This paper is written as a research proposal to investigate various issues like Human Resource Practices, Employee Voice and Quit Rate in Outsourcing Industry in India.
Since India is a country which is diversified in many ways, thus a unique HRM strategy can not be formulated. The research is conducted to find out the parameters which are required to be considered while formulating HRM strategies for outsourcing businesses in India.
The objective of this research is to find out why many employees quit from the outsourcing industry in India. The research will try to make a study as to whether employee quit because of insufficient compensation or any other reasons.
The increasing quit rates are actually an important concern of cost for organizations. This is because quit rates increase labor costs (Oi 1962) and at the same time they decrease organizational functioning (Norsworthy and Zabala 1986). According to Freeman and Medoff (1984) industrial relations show that in firms which have a union the quit rate is lesser than when compared to those firms which has no unions. Unions actually in firms are a tool through which the employees can voice their problems and seek better compensation instead of quitting.
Arthur (1994) feels that current research on better commitment and high level of performance is in reality a coherent set of human resource (HR) practices. This coherent set can also bring in better performance on the part of the employees according to Ichniowski etal, (1996). High rate of quitting by the employees will sabotage functioning (Alexander, Bloom, and Nuchols 1994; Huselid 1995).
Appelbaum et al., (2000) state that better performance patterns comprise those that commit in the accomplishments of the work force and furnish the chance and inducements for employees to utilize those skills efficiently.
“Employee retention is critical to the long term health and success of company
A significant proportion of the Indian population are employed in different outsourcing companies. This has also given a boost to the increase in employment level to the country as a whole…
Traditionally, organizations used trade unions as the primary mechanism for employee voice but today, the business climate is turbulent due to globalization, technological advancements, increased competition, changing nature of work, and pressure from customers to meet their needs.
Currently, a lot of organizations are outsourcing their various human personnel functions. The need to outsource affects not only employees, but also owners, human resource managers and executives. It includes benefits to access top skilled professionals, cost savings, and also advanced technology.
Tesco stores extend from small Tesco Express to big Tesco Extras and supermarkets in the UK. It generates approximately 86% of the total sales from the United Kingdom. It is also working in 12 other countries of the world including, Japan, China, and Turkey. Recently Tesco has opened its stores in the United States.
(Wit, 2004, p. 71) Thus for any organization to run its operation over a long period it is important to adapt strategies which are dynamic and is capable to deal with the unstable conditions in which the company works. In a long-term perspective Strategic Planning ensures the growth and stability of a firm, and even helps in coping up with competition.
As the name implies Human resource management (HRM) is the planned rational approach to organizing and managing an organization’s employees. The industrial revolution preferred machines to man, and thus focused more towards mechanization.
Originally emerged in 1960s, the paradigm of HRM relies the past research and findings of organizational scientists. Throughout the whole XX century and even earlier both practitioners and scholars attempted to design the theories explaining human behaviour at work and the ways to raise its effectiveness.
1.2 Payment Mode. All employees are provided with payroll cards. Salaries will be directly deposited to employees' payroll cards, encashment of which can be done at their most convenient time using ATMs.
1.3 Statutory and Other Deductions. Income taxes, medical insurance, leave without pay (LWOP) and other statutory deductions are withheld by Payroll.
but generally describes the degree to which employees have the right or an opportunity to express their opinions about leadership, stakeholder issues, corporate performance, and related aspects of their participation in organizational work. It is generally assumed that employee
This report focuses on how two practises have helped improve their employees and the entire partnership system. Waitrose management has incorporated a wide range of tangible tools to fuel the levels of employee satisfaction and further motivate them, nurturing its employees to attain higher levels of education in their respective fields.