The pressure for economic integration has been reinforced by developments in technology, changes in market structures and the emergence of transnational corporations. Rightsizing has emerged as a critical process in this present era of shrinking space, shrinking time and disappearing borders in the context of employee engagement and human capital. It is often adopted by most organizations to help them become more agile and flexible and thereby cater to the competitive demands. The diverse impacts of rightsizing on various actors however question the justice aspect of the entire process. This study addresses rightsizing from the perspective of social justice by taking into consideration the assessments of the processes by the affected actors namely, the implementers who drive the rightsizing processes; the separated who leave the organization as a result of rightsizing; and the stayers who remain in the organization and have observed the process. It also aims at understanding the various rightsizing processes from an empirical perspective and examines the causal relatedness of the rightsizing processes and outcome across some of the Indian organizations and the actors. Review of literature: The gamut of literature in rightsizing has provided a strong foundation for the researcher to gain a critical understanding of the various processes underlying rightsizing. The key challenge in rightsizing concerns the fairness aspect of the entire process considering the fact that in most cases rightsizing results in gains for some people and loss for others. Given that judgments of fairness are highly subjective, the lack of an absolute standard for determining fairness in this situation has been identified as a gap. As many studies highlight the ambivalence in results with regard to the outcome of rightsizing and attribute them to the rightsizing processes, the relationship of the rightsizing processes and the outcome has emerged as an area of interest. Though there have been correlation based analysis between various rightsizing variables, causal models that link the rightsizing processes to the outcome have been found missing. The dearth of studies from the Indian set up have also prompted the need to build segregate and aggregate causal models of rightsizing processes and outcome at the organization and actor levels. Aim, objectives and methodology: The aim of this study has been to identify the rightsizing processes that contribute towards positive outcome for both the organization and the individuals concerned from the social justice perspective. The objectives were: 1. To compare and contrast the implementation of rightsizing processes in some of the Indian organizations. 2. To develop a framework for understanding and classifying rightsizing processes in relation to the social justice perspective. 3. To identify the effective rightsizing processes that contribute significantly towards minimizing individual stress and maximizing commitment towards the organization. 4. To outline appropriate guidelines based on the justice perspectives of the actors for better implementation of rightsizing in organizations. The conceptual model links the actors, their assessments of the rightsizing processes and the outcome of the entire process as affecting their individual stress and commitment towards the organization. The just processes of rightsizing have been decided based on the assessment of actors and on the extent of their agreement with one another on implementation of the discrete rightsizing practices. Accordingly those practices that all the three groups of actors, namely the implementers, stayers and separated perceive to have been implemented will be classified as the "best practices" or system 4 practices; the practices that have been perceived to have been implemented by the implementers and stayers but not the separated will be classified as the "better practices" or system 3 practices; those practices that the implementers and separated perceive as implemented will be the "ineffective practices" or system 2 practices; and the practices where all the three groups differ with one another with regard to the extent of implementation will be termed the "poor practices" or system 1 practices. The questionnaire was finalized after a preliminary and pilot study. Data was collected from 727 respondents across four organizations, one private manufacturing unit referred to as Org-1, one state public sector unit referred to as Org-2, two central public sector units referred to as Org-3 and Org-4. The total sample consisted of 137 implementers, 320 stayers and 270 separated. Results and discussion: The first part of the analysis focused on validating the rightsizing processes through factor analysis and also testing the reliability using Chronbach alpha. The implementation of the rightsizing processes across the four organizations was compared using Bonferroni post hoc comparisons. Org-1 and Org-4 had implemented most of the rightsizing practices adequately. The perceptions of the employees of Org-2 and Org-3 were found to be significantly inadequate when compared to Org-1 and Org-4 with respect to many of the practices. The second set of analysis compares the assessments of the actors with regard to the implementation of the various rightsizing practices, and classifies them into one of the four systems based on the framework developed. The system 4 practices consist of, the notification period; the severance package; the amount of money that the organizations wished to save after rightsizing and avoidance of ineffective cost reduction strategies. The outcome of rightsizing with respect to role clarity and role sufficiency also falls into system 4. The system 3 practices consist of understanding the need for rightsizing; the need for manpower reduction, proactive cost reduction strategies, separation of the sick and criteria for separation of the redundant. System 1 practices comprise of internal stakeholders, alternate strategies adopted by the organization before resorting to separation of the employees, preparation and communication, leadership, review and control and assistance provided to the separated. The outcome with regard to job security and commitment also falls in this category. The final set of analysis aims at identifying those processes that contribute significantly towards the outcome at both the organizational level and from the perceptions of the actors through path analysis. The path analysis was conducted at the segregate and aggregate levels for the organizations and the actors. Initially a full segregate model where all the independent variables are linked to the dependent variables was fit for the 4 organizations and for the 3 categories of actors. Those processes that contributed significantly towards the outcome with respect to the actors and the organizations were structured onto two final aggregate models. The validity of these aggregate models was examined for the organizations and actors respectively. Conclusion: This study provides a deeper understanding of the various processes underlying rightsizing in the three different stages of implementation. These validated measures can be used as a template by the organizations to study and guide further rightsizing initiatives. Through this research three groups of individuals diversely affected by rightsizing have been brought together under one common framework which is a methodological innovation. Inspite of having different interests, it is possible to obtain a consensus in their assessments of some of the rightsizing practices. This is an important conclusion that can be drawn in support of the social justice perspective with regard to rightsizing. The relationship between the rightsizing processes as affecting the outcome of stress and commitment can also be understood from a causal perspective across organizations and actors through segregate and aggregate models. The best practices with knowledge capital and social capital can also be included in understanding the perspectives of the actors and classification of rightsizing best practices in future work.

