Recently, we discussed the possibility of HR quickly achieving upgrading and transformation after using human resources outsourcing. Many HR must have already had thoughts and insights on that, and must perceive, more or less, the value of human resources outsourcing to HR itself and the company. In this paper, we will continue the discussion of this topic: when HR has been clear about that human resources outsourcing can help themselves achieve role upgrading, which channels can they adopt to “generate power” and accelerate the process? Chary Zhu, founder of Talent Spot, believed that HR should excavate future development potential from existing work and define the energy input ratio of existing work and development potential, so as to make better use of outsourcing services and create rich value space of itself. Specifically, we have several thoughts as follows:
Firstly, focus on creating soft power and become all-round talent in the workplace
The enterprise and other departments believed in the past that HR's main job is to work on several big modules, which is to implement human resources requirement of the enterprise centering on selection, education and reservation of talent. After the prevalence of human resources outsourcing, the company’s expectation for HR will change naturally. Previously, HR's professional skills and relevant experience are the key factors when the enterprise is recruiting HR.
Requirement of the enterprise for HR will tend to be diversified and soft at present and in the future, such as:
l understanding of business trends
l inter-departmental communication and cooperation ability
l construction skills of organizational culture
Human resources outsourcing has replaced part of foundational work, which also enables HR to have more space and time to pay attention to practicing these soft skills. Most professional skills of practical operation are made perfect in the “practice”, while cultivation of the soft power is more dependent on the preceding change and continuous practice of consciousness. In the future, human resources practitioners will play the role of advisors and integrators in the enterprise, connecting all sides and becoming the powerful driving force behind business development. With human resources outsourcing as the right-hand man, HR also can walk to the front stage from behind the scenes and show up in the market and factory and other first line place, better understanding the condition of the company.
Secondly, thoroughly break the limitations of thinking and become forward-looking managers
Nature, content and goal of work have certain effect on shaping the thinking habit. When HR is surrounded by basic affairsof human resources, they have to position themselves in the place of executives most of the time and handle affairs according to the “command” of business department. This may not be the HR's original intention, but the job content has limited themselves in the position of the supporters, and makes them unable to release energy and make further progress.
In fact, the work of human resources not only has the basic, simple, and actual operation part, and this part of work is on the premise of breakdown of the upper strategy. In the process of the upgrading and transformation of HR, one kind of awareness has to be established, which is to stand in the perspective of business leaders and think in their place, providing them with a unique point of view. HR finds human resources outsourcing not only just for a helper, actually they can make use of their relations with the human resources outsourcing to cultivate the ability of business negotiation, process management, and exercise the ability of business breakdown and delivering needs through the role of the bridge itself.
Thirdly, take advantage of the characteristics of outsourcing services to highlight its irreplaceability
Although some transactional and processed work can be done by human resources outsourcer instead, HR must still lead and perform some important tasks, for example:
l Plan of enterprise successor
l Leadership development
l Shaping of enterprise culture
These are the tasks that any human resources outsourcing agency can't do for someone else. They are related to strategic development of the enterprise and embody the core value of HR with a long history in the field of human resources. However, just too much tremendous transactional work has attracted the attention of people and inducethem to ignore the core value of HR, labeling the HR as “transactional worker”. Mostservice providers of human resources outsourcing have good service consciousness, and HR can draw the company’s attention to the core value of itself by the human resources service with high quality and efficiency delivered by the service providers, which not only reveals its“advantages”, but also “where the advantages exist”.
Fourthly, full association with outsourcing service providers and achieve win-win cooperation and mutual benefit
The prevalence of human resources outsourcing is also one of the main factors that cause transformation of human resources.When human resources outsourcing is widely accepted by enterprises, many HR may feel somewhat confused in the early stage and cannot immediately define the direction and methods of transformation. At this point, many HR will tend to view their own relationship with the human resources outsourcer as “business relations” instead of collaboration, thus they feel more confused and lonely.
In fact, human resources outsourcing agencies often bring together a large number of professionals, including practitioners focusing on a module, and career experts who are experienced and once were qualified for a variety of roles. HR have to actively explore the underlying consulting function in the process of cooperation with human resources outsourcing service providers, form good cooperation relations with HR service staff, and assist its own successful transformation with their resources and experience.
