Peter Drucker once put forward such claim that in the future, the work which only supports the backstage and does not create turnover in any enterprise should be outsourced, and that which does not provide opportunities for advanced development, activities and business also should be outsourced.
The management master's point of view is constantly being confirmed. Many enterprises outsource the general jobs to the third party which provide services, and entrust the human resources outsourcer to recruit and manage the employees on behalf of the enterprise instead of directly recruiting them in the market, and benefit from it. “Outsourcing” can effectively deploy human resources, reduce the cost, improve flexibility of utilization of human resources of the organization and simplification of the organization under the condition that when organizational establishment and total labor force are not changed.
If HR is a strategic partner of the business, then human resources outsourcing provider is HR's closest friend. Senior director Lily Chen of Talent Spot pointed out that the role of "friend" and "assistant" is different. Human resources outsourcing not only assists HR to handle basic transactional work, but also can help HR to exercise control ability, identification ability, negotiation ability and the coordination ability through the process of cooperation between the two sides, preparing for realization of transformation of the role of human resources. Specifically, in the process of enterprise’s implementation of human resources outsourcing, HR have to do the work as follows, including both the “internal duties” which HR are familiar with and the challenges which need HR to make a breakthrough, continuously integrate and upgrade all the skills to cope with.
1. Strictly control the rationality of outsourcing application, accurately propose the outsourcing requirements
The enterprise adopting outsourcing service has shared redundancy for HR, but the outsourcing result benefits all the departments. Business departments often actively propose outsourcing requirements. However, the use of outsourcing is not free, unrestrained and indiscriminate, and types of outsourcing services are various, and different types of outsourcing service are suitable for different jobs, departments and business projects. Only the proper use of outsourcing services can maximize its utility, and gain hidden value besides cost savings and reducing manpower. Can the outsourcing demand put forward by the department or project team be approved? This has to be carefully considered and identified by HR. At this time, HR needs to use business analysis ability to connect professional knowledge of human resources with the business needs, guiding the business department to put forward reasonable and effective outsourcing decision.
2. Control the outsourcing process, become the channel managers
With constant popularization of human resources outsourcing, most transactional functions are completed by outsourcing service providers instead, and more and more HR can put more time and energy into providing strategic advices on human resources for decision-makers. In the process of outsourcing, HR can also improve its ability of process control and channel management.
HR is the competent administrative department of outsourcing work, and plays an important role in selecting outsourcers, price negotiations, and implementation of outsourcing, and is a bridge between the enterprise and the outsourcer. It is conceivable that in the future, the HR getting rid of the routine work will pay more attention to improving their management level, coordinating internal and external cooperation and communication, effectively integrating various kinds of service providers, rationally allocating human and financial resources, so as to strengthen the strategic roles of themselves.
3. Open communication channels of internal and external staff, translate “instability” into the incentive
Excellent HR will view human resources work as a whole and make various modules help each other, improving the effectiveness of human resources work from the overall level. For the work of outsourcing, HR should also pay attention to excavating its “hidden function”.
“Talent pool of enterprises is expanded into the outsourcing services organizations intangibly through outsourcing services”, HR can provide enterprises with more new ideas for talent development if HR can find the good way of searching talents. On the one hand, the enterprise can establish identity conversion channel for the good outsourcing staff with reliable professional skills, which is favorable for continuity of the outsourcing work, and adds new energy for construction of talent team for the enterprise; on the other hand, HR can also take this chance to encourage and spur the staff on, which can both eliminate the outsourcing employees' mistrust to the enterprise in the heart, and can make formal employees of the enterprise enhance crisis consciousness, and redouble their efforts to work.
Many people were once concerned about that using outsourcing services will negate the value of the human resources department. This is actually a misunderstanding, which both misunderstands the meaning of outsourcing services and the real value of human resources.
Senior director Lily Chen of Talent Spot also has rich internal HR experience, and she concludes that the core value of human resources lies in its understanding of enterprise business, personnel, organizational development and status combing its own control over external trend, so as to put forward suggestions on staff development of the company and design of organizational structure, etc., promoting the implementation of various related strategies; while outsourcing service organizations engage in non-core and specified transactional work replacing human resources, which helps human resources better fulfill its strategic roles and display the true value of itself.
As mentioned above, human resources practitioners and human resources outsourcers are “cronies”, who support and create each other, and HR practitioners should also exploit and use all kinds of function and value of outsourcing services to initiatively promote their own core competitiveness, so as to do a better job on the road of HR transformation.
