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ABSTRACT OF THE PROJECT

HR outsourcing is considered to be a key word in the global markets that initiated many local

companies to enter and operate into the global markets. Generally, organizations should invest

high for entering and operating in different locations of the global markets. But the outsourcing

process allows them to operate in different geographic locations of the global markets within

feasible operational costs. In order to reduce the operational and market costs, the companies are

using global outsourcing process as the key asset. The HR outsourcing process has negative

impact on the organizations that in turn leads to different cultural issues among the main

company and Outsourcer Company. The language problems, community problems, ethical

problems and social problem are being reported by the employees working in the outsourced

companies. Especially the organizational conflicts between the human resources of the

outsourcer and outsourcing companies are referred to as the key HR outsourcing issues.

IBM is one of the famous IT companies offering software and hardware services to the

customers. IBM is a US based multi-national company operating in more than 120 countries

across the world. IBM has many core competitors in the global markets like Dell, Apple,

Samsung and Lenovo etc. IBM has highest employee chain when compared with other

organizations in the global market. Even though the company has good presence in different

areas of global market, still the company is using outsourcing as the key management tool for

reaching their target customers from different geographic locations of the globe. Though IBM is

a leader company in the market, it faced some challenges in managing their outsourcing process

to different countries.

In this study, the impact shown by HR outsourcing process on the organizations will be

explained. The study discusses the advantages and disadvantages of HR outsourcing process and

its impact shown upon the organizations. The key issues that are associated with the HR

outsourcing process will be discussed in detail. In this study, a research survey will be conducted

on IBM, Hyderabad, India and the impact shown by HR outsourcing process on IBM will be

illustrated. Finally, this study concludes and recommends some effective HR outsourcing

strategies and practices to gain success in the market.

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Contents

CHAPTER1....................................................................................................................................7

INTRODUCTION CHAPTER.....................................................................................................7

1.1 Introduction to the Project......................................................................................................7

1.2 Research Background............................................................................................................7

1.3 Aim of the Study..................................................................................................................10

1.4 Objectives of the Study........................................................................................................10

1.5 Challenges of the Study.......................................................................................................10

1.6 Ethics of the Study...............................................................................................................10

1.7 Significance of the Research................................................................................................11

1.8 Structure of the Dissertation................................................................................................11

1.8.1 Introduction Chapter:....................................................................................................11

1.8.2 Literature Review Chapter:...........................................................................................11

1.8.3 Research Methodology Chapter:...................................................................................12

1.8.4 Data Analysis Chapter:..................................................................................................12

1.8.5 Analysis and Discussions Chapter................................................................................12

1.8.6Conclusion and Recommendations:...............................................................................12

CHAPTER2..................................................................................................................................13

LITERATURE REVIEW...........................................................................................................13

2.1 Overview of HR Outsourcing process.................................................................................13

2.2 Importance of Outsourcing Process in Organizations..........................................................15

2.3 Merits and Demerits of HR Outsourcing.............................................................................17

2.3.1 Merits of HR outsourcing process:................................................................................17

2.3.2 Demerits of HR Outsourcing:........................................................................................18

2.4 Positive Impact of HR Outsourcing Process........................................................................18

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2.5 Negative Impact of HR Outsourcing Process......................................................................21

2.6 Key Issues with HR Outsourcing Process............................................................................22

2.7 Current Scope of HR Outsourcing Process in Organizations..............................................23

2.8Current Critiques in HR Outsourcing Process......................................................................24

2.9 Reasons for Need of HR Outsourcing for Organizations....................................................25

2.9.1 Attaining of competitive advantages:............................................................................25

2.9.2 Decrease in costs:..........................................................................................................26

2.9.3 Achieving of fundamental competitiveness..................................................................26

2.9.4 Technology development:.............................................................................................26

2.10 Key HR Outsourcing Practices in Organizations...............................................................27

2.10.1 Identification of HR Needs:........................................................................................27

2.10.2 Selection of Right Outsourcing Partner:.....................................................................27

2.10.3 Service legal works:....................................................................................................28

2.10.4 Interaction of HR Communications:...........................................................................28

2.10.5 The starting of outsourcing:........................................................................................28

2.10.6 Time Oriented Review of current HR services...........................................................28

2.11 Role of HR Outsourcing Process in Organizations............................................................28

2.12 Key Attributes of HR Outsourcing Process.......................................................................30

CHAPTER3..................................................................................................................................32

RESEARCH METHODOLOGY...............................................................................................32

3.1 Overview of Research Methodology...................................................................................32

3.2 Quantitative research method...............................................................................................32

3.3 Quantitative Research Method.............................................................................................33

3.4 Mixed Research Method......................................................................................................33

3.5 Research Method Considered..............................................................................................33

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3.6 Research Onions..................................................................................................................34

3.6.1 Research Philosophy:....................................................................................................35

3.6.2 Positivism:.....................................................................................................................35

3.6.3 Research Approaches....................................................................................................35

2.7 Data collection process........................................................................................................36

3.7.1 Primary data collection Method:...................................................................................38

3.7.2 Secondary data collection process:................................................................................38

3.7.3 Data collection Method Adopted..................................................................................39

3.8 Research Design...................................................................................................................39

3.9 The Interview process..........................................................................................................39

3.10. Research strategies............................................................................................................40

3.11. Grounded Theory..............................................................................................................40

3.12. Survey strategy..................................................................................................................40

3.13. Experimental Research.....................................................................................................41

3.14. Reliability of the Study.....................................................................................................41

3.15. Validation of study............................................................................................................41

3.16. Ethical issues.....................................................................................................................42

CHAPTER4..................................................................................................................................43

DATA ANALYSIS.......................................................................................................................43

4.1 Research Questionnaire to IBM, Hyderabad, India.............................................................43

4.2 Interview Questionnaire to HR of IBM, Hyderabad India...................................................58

CHAPTER5..................................................................................................................................61

ANALYSIS AND DISCUSSIONS..............................................................................................61

5.1 Outsourcing Status and issues in IBM.................................................................................61

5.2 Outsourcing Scope in IBM..................................................................................................62

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CONCLUSION AND RECOMMENDATIONS.......................................................................64

Conclusion of the Study.............................................................................................................64

Recommendations of the Study.................................................................................................66

REFERENCES OF THE STUDY..............................................................................................67

APPENDIX OF THE STUDY....................................................................................................71

APPENDIX1.............................................................................................................................71

APPENDIX2.............................................................................................................................74

Figure 1: HR Outsourcing Activities...............................................................................................9

Figure 2: HR Outsourcing.............................................................................................................14

Figure 3: Reasons to Outsource.....................................................................................................17

Figure 4: Benefits of Outsourcing.................................................................................................20

Figure 5: HR Outsourcing Issues...................................................................................................23

Figure 6: Quantitative and Qualitative Methods...........................................................................33

Figure 7: Research Onion..............................................................................................................35

Figure 8: Inductive and Deductive Approach................................................................................37

Figure 9: Data Collection methods................................................................................................38

Figure 10: Grounded Theory.........................................................................................................41

CHAPTER1

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INTRODUCTION CHAPTER

1.1 Introduction to the Project

Globalization process has shown major impact on the organizations and initiated the

organizations to compete among themselves at higher levels. In this particular situation, in order

to operate in different areas of global markets, organizations have chosen outsourcing process as

the key management asset. Outsourcing is the process that allows the companies to outsource

their services into remote areas. Since a decade period, outsourcing has a remarkable success in

the global markets that reinforces the organizations to reach their target customers and operate in

different geographic locations of the global market. The growth and development of outsourcing

process gave many competitive benefits for the companies using it. Outsourcing is an umbrella

term that has different forms and types. Among the existing outsourcing practices, the HR

outsourcing is considered to be a key topic in the recent business trends (Kim, 2013).

Mäkelä.et al (2014) stated that the companies outsourcing their products and services are

becoming competitive because the companies turn themselves into a global business operator

creating a global outsourcing business environment. Global market is a place where companies

find many local, national and multi-national companies as the key competitors. In this particular

situation, in order to compete with the global competitors and even to get competitive

advantages, companies are using HR outsourcing process as the key resource. Among the

existing outsourcing resources, the HR- human resource has gained more significance in the

markets. Employees play a vital role in the overall success of the organizations. Human resource

outsourcing process allows the companies to outsource their human resources to the third party

companies.

1.2 Research Background

The HR outsourcing process strengthens the work capital of the organizations and reinforces

them in giving their competitive presence in the global markets. Even though the HR outsourcing

process has many added advantages and benefits, still it has many issues that are showing

negative impact on the organizations. The key issues like human resource issues, support and

motivation issues, competitive issues, performance issues, cultural issues, conflict issues and

stakeholder issues are commonly seen within the HR outsourcing process. In order to manage

these issues, the organizations are making use of certain outsourcing based human resource

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strategies. There is a huge necessity to the organizations to consider the entire human resource

outsourcing issues as the key organizational issues. The organizations must should innovative

and effective human resource based outsourcing strategies to overcome these problems (Foster,

2010).

Figure 1: HR Outsourcing Activities

Source: https://www.linkedin.com/today/post/article/20140626072446-129003445-outsourcing-

hr-or-not

Amanda, (2011) stated that day by day, the companies are becoming more competitive and the

global market competitive standards are always at higher levels. In order to survive and compete

in this competitive global market, the organizations needs effective human resources that is

capable of giving success to the companies with their better work performance. In general, every

organization has their own individual employees, but only few organizations are successful in

getting the competitive advantages through them. In this particular, situation for reinforcing the

global business activities, the organizations are using HR outsourcing process as a key tool. HR

outsourcing process allows the companies to expand their business activities into global markets.

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Nixon, (2011) the HR outsourcing process has a greater impact upon the organizations both

positively and negatively. In order to prove their global presence and attain the competitive

position in the global markets, the organizations are making use of the HR outsourcing process.

The HR outsourcing process reduces the operational costs and doubles the investments of the

organization that in turn has positive impact on the financial turnover of the organization. The

HR outsourcing process gives added benefits to the organizations to operate in global markets

with global standards for getting good position in the market. HR outsourcing process supports

the organizations in reaching their target customers from different geographic locations of the

market (Laura, 2010).

