1. 5. Fear of losing control
In the business of your success.
The idea of HR outsourcing can generate a degree of uncertainty internally. One key concern is who will control the HR process and manage the security of internal data once it has been transferred. That is not just a concern for the HR department. The wider leadership team also fears any loss of control of sensitive company information. However, what is often overlooked is that BPO can actually create a safer system for data security, while the control rests firmly in the customer’s hands.
HR BPO: 7 Common Mistakes
No worries,
it’s on autopilot!

2. For more information about ADP or to contact a local sales office
visit the company’s Web site at adppayroll.com.au
1.
Service Level Agreement (SLA) andcontract.
2.
Service Delivery Model with HR KPIs(progress and updates on a monthly basison the operational deliveries from theprovider).
3.
HR CRM dedicated to service delivery. Having the ability to check demand andaccess data at any time with tools andplatforms to support delivery.
4.
Governance structure consisting ofdecision makers and stakeholders fromboth the client company and provider toreview strategy and progress.
5.
Ability to conduct an IT and Data securitycapabilities investigation (validating andchecking for certifications, SOX compliance, resources allocated to IT security, respectof local rules).
“BPO can actually createa safer system, while the control rests firmly in the customer’s hands.”
HOW TO ENSURE SUCCESS?
BPO CAN BE SAFER THAN IN-HOUSE
World-class BPO providers take care of the IT capabilities (with a Disaster Recovery Plan), security budgets, certifications (look out for a provider that is SOX compliant, for instance), all under-pinned by a comprehensive understanding of local legislative data rules. They must also have server centres of a sufficient scale and sophistication to protect against outside cyber threats.
Data security also depends on the expertise of staff. As technology becomes ever more complex, and more operations transfer to the cloud, data handling expertise becomes an urgent priority. Again, this is well-supported by BPO providers with highly trained and experienced staff in exactly these technical and specialist areas.
Transferring the running of back-office HR administration to a BPO provider does not mean you transfer control. Far from it. Liaising with the provider to agree terms on how data is used, stored and secured, is a key role for the retained in-house HR team. The management of this is a service that is provided, not an operation that is lost. In addition, forming an internal outsourcing engagement team with overall responsibility for the scope and quality of the services to be transferred can help allay any fears that remain. This would include tracking and managing service level agreements, service credits, trending, control, and process impacts resulting from changes. The service delivery manager(s) would then also be responsible for overseeing new HR initiatives and managing changes to existing services.
The security of data and employee information becomes less of a concern under best-in-class BPO arrangements, not more, while also offering even greater control. Organisations address any concerns about maintaining control by checking the following five points:
Employers around the world rely on ADP® (NASDAQ: ADP) for cloud-based solutions and services to help manage their most important asset – their people. From human resources and payroll to talent management, ADP brings unmatched depth and expertise in helping clients build a better workforce. A pioneer in Human Capital Management (HCM) and business process outsourcing, ADP serves more than 610,000 clients in 100 countries.
The ADP logo and ADP are registered trademarks of ADP, LLC. All other marks are the property of their respective owners. Copyright © 2014 ADP, LLC.
About ADP