Compensation and benefits practices in Asia.

• Main Author: Hesan Ahmad Quazi.
• Other Authors: Nanyang Business School
• Format: Research Report
• Language: English
• Published: 2008
• Subjects: DRNTU::Business::Management::Personnel management
• Online Access: http://hdl.handle.net/10356/14564
• Institution: Nanyang Technological University

HR practitioners are still in the early stages of understanding the complexities of finding, keeping and engaging talent in a global competitive environment. In the new millennium, radical business changes are taking place- for example, highly successful companies exist today that were unknown before the advent of internet, multinational companies that were once dominated by the powerful western parent companies now have diverse geographic ownership, and many firms outsource their non-core operations to stay competitive. In addition to this, broader demographic shifts are taking place that are creating relatively more retirees and a smaller proportion of suitable younger workers available for work. This demographic shift is creating global movements of jobs and population, as companies seek to fill skill and labor needs for their varied operations. Further, the nature of work is also changing, which is reflected in various innovative natures of work arrangements, including flexi-place, flexi-hours, compressed workweek and the like (O’Neal & Gebauber, 2006).