With these conflicts, the merger and alliance relationship between both the companies are being

affected badly that in turn shows an adverse impact on the organizational productivity. The lack

of pay rate hikes is even considered to be other key issues seen among the outsourced

employees. The major problem was arising in the form of work environment because when the

employees are outsourced, they work under other organization culture of the outsourced

company. This process leads to different internal issues within the organizations like conflicts

between co-workers, conflicts between employees and new management and finally the conflicts

between the employees and management (Tang, 2010).

In views of Phil (2011) the outsourcing process is being widely used by the organizations in

order to indentify and meet and wants and needs of their customers from different locations of

the global markets. The HR outsourcing process initiates the organizations to move their

products and services towards the consumer end. The HR outsourcing process is a key

organizational asset used by the companies for getting financial benefits through global market

entry. Even though many companies perform HR outsourcing process, only few of them are

successful in retaining and remaining in the global market. This happens because the companies

fail themselves in conducting a critical market research before entering the global markets.

The companies even fail in selecting the right outsourcing partner that in turn has greater impact

on the survival of the company not only in the global market but even within the existing

markets they operate. The organizations even fail themselves in managing their outsourcing

strategies using effective outsourcing strategies. Especially the business relationship between the

outsourcer and outsourcing company is being badly affected due to the improper management

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and HR issues taking place during the outsourcing process. In this particular situation, there is a

huge necessity to the organizations in order to use effective global outsourcing strategies for

managing the HR outsourcing process in a successful way (Amanda, 2011).

1.3 Aim of the Study

The main aim of this study is to identify the impact shown by HR outsourcing practices on the

organizations success by taking Indian organization like IBM, Hyderabad, India as a case study.

1.4 Objectives of the Study

The study has five main objectives that are explained below:

• To analyze the information on overview of HR outsourcing process

• To explore the information on the HR practices in Indian organizations

• To study the HR outsourcing issues seen within the organizations

• To identify the HR outsourcing issues seen in IBM, Hyderabad, India

• To recommend effective HR outsourcing strategies to the organizations for reducing

the current issues identified

1.5 Challenges of the Study

There are many identified challenges across any research and the impact of these challenges will

always deliver two kinds of research reports, one could be either a successful one or a failure

one. There could be many targeted issues with these challenges and thus in this context

estimating all the possible challenges prior the research will show the required solutions. When

the current scenario is considered the main goal of this research is to identify the impact shown

by HR outsourcing practices and the main challenge that could occur would be related to the

information gathering. There is ample research done towards the opportunities in HR

outsourcing and gathering the required information related to HR outsourcing and even

analyzing the challenges could become the major challenge. Detailed analysis of literature would

help in generating the desired research content.

1.6 Ethics of the Study

Ethical issues can be considered as one of the major barriers while delivering a brilliant research

and utter most care is required in this context to publish the research without any further

problems. In this research the main goal is to study and analyze the opportunities and challenges

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of mobile multimedia, so the level of information gathered may need to dig the limitations and

thus in this context none of the organizations or products are criticized or content is downloaded

against terms and conditions. Plagiarism constraints are strictly followed while making the

research report to agree on the academic ethical issues as well.

1.7 Significance of the Research

The actual rationale and justification for conducting this study is to identify the impact shown by

the HR outsourcing practices on the organization success within India by taking IBM India as

Example Company. Researcher conducts a critical evaluation and analysis on different types of

issues associated with HR outsourcing process. Researcher even explores the information on HR

outsourcing practices and problems used at IBM India, by conducting a research survey on IBM

including the employees and HR manager of IBM, Hyderabad, India. The final recommendations

will be explained in order to resolve the issues identified with regards to the HR outsourcing

process of IBM India.

1.8 Structure of the Dissertation

The proposed study involves five core chapters like introduction chapter, literature review

chapter, research methodology chapter, data analysis and finally analysis and discussions chapter

that are explained in detail as follows:

1.8.1 Introduction Chapter:

Introduction chapter handles the brief introduction of the research background against the

research topic chosen. As the research topic is all about opportunities and challenges of mobile

multimedia, project background, problem statement, identified aims and objectives are presented

in this chapter.

1.8.2 Literature Review Chapter:

Literature review chapter focus on the previous research done in the same area along with the

key findings observed from the literature survey done by various authors.

Importance of HR Outsourcing along with its impact on organizations are critically reviewed

from secondary sources like journal, articles and books and a statement of review is done in this

chapter.

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1.8.3 Research Methodology Chapter:

In this chapter, different types of research methods will be reviewed where specific type of

research method and data collection methods will be selected and used in order to find the

research data on HR outsourcing process. The sampling techniques and research onion of

conducting research survey will be explained in detail.

1.8.4 Data Analysis Chapter:

In this chapter, the key data analysis will be presented through which the data gathered by

conducting research survey and interviews will be presented in the research answers using

histograms and pie charts. The entire research data of the study will be analyzed and evaluated

critically for giving the final justification of the study.

1.8.5 Analysis and Discussions Chapter

Based on the research done over the literature review chapter all the key findings and

investigations are recorded in this chapter. Identified limitations are evaluated against the

literature statements and the key findings are explained in this chapter.

1.8.6Conclusion and Recommendations:

Entire work done against the research aims and objectives along with the findings are concluded

in this chapter. All the problems identified are evaluated and possible recommendations are

discussed for an open future research.

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CHAPTER2

LITERATURE REVIEW

2.1 Overview of HR Outsourcing process

According to the views of Kim (2013) the globalization is combined segment of specific

organizations that provides organizations to modify its business strategy in order to develop

worldwide operations. The globalization process provides organization to work in global market

that led varied competition to other organizations. Globalization process consists of necessary

effect on organization that has great effect on outsourcing and human development features in

any organizations. The organizations have been global standard and each organization has put an

effort in order to create modifications in outsourcing actions of organization. For attaining of

competitive benefit and led competitive situation in market the outsourcing actions has played

significant function in organization development.

Figure 2: HR Outsourcing

Source of the Fig: http://www.maxbizmedia.com/outsourcing-facts/

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The globalization process poses huge effect on international outsourcing functions and work

environment of organization. Organization are not in way of globalization of outsource actions

and model to operate in complicated situation. Globalization process posse’s necessary effect on

corporations like resources and organization gets lesser benefit like offer of products and other

services to its consumer by global levels. To achieve customer attention that has hugely

impressed by globalization process and organization has seen competitive attitude in all other

present location, national level and world level has combined itself with globalized process. The

various type of troubles occurs in human resource problems, outsource criteria, rival problems

and share holder problem has been hugely presented in organization to apply global process

(Whiting, 2009).

Foster (2010) stated that he outsourcing actions of organization has greatly affected because of

globalization process in which operation prices of outsourcing fundamentals and competitive

aspect for outsourcing model and enhanced necessity of global level and outsourcing model as

significant aspects. The outsourcing features for instance like transportation and segregation

related management is found as important difficulty for organization exist in global capital

market. The monetary inflation financial trouble is important criteria to observe and solve.

According to research the human resource outsourcing has terminology of present global market

and various organizations have seen global market with outsource of human resource. Normally

the human resource is important aspect in vital aspect of development and failure of an

organization. Organization consists of human resource and various organization gets competitive

benefit in globalized market depends on productivity of resources and staff. Organization has put

effort for working in global market with expansion of business work and demographic area

present in market.

Great work price are put in operation of global market and organization gets HR outsourcing

process and various strategy as in different organization and with application and price put on it.

The organization utilizes outsourcing actions and advertise services and some of complete

strategies are led in great position in market with utilization of outsourcing system along with

specific system to apply of outsource system varied from other organization. The effect of

globalization process has been present in business operation and outsource of actions in any

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organization. Aim of providing and creating competition benefit in global market organization

has completely observing for outsource of actions or works. The performance of work with its

cost and investment become twice of enhanced effect of organizational necessity. Organizations

are modifying its outsourcing actions according to present market necessity and reflect present

and modified outsourcing system of organization (Wright, 2012).

2.2 Importance of Outsourcing Process in Organizations

As per the views of Chen (2010) the outsourcing has been important aspect that has been utilized

hugely in the market and for recognizing of necessity and requirement of customer for

satisfaction of products and other services of an organization. The outsourcing process functions

important aspect in creating of presence in the organization. The organization consists of self

outsourcing model and strategy and functions same. The outsourcing has important for

development of an organization. The globalization process presented huge effect on outsourcing

climate of organization and global business process, theory and values leads to important

modification in outsourcing functions of organization. Normally outsourcing functions has been

recommended as important aspect in development and success of an organization.

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Figure 3: Reasons to Outsource

Source of the Fig: http://www.maxbizmedia.com/outsourcing-facts/

The outsourcing functions starts with market research process and recognition of real necessities

and requirements of customer with respect to products and services that has huge impact. Each

outsourcing model and system has organization consists of nine important activities like product

design, economic development, outsourcing of strategic system and services, preservation,

competitive evaluation, customer happiness and sincerity that are detailed presented. As per

research of crucial market the recognition of real necessities and requirements of customer are

required to be complicated in difficult situation. The customer presents services according to

customer necessity and specific product requirement are recognized. The organization

communicates with consumer through outsourcing media and particular organization has been

identified as required and necessity for its customers (Booth, 2010).

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Boselie (2011) stated that the products and services of organization are important for companies

in order to outsource it with current and new product structure as important HR outsourcing

functions with its presence and initiation. The organization present in the market has consisted

with self services based on dependence of operation and kind of services modified as per the

services. The opinion of a researcher of global market and competition posses varied number of

organization presents same services with respect to aspects. Specific condition of services and

system has attained importance in market. Architect ring of services for survival and growth in

the market has been specific and basic competition present in it. The actions present in

outsourcing has been motivated by non- required presentation of prices and advertise idea,

products and customer services of producer and required sponsor. The outsourcing strategy has

been type of normal communication for promoting of sales, public informative management,

individual sales with respect to outsourcing of services.

