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Sarkar, Shulagna
- Mou System: Enhancing Employee Performance in Indian Cpse's
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Authors
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1 Director, Institute of Public Enterprise, Hyderabad, IN
2 Assistant Professor, Institute of Public Enterprise, Hyderabad, IN
1 Director, Institute of Public Enterprise, Hyderabad, IN
2 Assistant Professor, Institute of Public Enterprise, Hyderabad, IN
Source
Journal of Strategic Human Resource Management, Vol 2, No 3 (2013), Pagination:Abstract
Companies take numerous initiatives to ensure higher performance. The role of HR and HR systems has become indispensable for companies to ensure performance and survive in the competitive world. The role of HR systems of public sector units (PSU) in India is equally important in establishing a performance culture. Government has taken numerous initiatives to ensure a performance culture among the PSU's. The Memorandum of Understanding (MoU) system is an age old process in India which underwent numerous modifications over the years and has ensured greater involvement of people with higher individual and organisational performance. The paper elaborates the concept of MoU system and its implementation approach in Indian Central Public Sector Enterprises (CPSE's). The paper uses secondary data to identify the relation between the MoU, organisational performance, and its employees. The paper provides a new thought on the concept of MoU as an HR process based approach which enhances individual performance. The paper discusses a model for initiating performance based focus in organisations.
References
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- Cross Cultural Dimension of Compensation Management: Global Perspectives
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Authors
Affiliations
1 Senior Professor and Director, Institute of Public Enterprise, Hyderabad, IN
2 Assistant Professor, Institute of Public Enterprise, Hyderabad, IN
1 Senior Professor and Director, Institute of Public Enterprise, Hyderabad, IN
2 Assistant Professor, Institute of Public Enterprise, Hyderabad, IN
Source
Journal of Strategic Human Resource Management, Vol 1, No 2 (2012), Pagination: 63-71Abstract
With the advent of globalization, companies have realized the need to operate transnational and mark their footsteps across the world. The rise in frequent cross-nation transaction and operation has lead companies to focus on people centric approaches. Cross cultural issues have acted as hindrances in the performance of the organizations. Thus, there is a huge scope for companies to focus on HR approaches which act as a solution to numerous cross cultural issues. One such area which requires close attention of HR professionals is the 'Compensation Management'. While developing the global compensation and benefit composition, HR must deal with many factors that are not present in a domestic environment. In this paper, it is attempted to discuss about some of those factors that unswervingly impacts global compensation and benefits strategies. The paper identifies the factors affecting international compensation management and discusses the role of culture in developing compensation strategies.Keywords
Expatriate Pay, Compensation Management, Cross-Culture, International CompensationReferences
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