The document discusses HR outsourcing, including what functions are most suitable for outsourcing and the risks and challenges involved. It notes that about 1/3 of HR functions are being automated, 1/3 outsourced to focus on more strategic activities, and 1/3 are moving back to the business lines. Transactional and repetitive tasks like recruitment, training administration, and payroll are good candidates for outsourcing. However, strategic decision making should be kept in-house. Effective outsourcing requires careful planning, cost analysis, contract management and attention to potential impacts on employees.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
International human resource management ihrmkoshyligo
International human resource management-IHRM, Introduction, Differences between Domestic and IHRM, Stages of Internationalization , Organisation structures of MNEs
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
International human resource management ihrmkoshyligo
International human resource management-IHRM, Introduction, Differences between Domestic and IHRM, Stages of Internationalization , Organisation structures of MNEs
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
Outsourcing has become a major global trend in the last decade as businesses of all sizes look for opportunities to reduce costs and improve operational performance by using cost effective labor and resources in whatever part of the World they are located. The expanding reach of the Internet and growth of online collaboration tools mean that outsourcing is easier and more effective than ever before.
Training presentation on How to use BHIM SBI Pay UPI, SBI Buddy/Paytm wallet ...Gaurav Кumar
This is training presentation to give training on How to use BHIM/SBI Pay UPI, SBI Buddy/Paytm wallet and USSD payment methods. Users can use this presentation for giving training and encourage everyone to use Digital Payments Methods.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
HR departments are deeply evolving from administrative-focused to business-focus organizations. Thanks to its in-depth knowledge on IT&Ops, CH&cie takes you through the context and stakes of this transformation
Workforce Management Excellence - To what extent can you recruit, retain and administer personnel resources in all possible forms of internal and external contracts, in a cost-effective and compliant manner? Leadvise provides you with analysis and optimization support.
HR For Startups: Where To Start And Best Practice, Elrona D'SouzaThe HR Observer
The seminar will help the audience understand HR from a practitioner’s point of view as well as an entrepreneur or management team that is relevant to start-ups. It will help entrepreneurs who ‘don’t have time for HR’ as well as HR practitioners who have the task of promoting it to come together.
It will introduce:
- How to approach HR
- Best practices to consider
- Solutions based approach
- Strategic vs Operational Issues
- Basics to Systems, Policies, Procedures and practices
- Documentation and Recording
- Outsourcing HR
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Outsourcing
Involves contracting out some of organization’s noncore work activities to outside specialists
Can do work more effectively
Often for less than cost of doing work in-house
Areas frequently outsourced:
Payroll, Benefits, Technological support
More than 75% of organizations outsource at least one HR function
Offshoring
Involves exporting tasks & jobs to countries where labor costs significantly
India remains largest market
Challenge of managing virtual global teams
Need for tight organizational & operational control to ensure coordination & communication
and steps that tell us we should outsource Employees or not.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Recruitment Process Outsourcing WebinarG&A Partners
Host: Jose Laurel - Director of Recruitment Services G&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
2. What is HR doing?
• Too much of HR into administration and too less
into people orientation: Disproportionate time
spent on routine administration
• Power centre, not service centre
• Cost centre, not value adding profit centre
• Poor alignment of HR programs with business
needs
• Need for strategic fit between business strategy
and HR strategy: the business of business is
business: Therefore the business of HR also
should be business!
3. What is happening to HR?
• 1/3 is going back to Line (employee champion roles)
• 1/3 is getting automated (routine and repetitive information
processing tasks)
• 1/3 can be outsourced (repetitive non value adding services)
• What is left of HR in HR?
• Specialist consultancy roles?
• Change agent role
4. What to outsource in HR?
• Three things that managers do (Henry Mintzberg’s Nature of
Manager’s Job)
• Interaction (outsource)
• Information gathering/processing (outsource)
• Decision-making and problem solving (do not outsource)
5. The decision to outsource
Transaction cost analysis
• TCA combines economic theory with
management theory to determine the best type
of relationship a firm should develop in the
market place.
