) is deducted. Cost of capital is the benchmark for returns for all HR activities.
Utility analysis
Analysis
in which economic or other statistical models are built to identify the costs and benefits associated with specific HR activities
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the growth aspiration of the acquiring company risk diversification technological advantages a response to government policies in a particular country exchange rate advantages favourable political and economic conditions effort to follow clients
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HRM role (task and human integration) visibility and continuity of leadership communication processes integrating mechanisms acquired personnel retained voluntary personnel loss
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especially difficult to manage and takes time both firms are embedded in their own national, institutional and cultural settings
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within first year of merger, up to 20% of executives may be lost. Over a longer time frame, this tends to increase even further. personnel issues are often neglected. a high number of M & As fail or do not produce the intended results.
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values that shape employees priorities and decision making strategic approach and aligning the HRM activities with the M&A strategy with respect to resources, processes and values
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create a strong team including a mix of both expatriates and local members of top management language skills and sensitivity toward cultural differences crucial skills for M&A success
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adjustments to suit the local culture American HRM reflected a short-term individualistic national business culture
Japanese HRM reflected long-term, consensual, team-based, collectivist national philosophies French companies displayed an ethnocentric approach German companies were the most anxious to adopt international practices
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Outsourcing
Outsourcing is contracting with another company or person to do a particular function. Almost every organization outsources in some way. Typically, the function being outsourced is considered non-core to the business. The outside firms that are providing the outsourcing services are third-party providers, or as they are more commonly called, service providers.
Outsourcing
Recently companies began employing the outsourcing model to carry out narrow functions, such as payroll, billing and data entry. Those processes could be done more efficiently, and therefore more costeffectively, by other companies with specialized tools and facilities and specially trained personnel. The most common forms of Outsourcing are information technology outsourcing (ITO) and business process outsourcing (BPO).
Outsourcing
Business process outsourcing encompasses call center outsourcing, human resources outsourcing (HRO), finance and accounting outsourcing, and claims processing outsourcing. Dominant outsourcing service providers in the information technology outsourcing and business process outsourcing fields include IBM, EDS, CSC, HP, ACS, Accenture and Capgemini
Process of Outsourcing
The process of outsourcing generally encompasses four stages: 1) strategic thinking, to develop the organization's philosophy about the role of outsourcing in its activities; 2) evaluation and selection, to decide on the appropriate outsourcing projects and potential locations for the work to be done and service providers to do it;
Process of Outsourcing
3) contract development, to work out the legal, pricing and service level agreement (SLA) terms; and 4) outsourcing management or governance, to refine the ongoing working relationship between the client and outsourcing service providers.
Off shoring
When the work which is Outsourced by a company is being done in a different country the process is known as offshoring. Offshoring describes the relocation by a company of a business process from one country to anothertypically an operational process, such as manufacturing, or supporting processes, such as accounting. Even state governments employ offshoring
Off shoring
"Re-shoring" (sometimes "Backshoring") is offshoring that has been brought back onshore. After its accession to the World Trade Organization (WTO) in 2001, the People's Republic of China emerged as a prominent destination for production offshoring. After technical progress in telecommunications improved the possibilities of trade in services, India became a country leading in this domain though many parts of the world are now emerging as offshore destinations.
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