Evolution of HR departments
Posted on December 20th, 2012 Read time: 1 minutes
Historically, human resources departments have been a staple to most businesses. Employees would have an office to visit when they had questions or concerns regarding policies and procedures. However, many human resources tasks are becoming more automated, allowing companies to spend less manpower and resources on daily tasks and more time on special projects.
The New York Times reported many enterprises across all industries are looking to outsource their HR needs to reduce costs and increase efficiency. Rather than dedicating permanent staff and resources to in-house human resources operations, companies are allowing third-party providers to take on tasks as they are needed, such as staffing and recruiting or benefits management. As a result, the money that would support full-time HR staff is being allocated elsewhere in the company for other projects to spur growth and innovation. Because third-party providers have the expertise and resources to address all human resources concerns efficiently, companies can enjoy peace of mind that issues will be taken care of without disrupting operations.
Most third-party HR service providers are responsible for recruiting and staffing responsibilities to maintain healthy employee levels without taking time away from core operations. The providers can also manage benefits, compensation and data collection to separate the heavy administrative tasks from other aspects of HR, such as talent development.
Taking care of benefits and compensation can be completed remotely, while talent development should be done face-to-face. Therefore, outsourcing certain HR tasks can allow a company to hire fewer HR professionals who will be in charge of more interactive duties such as talent development.
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Posted on December 20th, 2012 Read time: 1 minutes
Historically, human resources departments have been a staple to most businesses. Employees would have an office to visit when they had questions or concerns regarding policies and procedures. However, many human resources tasks are becoming more automated, allowing companies to spend less manpower and resources on daily tasks and more time on special projects.
The New York Times reported many enterprises across all industries are looking to outsource their HR needs to reduce costs and increase efficiency. Rather than dedicating permanent staff and resources to in-house human resources operations, companies are allowing third-party providers to take on tasks as they are needed, such as staffing and recruiting or benefits management. As a result, the money that would support full-time HR staff is being allocated elsewhere in the company for other projects to spur growth and innovation. Because third-party providers have the expertise and resources to address all human resources concerns efficiently, companies can enjoy peace of mind that issues will be taken care of without disrupting operations.
Most third-party HR service providers are responsible for recruiting and staffing responsibilities to maintain healthy employee levels without taking time away from core operations. The providers can also manage benefits, compensation and data collection to separate the heavy administrative tasks from other aspects of HR, such as talent development.
Taking care of benefits and compensation can be completed remotely, while talent development should be done face-to-face. Therefore, outsourcing certain HR tasks can allow a company to hire fewer HR professionals who will be in charge of more interactive duties such as talent development.
