In order to maintain a positive level of productivity, functionality, and most importantly, happiness within your companygiving your employees the care and attention that they deserve is a must.

This is where Human Resources comes in.

But too often, businesses cut corners with (or completely overlook) their HR management, knowing all too well the amount of work that it involves.

So, why not consider outsourcing your HR to experts? Experts who’ll take care of all the things you don’t want to worry about?

 

 

What Is HR Outsourcing?

HR outsourcing essentially eliminates the risk, time and confusion associated with managing Human Resources.

A team of qualified HR professionals will stay on top of workplace regulations, administration, and employee-related scenarios for you – so that you don’t have to.

 

How HR Outsourcing works

On a day-to-day basis (or however required), your dedicated HR Team will:

– guide and advise you through everyday HR issues

minimise your risk by helping to ensure compliance and best practice

– work to increase employee engagement and satisfaction

– provide support and expertise to help your team(s) perform better

– strive to empower and educate your people.

So, whether you are a small company looking to grow compliantly, or a larger business looking to operate more efficiently, the people you manage will remain in good hands.

 

What HR Outsourcing Covers

HR Outsourcing encompasses a whole range of employee-related aspects. Here are just some of the most commonly outsourced HR functions.

– Risk Management

– HR Compliance

– Temporary Staffing

– Employee Orientation / On-boarding

– Employee Assistance / Counselling

– Benefits

– Worker’s Compensation

– Remuneration

– Performance Management

– Termination

– Succession Planning

– Outplacement / Off-boarding

– Training & Coaching

 

Add-ons To HR Outsourcing 

Also related to employee management, other popular outsourcing services include Talent Acquisition and Payroll.

Certain providers will even allow you to combine individual HR or other professional services, for a complete, end-to-end solution.

One example of this is Employment Outsourcing, also known as EOR (Employer of Record), GEO (Global Employment Outsourcing) or PEO (Professional Employer Organisation).

For businesses expanding overseas, the challenges that come with employing in another market are often tiresome… and puzzling. Thus, to simplify your expansion, you may wish to consider consulting a local Employer of Record (EOR) partner.

As the Employer of Record, this third-party partner becomes the in-country employer of your staff. You remain responsible for the day-to-day management of your employees, but the HR provider administers all local employment steps.

When to Consider an EOR Provider

1. Hiring Freezes: An EOR can hire employees on your behalf, allowing you to continue operations without violating internal policies.

2. No Local Entity: Expanding into a new country without setting up a legal entity is quicker and less costly with an EOR.

3. Compliance and Legal Challenges: An EOR ensures compliance with local labour laws, reducing legal risks.

4. Cost Efficiency: An EOR is a cost-effective alternative for handling payroll, taxes, and benefits without the expense of maintaining a local entity.

5. Temporary or Project-Based Work: An EOR can manage short-term or project-based hires, making workforce scaling easier.

 

How HR Outsourcing Helps

With expertise in workplace relations and compliance, coupled with strong people skills and emotional intelligence, true HR professionals can come to the rescue in a number of different workplace situations. Here are a few potential complications, resolved efficiently by an HR team.

 

1. A disgruntled employee has resigned; however, they do not wish to speak to their manager about their work experience.

HR Resolution: Exit Interview

An external HR Advisor acts as the mediator between the employee and the manager.

The HR Advisor schedules an open and honest discussion (in the form of an Exit Interview) with the departing employee, ensuring complete privacy and confidentiality.

Without the presence of their manager, the employee feels comfortable expressing their opinions about the company, as well as putting forward recommendations for improvement. The HR Advisor then implements a plan of action based on the employee’s comments and feedback, to benefit both the departing employee and the company in question.

 

2. An employee resigns without warning, threatening the management structure of the company with no one to take on the responsibilities of the now-vacant role.

HR Resolution: Succession Planning

Through succession planning, an HR Advisor identifies job requirements for the newly vacant role and determines a list of employees who possess the skills to fulfil these requirements.

An employee is either promoted into the new role or makes a lateral move to take on the open position. Should no-one within the organisation be considered suitable, the HR Advisor may suggest hiring externally.

 

3. An employee’s performance has been unsatisfactory, but communication between the manager and employee has been ineffective and prickly.

HR Resolution: Performance Management

The HR Advisor facilitates constructive dialogue, fostering a supportive environment. They guide the performance management process, setting clear KPIs, goals, and objectives, and provide ongoing support.

Based on progress, the Advisor may recommend continuing the employee’s contract with additional development opportunities. If further improvement is needed, they create a tailored improvement plan. Should there be no significant progress, the Advisor will assist in determining the next steps, which may include ending employment.

 

4. A new policy needs to be implemented across the company, but there is resistance from employees.

HR Resolution: Change Management

The HR Advisor develops a comprehensive change management plan to introduce the new policy. This includes clear communication strategies, training sessions, and feedback mechanisms to ensure employees understand the benefits and necessity of the change.

By addressing concerns and providing support throughout the transition, the HR Advisor helps to minimise resistance and ensure a smooth implementation of the new policy.

 

5. A conflict has arisen between two employees, affecting team dynamics and productivity.

HR Resolution: Conflict Resolution

The HR Advisor steps in to mediate the conflict, facilitating a constructive dialogue between the parties involved. Through mediation sessions, the HR Advisor helps the employees understand each other’s perspectives and work towards a mutually agreeable solution.

By addressing the root cause of the conflict and promoting effective communication, the HR Advisor helps restore a positive working environment.

 

6. The company is experiencing high turnover rates, impacting overall productivity and morale.

HR Resolution: Employee Retention Strategies

The HR Advisor conducts an in-depth analysis to identify the reasons behind the high turnover rates. This may involve employee surveys, exit interviews, and benchmarking against industry standards.

Based on the findings, the HR Advisor develops and implements targeted retention strategies, such as career development programmes, employee recognition initiatives, and improvements to work-life balance. These efforts help to enhance employee satisfaction and reduce turnover rates.

 

The bottom line

Ultimately, HR is all about people.

A proper HR function will provide guidance, knowledge, and the necessary tools to train, develop, coach, performance manage, reward and recognise all of your employees. Furthermore, HR acts as a powerful vehicle for business strategy and employee motivation, effectively implementing and reinforcing your company values, vision, and mission.

Ready to transform your HR processes? Contact our HR experts today to learn how we can support your business and help you achieve your goals

 

Celine Senior HR Advisor

About the Author:

With over 20 years' experience in Human Resources, working across both government & private sectors, Celine is an expert at her craft. As a Senior HR Advisor, Celine has extensive experience working across different industries, advising clients on a wide range of HR topics.
Read more about Celine Rethore.

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