Outsourcing On HRM

Topics: Human resource management, Management, Human resources Pages: 15 (4558 words) Published: January 11, 2015


REPORT ON OUTSOURCING

Submitted by:

Fahad Ahmed
S0246107

Word count of the Assignment = 4010words
No of Peer Viewed Articles = 27 Journal Articles

Executive Summary
Out sourcing can be defined as taking services of third party in order to get the solution or task done on time without hiring employees permanently in an organization. This paper is based on a case named “report on outsourcing”. In this case a manger wants to get an advice regarding the future of outsourcing in an organization. As per the current trend in the industry, outsourcing is the best way to get work professionally from experts all over the world. E-HRM is the term that defines “outsourcing HR” more technically. This paper includes academic journal articles and other literary sources; in addition company analysis examples are also included in this task. The issues discussed in particular are the evaluation of HRM factions in terms of outsourcing. Table of Contents

Executive Summary1
Introduction3
Discussion4
Concept of Our Sourcing4
HR Fuctions Generally Outsourced5
Recruitment5
Training5
Learning6
Advantages and Disadvantages of HR Outsourcing7
Advantages of Outsourcing HR7
Disadvantages of Outsourcing HR9
E-HRM10
Role of E-HRM in Outsourcing HRM Function11
Advice to the Client13
Case Scenario Summary13
Advice13
Conclusion16
References18

Report on Outsourcing
Introduction
The Intelligent outsourcing is the use of contracted resources, assets and capabilities of a third party, guaranteed quality criteria, performance and value levels against the cost, as well as an evaluation method in order to provide services previously performed within the company. Possibly involve the transfer of part of the existing service provider staff, and /or transformation / rejuvenation support business processes and technology. That is, Outsourcing, outsourcing also called, is the process in which a company delegates a portion of its business process to an external company. This company is hired to do the job more efficiently. The first organization is free to focus on the core function of your business (Abdul-Halim et.al, 2014) In summary, the outsourcing is that a company hires a specialized external agency to perform work that does not dominate. One of the goals sought after by employers is to increase the profitability of your company. And one way is to outsource certain services, and thereby achieve greater performance, quality and savings, so that the fixed costs become variable. In the case of marketing, outsourcing allows the company to begin using the benefits of marketing to guide your business without spending too much money and less risk bearing (Foster, 2010). The outsourcing of staff, presents the opportunity for an existing business to delegate specific tasks of a company within their organization to an external entity specializing in the management or operation of certain functions. For example, if a business was to consider the outsourcing of business processes or functions and responsibilities relative to the needs of human resource, try outsourcing to hire a firm that specializes in the functions of a human resources department (Foster, 2010). These include benefits administration and maintenance, payroll and recruitment of necessary staff. A business that utilizes HR Outsourcing assigns the management of all functions relative to the employees of the business to a third party provider who specializes in the management of human resources. HR Outsourcing is typically viewed as a cost effective method of managing all or relating to human resources operations of a particular business portion (Donnelly, 2011).

Discussion
Concept of Our Sourcing
The outsourcing of a company is to deliver certain characteristics of this activity, another specialist in the subject company. Generally, it is called outsourcing. Outsourcing is a practice that is being carried out by large...

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Glaister, A J (2014) HR Outsourcing: the Impact on HR Role, Competency Development and Relationships Human Resource Management Journal, 24(2), 211-226.
Hayat, S A (2014) A Survival Strategy for Small Businesses, The Need to Adapt Global HR Practices Global Journal of Human Resource Management, 2(2), 13-24.
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