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Externalizarea avantajelor serviciilor de resurse umane Când luați astfel de decizii încercați să
țineți cont de capacitatea și dimensiunea financiară a afacerii. Anumiți factori ar trebui să fie, de
asemenea, ținuți cont. Acestea sunt discutate mai jos:
1. Economii de costuri:
Eficienta
Menținerea unui loc de muncă eficient și productiv este esențială. Tehnologia avansată de resurse
umane dezvoltată de către firme externe ajută organizatia să se concentreze asupra altor funcții
de resurse umane, cum ar fi salarizarea si managementul specific.
6. Quality improvement:
Easing the administrative work of human resource employees, both at the top level, middle level
and the cross functional workers with the help of systems, technology and standards introduced
by the outsourced company.
An efficient group in human resource department at a company can assure you the completion of
work. This saves a lot of time and money for the managers and hence they get to be free from all
the unwanted paper works and other formalities. This will ensure a great level of motivation
within the employees of the company.
7. Risk management:
Studies and research have shown that there is a direct correlation between the number of
turndowns and the increase in the number of companies and employee related lawsuits. It has
been found out that the number of lawsuits have been increased by 400% during the last 20
years.
As time passes by, laws regarding the relation between the employee and the employer and
associated laws are being amended every year. To keep up with the changing laws and being
updated about such changes is very hard for the companies especially in a highly competitive
industry.
In such cases managing such complex functions cannot be done by a common employee. This is
where the human resource department steps in. They will take care of the unwanted compliances
and the paperwork and other formalities.
By outsourcing to a service providing company, you are automatically reducing your company
being in risk of a lawsuit or be involved in a case as stated by the employees. This can prevent
lawsuits based on any false allegations by the workers.
As time passes, companies starts to struggle in abandoning old technologies and learning new
upcoming trends and practices. Hence, it is beneficial for small companies to be up to date with
the big fishes of the industry.
Small companies also try to expand their learning horizons and spread their area of interests, but
in reality most of the companies do not have the resources to do so.
Skilled professionals from a reputable human resource organisation can provide the proper
training and practice to your human resource department and make them more professional and
ready for the competitive world. This makes them more efficient and have a high potential to
produce satisfactory results.
Recruiting demands large amount of time and work on procedural formalities. But recruiting is
also one of the many factors that makes the brand name for the client company.
Choosing the right individual for the company is always a tedious job. Recruiting the right
person can have many steps, from interviewing, to attending general discussions, written tests, to
even a complete background check.
Parallely, the human resource department also ensures that the recruited employees are employed
at reasonable and just prices that are aligned with the industrial and worldwide developments and
helps to overcome rival companies. This will attract interested, skilled and competent candidates
and will reduce the rate of turnovers within the company.
If it is a large company, most of the human resource departments might be in different time
zones. This means that, even if the business is closed, a lot can be achieved in a single overnight.
Moreover, if the business is expanded internationally the customers can get information about
their products through the human resource department in their respective time zones.
You will be rewarded with improved and a satisfied customer feedback as they get information
without any delay and without waiting for the business to be opened in your area.
Large business leaders are always swamped by day to day human resource problems, distracting
from their original goal.
Outsourced human resource employees tries to remind them of the main focus while assuring the
fact that they have taken care of all the complex human resource paperwork and other
necessities.
By working alongside HR employees, workers can learn and grow as well as be focused on the
main aim to be achieved.
Cons or Demerits of Outsourcing HR Services:
1. Morale:
The biggest downfall in an employee’s mind is when an outsourced employee is brought in. This
means less wages, job losses and pay cuts. Lower morale means lesser productivity.
It can also instigate the feeling of rebelliousness within the employees. This can also lead to the
working employees asking the organisation about why wasting money on outsourced employees
instead of giving out proper wages to the workforce.
To help avoid this problem, try to hire outsourced human resource personnel who can formulate
a method in integrating and including the present employees and workforce more peacefully
without any discrimination. This is because without any proper output or efficient employee turn
in, the human resource recruitment processes and the change they brought in will be short lived
and thus their hard work will be futile up to an extent.
Another main disadvantage of outsourcing human resources from other companies is the lack of
onsite experience and expertise. If a new consultant is hired, there is always a learning period
which acts as an incubation period for the employee, where the employee learns about the
organisation.
If this period is skipped, they have a higher risk of implementing changes that does not follow
the philosophies and motives of the company. This can ultimately cost the company and may
incur a large amount of loss to the company.
To avoid this problem, try to find human resource employees that take sufficient time in studying
about the head and the philosophies of the organisation. Also try to ensure that the changes made
are relevant and congruent to the values of the company.
