Analysis of human resource outsourcing with regards to competitiveness of organizations

Abstract

Human resource outsourcing means that personnel-related matters are contracted to another organization. In other words, this refers to the transfer of responsibility for the management and application of human resource processes to an external party. The war for talent in the ever changing business environment is an essential factor that contributes to the outsourcing arrangement. The dynamic and complex nature of legal environment may also lead companies to engage with external contractors in order to obtain specific field expertise. Changing business structures may push internal HR professionals to focus their attention on facilitating the change in their respective organizations. Aside from that, the increasing transactional HR costs drive HR departments to consider outsourcing as well. Latest HR information systems significantly increase HR productivity, enhanced control of employee benefits, beefing up compliance initiatives, and lowering transactional HR costs. This paper discusses the issue of human resource outsourcing in a sequential manner. The literature review briefly discusses the reasons behind the trends in human resource outsourcing. Then, the discussion will look at how to select the best business service provider. It discusses the criteria and variables that are needed to be considered before a company decides on the outsourced service provider. Lastly, the discussion will focus briefly on how to achieve a successful outsourcing relationship with the selected provider along with issues pertaining to agency contract. This paper attempts to meet the stated objectives within the scope of vendor selection, types of services and relationship, and outsourcing governance and uncovering how outsourcing some or all HR functions may well contribute to one's competitive advantage.

Dilemmas of outsourcing: a case study of a health science and technology institute

“…Essas dificuldades impostas à gestão tem reflexo na capacidade de aperfeiçoamento do desempenho humano da Unidade. Sem um processo que julgue ou estime o valor, a excelência e as competências de uma pessoa, assim como a sua contribuição para o negócio, restará comprometida a sua competitividade e cumprimento dos objetivos organizacionais (Bhushan, Gujarathi, Kaur, & Arumugam, 2018). Para Chiavenato (2020) a palavra monitorar tem o significado de seguir, acompanhar, orientar e manter o comportamento.…”

The Compatibility Analysis of Human Resources Competencies of Makassar New Port (MNP) and its Curriculum

“…Furthermore, in education field, the effort to improve the quality of education and achieve quality human resources in accordance with national competency standards, it is necessary to implement a system of assessing learning outcomes that are good and planned (Sujarwo;Sukmawati;Yahrif, 2019) and to contextualize those professional competencies (Ma et al, 2018). There are some previous research results such as showed statistically significant differences between education contribution and competencies (Akatay et al, 2015;Bahar & Köroğlu, 2020;Kunskaja, 2019;Masri & Jaaron, 2017;Melliana et al, 2018;Seetharaman A, 2018).…”