SIEMENS

Introduction of SIEMENS:
Launched in 1882 in Germany. SIEMENS in Pakistan. Major products and projects.

Introduction of Topic:
Recruitment Process Outsourcing or In-house Recruitment Process.

Objectives:
To Compare the two processes and recommend findings based on data analysis.

 The global trends.

Recruitment Process Outsourcing

(RPO)
Factors affecting decision.

Literature Review.
Case Study on SIEMENS.

Primary Data:
Interviewing HR Business Partner of SIEMENS Pakistan.

Secondary Data:
Online Sources. Journals.

Strengths
Swiftness and Expertise Risk-Sharing

Weaknesses
Risk of exposing confidential data Hidden costs Lack of customer focus

Strengths
No hidden costs No Loss of Confidential Data Relatively Unbiased Cultural Fit

Weaknesses
Attracting people is trickier

Factors to decision-making (Cost, Organizational structure, Specialists

 Resetting the expectation with the hiring firm regarding company cultural and work expectation with the employees. Focus on employee commitment and retention so that turn over in outsourced departments decreases. This way a culture will be established of strong company values and new employees will have to adjust to it. Setting measurable criteria for intangible skills like time management against which employees or candidates should be measured. Bonuses and such incentives should be given to reinforce preferred skills like time management so that people strive to develop such traits. Appraisal criteria should be shared.

 SIEMENS focuses more on in-house recruitment whether for technical or non technical assignments so as to maintain maximum control over quality of such resource and create a strong leadership. Noncore human resource recruitment at SIEMENS is outsourced to save the scarce time and resource of the HR department. SIEMENS is doing a great job in its in-house recruitment but not performing as well in the recruiting through out-sourcing. They are leaving it completely to the hired recruiters. Therefore, companies should be careful in choosing the right recruiter for the positions.

For many companies complete in house recruitment is a better strategy while for other companies out sourcing is the preferred strategy.