As time pass by, all the activities of HR professionals has become more significant and more complex. The degree of their workload has gone through tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, experiences to payroll records. The traditional role of Human Resource professional as being the administrative arm of the organization was to systematize and make policies.
The role of the HR professional in serving executive objectives has been well executed. However, it has become a major roadblock for some organization. The decision to outsource HR services is a complicated one. Cost reasons alone are not sufficient to drive the decision. Decision makers need to ask whether there is a need to change the way the HR department operates and review existing provision.
This review needs to consider cost, administrative efficiency and HR policy strategy and expertise. Where gaps are identified, organizations need to consider whether these are best solved by minor tinkering or major transformation. It must also not be forgotten that a transition from in-house HR provision to the use of an outsourced provider is a significant change for the organization, and must be managed accordingly. If significant time is not devoted to the process of change, with unequivocal top-level support, there is a danger that staff / line manager relationships and other aspects of people management policy may be neglected.
The role of the HR professional in serving executive objectives has been well executed. However, it has become a major roadblock for some organization. The decision to outsource HR services is a complicated one. Cost reasons alone are not sufficient to drive the decision. Decision makers need to ask whether there is a need to change the way the HR department operates and review existing provision.
This review needs to consider cost, administrative efficiency and HR policy strategy and expertise. Where gaps are identified, organizations need to consider whether these are best solved by minor tinkering or major transformation. It must also not be forgotten that a transition from in-house HR provision to the use of an outsourced provider is a significant change for the organization, and must be managed accordingly. If significant time is not devoted to the process of change, with unequivocal top-level support, there is a danger that staff / line manager relationships and other aspects of people management policy may be neglected.