Outsourced HR Services
Discussion
Hi all,
Has anybody had any experience of using outsourced HR providers?
I have a company of 80 shop floor employees with an increasing number of Employee Relations issues so this might be a good solution for me. I've met a firm that will handle everything for a monthly fee but looking to tie me in for 5 years.
Cheers, Richard
Has anybody had any experience of using outsourced HR providers?
I have a company of 80 shop floor employees with an increasing number of Employee Relations issues so this might be a good solution for me. I've met a firm that will handle everything for a monthly fee but looking to tie me in for 5 years.
Cheers, Richard
I'm not sure of the nature of your business but I am not convinced that you will get issues resolved quickly or accurately by an off-site remote person who does not know your business!
As an HR person myself in a multi-site business there are often employee relations issues where I don't know the named individual per se but I at least have a relationship with the respective management teams and an understanding of the business and context. The HR role is more about directing and facilitating rather than the nuts and bolts of the operational issue itself.
I can imagine that you will pay a fee for checklist, template documents, phone support and advice but the actual execution of the process and rationale and decision-making will come from within your business.
I have inherited such a service in the past and on many ocassions all you are doing is making things more complicated by checking in to confirm that what you do is proceduarally correct in order that you retain the indemnity insurance.
As an HR person myself in a multi-site business there are often employee relations issues where I don't know the named individual per se but I at least have a relationship with the respective management teams and an understanding of the business and context. The HR role is more about directing and facilitating rather than the nuts and bolts of the operational issue itself.
I can imagine that you will pay a fee for checklist, template documents, phone support and advice but the actual execution of the process and rationale and decision-making will come from within your business.
I have inherited such a service in the past and on many ocassions all you are doing is making things more complicated by checking in to confirm that what you do is proceduarally correct in order that you retain the indemnity insurance.
all things considered - a good permanent or even interim/part-time HR Manager/Director could save you a shed load of money and grief and stress.
Could also help motivate your workforce, increasing productivity & loyalty in the process.
Outsourcing HR = FAIL
It would be like outsourcing your relationship with your wife - a very bad idea for you.
khushy
PS - finding a good HR person is a tricky thing - most of em talk a good game - but in my experience (20 years of HeadHunting) finding a good one is difficult - but not impossible.
PPS - I am not after an Assignment - but if you need any advice/ideas on how to help you find the right person - would be delighted to help a fellow PH'er - might even let you utilise one of my LinkedIn Job Slots for free :-) to help you with potentials.
Could also help motivate your workforce, increasing productivity & loyalty in the process.
Outsourcing HR = FAIL
It would be like outsourcing your relationship with your wife - a very bad idea for you.
khushy
PS - finding a good HR person is a tricky thing - most of em talk a good game - but in my experience (20 years of HeadHunting) finding a good one is difficult - but not impossible.
PPS - I am not after an Assignment - but if you need any advice/ideas on how to help you find the right person - would be delighted to help a fellow PH'er - might even let you utilise one of my LinkedIn Job Slots for free :-) to help you with potentials.
Thank you all for your thoughts,
I've got a background in HR too but as this is a separate business which I help my partner out with, I just don't have the bandwidth to dedicate time to handling anymore ER issues.
I've decided to take the leap and going to be using Peninsula to just to focus on disciplinary issues and I'll let you know how I get on...so far it looks likes they are going to be of great help.
Cheers, Richard
I've got a background in HR too but as this is a separate business which I help my partner out with, I just don't have the bandwidth to dedicate time to handling anymore ER issues.
I've decided to take the leap and going to be using Peninsula to just to focus on disciplinary issues and I'll let you know how I get on...so far it looks likes they are going to be of great help.
Cheers, Richard
The other side of the coin is what causes so many ER issues and how can you stem the tide?
If it is largely conduct or performance related then you should be able to encompass a lot in a single or a couple of documents which set out the expectation. You just then need to use this as your training tool to drive home the message. You might find the 'deterrent' factor works if all the disciplinary issues just end up as carpark chats.
If it is largely conduct or performance related then you should be able to encompass a lot in a single or a couple of documents which set out the expectation. You just then need to use this as your training tool to drive home the message. You might find the 'deterrent' factor works if all the disciplinary issues just end up as carpark chats.
We're a relatively small company - c.40 staff - and outsource our HR to an external company. We simply don't have the personnel with the appropriate knowledge to run HR in-house, and not enough HR requirement to employ one.
Therefore, out-sourcing makes perfect sense. We use HR Insight and have certainly had no problems with them.
Therefore, out-sourcing makes perfect sense. We use HR Insight and have certainly had no problems with them.
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