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	<link>http://peoplestrong.com/blog</link>
	<description>Delivering Excellence in HR Outsourcing</description>
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		<title>THE RPO SWOT</title>
		<link>http://peoplestrong.com/blog/the-rpo-swot/</link>
		<comments>http://peoplestrong.com/blog/the-rpo-swot/#comments</comments>
		<pubDate>Mon, 05 Jul 2010 06:11:51 +0000</pubDate>
		<dc:creator>PeopleStrong</dc:creator>
				<category><![CDATA[Recruitment Process Outsourcing]]></category>

		<guid isPermaLink="false">http://peoplestrong.com/blog/?p=121</guid>
		<description><![CDATA[Many a times an outsourcing deal fails because the outsourcing organization does not have a clear strategy in place and the benefits that it wants to draw from the engagement are not clealy identified. RPO, like all other outsourcing models, has its share of Strengths, Weaknesses, Opportunities and Threats. The figure below illustrates them. The [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<item>
		<title>Key requirements/must haves for a Recruitment Process Outsourcing(RPO) service providers</title>
		<link>http://peoplestrong.com/blog/key-must-haves-for-recruitment-process-outsourcing-rpo-service-providers/</link>
		<comments>http://peoplestrong.com/blog/key-must-haves-for-recruitment-process-outsourcing-rpo-service-providers/#comments</comments>
		<pubDate>Tue, 25 May 2010 06:52:41 +0000</pubDate>
		<dc:creator>PeopleStrong</dc:creator>
				<category><![CDATA[Recruitment Process Outsourcing]]></category>
		<category><![CDATA[Thought Leadership]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[RPO]]></category>

		<guid isPermaLink="false">http://peoplestrong.com/blog/?p=108</guid>
		<description><![CDATA[Recruitment Process Outsourcing (RPO) is the new buzzword in the town and every run of the mill recruitment/placement company is trying to project itself as an RPOprovider. The thing that differentiates RPO provider is that an RPO provider assusmes ownership of the design and management of the recruitment process and also responsibility of results. This [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Getting the Right Talent for your organization</title>
		<link>http://peoplestrong.com/blog/getting-the-right-talent-for-your-organization/</link>
		<comments>http://peoplestrong.com/blog/getting-the-right-talent-for-your-organization/#comments</comments>
		<pubDate>Thu, 15 Apr 2010 06:02:54 +0000</pubDate>
		<dc:creator>PeopleStrong</dc:creator>
				<category><![CDATA[Recruitment Process Outsourcing]]></category>
		<category><![CDATA[Thought Leadership]]></category>
		<category><![CDATA[Best Companies to Work for]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[RPO]]></category>

		<guid isPermaLink="false">http://peoplestrong.com/blog/?p=101</guid>
		<description><![CDATA[Employer brand is generally viewed as synonymous to HR practices of the company and the &#8216;Best Companies to Work for&#8217; 2010 study clearly indicates that work culture is amongst the top 3 factors. The study however also indicates that compensation is a parallel theme that runs with the employees. We believe that good HR does [...]]]></description>
		<wfw:commentRss>http://peoplestrong.com/blog/getting-the-right-talent-for-your-organization/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Bringing convergence between what HR thinks constitutes a good company to work for and what employees think</title>
		<link>http://peoplestrong.com/blog/bringing-convergence-between-what-hr-thinks-constitutes-a-good-company-to-work-for-and-what-employees-think/</link>
		<comments>http://peoplestrong.com/blog/bringing-convergence-between-what-hr-thinks-constitutes-a-good-company-to-work-for-and-what-employees-think/#comments</comments>
		<pubDate>Fri, 26 Mar 2010 08:15:11 +0000</pubDate>
		<dc:creator>PeopleStrong</dc:creator>
				<category><![CDATA[Thought Leadership]]></category>