3. Confidentiality:
Any HR consultant worth talking will try to ask you about confidentiality agreement. As an
outsourced employee, try to do your job, and prevent such consultants getting hold of
confidential information about other employees.
This is company information and such information should be kept safe. Try to insist that no
sharing of confidential information will occur or walk away from such consultant.
Reduction of face to face interaction with employees is the greatest drawback of outsourcing
human resources. Employers would like to see a familiar face within the environment rather than
talking on the phone when something happens. Such exchange is not a positive exchange.
Employers tend to prefer people who are present at the office trying to calm down the problem
rather than calling them up asking advices through the phone. As a part of human nature, people
tend to be more careful talking face to face. This creates a sense of security within each other.
Employees also need to be assured that their personal information is with a safe person rather
than a hoax.
To avoid such discomfort, try to make sure that HR consultants tend to visit your offices every
once in a while, (weekends are usually preferable) and devote every week or month to work at
your workplace.
There are many loopholes while hiring an outsourcing employee, but the process of outsourcing
should not be taken lightly. Reduced costs alone should not be the only driving factor (which is
the main reason for your company to outsource).
If you are in a dilemma of whether to outsource or not, try to enquire about all the problems and
gaps faced by the company which currently exists. Determine how you can solve such problems
and do you have the in house solution for it. Try to find if you have a proper consultant for the
job.
Outsourcing human resources and introducing new changes within the company can be both
eventful and fruitful and worth the risk taken. Finding the right consultant not only gives you a
sense of satisfaction but also will reward you and your company in the long term and will
provide you with long lasting benefits. Try to hire professionals that truly understands the
sentiments of the company and its motives and values.
An effective human resources adviser is essential to any company, although sometimes it may be
difficult to manage the HR processes in-house, and companies may find it more beneficial using
an HR company outside of the business.
As there are so many different branches in HR, some companies may find it a lot easier to reach
out to specialist companies, rather than employing somebody in-house.
Increased legislative compliance – specialist companies, such as payroll or pensions, will have
more of an understanding of the legislation that surrounds that subject, ensuring legal
compliance.
Efficiency – companies can focus on their core business process rather than human resources
when they outsource their HR.
Reduced costs – hiring an HR adviser can often result in a high cost, in comparison to hiring
specialist companies. The cost of poor people management can be substantial and if a company
fails to comply with the law, they could be faced with a hefty claim at an employment tribunal
and a large bill for the legal costs. As previously mentioned, a specialist will have more of an
understanding of the law in their field, and will know it inside out, which would mean the chance
of a tribunal for a situation is less likely.
Saving management time – the expenditure of management time alone in dealing with, for
example, a troublesome employee, is wholly disproportionate in most cases.
While the above does sound great, there are also many disadvantages to outsourcing specialist
companies too. Some of these include:
Giving up control – small business owners who are used to managing everything that goes on
in their company may find it difficult to let go and not take complete control of their staff. If they
had an in-house HR adviser, they would be able to keep track and communicate with them on a
daily basis, to find out exactly how everything is going. A specialist will have many clients, and
won’t be able to make time to talk to each one, every day.
Impersonal – an HR adviser from outside of the office may not be able to offer the same level
of personal attention to issues that may have been handled a little more sensitively in-house.
Employees may feel more comfortable talking to someone they know, rather than a stranger
from outside the business.
Distance – using an offsite company to deal with everything HR-related may make it more
difficult for employees to communicate with them. They might not answer emails and if the issue
is sensitive, it may not be something they wish to discuss on the phone. They may not be easily
accessible off-site, whereas someone in-house, will always be there for them in person.
by Calia Roberts; Reviewed by Jayne Thompson, LLB, LLM; Updated February 12, 2019
Related Articles
Handling many of the day-to-day complexities of the business, the human resources department
is often described as the beating heart of any company. From employee recruitment and training,
to employee benefits, legal compliance and payroll, HR plays a key role in managing talent and
securing the company;s growth. While outsourcing human resources functions provides a cost-
efficient alternative to staffing an onsite department, there are some disadvantages of outsourcing
which you must consider alongside the benefits.
Many companies outsource to limit costs; however, decreased costs often result in decreased
quality of performance by the outsourced provider. The human resources department is
responsible for the day-to-day operation of the company and any poor performance from the
outsourced provider causes an overall negative impact on the company as a whole.
Outsourcing human resources functions to an offsite location often leads to a sense of distance
between the employees and the company. When the human resources department is not instantly
accessible, employees experience delays in communication, leading the employees to feel
frustrated and unimportant to the company.
This often results in reduced morale among employees. The fact that the company is willing to
outsource a department may lead to speculation about the possibility of the outsourcing of other
departments.
