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HR Out-tasking:Is It Right For Your Organization?   ©2013 Sikich LLP. All Rights Reserved.
HR Out-tasking:                          Table of ContentsIs It Right For Your                      What is out-tasking? ....
IntroductionWhy should you read on?Come on! You haven’t even gotten to the first page. There’s so much goodinformation ahe...
What is out-tasking?Out-tasking gives organizations the ability to get professional assistancewith particular human resour...
What is the profile of anorganization that out-tasks?None!HR out-tasking is a cost-effective, flexible solution for organi...
What can I out-task?Pick and choose!                                                                     To decide which H...
Why out-task?If you could benefit from the following improvements, out-tasking could   Focus your time and energy on growi...
Is my organization the right candidatefor out-tasking?How do I know if this is the right solutionfor my organization?     ...
AdvantagesOut-tasking can offer the followingbenefits to your organization: More time for core activities Tasks handled ou...
DisadvantagesYou are at risk for the following if you do notchoose the proper vendor:  Confusion about who is responsible ...
Ask YourselfNow you are armed with the proper information to understand out-tasking anddecide whether or not it is appropr...
So, how does this work?The HR out-tasking process is easy and straightforward. The steps below outlinewhat you can expect ...
How do we measure success? Success is measured by what you would like to see happen in your organization. In what ways wou...
ConclusionWhat should you do with thisinformation?Think about it! Ask yourself questions and make a list of HR strengths a...
Contact InformationJoyce GrenisSenior Vice PresidentHR Consulting ServicesSikich LLPP: 630.566.8454F: 630.849.2808jgrenis@...
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HR Out-tasking: Is It Right For Your Organization?

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Learn what out-tasking is and if it is right for your organization in this quick eBook.

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HR Out-tasking: Is It Right For Your Organization?

