Author: Joshua Ho
Publisher: Lulu.com
ISBN: 9811111758
Category : Business & Economics
Languages : en
Pages : 114
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Book Description
This comprehensive HR Policy & Procedure Manual for Singapore Corporations provides an easy way to compile, maintain, and update your HR Policies & Procedures Manual. The manual offers readers with step-by-step policies with clear definition, purpose, and procedure so that you can lift and shift it for your organization. Samples are included with each policy that can be replicated for your organization. For example, the guide includes policies and procedures for work hours, work on a rest day, working on a public holiday, overtime, annual leaves, medical leaves, maternity leaves, childcare leave, marriage and paternity leaves, misconduct, retirement & re-employment, and personal data protection.
Author: Joshua Ho
Publisher: Lulu.com
ISBN: 981111174X
Category : Business & Economics
Languages : en
Pages : 170
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Book Description
The HR Operating Guide for Singapore Corporations, is a handy guide for any organization to not only handle its HR function, but embrace its essential nature. The Guide offers readers with standard operating procedures for the HR department, which includes the obvious responsibilities for payroll administration, central provident fund, tax obligations, government paid parenthood leave schemes, and employment of foreign workers. The book includes definitions, steps, real-world examples, current rates and statistics, and guidelines to make each concept practical and implementable.
Author: Sebastian Reiche
Publisher: diplom.de
ISBN: 3832463860
Category : Business & Economics
Languages : en
Pages : 272
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Book Description
Inhaltsangabe:Abstract: As business activities become increasingly global and cross-nationally intertwined, human resource management is no longer defined by national boundaries. In particular, multinational corporations (MNCs) face the challenge of managing their globally dispersed work force effectively. Yet, the field of international human resource management (IHRM) remains an understudied domain, lacking substantial empirical and conceptual research. Also, a prevailing focus on quantitative data suggests a need for deeper qualitative investigations, which allows a more profound assessment of the context in which IHRM unfolds. By addressing IHRM at MNCs, the current empirical work contributes additional scientific insights into this domain. In this respect, the author has selected an approach of inductive comparative case study research, mainly based on qualitative data, that enables the generation of theory through an iterative, data-driven process. This method has been applied to investigate IHRM because it is particularly fruitful when examining new and narrowly developed scientific fields as well as considering contextual conditions. Thus, a multiple case study was conducted through exploratory and semi-structured interviews with managerial employees at six western MNCs which maintain their regional headquarters for South-East Asia in Singapore. The initial guiding objective was to provide a more thorough understanding of the forces that influence IHRM. Due to the exploratory nature of the research set-up, this broad focus has narrowed during the conduct of the study and the subsequent data analysis. Based on the interviews, employee turnover emerged as a key concern for international organizations operating in Singapore. Although a tight local labour market has led to the effect that job turnover is a widespread phenomenon, there is a lack of research addressing this issue and the resulting implications for foreign MNCs. The present study s focus on employee turnover also takes into account the growing importance of local staff for MNCs. Indeed, by acknowledging the critical role that local nationals play at the host country level, it will be increasingly imperative for international organizations to establish effective retention strategies. Despite this obvious significance, the field of managing employee turnover also remains considerably underdeveloped. Building on the results of the conducted multiple case study, the purpose of [...]
