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HR Outsourcing: A Strategic Perspective

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Outsourcing your HR can do a lot more than just relieve immediate headaches. You may find that your core team now has time and energy to address “big picture” issues critical to your company’s growth. And you don’t have to outsource all of your HR processes — you can actually pick and choose which of those functions would benefit most from outside aid. It’s the difference between multiprocess outsourcing aimed at saving time and money, and strategic outsourcing implemented specifically to boost your company’s capabilities.

The latter movement represents an emerging wave in our industry. Ten years ago, businesses were primarily interested in reducing their costs, outsourcing multiple HR processes to achieve that goal. Today, however, strategic HR has gained popularity as a valuable  problem-solving resource. By outsourcing specific aspects of their HR that are hobbling their ability to move forward on long-term goals, businesses are essentially giving themselves the breathing room they need to evolve.

Take the issue of training, for example. New employee orientation and ongoing corporate training can take a big bite out of your HR department’s available time — time that could be used to better advantage on other matters. You can farm these specific tasks out to an HRO provider, freeing up your own human resource experts to perform other functions at a higher level of efficiency and quality.

That’s not to dismiss multiprocess HRO! The demand for large-scale outsourcing of three or more HR processes at a time continues to grow. Outsourcing multiple processes on an ongoing basis can still be a great way to run a tighter ship, while selective outsourcing can help you steer that ship where you want it to go. If you’re not sure which option is right for you, contact Acadia HR and let’s discuss it.

Written by Dan Hettrich

August 25, 2014 at 2:14 pm

Posted in Uncategorized

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