Is this your first time working with HR outsourcing services? Or are you familiar with this solution? In either case, these words of advice still help to ensure you’ll have the most satisfying experience.
With years of experience in the HR industry, we understand that any decision related to your personnel is tough. Some even see them like make-or-break choices. Now, if you’re here, we know that for some reason, you’re considering outsourcing your HR function, and you want to make sure it totally, definitely and surely a “make”.
You’re in the right place!
These 5 tips work with all of our clients when they came to us asking about HR outsourcing solutions. Hope this helps!
Determine which functions to outsource
HR tasks are countless, but not all of them directly drives business missions.
In particular, payroll, background check or visa and work permit registration for expats are some of the crucial tasks of your HR team, yet they aren’t profit-generating works. Stay up to date with regulation changes also takes herculean efforts - while most of the HR pros aren’t legal experts. Then isn’t it better to get extra insurance against fines from a qualified HR compliance service?
So first, go back to the basics and determine the strategic roles of your HR team. For example, enhance employee engagement or improve the retention rate. Then, consider outsourcing any things that out of the sweet spot.
Define the scope and timeline
HR outsourcing firms will present you with the proposal and price quote base on your specific requirements. If you’re looking for a recruitment service, you’ll see a higher fee for hard-to-fill roles or urgent hiring needs. The more information you give them, the more realistic the action plans – and the fee - will be.
That’s why you should come up with a precise and detailed brief before contacting the providers.
Think about your expected outcomes and the way you want to achieve them. You want an A-Z outsourcing team or you want to involve in some stages? Are there any must-have conditions? When will the project’s due date be? Don’t say anything like “in a couple of weeks” or “a month or so”. Again, be specific!
Find a trusted HR outsourcing partners
Seems too obvious?
Well, the sad news is, some still fall for the price instead of the quality! Now, are you with them?
We hope you said “No!”. But if the answer is different, let us remind you. You’re outsourcing to make HR processes more efficient and to ensure your employees are happily working with you. And people said “You get what you pay for” for a reason. So, don’t just look at the number. Do your homework folks!
Go through all proposals gingerly. Compare their commitments and fees. Check out their reputation in the world. Talk to their clients for feedback. Ask questions about their capabilities and achievements. And voice your concerns if anything is blurred.
Put everything in writing
Of course, you’ll need a contract with clear terms and conditions to formalize the cooperation. But here we’re talking about how to communicate during the process. With a little effort, you can avoid all the futile workplace disagreements.
Probably you will update the timeline, the project scope, or even the service agreement after signing. Whenever this happens, ensure things are well-communicated with your outsourcing provider – in writing. Also, always ask for the official confirmation that they’re aware of the changes and agree to them.
Likewise, if they suggest any revisions, record their requests together with your responses. Simply utilize your email account, we’re in the time of the 4th Industrial Revolution now!
Inform your people
Employers usually left this aspect behind as they’re focusing on the transition procedures. But you know what? Miscommunication can lead to confusion. And with a big leap like HR outsourcing, there’s no room for any doubt.
So, don’t make the outsourcing decision a mystery. Inform everyone about what’s going on, what’s new, and what remains the same. Clearly state the reason behind this initiative. In some cases, such as you’re outsourcing your payroll function, provide them contacts for related issues, also the guideline to work with the vendor, if needed.
Be transparent. It will smooth the whole transition process.
Anything else?
There’s more. But sorry that we can’t list them all out here. They’re exclusive for our clients!
Hey, why don’t you become our next clients and let us assist to manage your workforce?
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