Do you think HR's routine jobs can outsource to third party company to handle it?
My company is new and planning to setup the HR department, our total staffs is around 40-50 people.
- If I want to handle 40-50 staffs, how many HR staffs do I need?
- Can I just hire 1-2 HR staffs and outsource the routine job to third part company?
(My boss think that it can save the cost if outsource the job)
- No specific scope in this stage, just discuss the feasibility of this.
Thanks.
From Macao, Macau
My company is new and planning to setup the HR department, our total staffs is around 40-50 people.
- If I want to handle 40-50 staffs, how many HR staffs do I need?
- Can I just hire 1-2 HR staffs and outsource the routine job to third part company?
(My boss think that it can save the cost if outsource the job)
- No specific scope in this stage, just discuss the feasibility of this.
Thanks.
From Macao, Macau
hi Good Morning Its good you recruit one HR Guy who have 2-3 years of experince in core Hr Ativities. .
From India, Hyderabad
2From India, Hyderabad
Hello!
The traditional method of in house departments are slowly becoming obsolete solely due to lack of commitment and professionalism shown by young employees. In this scenario it becomes difficult for any company to focus on their core competency or expand because everyone is generally fire fighting.
To avoid such a situation it is economical to outsource your HR and other routine functions to companies focussed on the same. Since the delivery of results becomes the companies responsiblity it reduces the stress on the management.
Our company began with this thought in mind and is currently providing HR solutions to several small and medium enterprises. If you would like to avail our services or know more please feel free to mail me on
or call on 91-22-9819046001.
Regards,
Dimple
From India, Mumbai
The traditional method of in house departments are slowly becoming obsolete solely due to lack of commitment and professionalism shown by young employees. In this scenario it becomes difficult for any company to focus on their core competency or expand because everyone is generally fire fighting.
To avoid such a situation it is economical to outsource your HR and other routine functions to companies focussed on the same. Since the delivery of results becomes the companies responsiblity it reduces the stress on the management.
Our company began with this thought in mind and is currently providing HR solutions to several small and medium enterprises. If you would like to avail our services or know more please feel free to mail me on
Regards,
Dimple
From India, Mumbai
Dear Dimple,
Thanks for the input. Can you help to give me some expamles of out-sourcing services which you provide to other SME? So I can narrow down and discuss with my boss. Many Thanks.
From Macao, Macau
Thanks for the input. Can you help to give me some expamles of out-sourcing services which you provide to other SME? So I can narrow down and discuss with my boss. Many Thanks.
From Macao, Macau
Hi ,
Kindly go through my company website, the full nature of the services we have on offer are visible for various SME's because we mainly cater to this segment: www.bluesky-hr.com
The company name is BLUESKY HR SOLUTIONS PVT LTD.
My Name is Reuben and HR is what we do.
Regards
Reuben D'souza
HR Commando.
Contact Information:
9833149268.
From India, Mumbai
Kindly go through my company website, the full nature of the services we have on offer are visible for various SME's because we mainly cater to this segment: www.bluesky-hr.com
The company name is BLUESKY HR SOLUTIONS PVT LTD.
My Name is Reuben and HR is what we do.
Regards
Reuben D'souza
HR Commando.
Contact Information:
9833149268.
From India, Mumbai
Hi....
Wishes to your new venture. Since you been new, its quite good to outsource your HR's routine activities to a third party company which is working for the same, rather doing by yourself. Its been a cost benefit too.
We are an HR - KPO dealing with the core HR activities of various companies. We are providing prompt service on Labour/ Industrial Compliances, Auditing Services, Payroll Services, PF & ESI Process, etc,.
If you are interested, you can inform us the frame of your requirement.
In case of your requirement we shall send you our Profile and E-brochure.
Kindly revert.
Rgds,
Sudha.GS
From India, Madras
Wishes to your new venture. Since you been new, its quite good to outsource your HR's routine activities to a third party company which is working for the same, rather doing by yourself. Its been a cost benefit too.
We are an HR - KPO dealing with the core HR activities of various companies. We are providing prompt service on Labour/ Industrial Compliances, Auditing Services, Payroll Services, PF & ESI Process, etc,.