• The properties of the transaction determine the
governance structure.
• High asset specificity and uncertainty lead to
transactional difficulties, with transaction held
internally within the firm – vertical integration
• Medium asset specificity – leads to bilateral relations
in the form of cooperative alliances between the
organisations
• Low : transactions frequent and governed by market
6. Core and peripheral in
banking
• In the core banking activity the decision to
outsource takes place within the regulatory
framework dictated by the RBI
• Typical problems
• No formal processes/supply chain issues
• Limited cost analysis
• Core business definition
• Consider the problems with DSAs in credit card
business – internal checks and balances: in one
bank approval rate is high in the other low.
7. Why outsource HR
REDUCE COST OF HR AND CONTINUE TO PROVIDE VALUE
• Tightening labour markets and competitive
product markets – pressure to reduce head
count
• Cut costs
• Add value
• Do more with less
• Upgrade, but not upsize
• Downsize, but not downgrade
• HR itself is becoming the target of belt tightening
• Shed routine administrative tasks and focus on
talent management
8. Strategic outsourcing
• Beyond cost control
• Specialization and expertise that goes with it for
which there is no need on a regular full time
basis
• Focus on quality, technology and service delivery
• Outsourcing to best of class, best of industry
• Problems with technology – address need for
customization (which presently means largely
adjusting to supply side than demand side)
9. Deciding Whether to
outsource?
• Create a project team
• Analyse the current position
• Pay attention to people issues
• Benchmark
• Come to a decision
• What is core to the business and the future of business?
• What can bring competitive advantage?
10. Deciding whether to
outsource
• Decide what to outsource
• Tender the package
• Choose a partner
• Introduce your staff to the agency
• Draw up the contract
• Test the contract
11. Pros and cons
• Pros
• Cost and savings
• Financial and operational
flexibility
• Need to focus on few
things
• Access to quality,
expertise and better
management skills
• Staffing flexibility
• Cons
• Need greater
coordination flow with
agencies
• Reduces organizational
learning by depleting its
skill base
• Loss of control
• Adverse affects on
morale and motivation
• Job insecurity
12. Which functions/sub-systems
to outsource
• Recruitment – preliminary screening and short listing
• Training – Trg. Needs identification, content
development, delivery, logistics, third party evaluation
• Performance management - on line – automation
• Compensation – pay roll and compensation surveys
• Safety -- inspections
• welfare – transport, security, catering
• Labour contract – contract employees doing the job
which was earlier done by regular employees
• Which function not to outsource
• Decision making in each of the sub functions
• Leading change and transforming the organization
13. Implications – Need for
caution
• What is formerly inside is going outside and what is
formerly outside is coming inside
• Formerly strong relations are becoming weak and
formerly weak relations are becoming strong
• Huge disparity in profile, pay and working conditions:
casual, contract, contingent employees are less
educated, less trained, over worked under usually less
safe conditions, underpaid and enjoy little or no social
security/protection
• Pay attention to outsourced employees the same way as
you do with regular employees in terms of how they are
recruited, trained, paid and motivated
14. Dominant trends
3 main HR outsourcing industry segments
• Consultants
• Administrative – service providers
• Technology enablers
• Customizing imported software products remains an issue:
supply oriented rather than demand based customization
15. Typical Problems
• Integration with over all strategy
• Fragmented and piecemeal approach – cleaning
part of the pool
• Absence of formal outsourcing process
• Limited cost analysis
• Core business definition – Everything is core?
• Contract management how to ensure that we
achieve desired objectives
• Work flow, supply chain and logistics
management critical to outsourcing process
17. Managing people issues
• What happens to people?
• When to communicate?
• Who to communicate with?
• Those whose jobs are outsourced and those whose
jobs are not outsourced
• How do you deal in the transition phase?
• What about HR staff?
• Who will survive who has to leave?
• How will the HR department look like, post
outsourcing?