KPO and its people : Case KPO
Singh, Pawan (2013)
2013
All rights reserved. This publication is copyrighted. You may download, display and print it for Your own personal use. Commercial use is prohibited.
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023090125238
https://urn.fi/URN:NBN:fi:amk-2023090125238
Tiivistelmä
Organization are divided into different departments, HRM is one of them. HRM is the department which is something very different than other department, because it neither making things nor selling things. Most of the time other departments think they are not adding value to the organization. But in reality, the most significant resource of any business is its staff. Organization and other, departments should not forget that recruiting the right people adds value to the organization.
The main objective of this thesis is to emphasize the importance of HRM in KPO. KPO is Finnish company which is located in Kokkola and it is a cooperative with one of the highest employee levels in this region. This study aims to analyse the function of HRM in KPO and its objective.
Researcher has used both primary and secondary research methods to give the shape and form to this thesis. In primary or field research, researcher has used the both quantitative and qualitative methods. The first category reforms the number of potential work force for KPO and in what quantities. This is clearly the important information in revealing why worker will or will not work for this organization. Secondary data was collected from different sources of information such as books, company data, competitor's reports, websites, articles and journals etc.
As a result of this thesis HRM should be seen as a strategic function of an organization.
The main objective of this thesis is to emphasize the importance of HRM in KPO. KPO is Finnish company which is located in Kokkola and it is a cooperative with one of the highest employee levels in this region. This study aims to analyse the function of HRM in KPO and its objective.
Researcher has used both primary and secondary research methods to give the shape and form to this thesis. In primary or field research, researcher has used the both quantitative and qualitative methods. The first category reforms the number of potential work force for KPO and in what quantities. This is clearly the important information in revealing why worker will or will not work for this organization. Secondary data was collected from different sources of information such as books, company data, competitor's reports, websites, articles and journals etc.
As a result of this thesis HRM should be seen as a strategic function of an organization.