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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!