  1. 1. HR Out-tasking:Is It Right For Your Organization? ©2013 Sikich LLP. All Rights Reserved.
  2. 2. HR Out-tasking: Table of ContentsIs It Right For Your What is out-tasking? .............................. 4 Profile of an out-tasker ............................ 5Organization? What can I out-task? ............................... 6 Why out-task? ......................................... 7 Is out-tasking right for me? ...................... 8 Advantages ............................................. 9 Disadvantages ...................................... 10 Questions to ask yourself ...................... 11 12 stages of an effective plan ................ 12 Measuring success ............................... 13 Planning your next steps ....................... 14©2013 Sikich LLP. All Rights Reserved.
  3. 3. IntroductionWhy should you read on?Come on! You haven’t even gotten to the first page. There’s so much goodinformation ahead. You don’t want to miss out.In order to make effective decisions, you have to understand and evaluate allof your alternatives. It is easy to cross things off when you neither have thestrength nor time to explore unfamiliar territories.But that’s where there is a treasure trove of opportunities.Opportunities that bring the unusual riches of extra time and dollars to focuson your strategic initiatives.As human resources becomes more strategic than ever, you need the bestresources and highest expertise to keep your organization up to date andcompliant and your people happy.Read on to learn what HR out-tasking is, why it is becoming a trend and if itis right for your organization. It won’t take you more than five minutes—andwhat is five minutes when you can gain knowledge that could transform yourorganization for years to come?So, what is out-tasking? ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 3
  4. 4. What is out-tasking?Out-tasking gives organizations the ability to get professional assistancewith particular human resource functions, whether day-to-day tasks orlong-term strategic projects, that they: Need more expertise in Don’t want to hire full-time staff for Want to excel at!It is not a set of activities that you haveto buy; it is a set of activities you selectbased upon what you need.Out-tasking is flexible in that it can begin and end where it makes sensefor your organization. It does not come in a bundle or a package, but isdesigned by you—the person who knows your organization best. You candecide to out-task one or two HR functions, or all your HR functions. ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 4
  5. 5. What is the profile of anorganization that out-tasks?None!HR out-tasking is a cost-effective, flexible solution for organizations largeand small and in any industry or sector.You ask, “how can that be?”Out-tasking benefits organizations of all sizes because each organizationhas different needs, resources and goals. That means, regardless if youhave as few as five employees working for you or as many as thousandsof employees, out-tasking can be a great solution for you.A large or small organization can both enjoy cost savings from not hiringadditional full-time employees—but can still enjoy having the expertiseavailable from additional talent. Out-tasking also builds the necessaryinternal skills to accomplish important organizational goals. ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 5
  6. 6. What can I out-task?Pick and choose! To decide which HR functions would be best to out-task, ask yourself:You can out-task any of the processes below and as many with whichyou feel comfortable: What makes it difficult to get your job done? Where do you need to increase your HR knowledge? What tasks are too time consuming? ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 6
  7. 7. Why out-task?If you could benefit from the following improvements, out-tasking could Focus your time and energy on growingbe a great option for your organization: your organization and strengthening your core competencies without worrying about back-end operations. Gain cost savings Make core business the primary focus Free up internal resources Increase specialized resources Increase specific expertise Eliminate compliance concerns*Key to retention: Employees satisfiedwith the quality of the services theyreceive and whose needs and questionsare met quickly and accurately are morelikely to stay. ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 7
  8. 8. Is my organization the right candidatefor out-tasking?How do I know if this is the right solutionfor my organization? If you can answer yes ( ) to any of the questions below, your organization isa great candidate for HR out-tasking.   Do you have important organizational goals to achieve? Are you trying to keep operational costs down?Could you benefit from increased economies of scale, efficiency and expertise? Would you like to increase accuracy and productivity? Would you like to improve compliance? Do you have day-to-day tasks or long strategic projects for which you need flexible support? ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 8
  9. 9. AdvantagesOut-tasking can offer the followingbenefits to your organization: More time for core activities Tasks handled outside, accurately and with a high level of compliance IDEA: Higher quality with an outside vendor who: • Has experience in various sectors and industries and brings these best practices inside • Has practice in the specific task you need help with—the fact that they have done this over and over will bring a high level of productivity and efficiency to your organization • Understands your business thoroughly and who you can trust with your most valuable asset—your people Potential economies of scale ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 9
  10. 10. DisadvantagesYou are at risk for the following if you do notchoose the proper vendor: Confusion about who is responsible • Who is making decisions? • Who is doing a particular task? Fuzzy deliverables Loss of controlA true vendor will work with you, as anextension of your team, to: Lay out your goals and deliverables Clarify individual responsibilities to eliminate confusion Establish strong communication from the beginning Create a strategy tailored to your organization’s goals Implement the strategy Evaluate the strategy constantly ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 10
  11. 11. Ask YourselfNow you are armed with the proper information to understand out-tasking anddecide whether or not it is appropriate for your organization. Ask yourself thesequestions to take a closer look at your end goals and determine if out-tasking is theproper tool to help you realize them. Why do you believe out-tasking would be a benefit? What do you do well? What would you like to do better? What parts of HR make sense to out-task? What does this mean to your organization? ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 11
  12. 12. So, how does this work?The HR out-tasking process is easy and straightforward. The steps below outlinewhat you can expect from this partnership.12 Stages of an Effective Out-tasking Plan1. Setting goals and reaching consensus2. Performing cost/benefit analysis3. Researching and planning4. Establishing a timeline5. Identifying vendors6. Preparing the RFP7. Choosing a vendor8. Negotiating a contract9. Communicating10. Managing the relationship11. Building a roll-out schedule12. Monitoring performance ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 12
  13. 13. How do we measure success? Success is measured by what you would like to see happen in your organization. In what ways would you like to improve? Out-task your HR functions and see the following: Improved service quality Improved operational efficiency Reduced operational costs Improved employee satisfaction ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 13
  14. 14. ConclusionWhat should you do with thisinformation?Think about it! Ask yourself questions and make a list of HR strengths andopportunities that your organization possesses. Decide what would be a morecost-effective and better long-term option—hiring full-time staff for particulartasks or out-tasking to an expert.Most importantly, make informed decisions.What’s the next step?Complete our free HR assessment (www.sikich.com/hr-assessment) to get abetter idea of where your organization stands in different functional areas ofHR. This will give you a good look at how you are doing now and determinein which areas your organization can improve. Once completed, fax it to us(630.849.2808) for a free one hour consultation!See, it pays off to go the extra mile! ©2013 Sikich LLP. All Rights Reserved. HR Out-tasking: Is It Right For Your Organization? // 14
  15. 15. Contact InformationJoyce GrenisSenior Vice PresidentHR Consulting ServicesSikich LLPP: 630.566.8454F: 630.849.2808jgrenis@sikich.comAbout Sikich LLPSikich LLP, a leading accounting, advisory, investment banking, technology andmanaged services firm, has more than 400 employees throughout the country.Founded in 1982, Sikich now ranks as one of the country’s Top 50 CertifiedPublic Accounting firms and is among the top 1% of all enterprise resourceplanning solution partners in the world. From corporations and non-profitsto state and local governments, Sikich clients can use a broad spectrum ofservices and products that help them reach long-term, strategic goals.Visit www.sikich.com to discover how you can elevate performance in yourorganization.Find us on Facebook facebook.com/sikichllpFollow us on Twitter @sikichllpVisit our blog www.sikich.com/blog ©2013 Sikich LLP. All Rights Reserved.

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