L’augmentation de l’espérance de vie affecte les régimes de retraites français, fondés sur la répartition et la solidarité intergénérationnelle. Pour soutenir ce premier pilier de retraite, composé, pour un salarié du secteur privé, des régimes de base de la Sécurité sociale et des régimes complémentaires rendus légalement obligatoires de l’ARRCO et de l’AGIRC (pour les seuls salariés cadres), le recours à un deuxième pilier de retraite s’avère nécessaire. Fondé sur une gestion par capitalisation, ce pilier prend vie dans le cadre de l’entreprise. L’employeur décide de la portée de l’engagement souscrit à l’égard de son salarié : le versement d’une cotisation définie au cours de sa carrière ou celui d’une prestation viagère pendant sa retraite dont le montant est déterminé à l’avance. Si la création de régimes de retraite professionnelle relève de la liberté des entreprises, le législateur oriente leur action à travers un régime social et fiscal de faveur. Enfin, les régimes de retraite professionnelle entrent dans le champ du droit de la concurrence en vue de créer, au niveau européen, un marché unique des retraites professionnelles. Les retraites professionnelles se situent au carrefour de nombreux droits. Normes travaillistes, assurantielles, fiscales, commerciales, trouvent à s’appliquer aux côtés des dispositions des Codes de la sécurité sociale et de la mutualité. De leur articulation naissent des conflits. Leur résolution est la condition nécessaire à la création d’un cadre juridique propice au développement des retraites professionnelles. / The increase in life expectancy affects the French pension schemes, founded on principles of distribution and solidarity between generations. In order to support this first pillar of the retirement system, consisting both in a core Social Security program for employees in the private sector and in the legally mandatory supplementary schemes of ARRCO and AGIRC (only for executive-level employees), it has become necessary to turn to a second pillar. Based on management by capitalization, it becomes effective in the business framework. The employer determines the scope of the undertaking signed in favor of his employee: either the payment of a levy defined during the employee’s career or the payment of a lifetime benefit during his retirement, whose amount is determined in advance. While the creation of occupational pension schemes is up to the businesses, the legislature orients their initiatives towards a favorable social and fiscal scheme. Finally, occupational pension schemes are subject to competition law in order to create, at the European level, a unique market for occupational pension schemes. These schemes are at the crossroads of numerous branches of law. Labor law, insurance law, taw law, and commercial law are applicable along with the French “Code de la sécurité sociale” and the French “Code de la mutualité”. Conflicts stem from the linkage between all of these laws. Their resolution is the sine qua non condition to create a legal framework enabling occupational pension schemes to evolve.

