Determine the Right HR Outsourcing Solution for Your Organization
Do more with your HR department by doing less in-house. Outsourcing HR activities frees up time for strategic projects and in-house upskilling.
HR departments are often faced with
limited time, money, and skills; outsourcing is an option to help HR best use
resources and improve service levels.
HR outsourcing is challenging in itself
and needs careful management in order to ensure that expectations are met and
the investment is a valuable one.
HR outsourcing can result in employee demoralization and negatively impact the organizational culture and level of productivity.
The performance of your HR department
can be elevated by outsourcing tactical activities to an HRO provider, freeing
up resources to focus on strategic projects and in-house upskilling as
Impact and Result
Investigate pain points in the current
HR processes and requirements to determine what is driving the need to
Use a defined vendor selection process
including a request for proposal (RFP) process to solicit proposals for HR
outsourcing, and form a proposal evaluation committee to objectively evaluate
vendor RFP responses.
Proactively prepare the vendor for a successful and collaborative relationship by being clear about expectations and providing them with essential organizational information required to customize service delivery.
Determine the Right HR Outsourcing Solution for Your Organization Research & Tools
1. Identify HR pain points
Identify key stakeholders, assess current and target HR performance levels, and calculate costs of operating HR functions in-house.
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Call #1 - Review current state against target state for each HR function.
Call #2 - Identify which HR functions to keep in-house, which to outsource, and when to consider consulting solutions.
Call #3 - Determine the right type of HRO solution and set goals for an HRO provider to address.
Guided Implementation #3 - Conduct HRO market research and issue an RFP
Call #1 - Determine the stakeholders involved in the vendor evaluation committee and discuss HRO market research options.
Call #2 - Review RFI responses (optional) and vendor shortlist and discuss vendor evaluation criteria.
Call #3 - Review the customized Request for Proposal Template.
Guided Implementation #4 - Select a vendor and prepare to manage the relationship
Call #1 - Evaluate vendors against criteria and how to make the vendor decision.
Call #2 - Prepare to manage the vendor relationship.
Call #3 - Discuss how to improve in-house HR performance and capability.
Tom Darrow, Founder and Principal, Talent Connection LLC
Shanil Kaderal, Chief Strategy Officer, Pierpoint International
Deanna Schuerbeke, Director HR Global Customer Service & Operations
Jacque Vilet, President, Vilet International
Three additional Human Resources and Leadership professionals contributed information to assist with the development of this blueprint. Due to the sensitivity of the information, these contributors requested confidentiality.
Related Content: Organizational Design & HR Structure