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The effect of human resources outsourcing
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Outsourcing is prevalent in the industry. Organizations began with outsourcing specific technical functions or manufacturing processes. Since they want to work more efficient and save time, outsourcing has spread to all organization’s departments such as marketing, finance and especially human resources. This paper will discuss about the general view of outsourcing certain human resources roles, including payroll, temporary replacements and relocation. By outsourcing each of these roles an organization can reduce overhead, risk and save valuable time when conducting normal business operations. These ideas are explored below.
Who’s outsourcing?
Human resource outsourcing is a process of outsourcing involving particular HR functional tasks like recruitment, making payroll, training and development to a third party company who have expertise in these respective fields. HR department is now playing a key role in the top management decision making, which has to take care of a bunch of functions. The bigger the organization is, the more tasks it has to do. When those tasks become too much and prevent the organization from reaching maximum profits and achieving its goals, it may have to
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1. Cons: Outsourcing HR functions may have some positive changes, but those changes which are not necessarily ones might lead to negative effects.
Keeping HR in-house is one of the important parts of some organizations to get the returning of dedication, flexibility and responsiveness from staffs and employees.
- Even though the organization may increase productivity and reduce the overhead cost, they lose the ability to follow the improvement of technology and the changes in the HR environment since the supplier does everything.
- To maximize the profitability, some of the contractors may reduce their service
... bring the anticipated benefits, and in some instances can be a risky proposition (Chin, 2003). Villcocks and Lacity (1998) stated that among the possible disadvantages are the potential loss of control over critical functions such as timeliness and quality of service, difficulty in monitoring vendor performance, difficulty in explaining the business needs to vendors, the potential for loss of company secrets as well as intellectual property, and the high cost of outsourcing contracts. Schools also risk developing a dependency on outside agencies, lowering employee morale, loss of development skills for employees, and having to face the prospect of managing relationships that go wrong (Kakabadse & Kakabadse, 2000; Hayes, 2001). By outsourcing, not only do schools lose some of the personal touch in servicing their employees but their clients as well (Rombel, 2002).
Recently outsourcing has been in the news, especially during political election years. It seems to be a phenomenon that is causing much concern among the population. But exactly how is outsourcing effecting both workers and businesses? And is it as big of a problem as politicians describe?
“Present two arguments for and two arguments against a U.S. company offshoring the management of its customer relationships to technical and managerial personnel in a less-developed country.”
The proponents of contracting out assume that outsourcing in the IT sector is useful in strategic, technological, and economic reasons. (Gonzalez, Gasco & Llopis, 2009) They believe that outsourcing enables an organization to get the same or better services with lower cost. First, strategic advantages enable organizations to refocus on strategic and core functions, and provide flexibility for organizations because organizations need not to concern about routine tasks (Gonzalez, Gasco & Llopis, 2009). OPPGA (1998) also support these strategic advantages. It asserts that outsourcing can provide organizations with great flexibility in personnel and facilities in short-term projects. Outsourcing providers can provide better services for clients since they usually use new and developed technologies. Second, proponents think that outsourcing gives organizations opportunities to access to technology and reduce technological obsolescence without large investments (Gonzalez, Gasco & Llopis, 2009). Lastly, Pros assume that contracting out can save s...
It is difficult to determine whether offshore outsourcing has a positive or negative effect on the U.S. economy. It may actually depend on which perspective you take on it. As stated by Hira and Hira (2005), outsourcing in the services sector is a major shift in how the economy operates and will have serious impacts, both positive and negative, on the trajectory of economic growth, distribution of income and the workforce. However, there are many factors to take into account when considering globalization. Companies must familiarize themselves with the various rules and regulations of global business, tariffs, trade agreements and barriers, and decide how to go global; global consistency or local adaptation. All of these issues affect a company’s plan to move forward with offshore outsourcing.
Opposed to widespread belief of outsourcing threatening the labor of United States economy it has been seen that businesses have been able to extract a multitude of benefits through the outsourcing which has in turn created a number of employment opportunities along with it. When the stock market plummeted; companies began to discharge distress signals and corporations commenced labor cutbacks, as a result of which unemployment began to increase greatly. In times when the recession was reaching its peak, the only alternative was to look for cheap labor and ou...
Kibbe, C. (2004). Outsourcing” the good, the bad, and the inevitable. New Hampshire Business Review, 26(14), 1A.
157). In most cases, the organization will have positive consequences since they are the ones considering the outsourcing. Mintz says that benefits an organization gets from outsourcing include increased productivity and allows current management to focus on clients (2004, pg. 6-7). The current employees and families will have experience job loss. The current community will potentially lose tax income, increase unemployment, and families will leave the community. The potentially new employees and families will have new jobs that will provide wages and benefits. The new community will get increased tax revenue and population
... negatives present, I feel that outsourcing is not a business model that many companies should follow, and if possible there should be some governmental restrictions put in place to protect workers from being displaced as a result of outsourcing.
Kibbe, C. (2004, 07 09). Outsourcing: the good, the bad and the inevitable. New Hampshire Business Review, pp. 1A-21A.
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring employees are high performers, dealing with performance issues, and certifying that existing methods are compliant to the rules, contracts and laws under which the organization operates. When HR succeeds in developing processes to attract, hire and develop motivated employees, managers are able to focus on the objectives of their department and the organization.
The strategic human resource management become more important in organisation. It gives company a lot of benefits in their competitive advantages, however, there are also some challenges that the organisation need to examine it. There are some strategies that helps the organisation to minimize the challenges such as training and compensation for the employees that affected by offshoring. Thus, when the organisations apply SHRM, they will face some complications.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Outsourcing is a technique for companies to reassign specific responsibilities to external entities. There are several motivations for outsourcing including organizational, improvement, cost, and revenue advantages (Ghodeswar & Vaidyanathan, 2008).
The work of HR specialist is not only affected by the internal factors, there are also external environmental factors that influence how HR specialist operates. In this section, I am going to discuss factors that influence the Practice of HR in organizations, from outside the scope of the organization. The factors include Political, Legislation and Regulations, Actions of Competitors and Economy of the country