If you are interested, you can inform us the frame of your requirement.
In case of your requirement we shall send you our Profile and E-brochure.
Kindly revert.
Rgds,
Sudha.GS
From India, Madras
Hi there,
Below is a short passage that you may find useful.
We leverage technology to offer a cost effective way of managing HR Operations. This spans across the key areas of
Employee Acquisition,
Employee Management
Learning &Development,
Employee Engagement
Compensation & Benefit Administration
Exit and separation
We service stand alone processes and we have expertise in managing centralized HR Shared Services for multi location / multi business operations. Our model integrates process capability with infrastructure, and easy to deploy technology.
Do contact us for further information.
Imran
AVP - Careercruise HR Pvt Ltd
Mumbai * Delhi * Bangalore * Chennai * Hyderabad
+09820389180
Outsourcing of human resources functions is expected to increase in 2008 after remaining relatively flat since 2005, a study says.
"The cumulative total contract value of human resources outsourcing (HRO) transactions reached $ 21.2 billion in 2006 and is expected to be $25.4 billion by the end of this year," according to the study by the Everest Research Institute.
Accenture, Convergys and IBM have gained significant HRO market share in terms of total contract value while Hewitt remains the market leader in terms of annual contract value, the study notes.
As buyers are deciding to move toward a componentized route, either in terms of scope of process or geographic scope, suppliers must have flexible offerings and contract terms to meet their requirements, Everest Research Institute Senior Research Analyst Rajesh Ranjan said.
At the same time, suppliers would need to ensure that their offerings are scalable so as to be the supplier of choice when buyers decide to expand their scope of outsourcing, Ranjan said.
Future HRO growth would contribute to existing suppliers decreasing transition costs and time frames, promoting standardised offerings at the same time, the annual report on HRO said.
While North American buyers account for more than 70 per cent of HRO transactions, Europe has seen increased deal signings over the past three years. Manufacturing, financial services and telecom are the leading buyers of overall HRO, as per the study.
Though North American and European companies would spark the growth, positive potential for Human Resources Outsourcing (HRO) would be recorded in all market segments, the study added.
Over the last three years, the global HRO deals market was flat due to the limited capacity of suppliers. However, the share of regional transactions has increased, especially for mid-sized companies of 3,000 to 15,000 employees, Monica Barron, vice-president, Everest Research Institute said.
The existing suppliers are building capability and new suppliers are entering the market, indicating continued market evolution and growth, Barron adds.
The HRO function is moving from lift-shift model, where the supplier takes over the buyers existing staff to transformation-transfer model in which standardised processes and technologies are implemented and provided by the supplier, the Everest study said.
Currently, only 46 per cent of HRO transactions include an offshore component. However, 68 per cent of HRO transactions in the over 15,000 employee segment has an offshore component and is on the rise as suppliers continue to leverage offshore delivery centers to reduce operational costs.
The average transaction size of HRO deals remains less than $100 million and there has been a steady increase in the number of smaller transactions (less than US $200 million).
Average deal term remains around 6.5 years with 75 per cent of the transactions having a deal duration between five to 10 years, as per the study.
From India, Mumbai
Below is a short passage that you may find useful.
We leverage technology to offer a cost effective way of managing HR Operations. This spans across the key areas of
Employee Acquisition,
Employee Management
Learning &Development,
Employee Engagement
Compensation & Benefit Administration
Exit and separation
We service stand alone processes and we have expertise in managing centralized HR Shared Services for multi location / multi business operations. Our model integrates process capability with infrastructure, and easy to deploy technology.
Do contact us for further information.
Imran
AVP - Careercruise HR Pvt Ltd
Mumbai * Delhi * Bangalore * Chennai * Hyderabad
+09820389180
Outsourcing of human resources functions is expected to increase in 2008 after remaining relatively flat since 2005, a study says.
"The cumulative total contract value of human resources outsourcing (HRO) transactions reached $ 21.2 billion in 2006 and is expected to be $25.4 billion by the end of this year," according to the study by the Everest Research Institute.
