The companies are seeking new solutions to increase their competitiveness. To do so, with intent to reduce costs and encourage the work of the staff, managers most often use the ‘outsourcing’ or outsourcing. Although we can say that this is not an innovation, the truth is that this practice is expected to experience strong growth over the next two years in Spain. First there were some jobs in the department of administration, after the technological and computer and now the trend reaches the personnel department.
To date, the markets are more advanced in ‘outsourcing’ of human resources are the Anglo-Saxons and Scandinavians, where for many years began this process, which today is already well developed. Now, outsourcing the work of this department in Spain begins to set in, partly motivated by the financial crisis affecting markets, but especially because many of the national companies have reached a point of maturity and ‘managing’ in receiving the benefits of an action like this.
According to a study by the trade publication ‘The Economist Intelligence Unit’, 17% of European enterprises have fully outsourced HR function. 31% have done with the recruitment, training and payroll, and another 18% expect to commission these activities in the coming years. In the case of Spain, according to figures provided by IDC, nearly 20% of companies with between 1,000 and 5,000 employees will be outsourced payroll management over the next two years, compared with 9% that it currently does. A projected endorsing another research firm Mercer Consulting, which shows that nearly two out of ten heads of HR in Spain “want to change the way of doing things,” as they have realized that 71% of their working time is to undertake operational only generate added value.
For Pierre Paradis, general director for Spain and Latin America at the company HR Access and invited last week to the day ‘HR Outsourcing: cost reduction and value creation’ of the DPA, “this method ensures the highest levels of quality management , a functional improvement, reorganization of processes to make them more efficient and consequently the company gains an increased focus on business, business results and benefits. ”
This is an outside company to instruct the implementation of more functional tasks and concentrate all efforts on being competent in the ‘core’ [mainstay] of the business. Therefore, it is normal that the process begins with the administrative, payroll, department usually remove much of his time and that adds value.
The release of the purely administrative work of the department will cause these professionals invest the time to adapt to new technologies and allow them to concentrate on business purpose. At present, the human resources sector is undergoing a relentless process of renewal. According to a report by Saratoga Institute, dedicated to the observation of best practices in this area, a large number of tasks performed in this department are transactions, ie, only 10% of the activity adds value. “In this context, the ‘outsourcing’ emerges as an alternative that allows these sections to delegate administrative matters in a specialist provider. The role of human resources professionals and will be the manager of processes and applications manager and coordinator of special services providers, “says Paradis.
But when you start an action like this, the company must consider certain factors. It is important to have the support of the main departments involved, to assess what the costs and quality of the company and how will that outsourcing savings and calculate how much you can improve the service and what impact it will have on employees. Finally, the company has to establish control parameters, financial guarantees and experience to choose the best provider thoroughly.
In Spain, the companies providing outsourcing services do not always have an offer mature and often have not invested in our infrastructure, “Some are consultants who do not have their own technology, others provide services ‘outsourcing’ but when the contract ends The client is left with nothing … It is not the case of HR Access, where we have invested millions of euros in Spain and in technology and R & D, also offer outsourcing and contract when it ends we reversibility (a unique concept of signature ) that allows you to reinstall the application developed so as not to miss anything done. “