OUTSOURCING HUMAN RESOURCES

“The Last Craft”

Why this new phenomenon?

Why is HR the “last craft”Outsourcing HR since the 70’s Revisited with organisational restructures“Core business” arguments

Common inclusions

Payroll, recruitment, legal representation, occupational health services, HRIS, psychometric testing, learning & development activities, employee assistance programs, superannuation etc…

Not-So-Common inclusions

HR Strategy & design workHR Audits and due diligenceComplete HR infrastructure

Why bother?

Access to better practicesAccess to better researchAccess to better resourcesPrice, profit and expensesCulture

How do you outsource HR?

Determine what is and isn’t acceptable (both current and future)Set goals and benchmarksEvaluate providers

Determine what is and isn’t acceptable?

Current state of HR in the businessDesired servicesDetermining what is in scopeMetricsOutcomes (financial and other)

Outsource Company credentials

Track recordRefereesResearchInfrastructureLicences and insurance

Tenders

SimplicityIdentical informationService level agreements

Communications Strategy

Variable audiencesReasoningTimingTransitionExpectations of everyone affected

Building the “new” HR relationship

PersonableReliableExpertAdvanced

Building the “new” HR relationship

The responsibility of the providerThe responsibility of the companyThe responsibility of the line manager

What does success look like?

To the providerTo the companyTo line manager

What if it goes wrong?

Service level agreementsInsourcingChanging providers

The future of HR Outsourcing

Gradual acceptanceIncreased elements in scopeGlobalisation spread of concept

Thank you