2.3 Merits and Demerits of HR Outsourcing

According to Shafique (2012) the study the merits and demerits exist in HR outsourcing process

and are explained as follows.

2.3.1 Merits of HR outsourcing process:

The probable activity and merits of outsourcing process has been demonstrated as follows. The

necessary function and merits of outsourcing process are demonstrated as follows.

• Initial and important benefits of outsourcing process have been improved in GDP and

working rate has been gained in advanced countries in fast manner.

• The global business work has been enhanced more in global terms.

• The improved existence of an organization in all over the world has different according to

different demographist.

• The improved transfer of interaction within organization and customer are present in all

over the world.

• The improved education rate presents huge work task in the organization.

• The development of globalization process in an organization has been gained input from

higher level competition prices.

• The existence of higher number of customer from various demographic areas in market

(Kaya, 2010).

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2.3.2 Demerits of HR Outsourcing:

Akhtar (2008) stated that the combined merits of globalization process have various demerits and

are demonstrated under.

• The monetary inflations within different countries and its effect on organizational input

has been significant and outsourced process.

• The absence of market size and global level in various organizations has been invisible

from different market.

• The higher level of competitive strategy has been present in local, national and global

organizations that provide organization for struggling in competitive situation that has led

to non- required expectations in successful strategy.

• The modification of organizational tradition in different cross- traditional markets that

has led to various problems in shareholders for instance consumer, staff and competitive

organizations.

• The cross traditional issues in shareholders like customer, staff and various competitors

exists and is presented in picture form. The HR outsourcing has two types the non-

outsourcing and non- outsourcing. The non- outsourcing posses administration followed

by strategic aspects where as in outsourcing the strategic aspects are followed by

administration aspects.

• The outsourcing features are possessing of various sub- outsourcing like customize

application creation, portal management, creation of website, online marketing, SEO,

development of website, outsourcing portal and domain management, designing of

website. The outsourcing aspects are present in services (Foster, 2010).

2.4 Positive Impact of HR Outsourcing Process

In views of Kim (2013) the research shown global market consists of varied basic functions with

respect to outsourcing functions. The global market has been place for organization to observe

varied division of customer who gains features like standard, price, aspects and name the has

presented varied effect on organization. The specific condition has effective outsourcing function

that has been combined with basic outsourcing system significant for organization. The

outsourcing functions consist of various kinds of outsourcing policy like services, sales,

packaging, storage and transfer of services. Every feature has been managed in designed order

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for sales of services in successful manner. The organizations has roles in market for products to

initiate from product architecture and transfer of product to consumer with basic aspects and

presents important effect on services and its successful market development.

According to Mäkelä (2014) the utilization of effective outsourcing functions has been excellent

strategy to recognize necessities and requirements of consumer to provide services. Organization

is recognizing various societies for customers have varied purchasing attitude and product

recommendation. The customer has self purchase attitude and recommends like cost, standard,

aspects, name and image of the services. The succession of market and competing with rivalries

are in process. The creation of outsourcing system for its consumer has been significant feature

of development and sales of organization exists in the market. The customer has required

deciding organization for succession. Global market has been set up with analysis of market kind

and with consideration of consumer level and necessities.

Figure 4: Benefits of Outsourcing

Source: http://jlmampa.wordpress.com/2012/10/14/mhrm-6110-week-6-outsourcing-talent-

management/

The rival analysis has been significant in outsourcing functions that initiates knowledge of

present and future vital competitiveness. The organizational analysis has found important for

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growth. Industry evaluation give demonstration of rivalries and analysis is done with

development of strategic system and benefit which has been seen in market. The exact

competitor evaluation has been ultimate in present market. Exact competition evaluation is

necessary for vital market competitors. The organization present in global market has been found

necessary and important with utilization of basic competition resources. Outsourcing functions

are used to create non- permanent strategic process and strategies of services for outsourcing

(Amanda, 2011).

The outsourcing functions have been extended and constituents are varied from various products

and organizations with important work of outsourcing utilized in market resources for happiness

of consumer in the market. The outsourcing actions have been utilized with resources that are

regulated in complete local and international standard of market that are utilized by an

organization to recognize the market and to execute business work in market. The outsource

functions has been motivated in market and advanced technology has been utilized in market.

The outsource functions are recognized as important process in each organization and consists of

inner and outer aspects of market in which organization are recognizing market and segregate its

business functions from other outsourced functions with simple achievement of outsourcing

work (Laura, 2010).

In views of Phil (2010) the every organization is used with self outsourcing work to execute

business work in the market. The outsourcing actions are recognized important for the

organization and consists of inner and outer aspects of market where organization are

recognizing market and segregate its business functions from the outsourcing work to understand

the outsourcing process. The organization has utilized self execute outsourcing strategy and rival

competitive benefit with segregation of outsourcing fundamentals with respect to services.

Various business evaluations has been done in outsourcing functions and motivated by

management of competitiveness of organization in global market.

Organization has various merits of outsourcing functions. Important merits of different

outsourcing functions are important equipment in order to recognize market aims and purpose.

The outsourcing functions are utilized to recognize competitor’s situation and level of standard

in market that explains the outsourcing competitive benefits in market. Manager and outsourcing

employee of particular organization works in vital role in development. Outsourcing functions

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are assisting managers and others in the organization to recognize the necessity and requirement

of customer and as per competition evaluation in terms market analysis consist of whole feature

respect to market (Nixon, 2011).

2.5 Negative Impact of HR Outsourcing Process

Delmotte (2008) stated that the HR outsourcing process is integrated with various models of an

organization in various segments on newer outsourcing management system. Kilter has

explained term of outsourcing process and its application. The HR outsourcing functions consist

of combination of various outsourcing equipments architected and utilized in organization to

make glad customer for their necessities and get aims and purpose completed. The outsourcing

functions accurse in micro- economic aspects and utilized in real generating criteria of

outsourcing options. The outsourcing functions are occurred in subjective structure and consist

of various outsourcing theories, technology, aspects and for outsourcing of services to complete

necessities of customer.

The crucial evaluation of past types of problems that are present in organization has various

issues. The various problems are human resource problem, hiring problem, promotion problem,

individual improvement problem and also time duration problems that are recognized and

recorded in basic aspects of an organization. The learning aspects in various types of human

resources management strategy are hugely utilized in an organization to resolve human resource

problems occurring in organization. The every issue has been recognized as answer with respect

to study of literature and HRM as demonstrated in explained term (Lievens, 2008).

Münstermann (2010) stated that the initial problem has been related with necessary staff to

outsource operations that have been recognized. The staff possesses unsafe emotion and job term

as it is important for staff that is hired by the organization for limited time. The learning concept

has presented organization with staff for regular orientation and on regular basis. The

combination of learning aspect and research has strong suggestion and reference in organization

that will modify present short term hiring process and permanent process with appointment of

staff in jobs and with difficulty present short term jobs. The application of particular strategy is

created and decrease in job insecurity in employees that has more productive.

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2.6 Key Issues with HR Outsourcing Process

As per Ordanini (2008) the important problems do not possess work knowledge and individual

improvement necessitates in staff. The solution of problem in organization requires great training

and improvement process technically and other aspects for improvement of work efficiency. The

investment created on training and development process has been combined economic aspect of

organization and invested in training process of an employee for improvement in staff output.

The organization has been caring for training and outsourcing of staff in various traditional

aspects and global outsourcing work that assists in management of global business strategy for

success and simple way.

Figure 5: HR Outsourcing Issues

Source of the Fig : http://www.naukrihub.com/trainings/challenges-of-outsourcing.html

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Few services related short term employee are not standby and contracts are lost from an

organization. The important problems have been seen in organization and did not hold regulation

on outsourcing actions for few agencies. The non- satisfaction of manager work and organization

kept huge belief on agency instead of its employees and managers who are lacking of global

work experience. The evaluation is transparent and project managers have been suffering from

individual improvement actions and in organization respect lost because of few projects loss and

by customer due to inexact information regarding organization distributed in this regard (Abdul,

2009).

The absence of efficient manager has been basic problem in an organization and presents

negative effect on organization. The managers have been working with attitude for every

employee in various terms. The motivational files have been recognized with team disputes and

unhappiness that has been seen in various sections of organization. The staff has seen pressure in

work as it is not observed from managers. The inner staff relation is seen huge standard of

manager skills and leadership qualities that is followed for employees who are lacking particular

type of skills. The manager in an organization is being functional and seen as leader to create

utilization of authorized official in complete organization and work climate is modified in stress

oriented climate (Alexander, 2009).

According to Bosire (2010) the higher official attitude has been different in various organizations

and fine has put on agencies and customer due to inexact services presented by the organization.

The absence of individual development and leadership qualities are important for HR manager in

the organization put on higher level in which professional, customer and distributer of

organization has undesired view on organization. The every problem has been presented and

demonstrated very great way. The problems are presented in an organization by evaluation of

combined learning and observations of answer for various problems.

2.7 Current Scope of HR Outsourcing Process in Organizations

McGee (2012) stated that the literature has no definition of process and recognizes the

outsourcing as important and effective strategy. The organization considers outsourcing as

specific activity and requires observing excellent services provided. The one provider of services

has been preferred and in various providers is considered in numerous causes. Initially it was

simple to recognize single vendor and preserve the duration of HR employees. Secondary the

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one provider has more knowledge of customer and provides combined answer in an organization.

Another merit is the number of various answers that has been attained from any provider and

assures organization to observe excellent solution. The initial research has been conducted on

dedication of HR services and takes decision to create outsourcing partnership along with current

provider of HR services. It is created of HR manager dedication and evaluation of dedication in

outsourcing partnerships. The research has observed the effective dedication and outsourcing

partnership connected to regular HR outsourcing.