In some cases, outsourced employees lack the understanding of the company culture that a
regular employee has. As the human resource department recruits employees, this lack of
understanding may transfer to new employees during the recruitment process. The outsourced
provider may also recruit employees who do not fit with the overall culture of the company. The
success of a business heavily relies on the performance of its employees, if the employees are not
the right fit; the success of the company suffers.
If sensitive employee or customer data, such as bank account numbers, medical information or
Social Security numbers, ends up exposed by a contractor, it can lead to liability for the company
that chose to outsource its HR functions and leave a sour taste in the mouths of those affected.
It's important to make sure protections for sensitive data and trade secrets are spelled out in any
outsourcing contracts.
After outsourcing to a provider, executives may give up too much control over the company’s
human resource functions or the company may become too dependent on the outsourced
provider. Dependency and loss of control create the risk of the business not being able to operate
successfully if outsourcing is no longer an option for the company or if the provider changes the
terms of the contract.
Companies considering outsourcing HR or another function may wish to try a short term contract
or one without excessive penalties for canceling or changing providers if things don't work out.
Some of the benefits of outsourcing HR functions can be using specialized consultants for
various tasks. For instance, a specialized payroll company might be better at handling issues with
banks and direct deposit than an internal HR employee and a specialized recruiting firm might
have contacts throughout the company's industry to help find and woo future star employees.
Outsourcing HR functions can also allow the company to scale up for temporary needs, like
processing tax forms or hiring a batch of new employees in a period of growth, without having to
hire permanent employees.
Într-o companie este important ca activitățile să se desfășoare în cele mai bune condiții,
indiferent departamentul implicat sau de volumul de muncă existent la un moment dat.
Există situații în care unele activități pot fi prestate de către o companie externă, prin
delegare, proces ce poartă denumirea de externalizare.
Reducerea costurilor reprezintă un alt avantaj, deoarece compania care contracteaza un serviciu
de externalizare resurse umane nu va mai plăti nici personal adiacent, dar nici eventuale cursuri
sau calificări de companie, fără de care gestionarea segmentului nu s-ar putea realiza. Astfel, o
firmă de specialiști în prestări servicii contabilitate sau servicii resurse umane, se poate ocupa cu
mai multă ușurință de gestionarea documentației specifice, fără ca acest lucru să însemne costuri
suplimentare.
Externalizarea serviciilor devine așadar un sprijin important pentru companii, oferind beneficii
reale, dar și siguranța de a avea întreaga documentație pusă la punct în orice moment. Și cum
mediul antreprenorial este unul plin de situații neașteptate, iată că există și soluții eficiente care
să te ajute să le eviți, iar o soluție eficientă este tocmai externalizarea serviciilor.
Externalizarea resurselor umane este atunci când firmele angajează companii pentru a gestiona
funcțiile personalului. Aceasta include administrarea planurilor de beneficii pentru sănătate,
planurile de pensionare și asigurarea de compensare a lucrătorilor. Aceasta include, de asemenea,
angajarea, instruirea și expertiza juridică.
avantaje
HR outsourcing reduce costurile fixe ale administrării angajaților. Aceste firme de resurse umane
sunt mai eficiente decât angajarea de noi lucrători. Talentul și infrastructura sunt deja în vigoare.
Întreprinderile mici economisesc bani și timp prin angajarea firmelor de resurse umane.
Acesta este un mare avantaj pentru întreprinderile mici . Acestea pot oferi o gamă mai largă de
următoarele beneficii.
Opțiuni de asigurare de sănătate. Acestea includ organizațiile de întreținere a sănătății,
organizația furnizorilor preferați și conturile de economii pentru sănătate.
Întreprinderile mici sunt mai predispuse să externalizeze alte funcții de resurse umane. Acestea
includ administrarea salariilor și recrutarea. Puțini dintre ei externalizează totul. Aceștia dețin, de
obicei, personalul din resurse umane pentru a comunica cu angajații în domenii de activitate
principale.
Un studiu din 2012 a constatat că întreprinderile care externalizează au crescut cu 7-9 procente
mai repede decât firmele care nu au făcut-o. Dar acest lucru ar putea fi, de asemenea, pentru că
companiile cu creștere rapidă au mai multe șanse de a avea nevoie de externalizarea resurselor
umane. De asemenea, au avut o cifră de afaceri cu 10-14% mai mică a angajaților și au fost cu
50% mai puțin probabil să iasă din afaceri. Costurile administrative au fost de 450 de dolari mai
mici pe angajat.
