Human resources outsourcing, known as hro, is defined as outsourcing one or more of the human resources jobs in the company by the employer to the human resources service company to achieve reduced efficiency gains。
A lot of people don't understand. There's people. What's the point of outsourcing
In the case of some large plants, many of them are doing repetitive and time-consuming work on a daily basis, and it is difficult to concentrate their energy and resources on the rapidly changing economic situation, affecting the healthy development of enterprises。
Thus, outsourcing of human resources not only reduces management costs, but also assists enterprises in resource allocation, system development, business layout, risk avoidance, etc。
Today we're here to systematically comb the manpower out。
I. What is the content of human resources outsourcing
Conceptually, outsourcing of human resources includes human resources and personnel outsourcing (human resources assignments), outsourcing of personnel services and outsourcing of human resources management functions
Specific elements include outsourcing of human resources, outsourcing of human resources management, outsourcing of remuneration management, outsourcing of remuneration benefits, social security services, tax surcharges, outsourcing of personnel, recruitment of agents, etc。
Three modules for outsourcing human resources
(i) human resources contribution: this refers to the provision of services by the sending agency in accordance with the employer's needs, in accordance with the terminology created by the trade for the purpose of distinguishing between employers in traditional labour relations。
Human resources contributions comprise the following five categories:
(b) reassignment of staff; (b) project assignments: the hiring of a variety of personnel for the completion of temporary projects and the dissolution of staff upon completion of the project。
Suitable industries: processing manufacturing; telecommunications; financial services; energy; market promotion; support posts for institutional units; and front-office clerks for some foreign multinational enterprises。
(ii) outsourcing of personnel services. This relates mainly to staff entry procedures, staff day-to-day service delivery and staff separation procedures。
1. The procedures for entry into employment include: labour relations review, collection of entry information, background checks of employees, mandatory social security contributions, custody of personnel files, licensing of medical examinations, disciplinary review, etc。
2. Day-to-day services include social insurance administration, employee payroll, individual employee tax deductions, household transfer of employees, processing of employee cards, annual employee medical examinations, policy and regulatory advice, etc。
3. Processes for separation include the suspension of social insurance contributions and the transfer of personnel files。
Personnel services are outsourced in two ways:
1. When there is a small number of people, service providers generally communicate with their clients by telephone, e-mail and, if necessary, agree in advance to conduct home service:
2. When a certain number of persons reach a certain number or when the services are larger, the service provider dispatches a dedicated on-site service on a regular or permanent basis, under which the chamber of commerce procures a certain amount of office space and supplies for the service provider within the enterprise。
(iii) human resources management includes recruitment management, training management, performance management, job analysis and design, human resources planning, staff relationship management, staff career planning, etc。
Recruitment websites, headhunters and evaluation firms are all outsourcing service providers in recruitment management。
In the management of training, training courses, training needs surveys, training programmes and training impact assessments are usually carried out within enterprises。
The two modules, performance and pay, provide mainly outsourcing services for system design and consultancy。
Iii. Meaning of outsourcing human resources in enterprises
(i) helping enterprises build or optimize personnel frameworks
1. Outsourcing of human resources can help enterprises to establish a legal and effective basic personnel framework as soon as possible
2. In the context of enterprise development, where hr is understaffed and limited in resources, outsourcing can quickly fill the gaps or shortfalls in the existing personnel structure
3. Some enterprises need to be formalized and optimized through outsourcing with specialized human resources because of their financing, consolidation and listing needs。
(ii) helping enterprises transfer contradictions and risks
1. Avoidance of labour disputes: there is no labour contract relationship between the actual employer and the outsourced employee, avoiding labour disputes and saving the management resources of the enterprise。
The risk of decentralization: an enterprise's selection of outsourced staff is essentially one that is not supported by a person and that is “reversible and capable” in its management. The outsourcing service provider helps the enterprise to reduce and decipher the risk of investment in human resources by taking advantage of its own strengths in personnel and labour。
(iii) reduced efficiency gains in enabling enterprises
(b) reducing the cost of taxation: under the tax act, an enterprise is required to pay its employees in excess of the amount of the taxable wage. (b) reducing the cost of reform: for enterprises that need reform and lay-offs, the use of "hard lay-offs" could be replaced by "soft lay-offs" and "soft lay-offs" for employees, significantly reducing the costs of job placement for re-engineered employees, simplifying labour usage procedures, reducing staff management costs, reducing staff risk and improving management efficiency。
(iv) which enterprises are suitable for outsourcing human resources
(c) enterprises with short-term or seasonal needs。
When selecting human resources outsourcing companies, enterprises need to scrutinize their qualifications to ensure that compliance is legal. He has 10 years of service experience in the human resources industry, has been awarded the 5a level of integrity of human resources services, has standardized the full set of closed loop services and has been certified through the iso 9001 service quality management system. A one-stop human resources outsourcing service that is customized, professionalized and visualized throughout the life cycle can help enterprises to separate non-core posts, reduce personnel management costs and minimize the risk to the enterprise's labour use and maximize benefits through professional personnel management and standardized processes。
