Outsourcing HR: Assignment Instructions
Generate some reasons why there may be another side to this story is like to answer to the question “ Why it 's difficult to outsource HR?”
HR is local. It 's what 's happening on the ground, in the culture and among the troops.
Step 1
Conduct an inventory of the tasks and functions of your human resource department. Identify those functions that you can readily outsource. Evaluate the relative costs and impact on your HR department and the amount of control you require your HR managers to exert over these functions.
Step 2
Single out any function that can be completed with limited or no supervision. Understand, if you hire an independent contractor to perform these functions for your company, you will be able to dictate only the results you wish to achieve. How to complete the tasks for you will be the prerogative of the contractor.
Step 3
Evaluate the costs and benefits of outsourcing each task you are considering. This means conducting research on what a qualified contractor will charge to effectively perform the task on a regular basis. Then, you need to balance this cost against the impact the task has on your HR department. For example, if your HR department staffs two payroll specialists at a total cost of $100,000 per year in salaries, taxes, and benefits, this may be a function you can outsource if you can outsource for $50,000 per year.
Step 4
Take sufficient time to evaluate each task you consider for outsourcing. Rushing to outsource the majority or the entirety of your HR department may leave your business with very little control over critical human resource functions.
Key questions I would like to ask MR. Stewart and MR. Hammonds regarding outsourcing:
#1 : Process: When you want to outsource your HR function you have to learn the process to becoming a client, and the company 's process for executing the needed services. So what kind of information, tools, and resources do they need from your company in order to execute the
HR is local. It 's what 's happening on the ground, in the culture and among the troops.
Step 1
Conduct an inventory of the tasks and functions of your human resource department. Identify those functions that you can readily outsource. Evaluate the relative costs and impact on your HR department and the amount of control you require your HR managers to exert over these functions.
Step 2
Single out any function that can be completed with limited or no supervision. Understand, if you hire an independent contractor to perform these functions for your company, you will be able to dictate only the results you wish to achieve. How to complete the tasks for you will be the prerogative of the contractor.
Step 3
Evaluate the costs and benefits of outsourcing each task you are considering. This means conducting research on what a qualified contractor will charge to effectively perform the task on a regular basis. Then, you need to balance this cost against the impact the task has on your HR department. For example, if your HR department staffs two payroll specialists at a total cost of $100,000 per year in salaries, taxes, and benefits, this may be a function you can outsource if you can outsource for $50,000 per year.
Step 4
Take sufficient time to evaluate each task you consider for outsourcing. Rushing to outsource the majority or the entirety of your HR department may leave your business with very little control over critical human resource functions.
Key questions I would like to ask MR. Stewart and MR. Hammonds regarding outsourcing:
#1 : Process: When you want to outsource your HR function you have to learn the process to becoming a client, and the company 's process for executing the needed services. So what kind of information, tools, and resources do they need from your company in order to execute the
References: http://smallbusiness.chron.com/disadvantages-outsourcing-hr-functions-56209.html