Human Resources Outsourcing

Objectives

To establish an effective, efficient and value-added Human Resource capability within the Company that will:

  • Promote the achievement of defined business goals and objectives
  • Motivate, develop, and empower employees/agents and management to reach their full potential
  • Facilitate the re-design of business practices to become more efficient, cross-functional and customer driven
Deliverables

1.    The provision of on-site HR services to the Company:

  • Preparation of a detailed position description and profile of the HR practitioner suitable for the Company
  • Recruitment and selection of the HR consultant/practitioner acceptable to the management of the Company
  • Management of the HR consultant contract, services and terms

2.    Assess the Company’s Human Resource priorities; develop an implementation plan to address these priorities; and implement the plan:

  • An assessment of the current HR function, processes, and capabilities
  • Develop an overall HR strategy, structure and implementation plan Implement the approved plan

3.    The provision of Strategic HR consultation to the Company’s Management

  • Monitor and evaluate the onsite HR support and programs
  • Provide HR consultation to the management of the Company
  • Provide effective links between the Company’s strategic business initiatives and HR practice, policies and systems
Key Considerations

The ability to delegate/assign various HR functions to an HR professional will permit the members of the senior management to focus on their primary roles, confident their HR needs are being met in a timely, supportive and cost effective manner.

While securing an individual with this level of expertise is appropriate and will mitigate the cost incurred by the Company there still exists a need for senior, strategic HR counsel to provide the necessary direction and guidance to the HR practitioner/consultant as well as to provide periodic advice to the Company’s  Management Team on strategic HR related matters. See Part 3.

Items Covered
  • Human Resources Policies and Procedures
  • Recruitment, Selection and Retention Processes
  • Job Descriptions and Job Evaluation System
  • Compensation Planning and Design
  • Reward and Recognition Programs
  • Performance Management
  • Salary Administration Program
  • Organizational Culture and Morale Indices – e.g. staff satisfaction, absenteeism rates, turnover rates, exit interview data
  • Staff Development, Education and Training Programs (including Sales)
  • Management and Leadership Development and Strategic Capability
  • HR Information System (HRIS), Data Management and Record Retention
  • Legislative compliance – e.g. Human Rights, Pay Equity, Privacy
  • Employee Orientation Program
The Bottom Line Payoff
Improved Results
Through an Effective Link Between Strategy and People