Accenture, Convergys and IBM have gained significant HRO market share in terms of total contract value while Hewitt remains the market leader in terms of annual contract value, the study notes.
As buyers are deciding to move toward a componentized route, either in terms of scope of process or geographic scope, suppliers must have flexible offerings and contract terms to meet their requirements, Everest Research Institute Senior Research Analyst Rajesh Ranjan said.
At the same time, suppliers would need to ensure that their offerings are scalable so as to be the supplier of choice when buyers decide to expand their scope of outsourcing, Ranjan said.
Future HRO growth would contribute to existing suppliers decreasing transition costs and time frames, promoting standardised offerings at the same time, the annual report on HRO said.
While North American buyers account for more than 70 per cent of HRO transactions, Europe has seen increased deal signings over the past three years. Manufacturing, financial services and telecom are the leading buyers of overall HRO, as per the study.
Though North American and European companies would spark the growth, positive potential for Human Resources Outsourcing (HRO) would be recorded in all market segments, the study added.
Over the last three years, the global HRO deals market was flat due to the limited capacity of suppliers. However, the share of regional transactions has increased, especially for mid-sized companies of 3,000 to 15,000 employees, Monica Barron, vice-president, Everest Research Institute said.
The existing suppliers are building capability and new suppliers are entering the market, indicating continued market evolution and growth, Barron adds.
The HRO function is moving from lift-shift model, where the supplier takes over the buyers existing staff to transformation-transfer model in which standardised processes and technologies are implemented and provided by the supplier, the Everest study said.
Currently, only 46 per cent of HRO transactions include an offshore component. However, 68 per cent of HRO transactions in the over 15,000 employee segment has an offshore component and is on the rise as suppliers continue to leverage offshore delivery centers to reduce operational costs.
The average transaction size of HRO deals remains less than $100 million and there has been a steady increase in the number of smaller transactions (less than US $200 million).
Average deal term remains around 6.5 years with 75 per cent of the transactions having a deal duration between five to 10 years, as per the study.
From India, Mumbai
Now a days most of the HR processes are outsourced. Following are the areas that can be outsourced."
Recruitment (Campus and Lateral), Compensation, Perforamance Mgt, Updating workforce data, OnBoarding , Exist Interview, etc. I am currenly working with a firm who works on these outsourced processes. Through this parent company can emphasis on their core HR. However u should have good softrware to cope up with this.
Recruitment (Campus and Lateral), Compensation, Perforamance Mgt, Updating workforce data, OnBoarding , Exist Interview, etc. I am currenly working with a firm who works on these outsourced processes. Through this parent company can emphasis on their core HR. However u should have good softrware to cope up with this.
Only certain part of the HR should be outsourced not entirely. The outsourcing should be done for Salaries, Legal Compliances, Manpower Recruitment, Full and Final Settlements, PF. Avoid outsourcing of following functions as this would have cascading effect – Training and Development, Performance Management, Induction and Orientation, Exits Interviews. Pls try to involve third parties rather than outsourcing wherever possible……..
From United Kingdom
From United Kingdom
HI i wish good day to all ,
my views ....
placing third parties in admin function can be advisable but not for HR functions
because HR function is Personnel function ...
we know the important of salaries , pf , esi,, and other statutories,
for example ,
if we outsource the pay roll ,., if an employee loss of one day in a salary means what action we will make against the outsourcing person and some admin hurdles will be there . so frequently if occurs means we will change the outsourcing agent. keep on changing year after year and for some period to period is not advisable.
so it is advisable to recruit maximum 2 Hr executives .
think about it ,
regards
selvam
From India, Madras
my views ....
placing third parties in admin function can be advisable but not for HR functions
because HR function is Personnel function ...
we know the important of salaries , pf , esi,, and other statutories,
for example ,
if we outsource the pay roll ,., if an employee loss of one day in a salary means what action we will make against the outsourcing person and some admin hurdles will be there . so frequently if occurs means we will change the outsourcing agent. keep on changing year after year and for some period to period is not advisable.
so it is advisable to recruit maximum 2 Hr executives .
think about it ,
regards
selvam
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HR Government Jobs.doc
Strategic-hr-ma nagement2_422.p df