Dezavantaje
Cel mai important dezavantaj este comunicarea internă slabă. Compania de outsourcing nu are
un bun simț al culturii companiei. Angajații nu pot să cadă doar în biroul de resurse umane dacă
este în afara campusului. Drept urmare, ei se pot simți lipsiți de dreptate.
Ele oferă un fir continuu care susține identitatea corporativă. Atunci când angajații simt că sunt o
parte esențială a întregului, aceștia sunt mai predispuși să împărtășească cunoștințe. Organizațiile
trebuie să se adapteze rapid la schimbările din lumea afacerilor orientate spre tehnologie.
Externalizarea funcției de resurse umane ar putea întârzia învățarea organizațională.
Angajații pot începe să gestioneze neîncrederea. Alte departamente se întreabă dacă și ele vor fi
externalizate.
Dacă angajații i-ar plăcea vechiul departament de resurse umane, ei ar fi realiat noua companie.
Dar dacă nu le-a plăcut vechiul departament, ar putea să le transfere acele sentimente noii firme.
Dacă o firmă de outsourcing a devenit prea puternică, ar putea ține clientul ostatic. De exemplu,
ar putea solicita o taxă mult mai mare în timpul negocierilor viitoare ale contractului. Acest risc
crește dacă compania este vândută. Noii proprietari ar putea cere o rentabilitate mai mare pentru
a-și acoperi costurile de achiziție.
Externalizarea resurselor umane are un efect pozitiv asupra economiei Statelor Unite din trei
motive. În primul rând, ajută întreprinderile mici să concureze. Le permite acestora să profite de
firmele sofisticate de resurse umane, în loc să construiască expertiza internă. Ei se pot concentra
pe afacerile lor de bază și își pot menține avantajul competitiv. Liderii companiei nu trebuie să
fie distrași de problemele legate de resursele umane.
În al doilea rând, reduce costurile de afaceri pentru toate societățile. Ei pot utiliza costuri mai
mici pentru a scădea prețurile lor, ajutând consumatorii. De asemenea, le face mai profitabile,
beneficiind de acționari.
În al treilea rând, rentabilitatea mai mare permite firmelor să crească pozițiile calificate în
competențele lor principale. Deși multe locuri de muncă în domeniul resurselor umane ar putea fi
pierdute pentru companiile de peste mări, acestea ar putea fi compensate de locurile de muncă
adăugate de firmele cu creștere rapidă.
Prin urmare, acest articol va încerca să înțeleagă tema: „Care este HR Outsourcing“.
Se ține toate cazurile legate de resursele umane, companiile de outsourcing profesionale. Apoi,
există firme specializate își asumă rolul departamentului de personal „la distanță“. departamentul
de resurse umane a fost mult timp considerat „inima“ al companiei: toate aspectele referitoare la
reconstituirea personalului, concedierea, emiterea de salarii, bonusuri câștigate și mult mai mult
rezolvate acolo. Nici o companie de afaceri sau nu crede fără HR. Dar vremurile s-au schimbat,
nu a venit o epocă de înaltă tehnologie, în cazul în care de afaceri a fost în curs de dezvoltare
rapid, tensiuni mai greu. Și necesitatea unui departament de resurse umane cu drepturi depline a
început să slăbească. Dar este o divizie nu a putut fi pierdut, așa că a început să iasă din
companie, care se specializează în desfășurarea afacerilor umane în diferite companii. Aceste
firme sunt dotate cu toate echipamentele necesare, precum și să ofere toate necesare „set“ de
profesioniști: birou avocați, contabili și economiști. Prin urmare, tot mai mulți angajatori și
proprietari de companii au apelat la externalizarea serviciilor de personal.
Al treilea avantaj - uneori, în cazul conflictului angajator-angajat necesar un terț dezinteresat. Iar
compania actioneaza ca parte neutra în soluționarea conflictului. Mai ales, că legile actuale
prevăd protecția angajaților, dar poziția angajatorului este foarte slabă, și că companie de
outsourcing cu personalul său de avocați nu va ajuta doar rezolvarea conflictului, dar, de
asemenea, pentru a găsi cauzele sale, pentru a evita acest lucru în viitor.
Cu acest set, plus este foarte dificil de a găsi un negativ, dar cu toate acestea este - „distanța“ este
notoriu Experții independenți nu cunosc personal, muncitori, ei pot să nu fie conștienți de
problemele și afacerile lor. Dispare evaluare subiectivă, care, uneori, ar putea juca un rol pozitiv.
Un lucru este clar, fenomen HR outsourcing este avânt. Fiecare angajator poate găsi atât plusuri
și minusuri. Cu toate acestea, la o astfel de dezvoltare a afacerilor frenetică este necesară pentru a
reflecta asupra eficienței și modernitate.
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