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HR Outsourcing Industry In Singapore
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HR Outsourcing Industry In Singapore

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HR Outsourcing Industry In Singapore HR Outsourcing Industry In Singapore Presentation Transcript

  • HR OUTSOURCING OF NON-CORE SERVICES
    Bhushan Kulkarni – GAPR10GHRM002
    Shraddha Maheshwari – GAPR10GHRM009
    Vinny Banwari – GAPR10GHRM013
  • Agenda
    Learning, Limitations and Future Scope
  • Recap
  • Research Methodology
    • Bar Graphs
    • Pie charts
    • Cross tabs
    • Hierarchical Clustering
    • Per-Map
  • Priority To Outsource
    • Highest priority - ‘Payroll Management’ -55.6%
    • II priority - ‘Compensation and Benefit’ –55.6%
    • III priority - ‘Recruitment’ – 55.6%
    • Least priority - ‘Learning & Development’ - 77.8%
  • Likely To Outsource
    40%
    • Compensation Benchmarking
    • Compensation Structure Re-design
    • Taxation and Legal Dues
    • Claims & Reimbursement Mgmt.
    • Training Administration
    • Training Delivery
    • Sourcing
    • Screening
    20%
    • Salary Review
    • Payroll Processing
    • Program Design
    • Testing
    0%
    • International Payroll
    • Benefit Processing
    • Reports
    • Training Needs Analysis
  • Overall HR Spending On HR
    • SMEs spending on the HR functions is up to SGD 100,000.
    • Large Sized Companies though spend greater than SGD 500,000.
  • II Level Analysis – Barriers To Outsource
    Cluster 1
    Cluster 2
    Cluster 3
    Cluster 1: 1. Lack of support from senior management
    2. Resistance to change/restructure
    3. Loss of control of key processes
    4. Vendor management issues.
     
    Cluster 2
    Cluster 2: 1. Security/confidentiality issues
    2. Budget constraint.
     
    Cluster 3: 1. Employee layoff concern
    2. Loss of huge infrastructure in place.
    Cluster 1
    Cluster 3
  • II Level Analysis – Reasons To Outsource
    Cluster 1
    Cluster 2
    Cluster 1: 1. Standardization
    2. Service quality
    3. Customized solutions options
    4. Strong expertise in HR process
    5. Geographic footprint
     
    Cluster 2
    Cluster 1
    Cluster 2: 1. Corporate directive
    2. Cost benefit
    3. Brand recognition of partner 
  • Inferences & Recommendations
  • Conclusion – Suggesting a “QUiC Approach”
    Quality Innovation Customization
  • Learning From The Project
    Practical implementation of research methodology including questionnaire design, surveys, compiling & ….. analyzing the data & inferring from the same.
    Exposure to Singapore market specifically target companies for survey and the HR service providers.
  • Limitations of the project
  • Future Scope of Study
  • Thank You!