The subjective research on HR outsourcing has seen organization for awareness on probable

risks associated with HR provider. The HR outsourcing has been evaluated in different aspects

and is affected by organizations business strategy. The administration charges and other features

are results of HR conclusions. The organization is systematically creating of outsourcing of HR

activities and consists of complete research activities to observe the merits of necessary

brightness of lesser costs. Normally the organization observes utilization of outsourcing in

different number of causes. The first cause is to provide and focus on basic business strategy and

activity and aims for location in which the expertness and probable to attain expertness. The

organization is attained the competitive merit and attain profit from excellent service provider

that has specific skills in particular locations (Atkins, 2012).

In views of Barnes (2012) the organizations are having huge reliability and effectiveness in order

to provide inflation of labor necessity with assistance of providers. The organizations will

preserve excess prices on respective duration in HR resources for instance to decrease working

time and indirect prices like decreasing of management prices and other expanses to preserve

recruitment and training prices with preserving of necessary prices with decrease in industrial

related issues. The other outsourcing prices have decreased the risk aspects for non- confirmed

providers. The outsourcing of alternatives of organization is to select huge competitive benefit in

order to preserve prices lesser.

2.8Current Critiques in HR Outsourcing Process

Boselie (2011) stated that the HR outsourcing activities are initially and important problem in

order to take decision in HR functions for outsourcing and is conducted in non- important basis.

The decision of attaining the organization objectives for considering different aspects is to

outsource the functions of an organization for performing of function with expertise. The

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excellent results of an organization will posses classification of basic and simple activities.

According to research of necessary merit of HR basic and simple activity are present in HR

outsourcing. The HR outsourcing has not consisted of limitations and huge significance of issues

has been maintained in regular transfer of excellent provision of preserving experience and skills

in proper way. The organizations will see outsourcing in order to preserve training prices and to

observe the specific services to provide important skills according to necessity.

The outsourcing is to provide simple and easy work in this competitive era and ultimately use the

creation of people oriented skills that are necessitate providing services leadership qualities. The

lack of quality has been significant aspect in outsourcing specifically in those organizations and

operated in competitive climate. The staff of an organization evaluates services quality and

comparison to conclusion of services with expecting of services in necessary modification. The

basic activities of an organization consist of higher level management strategy and HR policies

for management of roles like appraising of discipline and other non important aspects that consist

of specific activities such as hiring and placement, regular individual management like payroll

and pension related work, professional HR suggestions like legal suggestion with respect to

employment rules (Shafique, 2012).

According (Kaya, 2010) the training and management creation with hiring of employees by

selecting them and placed with secured manner to start quality by evaluating of job and reward

strategies and system such as HR function and outsourcing. The non- basic activities are present

in an organization and do not possess expertness in order to present activities internal manner.

The education has been proof for various works and outsourced like employees training,

remuneration creation, other health related benefits and pension schemes.

2.9 Reasons for Need of HR Outsourcing for Organizations

2.9.1 Attaining of competitive advantages:

Akhtar (2008) stated that attaining of competitive merits has been important causes for decisions

like HR outsourcing and other criteria. The various studies have been conducted by researchers

on pressure on problems in HR strategy and to provide competitive benefit to an organization.

The condition of HR outsourcing in an organization has been possesses with services related to

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necessary varied climate and expertness and information of efficiency that will assist to an

organization to attain competitive benefits.

2.9.2 Decrease in costs:

The decrease in costs has been remained secondary cause in HR outsourcing and recognized as

important in education. The scholar has demonstrated outsourcing as simple and lesser costs. The

increase of organizational reliability and advanced abilities for development of value based

shareholder are higher return. The organizations prefer of outsourcing because of decreasing of

cost in productivity. The decrease in issues has been seen and absence of efficiency managed by

HR outsourcing (Whiting, 2009).

2.9.3 Achieving of fundamental competitiveness:

Chen (2010) stated that the HR managers will need to recognize the necessary functions of

outsourcing with optimum resources and creating of service advancements for decreasing of

present staff and other strategic employee hiring to create decrease in problems. The important

causes of HR managers has been conducting of strategic responsibilities with contribution of set

up of organization decided aims and purposes to attain it instead of performing duration and

employee remuneration in order to evaluate on significant files. The few researchers have seen

crucial affects of development and growth of HR outsourcing according to present necessity. The

outsourcing has been started importantly in past few years. The training and payroll creation of

huge necessary sections of HR outsourcing are necessary. The combination of hiring, taxes,

litigation complying aspects are general in activities and are presented as common. The

employee oriented HR schemes and management has efficient performance and is not outsourced

because of basic competitiveness HR policies. The non- clear architectures are kinds of HR

functions for outsourcing.

2.9.4 Technology development:

The technology development has been functioning significant role for all problems of HR

outsourcing. The technology development of organization requires services and provides its

recent and exact services. The huge instruments and systems need specific skills and expertise to

conduct activities. The organization is requiring outsourcing of particular function. Normally the

application of HR outsourcing has observed the necessary variations in an organization. The

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significant variations occurs in creating of small relation to decrease and productive of activity in

functions and seen as standard in HR works according to organization and cost oriented activity

of outsourcing of necessary benefits (Amanda, 2011).

The present literature regarding HR outsourcing has some demerits. The advanced feature has

initiation and research and experiments on HR outsourcing for initial steps of development. The

various organization are preferring of outsourcing in different activities of HR related works like

payroll creation, training, health and security, litigation works and has lesser cost in order to

create and manage internal expertness.

2.10 Key HR Outsourcing Practices in Organizations

Phil (2011) stated that the HR outsourcing has been developed in varied manner in the

organization now a days and few are normally outsourced HR roles consist of hiring, payroll and

training of employees. The organization will not outsource complete HR staff for other

organizations and to retain regulation on activities like reward management and other

management necessities are recognized as important. The various merits of HR outsourcing are

possessing of organization difficulties and issues present in process.

2.10.1 Identification of HR Needs:

The initial step for observing of problems are outsource of HR functions and to identify necessity

of an organization. The initial necessity is to evaluate and identify requirement of other

organization like in HR activities. The necessity of activities of various outsourcing features of

HR policies in outsourcing organizations are created in an organization. The greatest problem of

an organization is to create of decision of outsourcing of HR activities in various organizations

with less economic features. The organization has outsourced all HR activity without evaluation

of merits and demerits of similar aspects. The organization importance of outsourcing is to

evaluate the more value in order to develop various activities (Nixon, 2011).

2.10.2 Selection of Right Outsourcing Partner:

Delmotte (2008) opined that the significance of HR outsourcing has excellent experiments to

select outsourcing team for any organization. The outsourcing requires variedness of an

organization in huge measurement of work. The outsourcing provider has selected the service

standard necessary for an organization. Selection of outsourcing team in HR resource

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organization based on standards of provider, work experience, technology present in it and

provided in an organization tradition also.

2.10.3 Service legal works:

The official legal work has been created on services following terms and regulations of roles,

time duration and evaluation of aspect that are defined in easy way.

2.10.4 Interaction of HR Communications:

The outsourcing scheme is clearly interacted with employees and other managerial level in order

to present the role of employee for specific process. The open interaction has been conducted in

HR outsourcing and creating it simple in order to evaluate work and interaction with issues and

modification easily (Lievens, 2008);.

2.10.5 The starting of outsourcing:

The initiation of outsourcing structure consists of setup of creating partnership with agreement in

changing mode and to define interaction network. The files with respect to organization

regulations and process are created for exactness. The importance of assurance for specific

documents is updated and requires excellent practices in order to provide work exactly.

2.10.6 Time Oriented Review of current HR services

The HR outsourcing strategy of an organization is to utilize review of services and provide

outsourcing work. The necessary review of outsourcing work is to assure services are provided

in parallel way of attaining of business advancement and to meet aims of present organization.

2.11 Role of HR Outsourcing Process in Organizations

Münstermann (2010) acknowledged that the outsourcing actions of organization is combined

with three important purchasing of features for customer for instance, prices, standard and

various aspects. The global market has been location for organizations and customer is varied

with product necessity and basic competition is present. The customers pose purchasing attitude

and necessity by considering of cost, standard, aspects, trademark and image of product. The

global market and competition consist of various competitions from an organization and

utilization of important outsourcing function that has segregated location and targeting of

important aspect demonstrated in detail.

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The HR outsourcing consist of system that has various aspects like manpower planning and

provision of strategy, complying of system, aspect of organizational development, development

by human resource by training and development programs, proper interactions, better relations

with employees, various benefits and compensations, performance management of employee in

every year, recruitment and other services and other aspects are present in HR outsourcing. The

initial step of maximizing of work efficiency in management is to evaluate and analyze particular

necessity of an organization. The outsourcing has not been simple for all customers. The

organization has to recognize huge model and to assist in combination of HR benefits and

payroll activities. The answer of any query has been following features (Ordanini, 2008).

• The efficiency of business evaluation and work task matrix.

• The process and system of the organization to observe and develop employees.

• The technology to assist and work in tough situation with repetition and other manual

work.

The answers of better preparation of set up of business situation to invest maximum work in HR

management. The duration of observing the unexpected financial certainties and potential issues

are considered to be key activities of HR outsourcing process. The essential resources to attain

successful HR activities are considered to be effective HR policy that is to be applied in an

organization success. The recognition of HR works and expertness are exist in market. The

necessity of outsourcing activities and process to one organization is being to use various

specific separate works and significant to analyze potential efficiency of the organization for

following standards (Abdul, 2009).

• The efficiency of vendor.

• The work knowledge and efficiency.

• The knowledge of necessities in small organizations.

• The answers for various following necessary transparent and combined aspects.

• The consistency of necessary requirements.

• The present accessing of excellent practices and staying with expertise.

The exact team is required to attain of success for organization. The experience of various

responses for any study has been presented in efficient manner and outsourcing is presented in

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all kinds of architectures and abilities that are not aware. The improvement of present answer

with addition to the automatic equipments is to set up efficient information. The combination of

functions and services has been regular process and important to create initial steps for

advancement and growing of an organization. The responses of study are effective in outsourcing

and led to maximum utilization of work management that necessitates focus and coordination of

work in various areas outsourced in specific arena. The employees observe benefits and titles.

The title attainment is simple and logical with conclusion of organization and important for

health related benefits (Alexander, 2009).