Author: Daniel Fleming
Publisher:
ISBN: 9788773496701
Category :
Languages : en
Pages :
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Book Description
Author: Mohammad Shariful Islam
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
The term compliance is simply meant conformity of any developed standard. It revealed the exposition of disciplines, rules, norms, processes, policies, manuals, conducts, and similar matters pertinent to relevant courses of action. compliance signifies a suitable and absolute plan to ensure the vision of the business. Business firms are said to be compliant where there is an established process, policies, rules, and regulations in the business setup. Therefore, compliance is an important area of interest for the stakeholder to leverage the business sustainability in a fiercely competitive market, Moreover, compliance becomes a desk of discussion to manage human resources. compliance is not only adding value in the total process of an organization but also acts as a stimulator for the business entity. Academically the HRM activity is composed of HR core functions and HR support functions. The mainstream HRM process includes recruitment, selection, training, performance appraisal, and compensation. Besides, there are supporting functions such as employee services, employee assistance programs, safety and security, leave and attendance, and other organizational supports. In the last few decades, the scope of HRM functions has gradually been explored through organizational practices. Related research in the context of Bangladesh has claimed some very important areas and findings in light of mainstream functions (Atffi-et a1.,201.2; Hosain, 2017; Nurul et a1.,2019). The objective of the chapter is to define the meaning, importance, scope, and practices of human resources management compliance (HRC) in the context of Bangladesh. Additionally, this chapter is entailed some limited practices of HRC such as service rule and service policy compliance, maternity benefits compliance, wage compliance, compensation for injury by accident compliance, provident and gratuity fund compliance, health and hygiene compliance, welfare compliance, working hours, leaves and holidays compliance, that extracted from the previous Literature review in the context of Bangladesh. Human resources management compliance stands to ensure the relevant adoption of human resources rules, policies, and processes to manage people. It is the heart of business governance to comply with relevant rules, Laws, and acts to apply in the firm. A more specific meaning of HRC can be evolved as the process in hand, complying and conformance, maintaining the code of conduct, given rules and regulations (Tsui et a1.,2006; wald & Winterfeldt, z-oLz).The HRC influence all types of HR functions such as HRM core functions, support, HRM strategy, and policy. particularly, HRC is a guiding tool of firms to go by the book in the object of confirming the standards. In a wider sense, HRC has closely connected the legal structure and makes the obligations to the organizations in the adoption of definite HR policies, standard work process (SOp), and support services. Prior scholars in this field Jensen [2015) stated that HRC is composed of "Direct employment-related external regulations" namely the employment regulations, the law of workplace diversity and discrimination, the law of occupational health and safety, income and compensation security. And all regulations are influenced by the state law, culture, size and nature of business firms, market maturity and structure to adherence the law, best practices, and the ethical values to perform HR role (Edwards & Wolfe,2005; Interligi,2010; Rossi,20L0). Thus, we can conclude that the HRC is an important branch of human resources to leverage and conform the HR functions, process adherences to the need io the state, and also guided by labour law as well as relevant employment laws of the country.
Author: Oun Hean Loh
Publisher: World Scientific
ISBN: 9813230371
Category : Business & Economics
Languages : en
Pages : 571
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Book Description
Industrial Relations in Singapore — Practice and Perspective is a comprehensive account of the key developments in industrial relations in Singapore over the last five decades. It offers a holistic, one-stop information depository of relevant industrial relations frameworks, institutions, processes and practices, and issues from a practitioner's perspective.
Author: Mike Fazey
Publisher: Anthem Press
ISBN: 1785272373
Category : Business & Economics
Languages : en
Pages : 332
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Book Description
Contemporary thought in HRM focuses to a large extent on HR strategy, but neglects the policy function as the vital link between strategy and practice. Human Resource Policy describes how policies anchor HR practice and connect HR to organisational strategy. It reaffirms the importance of policy and the need for practitioners to possess skills in the research, development, writing and implementation of HR policies. The book also examines 16 important policy areas and discusses the various policy options that might apply, depending on the organisation’s nature, the legal framework that applies to it and its strategic needs.
Author: National Institute of Business Management
Publisher:
ISBN:
Category : Political Science
Languages : en
Pages : 156
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Book Description
Author: David G. Collings
Publisher: Routledge
ISBN: 1134042329
Category : Electronic books
Languages : en
Pages : 332
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Book Description
Drawing on contributions from the leading figures in the field, Human Resource Management €provides students€with a well grounded and critical overview of the key issues surrounding HRM from a theoretical and practical perspective.
Author: Paresha Sinha
Publisher: Routledge
ISBN: 1000520331
Category : Business & Economics
Languages : en
Pages : 243
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Book Description
Emerging multinational enterprises (or EMNEs) have made a huge impact on the international business stage by internationalising at a rapid rate. And they have performed remarkably well in both developing and developed countries. Accordingly, there is a growing strand of literature on how EMNEs manage their international human resource (IHRM) practices in different international contexts. However, the majority of the literature on IHRM practices of EMNEs is limited to explaining what international management practices EMNEs implement in their foreign subsidiaries and how they implement them. Too often, EMNEs struggle to transfer their weak management practices across national borders as they have limited experience, resources and capabilities when compared to MNEs from developed countries. Developing a better understanding on the manner in which EMNEs adopt their international human resource management and development practices abroad is, therefore, paramount to fully understand their globalisation-related behaviours. This dedicated book will aim to provide a holistic picture and contemporary insights on IHRM in emerging multinational enterprises. It will be of interest to researchers, academics and students in the fields of business and management, especially those with a particular interest in human resource management, firm internationalisation and emerging markets.
