Human Resources outsourcing may be an option for your HR department's many needs for help. Generally speaking, human resources (HR) deals with anything and everything that has to do with people in a company., including policies, procedures, hiring, and compensation. Unfortunately, this mindset can result in the HR department managing a lot of tasks that take time and energy away from the HR activities that provide the most strategic value to the company.
For instance, an HR function like talent development is critical for a company to identify and groom its future leaders. However, payroll is a more process-driven task that can be outsourced effectively, thereby freeing up HR’s time for the company’s mission-critical HR needs.
It’s a matter of identifying which tasks HR should focus on to most effectively advance the company’s mission and delegating the rest to responsible outside service providers.
The outsourcing of HR has accelerated in recent years especially as firms have become more comfortable with the process. So, the acceleration of HR outsourcing is expected to continue. Outsourcing allows companies to offload work that isn't part of their core business mission and it also can save money. While some companies may entrust their HR needs to a single outside firm, it’s more common to parcel out functions to a range of outside providers.
So how do you decide what to outsource and what to keep in-house?
Step 1: Identify Your Key HR Initiatives
First, it’s important for HR to let go of the idea that it can be all things to all people. Define HR’s strategic role in your company. Go back to the basics and write up some good old-fashioned job responsibilities for HR.
Step 2: Consider Which Functions Can Be Outsourced
Any roles HR is currently managing that fall outside of the sweet spot you have identified as your key HR initiatives should be considered for outsourcing. There are good outsourcing firms that can efficiently handle activities like relocation, temporary staffing, background checks, and drug screening. While these processes are very important to the operation of the company, they do not drive the strategic mission of the organization.
Even a critical function like regulatory compliance should be considered for outsourcing. HR compliance requires constant attention to stay up to date on the latest regulations and legal decisions. Most HR departments don’t have that kind of expertise on staff.
Outsourcing to a specialist can provide added insurance against the financial penalties and bad publicity that result from compliance gaffes like failure to properly classify independent contractors, for example.
Step 3: Create a Team of Internal and External Specialists
A company that enlists outside specialists to supplement on-staff talent is cultivating a strong team of HR professionals. In this era of lean management, most HR departments are not going to be able to have an on-staff expert to manage every HR issue.
Step 4: Find a Trusted Partner or Partners
Are you concerned that you’ll compromise quality if you outsource certain HR functions? You can maintain control of important HR functions and help HR become a more efficient and effective player, but you need to find trusted partners. Do your homework.
Compare benefits, the associated costs, and approaches of different firms. Conduct background checks to ensure the outsourcing firm’s reputation is solid. Be sure the Better Business Bureau accredits the firm, and talk to other companies that have used the firm. Read all proposals carefully. Make sure you understand the value you will receive in doing business with a particular vendor.
Step 5: Explore a Plug-and-Play Solution
One outsourcing option that works for some companies is to contract with a group purchasing organization (GPO). A GPO provides access to qualified, prior negotiated contracts with staffing firms, managed service providers, and others. This arrangement can be a convenient, efficient, and cost-effective one-stop-shop for a range of HR outsourced services.
Companies avoid the time and effort required for negotiating and managing multiple contracts. The GPO vets the best suppliers, leverage relationships to secure competitive contracts, and helps a company secure the resources it needs.
There are no reliable statistics on the size of the corporate GPO market, which is newer, smaller, and more fragmented, and in general more focused on procurement than HR outsourcing. According to Omnia Partners, 35% of Fortune 1000 companies are now using a GPO.
The majority of the GPO market in the United States is focused on healthcare procurement. The potential for GPOs to save companies money is real. In an unrelated industry, healthcare GPOs are expected to save $34.1 billion annually and will save the healthcare industry $456.6 billion over the next ten years (2017-2026).
Step 6: Consider a Complete Outsourcing of HR
For certain companies, it may make sense to consider a professional employer organization (PEO). A PEO takes over all of a company’s HR functions by literally hiring the company's employees and becoming their employer of record for tax and insurance purposes. The practice is known as co-employment or joint employment.
Through a PEO, the employees of small businesses gain access to employee benefits such as 401(k) plans; health, dental, life, and other insurance; dependent care, and other benefits typically provided by large companies. According to the National Association of Professional Employer Organizations (NAPEO), PEOs provide services to 175,000 small and mid-sized businesses, employing 3.7 million people.
Outsource This and Not That
There is no playbook for HR outsourcing. What functions stay in-house and which are outsourced to an outside specialist depends on the type of company, its strategic priorities, and the role HR plays in realizing those priorities.
Here are the HR functions that are most commonly outsourced:
- High-volume recruiting
- Temporary staffing
- Background checks and drug screening
- Benefits administration
- Creating/updating employee handbooks and policy manuals
- Compensation program development/implementation
- Writing and updating affirmative action plans
- Providing sexual harassment training
- Independent contractor compliance
These HR initiatives tend to stay in-house:
- Employee relations
- Compensation design and delivery
- Talent development
- Capital strategy planning
- Succession planning
- HR strategy
- Performance management
- Organization development
- HR department management
The Bottom Line
Outsourcing some, or even all, HR functions is a proven and widely practiced concept among companies of all sizes. Outsourcing enables a company to focus on HR activities with the most strategic value while saving money and benefiting from the specialized expertise of outside firms.