Bosire (2010) stated that the title is not recognized with differences and employees are observed

as customer. The varied view of an organization is found tough for successful application of cost

effective schemes and staff are lesser valued that is not loyal for complete remuneration of all

incentives. Most of organizations are improving its employee benefits and interaction to assist

employees attains excellent knowledge and respect of values for particular organization. The aim

of an organization is to fill staff in an organization and provide benefits in term of titles.

2.12 Key Attributes of HR Outsourcing Process

According to Guyo (2012) the HR works are criteria for improving of decision to respect the HR

policies. Various researchers have presented their opinions to provide specific necessity of outer

expertness because of some measures. The few organizations do not need financial evaluations to

create efficient HR system with application of resources. The huge organization will observe

application and HR activity in an organization with less resource and less costs. Thus the smaller

organizations are outsourcing the HR functions for procuring of necessary expertness. The

outsourcing of general aspects to decrease costs is present in functional area. The researcher has

presented huge organizations for outsourcing of work compared to smaller business. The

business is inherited simple expertise and posse’s huge necessary application.

The outsourcing of functions which are lesser accessible are of various kinds of technologies,

capital, financial measures and other resources in higher organizations. The necessity of

outsourcing has not been defined and organized in fast and effective manner to enable it in

enhanced mode for outsourcing work. The adverse is also possible for other organizations. The

huge organizations are more work on outsourcing of HR activities to other teams. The HR

policies are implemented in an organization for simplifying of work and human effort. The

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access of work from various places are created new job for outsourcing organizations. The

general notions of HR outsourcing are staffing and employees are recruited and interview to

specific organization. The necessary information is collected from organization and outsourcing

company will proceed for HR work in order to recruit, train and placement of individual. The

necessary data of an individual is collected for an organization and processed for employment

(Saharan, 2012).

Aramark (2011) opined that the HR outsourcing has wide scope of work like staffing,

accounting, information technology aspects. HR outsourcing has been important now days for

the organization. The HR outsourcing is to outsource administration and management works to

various outsourcing agencies for getting of exact work in lesser time and manpower. The HR

policies are created and applied in an organization for improvement of employee’s life and work

culture to make them reliable in work. Outsourcing of work is cost effective for many

organizations and some organizations do not consider their outsourcing strategy and take work

from employees. The HR outsourcing is now considered as organization policy for creating of

tasks simple and easier.

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CHAPTER3

RESEARCH METHODOLOGY

3.1 Overview of Research Methodology

In views and opinions of Atkins (2012) the research methodology is a set of research techniques,

approaches and methods that are being widely used for the purpose of resolving different types

of data collection issues faced by the researchers. The methodology process reinforces the

researchers to find and collect the essential research data on selected research topics. Research

methodology involves three different types of methods quantitative research method, qualitative

research method and mixed research method. The research methodology has been demonstrated

in process of various types of data gathering in term of research methods used in solving of

problems that are presented in research. The researcher presents argument of quantitative

research method and qualitative research method with various kinds of data collected from

preliminary data process and secondary data process utilized in methodology.

Figure 6: Quantitative and Qualitative Methods

Source: http://blog.efpsa.org/2012/05/20/is-qualitative-research-still-considered-the-poor-

relation/

3.2 Quantitative research method

According to researchers the quantitative research method consists of subjective oriented model

and present in learning aspect in various books, case studies, articles, journals, online surveys

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and other publications. The quantitative research process has been hugely utilized in different

theoretical based study and information regarding specific subject to collect data resources

consisted in process. The qualitative research process is kind of higher recommended process

that has importance in human based work and research scholars to function according to

important data resource present in particular process. The research scholars works in qualitative

research process like interviews, discussions, debates and other research based topics (Barnes,

2012).

3.3 Quantitative Research Method

Bartholomew (2012) stated that quantitative research method is a theoretical based approach that

involves different types of secondary data collection methods. The essential research information

can be gathered from published articles, case studies, web documents, books and journals. The

entire data gathered using this method is developed using a centered strategy that quantifies the

research data in a reliable manner. Hussey (2009) opined that the qualitative research method

involves different types of human behaviors and actions that are posed with social behaviors.

The entire essential research data on selected topics can be gathered using the primary data

collection sources like surveys, interviews, group discussions and focus groups.

3.4 Mixed Research Method

In general, the mixed research method is a combination of both quantitative research method as

well as the qualitative research method. The mixed research method combines both data

resources like articles, case studies, journals, web documents, books, book reviews, interviews,

focus groups and surveys (Benge, 2012).

3.5 Research Method Considered

The collection of research data has been done from various languages and relates it with

marketing process to utilize quantitative research process with varied data gathering exists in

process. The utilization of subjective data gathering from various resources has been utilized

form various data resources like articles, journals, case studies and other online learning from

accessing of library of Sunderland University to collect research data in various languages and

marketing process.

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The researcher has utilized in quantitative research method in term of important aspect for data

resource and organized a survey for participants and employees of IBM, Hyderabad, India The

survey consists of various process such as employees of an organization and manager for

particular organization. The creation of research queries are architecture for the participants and

queried for research regarding HR outsourcing process that concludes views attained by crucial

evaluation of conclusive information in success way.

3.6 Research Onions

As per Creswell (2012) the view presented by researcher has varied kind of research model and

has been utilized in business research that consists of basic research sources and utilized in

collection of research data like philosophy, model, data, sample quantity and process conducted

in research strategy and are explained. The picture has defined for basic research fundamentals

that consist of research views process.

Figure 7: Research Onion

Source: http://www.slideshare.net/nasirkt/deciding-on-the-research-appraoch-and-strategy-4

34 | P a g e

3.6.1 Research Philosophy:

According to researchers the philosophy has recognized as important model for real aspects

consist in research studies for identification. The two types of research philosophy like

positivism and intrepretivism are utilized in business research model and where the positivism

has functioned important criteria (Cronholm, 2011).

3.6.2 Positivism:

According to research the view presented for positivism in research model has same feature of

intrepretivism process in which various features consist in research to show complete success

application. The view provided has been actual and assistive for research for completion of task

in business. Positivism presented in complete research issue has taken complete successful

project work in order to complete issues with consideration of problem in the study. Positivism

presented by research individuals has effect on complete project and complete easily. The view

and opinion has been considered real and presents research validation and inflation. The

terminology utilized in positivism process of research posse’s huge value in attaining good

results. The research study selects positivism model and gives researcher to result and validate

complete research in efficient way. The research philosophy has following model that is

followed by both positivism and intrepretivism (Farquhar, 2011).

3.6.3 Research Approaches

3.6.3.1 Inductive Approach:

As per study conducted by Saunders et al., (2009) the research model functions important aspect

in successful completion of research with application of research that presents project success.

The two types of research model utilized in study are inductive research model and deductive

research model where particular model are utilized in research study. For instance the inductive

research model is utilized in qualitative research model and deductive model is utilized in

quantitative research study. The research has deductive research model and demonstrated.

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Figure 8: Inductive and Deductive Approach

Source: http://rebelbrown.com/rebelations/2013/07/10/3-shifts-for-innovation.html

3.6.3.2 Deductive Approach:

The deductive research model has been recognized as important feature in research model in

which real theory in research has been combined with research with purposes and objectives.

Deductive research model has presented in terms of top down model and hugely utilized in

quantitative research study. The deductive model consists of various combined benefits as

compared to inductive model and due to this the deductive model has been utilized in research

study. The real theory is created effective with huge utilization of deductive research process and

theory is attained in great manner (Frels, 2013).

According to deductive model that is recommended in simple form for participants has been

lesser to provide excellent conclusions and attained in successful manner. The various kinds of

theory aspects present in deductive research model for successful completion of research study.

The application of deductive research model has participants present on it. The utilization of

deductive research model has specific criteria to sample the study of research of IBM,

Hyderabad, India.

2.7 Data collection process

According to views of Lopez (2011) the data collection process posse’s huge effect on

importance in research study and consist of two important kinds of research process utilized in

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collection of primary data process and secondary data process. Every process includes self data

resource that is utilized to aim for collection of research data in various subjects from literature.

The data has been collected from various process and posses different type of data resources of

process explained. The data collection process is possessing of primary data collection and

secondary data collection process. The primary data collection process has various resources to

collect the data from different resources like interviews, surveys, discussions, surveys and other

process of collection process and has qualitative in nature where directly communication occurs

between individuals and researcher.

The secondary data collection process has various kinds of collection process and resources like

surveys, articles, journals, case studies and online documents. The data collection process has

particular type of data collection process and utilized on basis of research method. The secondary

data collection process has considered data from various languages and marketing process are

collected from articles, journals and literature. The data collection process is followed by

research design and has particular kind of model applied in duration of system for research

process to assist researcher to execute the plan in specific time. The practical and non- practical

research types are used by methodology criteria. The research practical are created with research

aspect and applied in methodology and particular research structure is used based on kind of

research process. The research practical is considered in terms of quantitative research method

and qualitative research method. The practical research system has consisted with various types

of research process and utilized in research data collection process (Collis, 2009).

Figure 9: Data Collection methods

Source: http://hafeezrm.hubpages.com/hub/Data-Collection-Methods

37 | P a g e

Jennifer (2009) stated that the practical research system consists of particular process with

opinions and views of researcher hugely used for qualitative research process. The research

depends on quantitative research process and views are presented to scholars and survey process

is based on individual view considered. The surveys and interviews has been important process

in research process and utilized in collection of varied languages used in marketing development

strategy. The different opinions presented the view process is recommended to preliminary and

secondary data management and present in qualitative research process.

The interviews are various kind of discussion and created in research study for management of

information from various research participants regarding data and research subjects, The

interviews has been hugely utilized in qualitative research study and primary interview are

utilized hugely to complete the qualitative research in efficient in efficient manner. The

interviews has been hugely utilized with qualitative and preliminary hypothesis and presented in

excellent way. The research system is created to organize research interviews along with time

and data of interviews (Lund, 2012).

