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The purpose of this paper is to provide insights into the conduct of recruitment process outsourcing (RPO), based on a real-life case study of one company in Malaysia. The paper analyses the company’s process of recruitment outsourcing from beginning to end, in three sections: RPO decision, RPO implementation and RPO outcome.

The case study was carried out through semi-structured interviews with relevant respondents, including the country HR manager, the HR staff and operation managers in the organisation, plus with the RPO provider.

The key findings, from a theoretical and academic viewpoint, are that RPO decisions and implementation cannot be fully or properly explained by one theory, but are better explained by integrating transaction cost economics, the resource-based view and the Agency Theory. The study also highlights the importance of involving end users in the RPO process.

While this single case study gives a clear, in-depth insight into the issues in this particular instance, future research extending to a wider range of organisations would serve to expand the findings and provide more generalisable results.

Practitioners and service providers should be able to draw valuable lessons from the experience of Tech-solution, particularly from the different perceptions and levels of satisfaction about the service provider’s performance between internal HR and the internal end users (operation managers).

This paper provides a specific and detailed analysis of RPO implementation in practice. It also addresses the call for more RPO outsourcing-specific research in the extant literature.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

When outsourcing first emerged during the 1980s, initial impressions were predominantly negative. Massive growth in the practice during the new millennium is testimony to the fact that opinions have altered somewhat. One consequence is that a variety of a firm’s business functions are now often handed over to external providers. Outsourcing is especially prevalent within human resources (HR). Globally, the human resource outsourcing market is approaching US$200bn in value. This encompasses many different HR functions, with recruitment being among them. In the five years to 2015, the recruitment process outsourcing (RPO) market more than doubled. Much of this is down to its extensive presence throughout North America and Europe. The practice is less evident within many Asian countries. However, prevailing labor shortages suggest that considerable scope for greater use of RPO exists in the region.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The resourcing of policing activity is characterised by a level of complexity, particularly where evaluating alternative policy options is concerned. In this paper, a case study using multimethodological modelling to compare alterative policy choice in a group context is outlined with respect to response-patrol officer (RPO) deployment within a UK police force. The paper aims to discuss these issues.

The application of a three phase modelling process is illustrated where scenario planning is used to generate the scope of the system elements to be modelled. This is followed by causal mapping to identify the barriers to improving officer resourcing, and system dynamics modelling is used to simulate the impacts of a range of policy options within this policing function. A group model building approach was applied throughout the modelling phases with an expert group to negotiate a shared view of the structure and dynamics of the resourcing policy challenges.

A fully validated system dynamics model emerged from the multi-phase modelling process which allowed a series of alternative future policy scenarios to be explored and evaluated. Useful policy insights were generated by the system dynamics simulation model which suggested more efficient rules for resource allocation in the police force’s RPO function.

The insights from this case study demonstrates that multi-phase modelling has potential application in policy exploration across a range of emergency service providers whose actions are governed by both variable demand and constrained supply of resource.

It is very indispensable for the various control centers of multi-transmission system owners (TSOs) grids to coordinate their reactive power optimization (RPO) efforts. However, such coordinated equilibrium point is comparatively hard to achieve unless one TSO control center could obtain all grids’ information in detail, which may lead to confidential issue and heavy communicating load. The purpose of this paper is to propose a solution to optimizing the reactive power control efforts among multi-TSOs grids with a mathematic interconnection model and reasonable communication cost.

Based on the interconnected power network equation, the stability-related optimum reactive power injection and the power-loss-related optimum reactive power injection were derived, respectively. Furthermore, according to the decomposition-and-coordination-based computing methodology, a coordinated RPO model for interconnected TSOs was designed, taking into consideration both the static voltage stability and economy.

The extreme values for the indicator L of power grid voltage stability and active power loss function were found and proved to be minimums. According to these extreme values, an expression for the reactive power injection at interconnected nodes between TSOs grids was obtained, and a coordinated strategy of RPO was established, which could take the static voltage stability and economy into consideration without confidential concern.

The existence of minimum values for indicator L of voltage stability and power loss was demonstrated, respectively. And the method presented in this paper can ensure the safety of information among different TSO grids, i.e. avoiding confidential issues. In particular, the coordinated control method can be implemented on the local power grid without knowing all of the parameters of its interconnection.

The paper aims at defining a systemic framework for the implementation of business continuity management (BCM). The framework is based on the assertion that the implementation of BCM should be done through the systemic implementation of an “always-on” enterprise information system.

Systems approach is used in order to design a systemic framework for the implementation of continuous computing technologies within the concept of an always-on enterprise information system.

A conceptual framework has been proposed to develop a framework for a systemic implementation of several continuous computing technologies that enhance business continuity (BC) in the form of an “always-on” enterprise information system.

The paper identifies BC as a business pressure in internet era and suggests a systemic framework for implementation.

In partnership with The Rockefeller Foundation, the RAHS Program Office (RPO) of the National Security Coordination Secretariat at the Prime Minister's Office in Singapore has undertaken the innovative approach of the Searchlight function to systematically make sense of the current contextual environment to be better positioned to anticipate the future of poor and vulnerable communities. This paper aims to outline the approach taken and to offer a glimpse into the next steps.

Using the expertise and knowledge from the Searchlight newsletters, RPO applied its SKAN‐to‐Trend Process to funnel down newsletters and generate themes for investigation. The process is augmented by the RAHS 2.0 system, to collect and classify data generated to analyse and understand relationships therein, and anticipate as well as discover emerging issues.