		<guid isPermaLink="false">http://peoplestrong.com/blog/?p=86</guid>
		<description><![CDATA[In general, what makes a &#8216;Good Company to Work for’ is a derivation from two sources: a) The survey designed to evaluate the same by the organization/HR , and b) The perception of the existing employee workforce Organization however, exists in an ecosystem. Leavers and potential hires are as much a part of the ecosystem [...]]]></description>
		<wfw:commentRss>http://peoplestrong.com/blog/bringing-convergence-between-what-hr-thinks-constitutes-a-good-company-to-work-for-and-what-employees-think/feed/</wfw:commentRss>
		<slash:comments>5</slash:comments>
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		<title>Thumb-rules of a good relationship between the CEO (or promoter) and the HR head of a company</title>
		<link>http://peoplestrong.com/blog/thumb-rules-of-a-good-relationship-between-the-ceo-or-promoter-and-the-hr-head-of-a-company/</link>
		<comments>http://peoplestrong.com/blog/thumb-rules-of-a-good-relationship-between-the-ceo-or-promoter-and-the-hr-head-of-a-company/#comments</comments>
		<pubDate>Tue, 16 Mar 2010 12:05:43 +0000</pubDate>
		<dc:creator>PeopleStrong</dc:creator>
				<category><![CDATA[Thought Leadership]]></category>

		<guid isPermaLink="false">http://peoplestrong.com/blog/?p=76</guid>
		<description><![CDATA[HR often has been caught in ‘what is the coolest program’ and ‘what is the most innovative practice’. The question is not about ‘what’ but about ‘How’. Focusing on the basic rules of Business is what would drive HR from backroom to boardroom. 1. Productivity: HR’s focus on productivity with getting the basics right will [...]]]></description>
		<wfw:commentRss>http://peoplestrong.com/blog/thumb-rules-of-a-good-relationship-between-the-ceo-or-promoter-and-the-hr-head-of-a-company/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>Correlation between the quality of HR and sales and profit growth</title>
		<link>http://peoplestrong.com/blog/correlation-between-the-quality-of-hr-and-its-sales-and-profit-growth/</link>
		<comments>http://peoplestrong.com/blog/correlation-between-the-quality-of-hr-and-its-sales-and-profit-growth/#comments</comments>
		<pubDate>Tue, 02 Mar 2010 07:11:03 +0000</pubDate>
		<dc:creator>PeopleStrong</dc:creator>
				<category><![CDATA[Thought Leadership]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[HR Outsourcing]]></category>
		<category><![CDATA[HR Shared Services]]></category>
		<category><![CDATA[HRO]]></category>
		<category><![CDATA[Payroll and Compliance Management]]></category>
		<category><![CDATA[RPO]]></category>

		<guid isPermaLink="false">http://peoplestrong.com/blog/?p=69</guid>
		<description><![CDATA[India as a nation is fairly young- only 60 years old and much younger in terms of free markets. We have operated in an open economy for less than two decades after the onset of liberalization. Business and economy has seen maturity of Business processes and markets only since late 90s. The HR scene in [...]]]></description>
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		<slash:comments>8</slash:comments>
		</item>
		<item>
		<title>Can HR be Outsourced?</title>
		<link>http://peoplestrong.com/blog/can-hr-be-outsourced/</link>
		<comments>http://peoplestrong.com/blog/can-hr-be-outsourced/#comments</comments>
		<pubDate>Wed, 17 Feb 2010 05:57:37 +0000</pubDate>
		<dc:creator>PeopleStrong</dc:creator>
				<category><![CDATA[Thought Leadership]]></category>
		<category><![CDATA[HR Outsourcing]]></category>
		<category><![CDATA[HRO]]></category>
		<category><![CDATA[Payroll and Compliance Management]]></category>
		<category><![CDATA[RPO]]></category>

		<guid isPermaLink="false">http://peoplestrong.com/blog/?p=42</guid>
		<description><![CDATA[During an employee’s tenure in an organization, HR touches an employee on a regular basis. 80% of the times, these interactions are principally administrative and transactional in nature (illustrated in the figure alongside). However from an organizations point of view most important activities for HR are strategic tasks: the top 10% of the pyramid.  These [...]]]></description>
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		<slash:comments>1</slash:comments>
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