La présente thèse s’intéresse aux modèles d’allocation stratégiques d’actifs et à leurs applications pour la gestion des réserves financières des régimes de retraite par répartition, en particulier ceux partiellement provisionnés. L’étude de l’utilité des réserves pour un système par répartition et a fortiori de leur gestion reste un sujet peu exploré. Les hypothèses classiques sont parfois jugées trop restrictives pour décrire l'évolution complexe des réserves. De nouveaux modèles et de nouveaux résultats sont développés à trois niveaux : la génération de scénarios économiques (GSE), les techniques d’optimisation numérique et le choix de l’allocation stratégique optimale dans un contexte de gestion actif-passif (ALM). Dans le cadre de la génération de scénarios économiques et financiers, certains indicateurs de mesure de performance du GSE ont été étudiés. Par ailleurs, des améliorations par rapport à ce qui se pratique usuellement lors de la construction du GSE ont été apportées, notamment au niveau du choix de la matrice de corrélation entre les variables modélisées. Concernant le calibrage du GSE, un ensemble d’outils permettant l’estimation de ses différents paramètres a été présenté. Cette thèse a également accordé une attention particulière aux techniques numériques de recherche de l'optimum, qui demeurent des questions essentielles pour la mise en place d'un modèle d'allocation. Une réflexion sur un algorithme d’optimisation globale d’une fonction non convexe et bruitée a été développée. L’algorithme permet de moduler facilement, au moyen de deux paramètres, la réitération de tirages dans un voisinage des points solutions découverts, ou à l’inverse l’exploration de la fonction dans des zones encore peu explorées. Nous présentons ensuite des techniques novatrices d'ALM basées sur la programmation stochastique. Leur application a été développée pour le choix de l’allocation stratégique d’actifs des régimes de retraite par répartition partiellement provisionnés. Une nouvelle méthodologie pour la génération de l’arbre des scénarios a été adoptée à ce niveau. Enfin, une étude comparative du modèle d’ALM développé avec celui basé sur la stratégie Fixed-Mix a été effectuée. Différents tests de sensibilité ont été par ailleurs mis en place pour mesurer l’impact du changement de certaines variables clés d’entrée sur les résultats produits par notre modèle d’ALM / This thesis focuses on the strategic asset allocation models and on their application for the financial reserve management of a pay-as-you-go (PAYG) retirement schemes, especially those with partial provision. The study of the reserve utility for a PAYG system and of their management still leaves a lot to be explored. Classical hypothesis are usually considered too restrictive for the description of the complex reserve evolution. New models and new results have been developed over three levels : economic scenario generation (ESG), numerical optimization techniques and the choice of optimal strategic asset allocation in the case of an Asset-Liability Management (ALM). For the generation of financial and economic scenarios, some ESG performance indicators have been studied. Also, we detailed and proposed to improve ESG construction, notably the choice of the correlation matrix between modelled variables. Then, a set of tools were presented so that we could estimate ESG parameters variety. This thesis has also paid particular attention to numerical techniques of optimum research, which is an important step for the asset allocation implementation. We developed a reflexion about a global optimisation algorithm of a non convex and a noisy function. The algorithm allows for simple modulating, through two parameters, the reiteration of evaluations at an observed point or the exploration of the noisy function at a new unobserved point. Then, we presented new ALM techniques based on stochastic programming. An application to the strategic asset allocation of a retirement scheme with partial provision is developed. A specific methodology for the scenario tree generation was proposed at this level. Finally, a comparative study between proposed ALM model and Fixed-Mix strategy based model was achieved. We also made a variety of a sensitivity tests to detect the impact of the input values changes on the output results, provided by our ALM model

Rapid growth of cities has become a trend in most countries, this is caused by urbanisation wherein people move from the rural areas to the urban areas in search of employment. It goes without saying that such population needs housing. However, it is unusual to find land for housing in an already crowded place. Therefore, to curb this shortage in housing, countries like South Africa have resorted to adoption of fragmented property holding in and around the cities. Thus, in an attempt to curtail housing shortages in the urban area as well as land shortage, communal property schemes were adopted together with their governing legislation namely, Sectional Titles Act 95 of 1986, Share Blocks Act 59 of 1980 and Property Time-sharing Control Act 75 of 1983 to name a few. Likewise, Maseru, the capital city of Lesotho is also experiencing rapid growth in population. Hence, with the introduction of Lesotho’s Sectional Titles Bill 2013 came a ray of hope that the land and housing shortage in Maseru would be addressed. With this in mind, this suggested that the Government of Lesotho together with all concerned stakeholders thought it necessary to address this problem through the 2013 Bill which, for the most part follows the South African Sectional Titles Act of 1986. It is for this reason that this study was embarked on to show other forms of property holding akin to sectional titles as well as their regulation, which can all be used to eliminate housing shortages in Lesotho. / LLM (Estate Law), North-West University, Potchefstroom Campus, 2015