3.7.1 Primary data collection Method:

Venkatesh (2013) stated that the primary data collection process has following types of process.

1. The data is collected by organizing interviews and research surveys.

2. The half designed interviews.

3. Discussions.

4. Focus teams.

5. Qualitative research surveys.

3.7.2 Secondary data collection process:

1. By organizing quantitative surveys.

2. Publication of articles.

3. Reviewing of journals.

4. Creating of case studies.

5. Creating of case studies for persons.

6. Online documents.

7. Literatures (Salehi, 2010).

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3.7.3 Data collection Method Adopted

Normally the particular data collection has been gained by utilization of research model utilized

in the study. The study has secondary data collecting process and considered important by using

of various languages process and relation with marketing process to collect from various

published articles, journals, literature and online documents from online and library of

Sunderland University literature resources. The cause of secondary data collection process is

combined with data resources of quantitative research process and secondary data resources

hugely utilized in quantitative research.

3.8 Research Design

According to opinion of Truscott (2010) designing of particular kind of model is utilized in

scheduling of system and research process to assist researcher to systematically create research

process to perform. The practical and non- practical kinds of research methods are utilized in

methodology features and particular research structure for selection of data in research depends

on research. As per the researchers the practical research process consists of various kinds of

constant views and particular cause for research structure hugely utilized for qualitative research

oriented. The research study has been quantitative research process and views are previously

demonstrated by researchers and survey process on important criteria consisted in research

architecture process utilized for collection of data. The researcher organized survey on various

languages with respect to marketing process to collect views and opinions from various authors.

3.9 The Interview process

The opinion presented by Saunders (2010) the interview process recommends preliminary data

resource present in qualitative research process. Interviews has been different kinds and

discussions made for research studies for knowledge of data in research participants regarding

information based on selection of research subjects from various research participants regarding

data on particular subjects. Normally interviews has hugely utilized in qualitative research for

aim of interview for completion of research theory in very successful manner. The research

system has been created to organize interviews in which time, date and duration of interviews is

suggested.

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Figure 10: Grounded Theory

Source: http://press.anu.edu.au//info_systems/mobile_devices/ch05.html

3.10. Research strategies

The research strategy consist of Saunders et al., (2009) strategy and posses huge impact on

research recognized as combined feature of research opinion and consist of four different types

of research strategy utilized in collection of important research data like practical research,

survey based, fundamental theory and organized in complete information.

3.11. Grounded Theory

The grounded theory posses basic strategy used in research study and posses various scientific

models created for collection of research of data used. The constants of research posses huge

importance in practical research strategy and three types of research queries like location, for

what and why are answered. The real purpose, aim and queries of research are evaluated and

observed crucially to complete research project. The creation of practical research strategy is to

evaluate research queries and purpose in complete research project in simple way (Ross, 2010).

3.12. Survey strategy

As per research the survey research system has been hugely utilized in quantitative manner in

equation based evaluation and performed by presenting of participants in research survey process

leads to case study of organization. The complete data in research of quantitative research ahs

survey strategy and important views are applied in survey with flexible exact and self organized

surveys. The two kinds of surveys posses business research like quantitative nearer to survey and

qualitative terminal survey where particular survey strategy is being selected and utilized in

research study (Farquhar, 2011).

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3.13. Experimental Research

As per Benge (2013) the view of researchers presented in fundamental theory has been important

aspect in research strategy and utilized in research views process of quantitative study. The

fundamental theory utilized in research strategy is for observing of research data related to

subject and is being used in study. The cyclic views are utilized in fundamental theory and data

is attained and validated in research organized and recognized. The various kinds of originating

queries consist of fundamental theory and concepts in research queries to complete in success

way with utilization of fundamental model. The fundamental concept has been used hugely in

quantitative oriented research. The study has utilization of fundamental theory model and

researcher collects research data regarding process of connection with marketing strategy and

different languages that are followed by organizations and specifically IBM, Hyderabad, India.

3.14. Reliability of the Study

The aims and purpose of researchers in research study is to validate process and utilized in

recognition of real belief combined to attitudes and opinions utilized in study. Normally research

is based on general process and utilized for real exactness of data utilized in research study. The

research is organized in study and has followed by two basic criteria in order to present belief of

research. The study in research has presented reliable conclusion of research in successful way.

The researcher follows ethical issues and does not use any author’s information in the project

and researcher showed diligent conducting of various research studies and does not utilize

researcher view in duplicate way (Creswell, 2012).

3.15. Validation of study

As per view of Saharan (2012) the research is validated from data of research views and utilized

in research study. Normally the research validation process has internal and external validation

process in business strategy. The internal research process has been utilized in various

researches. The internal research validation process has been applied in evaluation, analyzing

and presenting of research data of researcher to organize evaluation process to validate complete

research view in necessary study.

The external research validation process is used for providing justification of research data

attained from various literatures and from survey feedback. The internal validation process

posse’s external validation process for use of business research study and quantitative research

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process is applied. The quantitative research process is applied in conducting of internal

validation process and external process that are performed parallel. Initially researcher provides

internal validation of study by organizing of evaluation, analysis and conclusion of research view

in various languages utilized in study. The researcher has provided external research validation

of study to justify conclusion of outcomes of research collected by research surveys and consist

of research participants (Cronholm, 2011).

3.16. Ethical issues

According to Alexander (2009) the ethical issues has been significant criteria for complete

research study and used quantitative study and qualitative study. The ethical issues functions

important in verification and definition of real validation of research data utilized in research.

The ethical issues are implemented in quantitative and qualitative research data. The quantitative

research study has ethical issues and researcher has followed all ethics of research for research

project. The researcher does not utilize any data, copied, and changed of authors or any scholar’s

literature and research. The researcher has utilized all ethics related to quantitative and

qualitative research data. The literature is referred for any project theory reference purpose and

does not copy any content.

University library literature is referred for authors view and opinion purpose and the literatures

are provided with reference in reference page. Research data consist of advanced knowledge

used. The ethical aspects are considered important in complete research study and quantitative

and qualitative data is retrieved from literature for reference. The ethical aspects are important

for verification and analysis of real and validated research data in research study. The ethics

applied in research followed all ethical criteria like own created data and without copy of

literature. The ethical issues in research are utilized in validation of internal and external process

used in research and justify the results to collect research surveys. The researcher view of

validation of research consists of validation of research data and opinions utilized in study. The

internal validation process and external validation process are two important types used in

research for evaluation of data in the research study of business strategy aspects.

42 | P a g e

CHAPTER4

DATA ANALYSIS

Sample Size 100

4.1 Research Questionnaire to IBM, Hyderabad, India

1. Age Specification

A. 20-22- 40%

B. 23-25- 15%

C. 26-29- 20%

D. 30 above- 25%

40

15

20

30

Age Specification

20-22- 4023-25-1526-29-20above 30years-25

The above pie chart clearly illustrates that among the total number of 100 participants from IBM,

Hyderabad, India, 40 participants are aged between 20-22 years, other 15 participants are aged

between 23-25 years, thereafter 20 participants are aged between 26-29 years and finally 5

participants are aged above 30 years. Majority of the participants are aged between 20-22 years.

43 | P a g e

2. Gender Specification

A. Male- 60%

B. Female- 40%

60

40

Gender

Male-60Female-40

From the above diagram, we can clearly illustrate that within the total participants from IBM,

Hyderabad, India, 40% of participants are males and 60% of the participants are females.

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3. Which service employees is IBM outsourcing to other companies?

A. IT employees- 50%

B. Marketing employees- 50%

C. Financial employees-0%

D. Managers and Leaders-0%

E. All-0%

F.IT Employees-50 Marketing Employees-

50

0

20

40

60

80

100

120

100 100

50 50

The above graph clearly stated that among the total number of 100 participants, 50% of them

stated that IBM is outsourcing IT employees and the rest 50% participants stated that IBM is

outsourcing their marketing employees. The majority of the participants stated that IBM is

outsourcing both IT and marketing employees.

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4. Do you think outsourcing human resources is a key competitive strategy?

A. Yes- 70%

B. No- 20%

C. Can’t Say- 10%

70

20

10

Competitive advantage

yes-70%No-20%Can't say-10%

Yes it gives competitive advantage because the human resources outsourced will have more

work productivity that in turn gives many competitive benefits to the companies.

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5. Does outsourcing gives any benefits to employees, if so specify them?

A. Yes- 20%

B. No- 70%

C. Can’t Say-10%

20

70

10

Benefits

Yes-20%No-70%Cant say-10%

From the above graph, the views of employees on the benefits of outsourcing are clear. 10% of

the employees say that outsourcing provides benefits, 20% of the employees say that outsourcing

do not provide benefits and the rest 10% of the employees cannot decide whether there are

benefits from outsourcing or not.

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6. What issues did u face from the outsourcer company?

A. No Salary Hikes-10%

B. No Position Hikes-10%

C. Conflicts with new management-10%

D. Conflicts with new co-workers-10%

E. All the above-60%

No Salar

y Hike

s-10%

No Position Hike

s-10%

Conflicts w

ith co

-worke

rs-10%

Conflicts w

ith m

anage

ment-1

0%

All the a

bove -6

0%0

20

40

60

80

100

120100 100 100 100 100

According to the diagram, 10% of people say that issues arise as there are no salaries hikes, 10%

of people say that issues arise as there are no positions hikes, 10% of people say that issues arise

as there are conflicts with co-workers, and 10% of people say that issues arise as there are

conflicts with management. And the remaining issues arise by combining all the above.

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7. On the rating scale of 5 rate the support given by the outsourcer company to the

employees?

A. Rate5-10% B. Very Good

C. Rate4-30% D. Good

E. Rate3-20% F. Neutral

G. Rate2-30% H. Very bad

I. Rate1-10% J. Bad

Rate5- Very Good-10%

Rate4- Good-30%

Rate3- Either good or bad 20%

Rate2- Very bad-30%

Rate1- Bad-10%0

20

40

60

80

100

120

100 100 100 100 100

10

30

20

30

10

From the above, 10% of employees rate that the support by the outsourcer company is very good

(rate 5), 30% of employees rate that the support by the outsourcer company is good (rate 4), 20%

of employees rate that the support by the outsourcer company is either good or bad (rate 3), 30%

of employees rate that the support by the outsourcer company is bad (rate 2), and 10% of

employees rate that the support by the outsourcer company is very bad (rate 1).

