This paper is an in-depth literature review to investigate the promises and pitfalls of human resources outsourcing (HRO).
Written in 2007; 4,790 words; 27 sources; APA; $ 122.95
Paper Summary:
This paper explains that human resources outsourcing (HRO) is a new kind of delivery system for human resource services where companies give up practical ownership of much of the programs once administered in-house in exchange for access to greater expertise in highly specialized fields and lower per employee costs. The author points out that another perceived benefit, which has potentially negative consequences, is that today's firm must be shaped exclusively around the core competencies that add value to its products and services; everything else can be and should be outsourced. The paper warns that, if an outsourcer's only real concern is growing its own business, which by rights should be its overriding consideration, then most of what binds a company and its employees together is not, in the final analysis, always in the client's best interest.
Table of Contents:
Introduction
Background
The Problem Statement
Evidence to Justify the Study
Theoretical Basis of the Problem
Significance of the Study
Summary
Relevant Published Information
Analysis
Conclusions and Recommendations
From the Paper:
"SLAs not only safeguard the client's interest but also establish protocols for reporting on and resolving disputes and, most importantly of all, encourage continuous quality improvement. Towards this end, careful attention must also be paid to the type of metrics to be measured. The more specific these are, the better for vendor and client. So, for example, SLAs may call for 99% Website uptime, no more than 4 minutes of wait time to speak to call center staff, 100% accuracy in a random sampling of monthly account statements, a mean score of no less than 8 out of 10 on employee satisfaction surveys."
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