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Dear All,
There are many HR domains can be outsourced now other than clerical work of payroll, etc.
But should we outsource domains like induction, PMS, Retention, Exit Interviews, etc....??
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Dear Manish,
Depends upon Company (read HR and the Management) to decide about what to outsource. I feel if the employee strength and attrition is high and the HR strength is less one could opt for more areas to be outsourced. Also depends upon how robust are the HR systems and what is the level of automation in the Company.
Hope this input helps
Dear Anand,
Thanks for your opinion. But can't organization improve, strengthen themselves in HR domain? I feel that organization's own HR representative must be there in each and every domain.
I work for an HR service provider.
I think that companies outosurce that:
-they dont have resource of experience to do
-they need an outsider for
Some example for services:
cafeteria system, AC/DC, job descriptions, employee, satisfaction, instruction programme, aptitude testing, outplacement, benchmarking, labour law.
Why is it worth?
Because it is cheaper than paying an employee for (I.e. an HR manager)that
An outsource company has better experience and references than a single person.
Can we outsource employee relations :?:
I think only clerical, one time tasks such as surveys, benchmarking, legal complainces(compiling and filing returns only), may be outsourced.
All strategic, talent management, culture development, etc can't be outsourced.
What say?
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