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8. On the rating scale of 5 rate the support given by IBM to the outsourced employees?

A. Rate5- 40%

B. Rate4-20%

C. Rate3-20%

D. Rate2-10%

E. Rate1-10%

Rate5- Very Good-40%

Rate4- Good-20%

Rate3- Either good or bad 20%

Rate2- Very bad-10%

Rate1- Bad-10%0

20

40

60

80

100

120

100 100 100 100 100

40

20 20

10 10

From the above, 40% of employees rate that the support by IBM to outsourcer company is very

good (rate 5), 20% of employees rate that the support by IBM to outsourcer company is good

(rate 4), 20% of employees rate that the support by IBM to outsourcer company is either good or

bad (rate 3), 10% of employees rate that the support by IBM to outsourcer company is bad (rate

2), and 10% of employees rate that the support by IBM to outsourcer company is very bad (rate

1).

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9. List the benefits that IBM is offering to outsourced employees?

A. High Salary Hikes-10%

B. High Position Hikes-10%

C. Huge Incentive pay rates-10%

D. High support and motivation-10%

E. Good learning and development programs-10%

F. All the above-10%

G. None-50%

High Sa

lary H

ikes-1

0%

High Positi

on Hikes-1

0%

Huge incen

tive pay

rates

-10%

High su

pport an

d motivati

on-10%

Good learning a

nd developmen

t pro

grams-1

0%

All the a

bove-50%

020406080

100120

100 100 100 100 100 100

10 10 10 10 10

50

From the above, 10% of the benefits offered by IBM to outsourced employees are from high

salary hikes, 10% of the benefits offered by IBM to outsourced employees are from high position

hikes, 10% of the benefits offered by IBM to outsourced employees are from huge incentive pay

rates, 10% of the benefits offered by IBM to outsourced employees are from high support and

51 | P a g e

motivation, 10% of the benefits offered by IBM to outsourced employees are from good learning

and development, and the rest is the combination of all the above.

10. List the benefits that are offered by the outsourcer to the employees outsourced

from IBM?

A. High Salary Hikes-10%

B. High Position Hikes-10%

C. Huge Incentive pay rates-10%

D. High support and motivation-10%

E. Good learning and development programs-10%

F. All the above-10%

G. None-30%

High Sa

lary H

ikes-1

0%

High Positi

on Hikes-1

0%

Huge incen

tive pay

rates

-10%

High su

pport an

d motivati

on-10%

Good learning a

nd developmen

t pro

grams-1

0%

All the a

bove-50%

None0

20406080

100120

100 100 100 100 100 100 100

10 10 10 10 1020

0.3

From the above, 10% of the benefits offered by outsourcer to employees are from high salary

hikes, 10% of the benefits offered by outsourcer to employees are from high position hikes, 10%

of the benefits offered by outsourcer to employees are from huge incentive pay rates, 10% of the

52 | P a g e

benefits offered outsourcer to employees are from high support and motivation, 10% of the

benefits offered by outsourcer to employees are from good learning and development, 20% of

the benefits offered by outsourcer to employees are from all the above and the rest 30% believe

that there are no benefits.

11. Do you think outsourcing employees give additional benefits to the employees? If

yes or no specify them.

A. Yes- 30%

B. No-50%

C. Can’t Say-20%

30

50

20

Benefits to employees

Yes-30%No-50%Cant say-20%

It does not give more benefits to employees because employees will get more work pressure

from both outsourcing and Outsourcer Company in terms of high work performance.

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12. What expectations do you have from the outsourcer company?

A. High salary hikes-10%

B. Position Hikes-10%

C. Huge Incentive Pay rates-10%

D. High Support and Motivation-10%

E. All the Above-60%

High Sa

lary H

ikes-1

0%

High Positi

on Hikes-1

0%

Huge incen

tive pay

rates

-10%

High su

pport an

d motivati

on-10%

All the a

bove-60%

0

20

40

60

80

100

120100 100 100 100 100

10 10 10 10

60

From the above graph, 10% expectations are from high salary hikes, 10% expectations are from

high position hikes, 10% expectations are from high incentive pay rates, 10% expectations are

from high support and motivation, and the rest is the combination of all the above.

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13. Do you think outsourcing human resources increases organizational productivity?

Yes or No specify your answer?

A. Yes- 30%

B. No- 20%

C. Can’t Say- 50%

30

20

50

Organizational Productivity

Yes-30%No-20%Cant say-50%

According to the views from the graph, 30% say yes that human resources increases

organizational productivity, 20% say no that human resources increases organizational

productivity, and the rest 30% cannot say whether human increases organizational productivity

or not.

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14. Do you think human resource outsourcing is an effective tool for better market

relationships?

50

30

20

Market Relationship

Yes-50%No-30%Cant say-20%

A. Yes-50%

B. No- 30%

C. Can’t Say- 20%

According to the views in the current market, 50% views of people vote that human resource

outsourcing is a successful tool for a better market, 20% of people vote that this human resource

outsourcing is not a good tool and 20% of the people’s views cannot say whether the tool is

efficient or not.

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15. What HR practices do you recommend to IBM with regards to their HR

outsourcing process?

Offer high

support a

nd motivati

on-10%

Offer go

od salar

ies-10%

Offer go

od position hike

s-10%

Offer go

od training a

nd develo

pment p

rograms-1

0%

Offer eff

ective

work en

vironmen

t-10%

All the a

bove-50%

020406080

100120 100 100 100 100 100 100

10 10 10 10 10

50

A. Offer High support and motivation- 10%

B. Offer good salaries- 10%

C. Offer good position hikes-10%

D. Offer good training and development programs-10%

E. Offer effective work environment-10%

F. All the above- 50%

From the graph, it is clear that 10% of the practices offer high support and motivation, 10% of

practices offer good salaries, 10% of practices offer good position hikes, 10% of practices offer

good training and 10% of practices offer effective work environment. And 50% of practices were

being recommended by combining all the above.

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4.2 Interview Questionnaire to HR of IBM, Hyderabad India

1. Which service employees is IBM outsourcing to other companies?

A. IT employees

B. Marketing employees

C. Financial employees

D. Managers and Leaders

A: We are outsourcing all service employees like IT employees, marketing employees, financial

employees and managers and leaders as per the human resource requirement of the outsourcer

company.

2. Do you think outsourcing human resources is a key competitive strategy?

A. Yes

B. No

C. Can’t Say

A: Yes, off course it is one of the best resource and asset that can be used to get competitive

advantages in the global market.

3. Does IBM outsourcing process gives any benefits to employees, if so specify them?

D. Yes

E. No

F. Can’t Say

A: Yes, IBM is offering more effective benefits to the employees outsourced in terms of

payments, positions and motivation.

4. What issues did u face from the outsourcer company?

A. In-effective and irregular payments

B. Conflicts with new management

C. Conflicts from Managers

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D. All the above

A: We reported all the above issues where conflicts between new management and conflicts with

managers are reported highly.

5. On the rating scale of 5 rate the support given by the outsourcer company to IBM?

K. Rate5- Very Good

L. Rate4- Good

M. Rate3- Good or bad

N. Rate2- Very bad

O. Rate1- Bad

A: Rate5 very good

6. Do you think HR outsourcing process shows any impact on work performance of

the employees?

A. Yes

B. No

C. Can’t Say

A: Yes it shows impact on the employees performance but if the outsourced company gives

required support and motivation to the employees, then the human resources give their better

work performance.

7. List the benefits that IBM is offering to outsourced employees?

A. High Salary Hikes

B. High Position Hikes

C. Huge Incentive pay rates

D. High support and motivation

E. Good learning and development programs

F. All the above

G. None

A: All the above benefits are offered to the employees being outsourced through IBM.

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8. List the benefits that are offered by the outsourcer to the employees outsourced

from IBM?

H. High Salary Hikes

I. High Position Hikes

J. Huge Incentive pay rates

K. High support and motivation

L. Good learning and development programs

M. All the above

N. None

A: All the above benefits are offered

9. Do you think outsourcing employees give any additional benefits to IBM in terms of

competition?

A: Yes 100% because they work in a global market environment that allows them to work hard

for their organization success that in turn gives more competitive benefits to the company.

10. Do you recommend any specific HR practices to IBM for successful HR outsourcing

process?

A: Yes, I do recommend to offer best support and motivation to the employees by identifying

their wants and needs and required support accordingly for managing the HR outsourcing

process in a successful manner.

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CHAPTER5

ANALYSIS AND DISCUSSIONS

5.1 Outsourcing Status and issues in IBM

The management of the company recruited experienced employees to manage the company’s

marketing activities so that the company can achieve success, this helped the management to run

the company successfully even during the recession. Though IBM was a successful company it

still had numerous internal challenges with its operations that had a huge effect on the firm’s

productivity. Another issue that arose for IBM was that 3 key employees that were managers

working at the middle level resigned from IBM and began a company of their own which

became an arch rival of IBM. The managers of a company have in-depth knowledge of a

company’s internal and external aspects that is why the company faced difficult issues because

of personal as well as human resource issues in the company (Foster, 2010).

Wright (2010) stated that IBM’s middle level managers continued to offer excellent services to

its customers this led to the customers, shareholders and investors turning their attention towards

IBM Solutions this bore a huge impact on the firm. There was a time when IBM faced intense

issues surviving in the market and the company’s overall turnover was at a pitfall stage. To solve

this issue the company sort to make certain changes in the firms services. Hence it made a full

modification to the staff as well as the technical issues rectifying things with few solutions, its

premier focus was to target and challenge its middle managers. The human resources

management became very stressful as the company implemented tough objectives, targets and

goals to its workers which led to enormous pressure on the employees.