Rapid growth of cities has become a trend in most countries, this is caused by urbanisation wherein people move from the rural areas to the urban areas in search of employment. It goes without saying that such population needs housing. However, it is unusual to find land for housing in an already crowded place. Therefore, to curb this shortage in housing, countries like South Africa have resorted to adoption of fragmented property holding in and around the cities. Thus, in an attempt to curtail housing shortages in the urban area as well as land shortage, communal property schemes were adopted together with their governing legislation namely, Sectional Titles Act 95 of 1986, Share Blocks Act 59 of 1980 and Property Time-sharing Control Act 75 of 1983 to name a few. Likewise, Maseru, the capital city of Lesotho is also experiencing rapid growth in population. Hence, with the introduction of Lesotho’s Sectional Titles Bill 2013 came a ray of hope that the land and housing shortage in Maseru would be addressed. With this in mind, this suggested that the Government of Lesotho together with all concerned stakeholders thought it necessary to address this problem through the 2013 Bill which, for the most part follows the South African Sectional Titles Act of 1986. It is for this reason that this study was embarked on to show other forms of property holding akin to sectional titles as well as their regulation, which can all be used to eliminate housing shortages in Lesotho. / LLM (Estate Law), North-West University, Potchefstroom Campus, 2015

我國的人壽保險市場，隨著國際化及自由化趨勢，在主管機關開放國人與外商可在台灣設立公司經營壽險業務之下，已進入了群雄爭霸的狀態。但隨者經濟環境的變遷，微利時代的來臨，導致壽險公司的經營成本大增，經營的方式也發生劇變，近年來卻興起一股併購的風潮；因此，未來台灣的壽險市場，將更重視組織發展及人力資源的最有效運用，以求在激烈的競爭中立於不敗之地。 在政府擴大適用勞基法，將各行業均納入勞基法的規範，其本意是希望能維持和諧的勞資關係，藉以保障弱勢的勞工。民國八十七年四月一日將「保險業」正式納入實施範圍後，在壽險界引起軒然大波，並產生莫大的衝擊，甚至發生外勤職員的街頭抗爭活動。因此，本研究將對勞基法實施的目的與意義作詳盡的分析，期能從勞基法的規範中，尋求壽險公司與外勤職員對壽險業納入勞基法後的因應對策。 壽險公司對外勤職員的「退休規劃」非常重視，若不預先作準備則將措手不及；而退休規劃需要靠「時間與複利」的累積，以彰顯其成果。因此要有外勤職員認同的退休制度，及能符合需要的激勵方式，才能充分發揮人力資源的功效，並為公司創造輝煌的經營成果。 本研究主要探討勞工退休金制度的發展及勞動基準法制定的背景，分析我國勞基法實施的適當性；並以兩個案公司—「南山人壽與ING安泰人壽」為代表，將公司的沿革、經營理念、組織結構與外勤職員的工作特性、薪資及退休制度等作為研究架構，對「外勤職員的退休制度」作相關的實證分析，評估勞基法適用壽險公司外勤職員之衝擊程度及後續影響，作成結論並提出建議供相關單位參考。 關鍵字：外勤職員、退休制度、勞基法、南山人壽、ING安泰人壽 / Following the trend of internationalization and deregulation, many new life insurance companies were set up in Taiwan under such circumstances. As a result, competition intension was driven all around the market. In view of the changes of economic conditions and profitability, which are increasing the operation cost, life insurance industry move towards the industry realignment as well as arising mergers and acquisitions. More than ever, life insurance industry shall enhance not only the development of organization but also the efficiency of the use of human resources in the future to retain the business profit as the competition intensifies. In consideration of the labor relationship and benefit, the Labor Standards Law in Taiwan was announced by the government. Insurance industry has also been applied since April 1st , 1998 but made a serious impact in life insurance industry even caused the demonstration of outdoor employee. This paper is trying to analyze the problems of current implementation for Labor Standards Law and hope to purpose the solution regarding the application of outdoor staff for life insurance companies. Life insurance companies should specifically focus on the retirement plan for outdoor employee in advance. The benefit of retirement plan is based on the accumulation of time period and compound interest . Therefore, the retirement scheme should encourage outdoor employee to meet with requirement of incentive system and to receive more efficiency in using human resources as well as to optimize their creation of successful performance. The purpose of this paper is to review the development of labor pension scheme and to analyze the appropriateness for the implementation of Labor Standards Law. This paper uses two real cases as sample: Nan Shan Life and ING Antai Life on the basis of their history, operating concept, organization and the specialty of outdoor employee to study for the retirement scheme of outdoor employee in life insurance industry. This paper also evaluates the impact and influence for the application of outdoor employee under Labor Standards Law for life insurance companies to provide conclusions and recommendations for reference in this aspect. Keywords : outdoor employee, retirement scheme, labor standards law, Nan Shan life insurance, ING Antai life insurance