The scenario building tools allowed the RPO analysts to use systems thinking to build systems maps and influence diagrams to help identify critical drivers based on influence and to understand the relationships between driving forces. From the systems map, critical feedback loops were identified and analysed, and evidence marshalled to support alternative policy options to help overcome the vicious cycles of the poor and vulnerable communities.

Although the approach may seem limited in terms of breadth, it does provide a more in‐depth study of relevant insights and themes.

The selection process was done by analysts whose selections will necessarily be subjective depending on each of the analysts' worldview and leanings. This was balanced by gathering a team of analysts from RPO from diverse backgrounds, from the sciences and engineering to the arts.

It is evident that the expanding gulf of growing inequality will tear the social fabric because poverty and inequality are so intricately linked.

The paper shows that, as a visualisation partner, RPO will present a diversity of perspectives through the utilisation of its risk assessment and horizon scanning processes and tools to help understand the pathways of poor and vulnerable communities.

Strategic Management.

Master of Business Administration/Executive Program in Management Level.

Rajat Malik started eFin Recruiters in January 2015 an RPO firm solely catering to the finance domain. Positioning eFin Recruiters in a niche domain created serious challenges to be tackled. Rajat was contemplating leveraging the Indian Government’s Startup India campaign launched on January 16, 2016 to his advantage to scale up eFin Recruiters’ operations by 400 per cent and compete with large established players in the RPO industry. Complacency and anticipated retaliatory action by competitors against eFin Recruiters’ positioning in the niche domain were a huge impediment in eFin Recruiters’ path to exponential growth.

This case will enable students to understand the concepts of industry analysis, strategic positioning from the view of an entrepreneurial firm and business level strategy. This case acts as a medium to integrate entrepreneurship and strategy which is of utmost relevance.

Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

CSS: 11: Strategy.

The purpose of this paper is to examine the relationship between human capital (HC) and value creation and employee reward. HC is an important component of intellectual capital (IC). There is growing interest in how IC can be used to create organizational value. This paper addresses the need for critical analysis of IC practices in action. Based on data gathered from three annual surveys at Australia’s second largest public sector organization, the paper introduces psychological contract (PC) as new HC factors, and develops a method to measure HC in terms of value creation (work activity) and employee reward (pay). The findings have practical implications for managers in using the paper’s HC measurement to achieve strategic alignment (SA) of the workforce.

The research was based on data gathered from three annual surveys (2009-2011) of staff at Australia’s second largest public sector organization. A total of 248 questionnaires were completed. Three independent variables conceptualized HC: first, employee capability (HC1); second, employee satisfaction (HC2); and third, employee commitment (HC3). Two dependent variables were tested: work activity and pay. The data collected in this study was analyzed through the use of bivariate correlation and linear regression using SPSS software.

The paper’s major finding is that HC1 (employee capability) and HC2 (employee satisfaction), had a direct positive relationship with the importance of work activity. The paper’s second finding was that only HC1 has a direct positive relationship with the pay. However, HC3 (employee commitment) had a direct negative relationship with the importance of work activity. Further, HC2 and HC3 had no relationship with pay. The research project organization (RPO) achieved SA with employees’ capability and motivation; as well as employee capability and pay. However, inequities emerge in terms of employee commitment and value creation (work activity) and in the PC factors and pay.

While the research findings are limited by them being based on a single RPO, this is offset to some degree by the longitudinal nature of the study and the size of the RPO. It also presents opportunities for further research, particularly in terms of further testing of the new conceptualization of HC in other organizations and industry settings, and investigation of the failed hypotheses: PC and pay; and employee commitment and work activity.

While strong PC employees are being asked to do important work, they are not always being paid at the rate of colleagues doing similar work. This will create perceptions of distributive justice, which will make those with strong PC unhappy, thereby decreasing their PC, disrupting the SA of the value creation, and lead to employee turnover. Managers can address this problem by using the HC method outlined in this paper to introduce methods such as merit increases and variable pay. While this is problematic for public sector organizations often constrained by having to fit salary awards, innovative organizations are increasingly considering more flexible pay systems.

The paper introduces a new conceptualization of HC, and two proxies for organizational performance: pay and work activity. The paper addresses calls for IC in practice research to make the field more relevant for practitioners. The HC model introduced will allow managers to act on IC measurement by linking HC value with adequate pay, increasing motivation, commitment, and productivity, leading to increased innovation and reduced employee turnover.

In the wake of the December 2015 Paris COP21 (Conference of Parties), and India's announced renewable energy commitments, Reliance Power is reviewing its renewable energy investments to arrive at a long term strategy for the role of renewable energy in its power generation portfolio and the financing of renewable projects. The case reviews the Indian government's policies to promote renewable energy; the evolution of the renewable energy sector; and Reliance Power's financing of renewable energy investments. The case requires identification of alternative long term strategies and their financing implications. This case serves as an introduction to renewable energy from the perspective of Reliance Power, a large private power generator of the country. These projects also provide a learning opportunity for Reliance Power to deal with fast evolving renewable technologies.

This chapter discusses the relevance of a community of practice (CoP) for a reflexive gender equality policy and reflects on the different approaches taken within TARGET. It is based on the literature on CoPs and structural change as well as on experiences in transferring this approach to the context of implementing gender equality plans (GEPs) within different types of research organisations. While the notion of the CoP was coined in the 1990s, literature on gender and such communities remained scarce until a recent wealth of research looked at the role played by inter-institutional CoPs in advancing structural change in research organisations. In this chapter, we examine whether and how an institutional CoP approach has been a useful vehicle for gender equality plan development and how the different configurations of internal and external stakeholders within the CoPs have impacted GEP implementation.