The stressful working conditions saw most seeking to resign their jobs and new employees were

hugely discouraged in joining the company. The company sort to solve this issue by

implementing employee retention procedures as their human resource plan providing high

salaries to its employees, this was very satisfactory to the higher level employees, but though the

retention process did work in tackling the stressful working environment, it failed to solve the

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recruitment procedure which had a bad effect on the firm and was mentioned as to be the core

issue for its problem. The overseas business operation requires good work experience which was

questioned by the employees of IBM Solutions, which is not possible for every recruited worker.

The company has begun to create higher working pressure among its workers due to the overseas

business expansion (Chen, 2010).

In views of Kaya (2010) a discriminating dissection was completed in the past segment about

various types of issues that are seen inside the IBMs. Distinctive issues, for example, human

asset issues, recruitment issues, examination issues, self-awareness issues and additionally

contract period issues are distinguished and reported as center issues in the organization. Inside

the scholarly writing there are various types of human asset administration systems that are

generally utilized by the associations for determining the human asset issues occurring in the

organizations. For every single issue distinguished the result in setting of exploration writing

about HRM is proposed in subtle element as takes after its impact.

The technological and service based short term employees has suffered for job insecurity and get

huge features of present conditions in an organization. The solution of respective problems has

presented in standby short term operational functions and assures awards and other incentives in

various schemes evaluated in individual, higher level and marketing skills. The complete

evaluation has been clear and followed by different strategy presented in HR improvement

application and solved to assure excellent work tradition in the organization. The tradition of

outsourcing has provided huge importance in era of 1970 and has various numbers of

organizations who are not efficient in that duration (Guyo, 2012).

5.2 Outsourcing Scope in IBM

According to Saharan (2012) the tradition of outsourcing has now attained speed development

since 1980 and also gaining of recession started at that time. The modification has initiated in

way of business model and organization initiated to think on outsourcing of work and aimed less

quantity. Most of activities had outsourced like housekeeping, information technology, catering

and security based works. According to researchers the HR outsourcing in IBM have improved

and speed up for development of organization standard since past years. The organization

observes for decision in order to outsource different kind of causes and to reduce preliminary

causes of outsourcing. Various researchers have argued about prices decrease and do not show

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criteria to think on decision for outsourcing. For instance, the study of research presented the

actual work of HR outsourcing and decrease in cost with higher quality. According to

researchers the important motivators of outsourcing has attained specific HR expert to attain

simple and decrease of difficulty and improved accessing of digital technology.

Aramark (2011) stated that the outsourcing of IT and accounting works of IBM has general in

the organization and its activities. The huge theory and equation are present in this articles and

literature regarding HR outsourcing. The price benefit evaluation has been seen on higher debate

and subject of HR outsourcing argued. The equation information gained from government

institutions of outsourcing in private organizations has attained cost reduction by 20 to 30 % in

total production. According to research by various scholars the duration of taking decision of

outsourcing has been considered with various criteria except cost.

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CONCLUSION AND RECOMMENDATIONS

Conclusion of the Study

Within this study many critical discussions are carried out on the overview of HR outsourcing

process. The study gave a brief note on the core activities involved in the HR outsourcing

process including its advantages and disadvantages. As per the study discussions, the outsourcing

process is playing a significant role in the organizations and their global presence. Various

reasons are present for outsourcing of work and researchers have found specific services, vendor

consumer happiness and competitive benefits. The reviewing of providing team has been

recognized into six different criteria and considered as outsourcing factors and consist of

following aspects such as basis risk, spillage of risk, belief, relation efficiency, strategic abilities

and reliability. Initial four aspects have short duration aspects and other two aspects are

recognized as important mores duration strategy.

From the research survey conducted in the study it has been clearly identified that employees

outsourced from IBM are facing issues with regards to the benefits that are to be offered to the

employees outsourced. At First, the problems identified with contract workers for abroad

operations are thought seriously about. This issue was thought to be one of the imperative issues

in the organization. Each representative has a frailty feeling on their occupation period on the

grounds that a large portion of the representatives enrolled by the organization are contract

workers.

The majority of the research participants from IBM, Hyderabad, India stated that there are four

major problems they are facing from the outsourcer company like lack of salary hikes, lack of

position hikes, problems with new management, problems with co-workers and managers. On

the other hand, even though most of the research participants stated that IBM gave them the

essential support, still due to lack of support and motivation from the outsource company has

shown a major impact on their work performance. The employees enrolled under contract

premises and outsourcing contract dependably work with a shakiness feeling about their

occupation that shows significant effect on their work execution.

In combination with writing exploration, it is unequivocally recommended and suggested to IBM

that they ought to change their agreement recruitment procedure to perpetual recruitment

transform by delegating workers for changeless occupations or by changing the current contract

64 | P a g e

employments to lasting occupations. By executing this system the organization will be capable

and fruitful in decreasing the employment dread among the workers which thusly yields more

profit.

Then again, the other key issues were with the absence of work experience and self-improvement

aptitudes over the representatives. For beating this issue, the organization needs to offer better

preparing and improvement areas to their specialized and non-specialized staff that permits them

to enhance their work execution. Despite the fact that contributing on preparing and

advancement projects is an extra plan to the organization, still it ought to put on representative

improvement programs that thusly build the worker turnover. The organization ought to try and

take more minds in preparing their abroad workers with diverse angles and worldwide

advertising assignments which upholds them in dealing with the worldwide business errands in

an effective and simpler way.

The self-awareness and administration hypothesis proposed by Booth (2009) clarified that there

is a tremendous need of executing self-awareness preparing areas to the representatives and

captivate them to buckle down for association accomplishment without any anxiety. According

to this hypothesis it is firmly proposed toIBM that as opposed to contributing on new recruitment

forms, the organization can contribute on preparing areas of current representatives that enhances

their work execution far superior.

The survey results even proved that the senior administration of the organization was not

fulfilled by the monetary allowance of the organization which prompted numerous genuine

budgetary issues inside the organization. The future forecasts made by any organization may not

be fruitful all the time and hence it is emphatically proposed to the senior administration of the

organization that they needs to plan and execute new plans with new set of hierarchical

objectives and goals that has less expectations on turnover. By executing this system the senior

administration of the organization can captivate the low and center administrators with specific

objectives that enter the organization towards great turnover and benefits.

The expanded push inside the work spot is accounted for as one of the key issues in the IBM

Solutions which has indicated significant effect on the organization achievement and profit. With

a specific end goal to beat this issue according to diverse writing human asset speculations there

65 | P a g e

is a need of making push free work environment in the organization by offering great backing

and inspiration to the representatives. The organization ought to consider this as the genuine

human asset issue and must back up their workers in all terms of their needs and needs. The

organization ought to try and allocate gathering assignments that permit them to construct

relationship among the collaborators and will have the capacity to impart their work errands

without any anxiety. Finally the study concludes that there is a huge necessity to IBM for

implementing and using effective HR outsourcing strategies and practices for managing the HR

outsourcing process in a successful manner that are explained in detail as follows:

Recommendations of the Study

There are some recommendations suggested to IBM with regards to the successful management

of HR outsourcing process that are clearly discussed in detail as follows:

Firstly IBM should sort out the employee issues with regards to the salary and position

hikes. It is recommended to IBM that before outsourcing the employees, IBM should

make clear these things in outsourcing agreement to offer better salary and position hikes

to the outsourced employees as per their work performance.

Secondly, it is recommended to IBM that they should build effective relationship

between the outsourced employees and outsourcer company for a better business

relationship that reduces the conflicts between the employees and new management

Finally, it is strongly recommended to IBM Outsourcer Company that they should assign

group tasks and meetings to their outsourced employees that reduce the conflicts between

the co-workers and managers. This in turn gives increases the work productivity of the

organization and reinforces them to achieve their outsourcing aims and goals in a

successful manner.

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APPENDIX OF THE STUDY

APPENDIX1

Research Questionnaire to IBM, Hyderabad, India

1. Age Specification of the Participants

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2. Gender Specification of the Participants

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3. Which service employees is IBM outsourcing to other companies?

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4. Do you think outsourcing human resources is a key competitive strategy?

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5. Does outsourcing gives any benefits to employees, if so specify them?

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6. What issues did u face from the outsourcer company?

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6. On the rating scale of 5 rate the support given by the outsourcer company to the

employees?

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8. On the rating scale of 5 rate the support given by IBM to the outsourced employees?

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9. List the benefits that IBM is offering to outsourced employees?

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10. List the benefits that are offered by the outsourcer to the employees outsourced from

IBM?

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11. Do you think outsourcing employees give additional benefits to the employees? If yes or

no specify them.

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12. What expectations do you have from the outsourcer company?

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13. Do you think outsourcing human resources increases organizational productivity? Yes or

No specify your answer?

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14. Do you think human resource outsourcing is an effective tool for better market

relationships?

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15. What HR practices do you recommend to IBM with regards to their HR outsourcing

process?

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APPENDIX2

Interview Questionnaire to HR of IBM, Hyderabad India

1. Which service employees is IBM outsourcing to other companies?

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2. Do you think outsourcing human resources is a key competitive strategy?

---------------------------------------------------------------------------------------------------------------------

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---------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------------------------------------------

2. Does IBM outsourcing process gives any benefits to employees, if so specify them?

---------------------------------------------------------------------------------------------------------------------

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---------------------------------------------------------------------------------------------------------------------

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4. What issues did u face from the outsourcer company?

---------------------------------------------------------------------------------------------------------------------

---------------------------------------------------------------------------------------------------------------------

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5. On the rating scale of 5 rate the support given by the outsourcer company to IBM?

---------------------------------------------------------------------------------------------------------------------

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7. Do you think HR outsourcing process shows any impact on work performance of the

employees?

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7. List the benefits that IBM is offering to outsourced employees?

---------------------------------------------------------------------------------------------------------------------

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8. List the benefits that are offered by the outsourcer to the employees outsourced from

IBM?

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9. Do you think outsourcing employees give any additional benefits to IBM in terms of

competition?

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10. Do you recommend any specific HR practices to IBM for successful HR outsourcing

process?

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