Functional
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3 Levels of HRO
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Quickly emerging are three clear types of HRO services. There is the basic HRO, full HRO and integrated BPO. Basic HRO is mostly for mid-sized organizations and organizations with fewer than 20K employees. Full HRO may be for any larger organization with a more developed HR function while integrated BPO serves the same market. What’s…
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It’s Offshoring, Not Outsourcing!!!!
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I am taking a break this week from my discussion of vendor management in order to use this particular platform to rant a bit about a pet peeve of mine. As the title suggests, it’s to rant about the misuse of the word “outsourcing” when people are really referring to “offshoring”. Today, I read this…
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Relationship Management V – Implementation
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I was talking with a client this week about the implementation of an outsourced solution to payroll, HRIS and benefits administration that he would soon be going through. He has every intention of engaging third party assistance with the implementation. He’s seen things go very wrong for companies who attempted to go it alone with…
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Relationship Management IV – Project Management
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So you’ve outsourced HRIS, or payroll, or H&W benefits administration, or applicant tracking, or any one of numerous HR functions and now your job is finished, right? Well most of you know the answer to that is no. You still have plenty to do as work through data scrubbing, conversion, or ongoing vendor relationship management. …
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Relationship Management III – The Culture of Accommodation
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Last week we saw what happens when service providers fail to actively manage client expectations. Client satisfaction suffers, and ultimately the relationship can become at risk.We explored the notion that client expectations are frequently mishandled during the sales cycle, but this week I’d like to talk about how the ongoing relationship is often set up…
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Relationship Management II – Managing Expectations
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Last week I wrote, in part, about outsourced service providers’ client satisfaction programs which monitor how satisfied clients are with performance. At any given point in time, there are a number of clients who don’t believe their service providers are meeting, let alone exceeding, expectations. What causes dissatisfaction? Of course, it’s easy to say that…
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ExcellerateHRO Ranked An HRO Leader
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I thought it interesting that ExcellerateHRO was recently ranked a leader among the HRO vendors. Recently winning their first large contract with Cardinal Helath, they may have more coming.. “Being one of the most global of all HR BPO providers, ExcellerateHRO’s portfolio of services allows clients to leverage our geographic reach, technical expertise and depth…
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Relationship Management – Part I
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Back in January, Double Dubs posted an article titled Vendor or Client – Who’s Fault Is It? The question is not an academic one, as companies spend a combined fortune greater than the GDP of many countries in search of the seemingly elusive quality service they and their employees so richly deserve. What is really…
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HR Technology Functional Utilization
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Looking at CedarCrestone (of Cedar Group fame) and their survey of HCM applications, it’s interesting to see the trends of what everyone is using, what they will be using, and how these trends debunk current myths and assumptions we (or I) may have about the marketplace. First, it’s incredibly surprising to me that training enrollment…
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Hot HR Issues – Part 2
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The Conference Board of Canada did an interview with Dave Ulrich where he stated “the 21st century will belong to human resources and to organizational capabilities.” ((Thanks to Romain of unknow origin for pointing me to the Conference Board of CA’s website an a comment here)) ((The Conference Board of Canada, August 2004. “Hot HR…
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Excellerate HRO’s First Win
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And it’s a big one. I have no idea what the net value of this deal is, but rumors around the blogosphere have been circulating for a couple months that the announcement was coming. Here it is.
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Responsibility – Part 3
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Im realizing that I never actually defined why I called this series “responsibility.” Mostly, it was because we in HR have a responsibility to ensure that certain practices maintain the HR and employer brand. So far, we’ve talked about values and what happens when leadership hypocrasy sets in, and in part 2, about the shared…
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Social Security Reform
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Donald Glade of Sourcing Analytics writes a great opinion on Social Security reform here. Just thought I’d point it out.
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Offshoring Not a Cause of Job Loss
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2.4% of U.S. jobs have been lost to outsourcing and offshoring since 2003. That’s the bad news. The good news is that if you trend all job gains and losses due to outsourcing and offshorig (trade) over time, 2.4% is totally insignificant. ((Groshen, Erica L. , Hobijn, Bart , and McConnell, Margaret M., August 2005.…
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PEO vs. HRO again.
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I got an e-mail from a reader about PEO v HRO: What is your advice to a company (100-1000) on what TYPE of outsourcing would be best for their company? Basically, PEO VS BPO. Pretty broad but there are all kinds of companies trying to figure out the breaking point. Rather than talking about BPO,…
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Top HRO Deals of 2005
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I might be a bit behind on the news and it’s entirely possible this has been posted elsewhere. However, HRO Today Magazine posted their top 22 HRO deals of 2005 in their January/February issue. Personally I’m positive this is nowhere near a complete list. I’m betting there were at least another 30 HRO deals even…
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Watson Wyatt – 2005 HCI study
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Watson Wyatt – Insider again pushes out a nice article tying together the correlation between effective HR program design and financial performance. First off, here’s a nice diagram of what we’ve beem blogging about for a while: Retrieved from http://www.watsonwyatt.com on February 20, 2006.
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Why I Love Compensation
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In all of the HR practice areas, in my opinion, compensation is the cornerstone of the HR function. Not only does it carry through the HR organization, but it also carries through the HR technology framework. When I talk about compensation, most of what I’m thinking about is job design (job analysis, job evaluation, whatever…).…
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EE’s quit to seek relationships, balance and mission
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In the “talent war” discussion, there is now even more room for concern. While we have always realized that growing retiree populations were decreasing the availability of senior talent, the development of young talent seems to be at risk as well. If younger employees are culturally resisting engagement (paritally defined as a willingness to allocate…
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Recruitment Process Outsourcing for Healthcare
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I stumbled across this company, Pinstripe, that does RPO for healthcare. Now, I personally don’t really care one way or another about this specific company, but the concept of RPO for healthcare seems to be a troublesome idea for me to swallow. One of the major tenets behind RPO is that there should be the…