Literature search is a study of relevant books, journal articles, academic papers, official reports, government policy, such as legislation and subordinate legislation, minutes of meetings, official publications and other policy documents, newspaper articles, unpublished research and other applicable published and unpublished material for the purpose of becoming familiar with existing literature on the topic as well as for identifying selected normative criteria in respect of research problem. The literature review for this study focuses on explaining the rapidly growing segment of Recruitment Process Outsourcing. To understand what recruitment process outsourcing means existing literature has been studied and it forms the essential part of
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Today’s HR is a refined version of the human relations movement which happened in early 20’s when solutions were being worked out to create business value by strategic management of the available workforce. The function initially involved transactional work such as payroll and benefits administration etc. The human resource management has undergone a lot of changes in past couple of years from personnel department to HR department usually to the response of external conditions. The HR as for now focuses on strategic resourcefulness like manpower planning, talent acquisition, succession planning etc. If we look a macro level broadly HR has four functions staffing, training & development, motivation and maintenance. For any organization to run steadily it must have 3 M’s in place i.e.; men, machinery and money and these resources if have to be co-ordinated so that they can be utilised to their maximum efficiency hence effective HRM is necessary. Effective managed HRM empowers the employees to contribute and to the productivity of the organization leading to achievement of overall goals and objectives of the organization. The old rule of thumb says one full-time HR professional per 100 employees. But seeing the current
Today’s HR is a refined version of the human relations movement which happened in early 20’s when solutions were being worked out to create business value by strategic management of the available workforce. The function initially involved transactional work such as payroll and benefits administration etc. The human resource management has undergone a lot of changes in past couple of years from personnel department to HR department usually to the response of external conditions. The HR as for now focuses on strategic resourcefulness like manpower planning, talent acquisition, succession planning etc. If we look a macro level broadly HR has four functions staffing, training & development, motivation and maintenance. For any organization to run steadily it must have 3 M’s in place i.e.; men, machinery and money and these resources if have to be co-ordinated so that they can be utilised to their maximum efficiency hence effective HRM is necessary. Effective managed HRM empowers the employees to contribute and to the productivity of the organization leading to achievement of overall goals and objectives of the organization. The old rule of thumb says one full-time HR professional per 100 employees. But seeing the current