| If you're an owner or general manager of a growing | | | | we take on more overhead and hire an HR Manager |
| company at some point you will find that more and | | | | or Coordinator?" The correct answer is - neither. |
| more of your time is being spent on dealing with | | | | As with most situations in life, the quality of the |
| employee related issues and concerns and less and | | | | questions we ask will determine the quality of the |
| less is being spent on growing your business. The | | | | answers we get. In this case, the correct question to |
| more successful you are... the more you grow... the | | | | ask is, "How do we acquire HR expertise in the most |
| more you grow... the more employee issues and | | | | cost effective and productive way possible?" In a lot |
| concerns to deal with. That's just a fact of life when | | | | of cases, the answer is to outsource all or part of the |
| you're in business today. So when do you look outside | | | | HR function. |
| your company for help with your Human Resources? | | | | As companies grow there is a growing need for HR |
| If you are like most small business owners, you wait | | | | expertise, but that doesn't mean that they need an HR |
| until the pain is so great that you have no alternative | | | | department or even a full time HR person. A |
| but to bring in some help. Unfortunately by that time the | | | | knowledgeable and experienced HR professional can |
| damage has already been done. | | | | easily manage the Human Resources function of an |
| In actual fact the best time to bring on an HR specialist | | | | organization with 20 to 80 employees on a less that |
| is when you notice that you are spending more than | | | | full time basis...sometimes even in as little as one day (8 |
| 20% of your time on HR issues. These issues consist | | | | hours) a week. This is where a "Human Resources |
| of, hiring and firing, employee on-boarding, | | | | Outsourcing" firm comes into play. |
| compensation and benefit administration, employee | | | | More than ever before, businesses are looking for |
| relations and development, conflict management, | | | | innovative ways to reduce their costs while increasing |
| change management, performance management, | | | | their productivity and bottom line results. An effective |
| regulatory compliance, among other things. If you are | | | | way of doing that is by outsourcing non-core functions |
| spending more than 20% of your time performing | | | | so that more time, money and energy can be put |
| administrative or non-core activities that are taking time | | | | toward growing the business, all the while ensuring that |
| away from doing what you're supposed to be | | | | your employees are well looked after. |
| doing...which is growing your business, then you have a | | | | Utilizing the services of a Human Resources |
| problem - even if you don't realize it yet. | | | | Outsourcing firm is an ideal solution for the organization |
| So at what point will you begin to exceed the 20% | | | | that is growing but is not quite at the size that would |
| mark. Usually it is when your employee base grows to | | | | require a full time Human Resources presence. |
| about 20 or 30 employees. Once you get to that | | | | Outsourcing companies provide experienced and |
| level...some HR expertise is definitely required. That | | | | committed Human Resources Professionals who could |
| doesn't necessarily mean you need a full time HR | | | | easily manage the HR function of an organization that |
| person on staff...it just means you need the expertise. | | | | is on the brink of moving to the next level of success. |
| In this economic climate organizations are extremely | | | | More importantly, they can do it on a less than full time |
| reluctant to take on any more overhead than they | | | | basis, which means reduced costs in comparison to |
| absolutely need, but sometimes doing without does | | | | employing a full time HR person. HR outsourcing |
| more damage than taking on the extra cost. So at | | | | provides all the advantages of an in-house HR |
| some point these organization will ask themselves the | | | | department without the added cost of employing |
| same question..."Do we continue to do without, or do | | | | additional staff. |